
Get a job as a programmer at ABBYY.howto

Suppose you are a programmer by profession, or you want to become one, and at the same time want to work in ABBYY. What awaits you after sending your resume to the company?
Let's start from the very beginning - with vacancies: There is always room for experienced programmers as well as students who just wrote “Hello, world!” on Visual Basic. At the same time, the company, for the most part, is in no hurry to hire people at all costs, but is looking for those who are able, right now, or in the long term, to strengthen the team. This approach has been applied since the founding of the company, and it is thanks to it that successful and competitive products have appeared and are developing. “People are our everything” (CEO, aka general director). At the same time, capable senior students who have behind them at least small advances in programming have very high chances of finding a job and undergoing training in a company with subsequent work on a commercial product. This is because the company is primarily focused on training personnel “from scratch” in its environment, which gives good results. However,
Now about the resume. They are quite ordinary - you can fill out a form on the website or send an email to resume@abbyy.com or job@abbyy.com . Programmers with experience should immediately attach samples of their code (the higher qualifications you declare, the more complex and high-quality the code should be), for “students”, that is, applicants without experience, this is not required. Then you need to wait a bit - the recruitment specialists (aka HR managers), although we are very frisky guys, they also need time to evaluate what should be done with a specific resume. Of course, there is always, albeit a minimal, but non-zero probability that your profile will be lost by a suddenly rebooted mail server, or it will be deleted by an evil
Well, here, they invited me for an interview. How is it arranged? Firstly, it can be quite long. One to five hours, depending on the success of the applicant. It all starts with solving several “quick-witted” tasks (“A piece of ice floats in a bucket of water. How will the water level change when the ice melts?”), And pairs of algorithmic (quickly - for O (log N) arithmetic operations on numbers - find Nth Fibonacci number). The tasks are given by the HR manager, and he also checks the solutions to the tasks “for quick wits”. This stage lasts one to two hours, and allows you to evaluate how much a person can think in general, to cope with standard and non-standard tasks, how he behaves in difficult situations - he tries to find a solution or quickly gives up if nothing works. Agree, for a programmer, an important enough skill is always to find a working solution. If all is well, an expert from among the programmers connects to the interview, who checks the solution of the algorithmic problems, and also evaluates the professional suitability of the applicant, talking with him on the content of his resume, and also offering to solve additional algorithmic problems. By the way, it is worth noting here that for “students” it is more important how well they solve problems - this shows their potential, and for programmers with experience it is more important how their experience is suitable for use in the company, although they should be pretty decent tasks. This part of the interview, which can last from an hour to three, is the most important, because the opinion of the expert, which he presents after the interview to the personnel department, becomes the main assessment of the applicant. At least,
So, this barrier has also been passed. Then the HR manager can offer you an interview with the future direct boss - the project manager. Most often, this conversation takes place immediately after a conversation with an expert, but sometimes, if you can’t immediately meet with the leader, you are scheduled to meet in a few days. The project manager will be interested in, first of all, how much you will approach a vacancy in his unit. It is very similar to an interview with an expert, only fewer tasks, and the conversation is more about practice. It is clear that he may not like you, but that’s selvah.
But that is not all, although you are already close to success. Now you have a meeting with the head of the department (aka DPD), or with the technical director (aka CTO), strict but fair, who makes the final decision on hiring the applicant. This meeting is usually quite short, but rich, and the expert’s positive assessment from the previous stage does not guarantee anything here, but only helps to form a good impression about you that you must try not to dispel. But sometimes all the positive reviews go to dust, and the applicant does not go home without brains. And this also happens.
And finally, the final
Now for sure. Level boss passed, level up.
PS A reasonable question arises: why is all this necessary? Well, that is, why work at ABBYY as a programmer? What is so interesting about this work? We will answer these questions with other interesting posts!
Konstantin Tarachev
Head of Mobile Linguistic Application Development Group