The interview process at Littelfuse was extensive, involving four rounds: two phone calls, one video interview, and an almost six-hour onsite session that required a prepared presentation.
While most of the team members were pleasant, a few seemed to relish the power imbalance between interviewer and candidate — a dynamic that felt unnecessary and discouraging.
The biggest issue, however, was the salary. For the level of experience and the location, the pay was only about 70-80% of the market rate — nowhere near enough to justify the grueling, drawn-out interview process. I ultimately accepted a different quality engineer role that required less experience and offered 1.5 times the salary Littelfuse proposed. Frankly, it wasn’t worth sinking ten hours into a presentation and spending $150 on transportation, only to be rejected nearly two weeks later for a baffling reason.
A bit of advice: I understand the importance of thoroughly vetting candidates for key roles. However, given that this job has remained unfilled for over three months, it’s clear the compensation doesn’t match the time and effort you’re asking of applicants. If you want to attract and hire qualified professionals, you need to offer a salary — and an interview experience — that reflects that.
Also, don’t wait two weeks to tell people they didn’t get the job. Just tell them they weren’t the right fit. At least yall did actually tell me instead of ghosting, so you get a point for that!
Best of luck to yall.