Is there anything different about the internal application process that sets an applicant apart from a general applicant other than Cisco supposedly considering us with priority? Or does the internal application process only require a behavioral interview and not technical (coding)?
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Also, regarding coding interviews, I think they’re the least useful indication of how good a candidate is.. If you’re mostly a team who does python and you interview someone who’s been doing c for the last 15 years, it’s very likely that they’ll be able to become highly productive within a reasonable time frame. Who cares if they don’t know the difference between bubble sort and quick sort. That’s just stupid memorization. The point more important skill is whether they have the intuitive skills to realize that some kind of sort optimization is needed. Implementing it is almost secondary.
Yes, you will be interviewed. I've interviewed LRd candidates and unfortunately had to pass, their skills just weren't up to date. If you've been coasting for years, this is where you run out of fuel.
Even contractors who are converted to employee status in the same role have to go through the full interview process in my experience.
I've participated in that interview process on both sides as the person being converted and evaluating the person being converted.
I will say, that they were mostly "pro forma", but there was still the potential that I/they could sc--w up the interview and be outshone by one or more of the other candidates that have to be interviewed to make the hiring process follow legal and policy guidelines causing me/them to not get hired.
If you're skilled enough for the role, why would you be worried about the technical side of the interview? Use it for a practice run at an external job since Cisco rarely hires impacted people despite the ELT saying it's a priority.
I was LR'd in dec '22 in the 4000 cohort and eventually re-hired in Feb '23 in a different BU and there was never any indication that I wouldn't have to go through all normal technical/proficiency/behavioral screens
Almost all the cases I heard required a technical interview (full line-up) and majority of them also required live programming/coding. However, the feedback I got from my friends was that majority of the hiring managers were "hostile" to the "LRed" internal candidates. If the management really want to honor (of course they just lip service in my view), then they should just assign if the LRed people were doing projects with similar technologies and has not receive un-satisfied rating in the last three years. I have not seen they do that. If you ask me, I said all lip service and no one enforces it. Sad but it is the reality in CISCO
Depends on the hiring manager and their comfort level with your skills.