I went to a recruiting event that was put on by Cruise. It was disguised as a marketing "advisory board" where they asked us questions like "What motivates you as an engineer when looking for a new job? Would changing the world help?"
"Would you like to be rewarded handsomely?"
"Which of these statements most resonate with you?"
They paid me $500 for about an hour to sit through their sales pitch. Then I finally caved and had an interview where the hardest question was how to flatten an array. I passed on that place...
I've been an interviewer at Cruise, including on panels where Kyle was part of the committee. Trust me, there are many employees who want to have a decent recruiting experience, and a lot of engineers who want to ask questions that are actually worth your time. The bullshit you experienced is 100% top-down from Kyle. For years there has been tremendous pressure to hit headcount goals and to throw money at the problem versus trying to establish quality. (why? well headcount is one of the only needles Kyle can move himself that suggests to GM that there is progress). Kyle claims (explicitly) he's trying to build a strong "brand" for Cruise resumes, but the data and employee feedback just don't support that claim. It's just one of the several areas where Kyle insists on shooting his feet off year after year and won't actually listen to feedback (yes even when he asks for "direct feedback").
"Would you like to be rewarded handsomely?"
"Which of these statements most resonate with you?"
They paid me $500 for about an hour to sit through their sales pitch. Then I finally caved and had an interview where the hardest question was how to flatten an array. I passed on that place...