Hareesh Vunyala

LTIMindtree Interview Experience for PL/SQL Developer Role CTC - (20-22) LPA EXP - 4-5 yrs One of friend recently attended an interview at LTIMindtree for a PL/SQL Developer position. The discussion was practical, scenario-based, and focused on core concepts. Here are some of the questions he was asked: 1. What is the difference between a function and a procedure? 2. What are REF CURSORs, and where are they used in real-world projects? 3. What is a mutating table error and how do you handle it? 4. What is a materialized view, and how can it be refreshed? 5. Follow-up: How does the view detect table changes for FAST refresh? 6. What is partitioning in tables and its types? 7. Write a PL/SQL block: - If a column already exists in a table, display a message. - Else, alter the table to add the column. 8. Write a PL/SQL block to print a number series: 1, 3, 6, 10, 15 … up to < 99 9. Analyze LEFT, RIGHT, and INNER JOIN outputs for this data: (𝐐𝐮𝐞𝐬𝐭𝐢𝐨𝐧 𝐚𝐬𝐤𝐞𝐝 𝐢𝐧 𝐞𝐯𝐞𝐫𝐲 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰) T1 T2 -- -- 1 1 2 1 2 3 4 NULL NULL 2 #LTIMindtree #PLSQL #InterviewExperience

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When I moved from D-VoiS to 𝗔𝗰𝗰𝗲𝗻𝘁𝘂𝗿𝗲, I learned the value of having more than one offer. By the time I switched to 𝗣𝘄𝗖, I knew how to negotiate my worth. Later, when I joined Brillio as a Lead Data Engineer, I once again had parallel offers that gave me the chance to ask for better pay. 👉 In every step, the lesson was clear: 𝗺𝘂𝗹𝘁𝗶𝗽𝗹𝗲 𝗼𝗳𝗳𝗲𝗿𝘀 give you 𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗶𝗼𝗻 𝗽𝗼𝘄𝗲𝗿. Some people may call it aggressive. But the same people often end up frustrated when someone at the same level joins with a much higher salary. 😊 ✔ There’s nothing wrong in asking for what you’re worth ✔ Companies cut costs without hesitation, so don’t hesitate when it comes to your own value ✔ Be respectful, be honest but never undersell yourself Know your worth. And ask for it. And if you’re a working professional planning your next career move, I’d highly recommend learning through platforms like Bosscoder Academy → http://bit.ly/3HNbaqI Because the right skills and mentorship don’t just help you crack interviews, they help you put multiple offers on the table. P.S. Have you ever used multiple offers to negotiate a better salary? #DataEngineering #CareerGrowth #InterviewPrep #SalaryTransparency #Collab #Switch

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A personal friend who joined TCS about a year ago, with over 13 years of industry experience and a package of 42 LPA is now grappling with a severe decline in mental health. The initial promise of flexibility, including work-from-home options, has not materialized. Instead, the reality has been long hours, work on weekends and holidays, and a culture where even sick leaves are subtly discouraged. The constant workload has led to repeated burnout and breakdowns, leaving him questioning whether the prestige of a high-paying job is worth the heavy toll on his well-being. While he wishes to quit immediately, the uncertainty of the current job market makes the decision extremely difficult—resigning without a backup feels risky, yet staying feels unsustainable. His story is a stark reminder that compensation alone cannot offset a toxic work environment, and that employee well-being must take center stage in any sustainable workplace culture. #tcs #tcslayoff #stress #toxicity

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Capgemini Interview Questions (3 to 5 Years) - L1 Round --------------------------------------------------- Tech Stack: ReactJS, JavaScript, Redux, HTML/CSS Duration: 45 minutes ---------------------------------------------------- Hey everyone! One of my followers shared this recent Capgemini interview question set to help boost confidence for those preparing for frontend technical interviews. I’m sharing it here — hope it helps you too! HTML Questions: -- What is the difference between block and inline elements in HTML? -- What is the purpose of the alt attribute in an <img> tag? Why is it important for web accessibility? -- What is the difference between <div> and <section> elements in HTML? CSS Questions: -- What is the CSS Box Model? Explain its components (content, padding, border, margin). -- What is Flexbox in CSS? How would you center an element both horizontally and vertically within a container using Flexbox? -- What are pseudo-classes and pseudo-elements in CSS? Provide examples. -- Explain the difference between position: relative and position: absolute in CSS. JavaScript Questions: -- What is the difference between null and undefined in JavaScript? -- What is a closure in JavaScript? Write a function that demonstrates closure. -- What is the event loop in JavaScript? How does it handle asynchronous code execution? -- Write a function that takes an array of numbers and returns a new array with only unique values. -- What is the difference between bind(), call(), and apply() in JavaScript? -- What is a Promise? Write a simple promise that resolves after 1 second. -- Write a function to deep clone an object. What is the difference between shallow copy and deep copy? -- Explain the concept of debouncing in JavaScript. Can you implement a simple debounce function? React Questions: -- Write a React component that fetches data from an API and displays it using useEffect. -- What are controlled components in React? Write a simple controlled input component. -- What is Redux? Explain the state management architecture. 👉 Checkout L2 Round here: Link Updated Soon 💡 Follow Mohit Kumar for daily doses of tech wisdom, corporate realities, and relatable IT life. Start with a FREE interview session: https://lnkd.in/dZcZBvtY More technical knowledge: -- WhatsApp Channel: https://lnkd.in/dFyqKJU3 -- YouTube Channel: https://lnkd.in/dEqvkECV Your skills are your superpower—upgrade them daily! #ReactJS #Frontend #InterviewPreparation #JavaScript #FullStack #WebDevelopment #SoftwareEngineer #Learning #Hiring #Jobs #FresherJobs #TechTalks #Software

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Layoffs Cast a Long Shadow — Lessons for Leaders Recent Glassdoor research shows layoffs don’t just reduce headcount — they reshape culture for years: 🔻 Employee ratings drop by ~0.13 stars after layoffs — and take over two years to recover. 🔻 Leadership, culture & business outlook are hit hardest — trust is fragile. 🔻 Key talent & managers feel the biggest impact, and job-search activity jumps ~40% within a year. 🔻 Hidden costs can wipe out savings — disengagement & attrition can equal 5% of payroll. For those of us in financial services, this is a wake-up call. If we want to humanize finance, we must remember the journey starts with employees — not just products or customers. Every decision on cost, restructuring, or talent signals what we value. The opportunity: ✅ Communicate with clarity and empathy ✅ Protect and re-engage key talent ✅ Invest in psychological safety and internal mobility ✅ Align employee experience with customer promise Healthy customer journeys require healthy employee journeys. Layoffs may sometimes be necessary — but how we manage them will define trust, loyalty, and ultimately, long-term value. #Leadership #EmployeeExperience #FinancialServices #OrganisationalCulture #FutureOfWork #HumanisingFinance #PeopleFirst #Layoffs #Trust #DataDrivenLeadership

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Read it till the end: Recieved from very Senior Employee of TCS 1. No. of employees being laid off- the official version of 12,200+ is just a lie. 10% of employees have been listed from every Account which comes to around 60k totally. 2. How the list has been extracted- On a Sunday morning, an urgent request from the Management to make 10 % of every team available for 'Redeployment'. Managers under pressure and direct threats from the Delivery heads, list down names of Team members who can be Released. There was no review of their performance records, Appraisal ratings or reasons for listing. No review of the for the high performers in the list at any point of time in the last 1 month. Those who have been listed include: - Some low performers in the Team - Anyone who requested for a Release from the Current project team for a change in Role or Location - Anyone who had a disagreement with the Management , even for valid reasons - Associates who have been assigned duties by the Organization earlier, for support activities 3. It is not feasible to deploy the associates due to skill mismatch - All employees in the Organization have gone through same set of Mandatory trainings including those on Digital technologies and AI. Those who remain now within TCS are in fact at the same level of training and skill as those who have come outside. 4. There are no Billable positions available for these many people - This is most disturbing Lie among all. There are valid and revenue generating positions available in the Company for thousands of positions which the Management has put on hold, just to complete this exercise of headcount reduction. System restrictions are put in place (in PRM in internal portal) so that allocations cannot be made on any Fixed price or SLM WONs (Cost centres). The count of positions actually open is being hidden purposefully. While our Clients who have been informed of this restructuring are still waiting for the positions to be fulfilled, while the teams are struggling to maintain 24 x 7 shifts with less people, experienced and suitable Associates are being laid off. 5. The Company is becoming a future ready Organization- The Quality of people remaining inside and the upskilling of people remain the same as people who have been laid off. They are no better equipped. If everyone is talking about AI, we will also talk about AI, still havent figured the path to be followed. In the last quarter the CEO mentioned in the Townhall that Annual salary hikes are held back due to the War in Ukraine, but we are NOT laying off Associates as we are engaged in the process of Nation building and have always been a Socially responsible company. Source: FB- Post by Harpreet Singh Saluja- Advocate Bombay high court Partner - NITES Legal President Nascent IT Employee Senate #acrt #TCS #layoffs #JusticeforEmployees #ITEmployees #InformationTechnology

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I’ve seen people go from TCS (3.36 LPA) ⇾ Deloitte (24 LPA+) I’ve seen people go from Infosys (3.5 LPA) ⇾ KPMG (27 LPA+) I’ve seen people go from Wipro (4 LPA) ⇾ PwC (29 LPA+) All because they focused on improving their Data Engineering skills: ❌ They didn’t only focus on theory without coding ❌ They didn’t stop after one small demo pipeline ❌ They didn’t waste time on too many certificates Instead, they: ✅ Got strong in basics – SQL, Python, data modeling ✅ Learned how to save cost on cloud tools ✅ Practiced scaling from small data to big data ✅ Built small real projects with free datasets ✅ Practiced fixing errors and making pipelines run faster ✅ Learned how big data tools/cloud really work (Spark, Azure) Because in Data Engineering interviews at Deloitte/KPMG, it’s not just about knowing tools. It’s about how you design, optimize, and explain a solution. 𝗞𝗲𝗲𝗽𝗶𝗻𝗴 𝘁𝗵𝗶𝘀 𝗶𝗻 𝗺𝗶𝗻𝗱, 𝗜 𝗵𝗮𝘃𝗲 𝗽𝗿𝗲𝗽𝗮𝗿𝗲𝗱 𝗖𝗼𝗺𝗽𝗹𝗲𝘁𝗲 𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗣𝗿𝗲𝗽𝗮𝗿𝗮𝘁𝗶𝗼𝗻 𝗚𝘂𝗶𝗱𝗲 𝗳𝗼𝗿 𝗔𝘇𝘂𝗿𝗲 𝗗𝗮𝘁𝗮 𝗘𝗻𝗴𝗶𝗻𝗻𝗲𝗿𝘀. 𝗚𝗲𝘁 𝘁𝗵𝗲 𝗚𝘂𝗶𝗱𝗲 𝗵𝗲𝗿𝗲 - https://lnkd.in/eQRtDTRq If you've read so far, do LIKE and RESHARE the post👍

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