WICS: State of Tech Recruitment Panel with Intersystems & Veeva Recruiters

This panel discussion, featuring recruiters and an engineer from Veeva Systems and Intersystems, provides an in-depth look at the state of tech recruitment, offering actionable advice for students seeking internships and full-time roles in the current competitive labor market. The conversation is structured around common student concerns, covering application strategies, essential skills, and preparation for both technical and behavioral interviews. The panelists emphasize that while the market is competitive, companies serving the life sciences and healthcare sectors, such as Veeva and Intersystems, maintain deliberate and stable hiring practices, contrasting with the volatility seen in larger "Fang" companies.

A major theme explored is the balance between technical proficiency and soft skills (EQ). The Veeva recruiter stressed that while technical skills (programming languages, tools, frameworks) must be clearly outlined on a resume, communication, collaboration, and critical thinking are increasingly prioritized. They look for candidates who can articulate their experiences, problem-solve out loud during technical interviews, and demonstrate genuine passion for the field. The Intersystems engineer, who works in Quality Development (QD), added that leadership skills, even from non-CS extracurriculars, are highly valued, reflecting a holistic approach to candidate evaluation.

The panelists detailed the recruitment process timelines and common pitfalls. They warned against "mass applying" and using generative AI (like ChatGPT) or manipulating transcripts, noting that recruiters can easily spot a lack of genuine effort or dishonesty. Instead, candidates are advised to research the company's mission and values, personalize their applications (e.g., filling out the optional "Why Veeva" section), and demonstrate enthusiasm. The Veeva process, for instance, involves an initial 30-minute recruiter screen, an online technical assessment (60-80 minutes, similar to LeetCode), and a 3.5-hour "Team Day" combining behavioral and technical rounds, typically concluding with an offer within three to four weeks from the initial interview.

Finally, the discussion offered alternatives for students without internships, such as pursuing research assistantships (especially for sophomores), participating in hackathons, or developing personal projects. Both panelists agreed that demonstrating passion and initiative through self-directed work is highly valued. The importance of networking, attending career fairs, and sending thank-you notes was highlighted as small but crucial factors that differentiate candidates in a tight market. The Intersystems engineer also shared a personal reflection on the unexpected utility of specific college courses (like two weeks of SQL) versus the broader value of learning how to "think like a programmer."

Key Takeaways:

• Stable Hiring in Life Sciences Tech: Companies like Veeva and Intersystems, which are not beholden to the same stock market pressures as "Fang" companies, practice deliberate hiring and have avoided recent mass layoffs, offering a more stable career path in the tech sector serving regulated industries.
• Prioritize Soft Skills (EQ): Beyond technical proficiency, both companies heavily value emotional intelligence, communication, and collaboration. Candidates must be able to articulate their experiences concisely and demonstrate how they function as a team member, not just an independent coder.
• Avoid Application Dishonesty: Recruiters warned against using generative AI (like ChatGPT) for application content or manipulating transcripts, noting that such practices are easily detected and will result in immediate disqualification, emphasizing the need for truthful and genuine submissions.
• The "Why Us" Component is Critical: Candidates should dedicate time to understanding the company's mission, values, and the specific role. The "Why Us" approach—explaining how the candidate's goals align with the company's work (e.g., connecting to life sciences, valuing the company culture)—significantly boosts progression past the initial screening.
• Resume Clarity for Technical Skills: Technical skills (programming languages, tools, frameworks) should be clearly outlined in a dedicated section or bolded within experience descriptions to make them immediately visible to non-technical recruiters during the initial, short review process.
• Preparation for Behavioral Interviews: Do not over-prepare by scripting every word; this makes the conversation unnatural. Instead, prepare key anecdotes (e.g., a group project, a struggle) that can be adapted to common behavioral questions, maintaining a natural dialogue.
• Technical Interview Strategy (Show Your Work): For technical rounds, the focus is on critical thinking and problem-solving skills, not just knowing the perfect answer. Candidates must talk through their thought process, explain their chosen approach, and demonstrate collaboration.
• Veeva's Recruitment Timeline: The typical duration from initial recruiter screen to a full offer averages three to four weeks, involving a 30-minute screen, a 60-80 minute online technical assessment (LeetCode style), and a 3.5-hour "Team Day" interview session.
• Alternatives to Internships: Students lacking internships should pursue research assistantships (especially for sophomores), participate in hackathons, or develop personal projects, as these activities demonstrate passion, initiative, and the ability to learn new skills independently.
• Networking and Career Fairs: Attending career fairs and info sessions is highly recommended as a low-stress way to understand company culture, ask specific questions about the tech stack, and make a positive impression, reducing the research burden later in the process.
• The Power of Thank You Notes: A simple thank-you note (email or written) after an interview is a small effort that helps distinguish a candidate and demonstrates continued interest, often serving as an easy tie-breaker between otherwise comparable candidates.
• Broaden Role Expectations: Candidates are encouraged to look beyond traditional "Software Development Engineer" roles and consider adjacent positions like Quality Development (QD), which may offer unexpected passion and career satisfaction.

Tools/Resources Mentioned:

• Veeva CRM: The platform Veeva Systems provides for the life sciences industry.
• LeetCode / HackerRank: Recommended platforms for practicing for online and live technical coding assessments.
• Forage: A virtual platform offering self-guided, company-sponsored projects for students to gain experience.

Key Concepts:

• EQ (Emotional Quotient): Refers to soft skills, including communication, collaboration, and interpersonal abilities, which are increasingly weighted in engineering recruitment processes.
• Team Day: Veeva's final interview stage, a single-day, multi-hour virtual session where candidates meet multiple team members for a combination of behavioral and technical questioning.
• Quality Development (QD): An engineering role focused on testing and ensuring the quality of code developed by other engineers.