 companies, including Time Warner and Mediacom, by offering phone services in conjunction with products sold by the cable giants. Not only that, the company is looking into offering TV programming to its wireless customers. According to a November 2004 report in The Los Angeles Times, Sprint has been talking to QUALCOMM about using some of its broadcasting spectrum to offer the service. Don't expect to be watching your favorite shows on your phone in the very near future, though; Qualcomm doesn't expect to have its network completed until sometime in 2006. GETTING HIRED Recruiting 101 Sprint recruits extensively at college campuses and business schools for its business and technical units. A schedule is posted on Sprint's detailed employment web pages (see www.sprint.com/hr/college_recruiting.html). The company employs several recruiting and training programs for students in the areas of finance, technology and engineering, and customer care. Sprint recruits at regional schools, as well as some of the country's top business schools. Former MBA interns report going through one round of two back-to-back interviews on their school campuses. The company also has a recruiting program for military personnel, including veterans, spouses and other family members of veterans/active military personnel, reservists and soldiers about to leave active duty. Sprint is one of 7 percent of U.S. employers that offer employees both a pension and a 401(k plan. Inside the interview Company insiders generally report undergoing a screening interview and then touring the facility for a round of three or four interviews with managers and potential colleagues. Even engineers and other people in technical positions report that their departments do not ask technical questions or brainteasers during their interview process. Sprint recruits for the "whole person," says one engineer. "It is not sufficient to be the smartest person in the world if you don't have the social skills to 136 VAULT LIBRARY CAREER 2005 Vault Inc. Vault Guide to the To