About resource pro
Company Description
ReSource Pro is a global insurance outsourcing firm that partners with clients across the U.S., Europe, and Asia. With a team of over 12,000 professionals, the company delivers a wide range of services, including underwriting support, claims processing, policy administration, and technology solutions. ReSource Pro emphasizes collaboration, innovation, and continuous learning in its work culture. Employees are encouraged to share ideas openly, regardless of their position, and the organization supports flexible work arrangements promoting work-life balance. The environment is dynamic and supportive, focusing on professional growth and skill development.
Customer Service Associate
Skills (for reference): Strong communication, problem-solving, multitasking abilities, proficiency in CRM software, empathy, patience.
Previous Roles (for reference): Customer Support Representative, Call Center Agent, Client Service Associate.
Q1: How do you handle a situation where a customer is upset or frustrated?
Remain calm, listen actively, empathize, and assure the customer that the issue will be resolved promptly.
Q2: Describe a time when you went above and beyond to assist a customer.
Coordinated with technical teams for a customer issue outside standard support and followed up to ensure complete resolution.
Q3: How do you prioritize tasks when managing multiple customer inquiries?
Assess urgency and complexity, address critical issues first, and use CRM tools to manage workflow efficiently.
Q4: What strategies do you use to maintain a positive attitude during challenging interactions?
Focus on solving the customer’s problem, take short breaks if needed, and maintain professionalism.
Q5: How do you ensure accurate documentation of customer interactions?
Take detailed notes and update the CRM system immediately for accurate records.
Q6: How do you measure your success in customer service?
By tracking customer satisfaction, resolution time, and feedback for continuous improvement.
Q7: How do you handle repeated complaints from the same customer?
Investigate the root cause, propose a long-term solution, and communicate clearly with the customer to prevent recurrence.
Service Delivery Analyst
Skills (for reference): Analytical thinking, process optimization, project management, proficiency in data analysis tools.
Previous Roles (for reference): Business Analyst, Operations Analyst, Process Improvement Specialist.
Q1: How do you analyze service delivery processes for improvement?
Map current processes, gather performance data, identify bottlenecks, and consult stakeholders.
Q2: Give an example of a process improvement you implemented.
Implemented an automated reporting system that reduced manual work by 30% and improved efficiency.
Q3: How do you ensure service delivery aligns with client expectations and SLAs?
Regularly monitor metrics, review SLAs, and maintain communication with clients to address concerns promptly.
Q4: Describe a time you managed a service delivery issue.
Coordinated with IT to resolve system delays and communicated updates to the client throughout.
Q5: What tools or methodologies do you use for data analysis?
Excel, Power BI, Tableau, and other analytics tools for actionable insights.
Q6: How do you handle conflicting priorities from multiple clients?
Assess impact and urgency, communicate with stakeholders, and schedule tasks efficiently.
Q7: How do you implement feedback from clients into service improvement?
Analyze feedback trends, propose changes to processes, and monitor outcomes for effectiveness.
Premium Insurance Auditor
Skills (for reference): Attention to detail, knowledge of insurance policies, auditing standards, proficiency in audit software.
Previous Roles (for reference): Insurance Auditor, Claims Auditor, Risk Analyst.
Q1: What is your approach to conducting an insurance audit?
Review policy documents, verify claims, assess compliance, and identify discrepancies.
Q2: Describe a challenging audit and how you resolved it.
Audited a complex commercial policy with multiple endorsements, collaborated with underwriting, and ensured accurate adjustments.
Q3: How do you stay updated with changes in insurance regulations?
Attend industry seminars, professional development courses, and follow regulatory updates.
Q4: How do you ensure accuracy in your audit findings?
Cross-check data, maintain detailed documentation, and review findings with senior auditors.
Q5: How do you handle discrepancies during an audit?
Investigate, collaborate with relevant departments, resolve the issue, and document the resolution.
Q6: Describe a time you identified a critical risk during an audit.
Noticed a policy misclassification affecting premiums, escalated to management, and implemented corrective adjustments.
Q7: How do you prioritize audits when multiple tasks are pending?
Focus on high-risk or high-impact accounts first, while ensuring regular audits are completed on schedule.
Business Development Client Executive
Skills (for reference): Sales strategy, client relationship management, market research, negotiation skills.
Previous Roles (for reference): Sales Executive, Account Manager, Business Development Representative.
Q1: How do you identify and pursue new business opportunities?
Conduct market research, understand client needs, and tailor solutions aligned with objectives.
Q2: Give an example of a successful client acquisition strategy.
Ran a targeted outreach campaign emphasizing unique value propositions, resulting in 20% increase in engagement.
Q3: How do you maintain relationships with existing clients?
Schedule check-ins, address concerns promptly, and offer additional services aligned with client needs.
Q4: Describe a time you overcame a challenge in closing a deal.
Negotiated flexible payment terms for a client with budget constraints, resulting in successful closure.
Q5: How do you keep updated on industry trends and competitors?
Attend seminars, subscribe to industry updates, and network with professionals.
Q6: How do you manage rejection from potential clients?
Learn from feedback, adjust strategies, and maintain a positive approach for future opportunities.
Q7: How do you balance short-term targets with long-term client relationships?
Prioritize relationship building while setting realistic short-term goals and delivering consistent value.
Company Background and Industry Position
Resource Pro, in essence, positions itself as a key player in the talent acquisition and human resource management technology sector. Over the past decade, it has carved a niche by combining advanced recruitment software with bespoke consulting services, mainly targeting mid-size to large enterprises looking to optimize their hiring pipelines. What stands out about Resource Pro is its hybrid approach—it doesn’t just offer technology, but also partners closely with clients to tailor recruitment strategies that align with evolving labor market trends.
In today’s competitive HR tech landscape, where automation giants and AI-driven platforms dominate headlines, Resource Pro holds a somewhat unique space. It balances automation with human insight, ensuring clients aren’t just running processes, but truly engaging candidates and improving quality of hire. This dual focus has earned Resource Pro steady growth and a loyal client base, particularly among companies navigating complex industry-specific hiring challenges, such as tech startups scaling rapidly or healthcare organizations needing compliance-conscious staffing solutions.
How the Hiring Process Works
- Initial Application Screening – The first stage filters candidates based on eligibility criteria captured through resumes and application forms. Resource Pro’s system is designed to be precise but flexible, catching essentials like education, certifications, and relevant experience. This step weeds out clear mismatches early, saving time for both recruiters and applicants.
- Preliminary HR Interview – After clearing the screening, candidates typically engage in a conversation with HR. This is less about technical skills and more about cultural fit, communication style, and motivation. The hiring team uses this round to assess whether the candidate aligns with Resource Pro’s company values and the specific job role’s softer competencies.
- Technical Assessment – Depending on the job, this could take the form of coding tests, case studies, or situational judgment tests. For technical roles like software engineering or data analysis, these assessments are crucial to verify practical skills beyond what a resume reveals.
- Managerial or Panel Interviews – Candidates who pass the technical hurdle meet with hiring managers or panels. This stage dives deeper into problem-solving abilities, role-specific knowledge, and often includes behavioral interview questions designed to uncover past experiences related to the job’s demands.
- Final HR Round and Offer Discussion – The last step usually involves a comprehensive review of the candidate’s profile and negotiations on salary range and benefits. It’s also when candidates get clarity on company culture, career growth, and expectations.
Interview Stages Explained
Initial Screening: Setting the Stage
The screening phase is resource-heavy on the recruiter’s side but designed to be swift for candidates. It’s about quickly verifying must-haves like qualifications and experience level. Why does this matter? Because hiring managers want to invest time only in applicants with a realistic chance of success. Candidates often overlook this step’s significance but think of it as the gatekeeper—fail here, and you don’t get to impress anyone further down the line.
The HR Interview: More Than Just Politeness
One of the most underestimated rounds is the HR interview. Here, the dialogue is not just about ticking boxes but uncovering personality traits and communication skills. Interviewers want to see how well you’ll mesh with the team and handle real-world stressors. It’s also an excellent moment for candidates to ask candid questions, showing genuine interest and initiative.
Technical Interview: Demonstrating Competency
Resource Pro’s technical interviews are known for being challenging yet fair. The company focuses on real problem-solving rather than trick questions. For example, a software developer might receive a task to optimize a piece of code or debug an issue while explaining their thought process out loud. This stage exists to verify that candidates can perform under pressure and have the technical chops required for daily work.
Managerial Panel: A Multidimensional View
When candidates reach the managerial or panel discussion, they face a collective assessment of not just skills but also leadership potential and cultural alignment. Multiple interviewers represent different facets of the role or department, offering a well-rounded evaluation. The reason behind this complexity is that a single interviewer cannot capture all nuances of a candidate’s fit, especially in cross-functional roles.
Offer and Final HR Round: Closing the Loop
The concluding step is often overlooked as merely transactional. However, this round is critical for setting expectations right. Candidates get details on salary range, benefits, and even the onboarding timeline. For Resource Pro, transparency here reflects a broader commitment to respectful candidate experience—something many applicants notice and appreciate.
Examples of Questions Candidates Report
- HR Interview: "Tell me about a time you had to adapt quickly to a complicated situation."
- Technical Interview (Software Developer): "How would you optimize this algorithm for faster execution?"
- Managerial Panel: "Describe a scenario where you had to mediate between conflicting teams."
- Situational Behavioral: "What would you do if you missed an important project deadline?"
- Case Study (Data Analyst): "Analyze this data set and present your insights on potential business impacts."
Eligibility Expectations
Resource Pro sets clear but reasonable eligibility criteria, shaped by the role in question. For entry-level positions, a relevant bachelor’s degree and internship or project experience suffice. For mid-career roles, companies expect a few years of demonstrated expertise coupled with specialized certifications. Senior or leadership positions may require not only solid technical background but also experience managing teams or strategic initiatives.
One interesting pattern is Resource Pro’s flexibility regarding educational background when candidates show strong practical skills. For example, a software developer without a traditional degree but with substantial coding bootcamp experience and projects could still be considered. However, this tends to be more the exception than the rule.
Common Job Roles and Departments
Resource Pro’s recruitment spans a variety of job functions, reflecting its diverse client base and multiple service divisions. Some of the more prevalent roles include:
- Software Engineer: Developing and maintaining recruitment platform features, integrations, and APIs.
- Data Analyst: Extracting insights from hiring data to improve recruitment rounds and client reporting.
- Recruitment Consultant: Partnering with clients to develop tailored hiring strategies and manage candidate pipelines.
- HR Business Partner: Overseeing internal talent management, employee engagement, and culture initiatives.
- Product Manager: Steering product development to align with market needs and recruitment trends.
Each department has its own flavor of the interview process, tailored to the specific competencies and job roles.
Compensation and Salary Perspective
| Role | Estimated Salary |
|---|---|
| Software Engineer | $75,000 - $110,000 per year |
| Data Analyst | $60,000 - $85,000 per year |
| Recruitment Consultant | $50,000 - $70,000 per year plus commission |
| HR Business Partner | $65,000 - $95,000 per year |
| Product Manager | $90,000 - $130,000 per year |
The salary ranges at Resource Pro are competitive, aligning well with industry standards in HR tech and recruitment services. Commission-based roles, like recruitment consultants, can see significant upside depending on performance, reflecting a strong incentive structure that motivates results-oriented behavior.
Interview Difficulty Analysis
Candidates often describe Resource Pro’s interview rounds as moderately challenging—certainly not a cakewalk, but nothing outlandishly difficult compared to other mid-sized tech and service companies. The technical interview demands focus and problem-solving acumen, but it is designed to be practical, not theoretical gymnastics. The HR and managerial interviews tend to focus on real-world experience and cultural fit rather than puzzle-like questions.
The difficulty also varies by role complexity. Entry-level positions naturally have lighter selection processes, while senior roles may involve multiple panel interviews and comprehensive case discussions, which some candidates find intimidating but ultimately fair.
Preparation Strategy That Works
- Understand the Job Role Deeply: Review the job description carefully and research how the role fits into Resource Pro’s broader service offerings.
- Practice Behavioral Interviewing: Prepare STAR (Situation, Task, Action, Result) stories to articulate your past experiences relevant to the eligibility criteria.
- Sharpen Technical Skills: Use coding platforms or relevant case study exercises tailored to your job function.
- Mock Interviews: Conduct practice sessions with peers or mentors to simulate recruitment rounds and receive feedback.
- Stay Informed on Industry Trends: Resource Pro appreciates candidates who demonstrate up-to-date understanding of recruitment technologies and labor market dynamics.
- Prepare Questions: Engage interviewers by asking insightful queries about the company’s recruitment strategy and team culture.
Work Environment and Culture Insights
From what candidates and employees report, Resource Pro fosters an environment that values collaboration, transparency, and continuous learning. It’s not uncommon to hear that the company maintains a start-up spirit despite its steady growth—informal brainstorming sessions, openness to new ideas, and a generally supportive atmosphere dominate the culture.
However, like many companies balancing growth and client demands, the pace can be intense. Deadlines and client expectations sometimes require extended focus, so resilience and adaptability are prized. The company also emphasizes diversity and inclusion, striving to build teams with varied perspectives to bolster creative problem-solving.
Career Growth and Learning Opportunities
Resource Pro invests in employee development through targeted training programs, mentorship, and cross-functional projects. They realize that in the ever-changing recruitment technology landscape, skills can become obsolete quickly. For example, software engineers get access to advanced courses in machine learning and cloud technologies, while recruitment consultants can pursue certifications in talent acquisition methodologies.
Promotions are typically merit-based, reflecting not just tenure but also tangible contributions to projects and client satisfaction. Employees often comment on the clarity of career paths within the company, though some more junior staff mention that upward mobility can sometimes slow during periods of organizational restructuring.
Real Candidate Experience Patterns
Many candidates note their appreciation for Resource Pro’s transparent communication during the hiring process. Feedback, especially after technical interviews, is often timely and constructive—something not every company manages well.
That said, some applicants have experienced delays between interview stages, usually during peak hiring cycles. It’s a reminder that while tech streamlines parts of recruitment, human bottlenecks still exist.
Interviewees frequently mention the warmth of the HR interviewers, which helps alleviate nerves. Technical assessment candidates sometimes feel the pressure but find the challenges fair and reflective of actual job duties.
Comparison With Other Employers
When stacked against giants in the HR tech space or larger consulting firms, Resource Pro offers a more personalized candidate experience. Big firms may have rigid, process-heavy recruitment rounds, while Resource Pro balances structure with flexibility.
This balance can be a double-edged sword—candidates get a more humanized experience, but occasionally face ambiguity in feedback timelines or multiple interviewers with slightly different evaluations. Compensation is competitive but might lag behind top-tier tech companies. However, career growth opportunities within Resource Pro’s niche market can outpace those at larger generalist firms.
Expert Advice for Applicants
Don’t underestimate the power of preparation tailored specifically to Resource Pro’s sectors. Brush up on recruitment technology trends if applying for tech roles, or familiarize yourself with talent acquisition best practices for consultant positions.
Be ready to articulate how your past experiences connect to the company’s dual focus on technology and human-centric recruitment strategies. Showcasing adaptability and a proactive mindset goes a long way here.
Finally, use the interview rounds to assess fit as much as you present yourself. Ask about team dynamics, leadership styles, and future vision. Resource Pro values mutual alignment, so this is your chance to gauge if the company’s culture matches your working style.
Frequently Asked Questions
What types of interview questions does Resource Pro typically ask?
Resource Pro’s questions range from behavioral and situational queries in HR interviews to practical problem-solving in technical rounds. Candidates can expect scenario-based questions that assess both soft skills and technical know-how relevant to the role.
How many recruitment rounds should a candidate expect?
Generally, the selection process involves between three to five recruitment rounds, starting with an initial screening and concluding with a final offer discussion. The exact number depends on the role’s complexity.
What is the typical salary range offered by Resource Pro?
Salaries vary by job function but align with mid-market industry standards. For example, software engineers can expect between $75,000 and $110,000, while recruitment consultants have a base plus commission structure.
How long does the hiring process usually take?
The entire process typically spans 3 to 6 weeks, factoring in scheduling, interview rounds, and offer negotiation. Delays can occur during high-volume hiring periods.
What are key preparation tips for the technical interview?
Focus on practical problem-solving exercises, understand common algorithms or task-specific skills, and be prepared to explain your thought process clearly. Mock interviews and coding challenges tailored to the job are highly recommended.
Final Perspective
Resource Pro’s interview and hiring process reflect a thoughtful blend of efficiency and human-centric evaluation. Candidates stepping into this process can expect transparent communication, challenging yet fair assessments, and an overall respectful recruitment experience. Understanding the company’s hybrid approach—where technology meets human insight—is critical to crafting a successful application and interview strategy.
In the broader job market, Resource Pro stands out for its balanced recruitment rounds and commitment to candidate experience, offering both novices and seasoned professionals a platform where they can demonstrate their skills, fit, and potential to grow. If you’re passionate about recruitment technology or human resources, preparing thoroughly and aligning yourself with their values could open doors to an exciting career journey.
resource pro Interview Questions and Answers
Updated 21 Feb 2026Payroll Specialist Interview Experience
Candidate: Emily Davis
Experience Level: Mid-level
Applied Via: Company career portal
Difficulty: Hard
Final Result: Rejected
Interview Process
3
Questions Asked
- Describe your experience with payroll software.
- How do you ensure compliance with tax regulations?
- Explain a time you resolved a payroll discrepancy.
- What steps do you take for month-end closing?
Advice
Brush up on technical payroll knowledge and compliance regulations, and be ready for scenario-based questions.
Full Experience
I applied through the company portal and was invited to three rounds: an initial HR screening, a technical interview with the payroll team, and a final interview with the finance manager. The technical questions were challenging, and although I gave good answers, they chose a candidate with more extensive payroll system experience.
Business Development Executive Interview Experience
Candidate: David Kumar
Experience Level: Mid-level
Applied Via: Recruitment agency
Difficulty:
Final Result:
Interview Process
2
Questions Asked
- How do you generate leads?
- Explain a successful sales pitch you made.
- How do you handle rejection in sales?
Advice
Prepare examples of your sales achievements and demonstrate resilience.
Full Experience
I was contacted by a recruitment agency and went through two rounds: a phone interview and an in-person meeting with the sales manager. They focused on my sales techniques and ability to build client relationships. The process was professional and I accepted the offer.
Talent Acquisition Specialist Interview Experience
Candidate: Catherine Smith
Experience Level: Entry-level
Applied Via: LinkedIn job post
Difficulty: Easy
Final Result:
Interview Process
1
Questions Asked
- Why do you want to work in talent acquisition?
- How do you prioritize multiple job openings?
- Describe a time you worked in a team.
Advice
Show enthusiasm for recruitment and teamwork, and be honest about your learning attitude.
Full Experience
I applied through LinkedIn and was invited to a single panel interview. The interviewers were friendly and focused on my motivation and soft skills. They valued my eagerness to learn and offered me the position soon after.
HR Manager Interview Experience
Candidate: Brian Lee
Experience Level: Senior
Applied Via: Referral
Difficulty: Hard
Final Result: Rejected
Interview Process
3
Questions Asked
- How do you implement HR policies effectively?
- Describe your experience with conflict resolution.
- What HR software are you proficient in?
- How do you measure employee engagement?
Advice
Prepare detailed examples of HR strategy implementation and be ready for technical questions about HR systems.
Full Experience
I was referred by a current employee and invited for a series of interviews. The first was a technical HR knowledge round, the second focused on leadership and management style, and the third was a case study presentation. Despite feeling confident, I was not selected due to a candidate with more direct experience in their niche.
Recruitment Consultant Interview Experience
Candidate: Alice Johnson
Experience Level: Mid-level
Applied Via: Online application via company website
Difficulty:
Final Result:
Interview Process
2
Questions Asked
- Describe your experience with candidate sourcing.
- How do you handle difficult clients?
- Explain a time you successfully closed a tough position.
Advice
Be prepared to discuss specific recruitment scenarios and demonstrate your communication skills.
Full Experience
I applied through the company website and was contacted within a week for a phone screening. The first round was a phone interview focusing on my recruitment experience and client handling. The second round was an in-person interview with the team lead where they asked behavioral questions and situational role plays. The process was smooth, and I received an offer shortly after.
Frequently Asked Questions in resource pro
Have a question about the hiring process, company policies, or work environment? Ask the community or browse existing questions here.
Common Interview Questions in resource pro
Q: A rich merchant had collected many gold coins. He did not want anybody to know about them. One day his wife asked, "How many gold coins do we have?" After pausing a moment, he replied, "Well! If I divide the coins into two unequal numbers, then 32 times the difference between the two numbers equals the difference between the squares of the two numbers."The wife looked puzzled. Can you help the merchant's wife by finding out how many gold coins they have?
Q: A rich man died. In his will, he has divided his gold coins among his 5 sons, 5 daughters and a manager. According to his will: First give one coin to manager. 1/5th of the remaining to the elder son.Now give one coin to the manager and 1/5th of the remaining to second son and so on..... After giving coins to 5th son, divided the remaining coins among five daughters equally.All should get full coins. Find the minimum number of coins he has?
Q: There are 3 clans in an island - The Arcs who never lie, the Dons who always lie and the Slons who lie alternately with the truth. Once a tourist meets 2 guides who stress that the other is a Slon. They proceed on a tour and see a sports meet. The first guide says that the prizes have been won in the order Don, Arc, Slon. The other says that, the order is Slon, Don, Arc. (the order need not be exact). To which clan did each of the guides and the players belong? ...
Q: 3 policemen and 3 thieves had to cross a river using a small boat. Only two can use the boat for a trip. All the 3 policemen and only 1 thief knew to ride the boat. If 2 thieves and 1 policeman were left behind they would kill him. But none of them escaped from the policemen. How would they be able to cross the river?
Q: 36 people {a1, a2, ..., a36} meet and shake hands in a circular fashion. In other words, there are totally 36 handshakes involving the pairs, {a1, a2}, {a2, a3}, ..., {a35, a36}, {a36, a1}. Then size of the smallest set of people such that the res...
Q: T, U, V are 3 friends digging groups in fields. If T & U can complete i groove in 4 days &, U & V can complete 1 groove in 3 days & V & T can complete in 2 days. Find how many days each takes to complete 1 groove individually.
Q: The citizens of planet nigiet are 8 fingered and have thus developed their decimal system in base 8. A certain street in nigiet contains 1000 (in base 8) buildings numbered 1 to 1000. How many 3s are used in numbering these buildings?
Q: A light bulb is hanging in a room. Outside of the room there are three switches, of which only one is connected to the lamp. In the starting situation, all switches are 'off' and the bulb is not lit. If it is allowed to check in the room only once.How would you know which is the switch?
Q: There are 3 sticks placed at right angles to each other and a sphere is placed between the sticks . Now another sphere is placed in the gap between the sticks and Larger sphere . Find the radius of smaller sphere in terms of radius of larger sphere.
Q: ABCDE are sisters. Each of them gives 4 gifts and each receives 4 gifts No two sisters give the same combination ( e.g. if A gives 4 gifts to B then no other sisters can give four to other one.)Â (i) B gives four to A.(ii) C gives 3 to E. How much did A,B,C,E give to D?
Q: At 6?o a clock ticks 6 times.The time between first and last ticks is 30 seconds.How long does it tick at 12?o clock?2.A hotel has 10 storey. Which floor is above the floor below the floor, below the floor above the floor, below the floor above the fifth.
Q: The egg vendor calls on his first customer and sells half his eggs and half an egg. To the second customer, he sells half of what he had left and half an egg and to the third customer he sells half of what he had then left and half an egg. By the way he did not break any eggs. In the end three eggs were remaining . How many total eggs he was having ?
Q: A long, long time ago, two Egyptian camel drivers were fighting for the hand of the daughter of the sheik of Abbudzjabbu. The sheik, who liked neither of these men to become the future husband of his daughter, came up with a clever plan: a race would dete
Q: Tom has three boxes with fruits in his barn: one box with apples, one box with pears, and one box with both apples and pears. The boxes have labels that describe the contents, but none of these labels is on the right box. How can Tom, by taking only one p
Q: Jarius and Kylar are playing the game. If Jarius wins, then he wins twice as many games as Kylar. If Jarius loses, then Kylar wins as the same number of games that Jarius wins. How many do Jarius and Kylar play before this match?
Q: In a Park, N persons stand on the circumference of a circle at distinct points. Each possible pair of persons, not standing next to each other, sings a two-minute song ? one pair immediately after the other. If the total time taken for singing is 28 minutes, what is N?
Q: Give two dice - one is a standard dice, the other is blank (nothing painted on any of the faces). The problem is to paint the blank dice in such a manner so that when you roll both of them together, the sum of both the faces should lie between 1 and 12. Numbers from 1-12 (both inclusive) equally likely.
Q: Raj has a jewel chest containing Rings, Pins and Ear-rings. The chest contains 26 pieces. Raj has 2 and 1/2 times as many rings as pins, and the number of pairs of earrings is 4 less than the number of rings. How many earrings does Raj have?...
Q: There are four dogs/ants/people at four corners of a square of unit distance. At the same instant all of them start running with unit speed towards the person on their clockwise direction and will always run towards that target. How long does it take for them to meet and where?
Q: An escalator is descending at constant speed. A walks down and takes 50 steps to reach the bottom. B runs down and takes 90 steps in the same time as A takes 10 steps. How many steps are visible when the escalator is not operating.Â