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I turned my interview task for Google into a startup

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Re: I turned my interview task for Google into a startup

#291

Post by zymhan »

JansjoFromIkea wrote: post #185

Is there a reason there's no naming and shaming going on here? One company asked me to do an implementation of the Bay Area MUNI network which fetched live updates of the locations of all buses every 10 seconds; there was more to it but I can't remember it now. This was to be done in React with D3 and no additional libraries were to be used to help with integrating D3 maps in React. The role was junior level, the job…

> Is there a reason there's no naming and shaming going on here?

No, there is no rule, unless you signed a contract stating you will never disclose any interview information, and even then, they'd have to find your post, find out who you are, and then take you to court over an extremely shaky premise.

Just name the damn company people! You're giving companies far more credit than they deserve in these situations. I'd argue you owe it to other people who may follow in your steps to know when a company is exploitative, deceptive, or just plain corrosive.

edit: now with less snark

Re: I turned my interview task for Google into a startup

#292

Post by pbhjpbhj »

davidbanham wrote: post #71
pbhjpbhj wrote: post #64

Earlier quoted context omitted.

Meta: I assume you're doing a website update at the moment. I prefer the blue! Though I might still use a white version on the homepage to remove emphasis from the header. Also, on you signup page it would IMO look nicer if you pinned the page footer (eg https://matthewjamestaylor.com/bottom-footer ).

Thanks for taking a look! I actually have always had a different style on the landing page from the rest of the app. One was designed to be eye catching and the other functional. The landing page is probably due for a fresh coat of paint, though. I'll give some thought to pinning the footer.

That's fine, and probably works, but the other pages look better finished and the menus jump around, etc., which gives a "in progress" feel to the site IMO.

Re: I turned my interview task for Google into a startup

#293

Post by ronilan »

“My mind instantly went to an app I love, Strava. I use it almost daily ...”

So do I.

And the other day, 200m into the run, I took a first glance at Strava and noticed it was way off (gps error). Ususally I would reset and start over. But, that one time I just turned it off. 30 minutes later I was back. I don’t know how far I ran (5 point something), I don’t know how fast (also 5 pint something) and obviously have no idea how my performance on sections compares to others.

But it was a great run. A bliss.

So, I’m not saying fitness activity tracking is no good or that google interviews are. I’m just saying, that, yah, every once in a while, in both, ignorance, is, well, you know...

Re: I turned my interview task for Google into a startup

#294

Post by seanmcdirmid »

bufferoverflow wrote: post #28
threwawasy1228 wrote: post #21

When people are turning their interview questions into successful companies, maybe it is time to start asking some easier interview questions. This is a visceral demonstration of how absolutely ridiculous interviews have gotten.

Google can afford to do that. They have so many applicants willing to jump through the hoops, they can pick the top 1-2%.

They can pick the top 1 or 2% based on interview performance, which is completely crammable.

Re: I turned my interview task for Google into a startup

#295

Post by zymhan »

thomascgalvin wrote: post #170
djhaskin987 wrote: post #140

Is HN truly this bad of a bubble that everyone thinks interview tests are normal? The last time I had to do a test it was on site and I was just out of college. Most interviews just talk about the challenges of the team, my past work on similar problems, and how I solved them. I've been on the other side of the table too. It's usually easy to tell if the applicant is a quack or if they are skilled by how they talk ab…

> It's usually easy to tell if the applicant is a quack or if they are skilled by how they talk about different technology: commiserating about familiar pain points, how they solved common problems. I almost feel at this point that it's unprofessional to hand out tests to people. The problem with what you're describing is that it's using a proxy (discussion) to vet a particular skill (ability to program). It's very e…

> Should a programming test be several hours (or several days) long? No. But an hour or two, I can't see how that's a terrible imposition.

Agreed. However there are multiple comments discussing "5 hour assignments" and "take home quizzes", which I find to be insane, frankly. But if it's worth it to you, go for it I guess?

Re: I turned my interview task for Google into a startup

#296

Post by vijaybritto »

charlesdm wrote: post #223
agrippanux wrote: post #213

Earlier quoted context omitted.

When interviewing execs who would be building new departments a few years ago, I would pose the question of "In the wake of Arab spring in Libya, the people decide that you are their next leader. What happens in your first 100 days?". The answers ran the gamut from lazy to fantastic to terrifying. A lot of answers where generic "coalition building" variety. The better answers identified key areas to focus on like inf…

Perhaps I'm in the minority here, but I don't like this question because you know there is a politically correct answer and then an actual course of action people would take. The proper answer is: introduce democratic government, clean up the country, introduce proper amenities (healthcare, etc) and spread the wealth for the benefit of the people. Fact of the matter is: absolute power corrupts, and plenty of people w…

Sorry but this is a very poor answer. Lack of understanding of the local culture is very evident. Every country in the world cannot have a system like the United states. Cleaning up the system without understanding it would be terrible. Just like Iraq!

Re: I turned my interview task for Google into a startup

#297

Post by y-c-o-m-b »

onlydeadheroes wrote: post #125
bufferoverflow wrote: post #28

Earlier quoted context omitted.

Google can afford to do that. They have so many applicants willing to jump through the hoops, they can pick the top 1-2%.

I hope they find the 1% top developers that can fix gmail interface.

Or increase the performance of Gmail (or Google Maps!!) back to what it was. Funny how the two apps ran perfectly smooth on devices 10 years ago, but they struggle with the horsepower on devices today.

Re: I turned my interview task for Google into a startup

#298

Post by magicnubs »

siscia wrote: post #69
dannyw wrote: post #55

Earlier quoted context omitted.

Their pay and RSUs are pretty good...

Nobody could say otherwise, but are THAT much better? Moreover, after some level of income the marginal improvement of more money approaches zero...

More money allows you to retire earlier (or have a big enough cushion to take time off as sabbatical or to start your own company or whatever), which is a huge benefit IMO.

Re: I turned my interview task for Google into a startup

#299

Post by falsedan »

swordsmith wrote: post #266
hguant wrote: post #218

Earlier quoted context omitted.

Sounds like they've bought into the Heinlein/Rand general specialist myth (quote below) and were looking for that. Problem is, it's very easy to mistake lunatic confidence for competence, especially in an interview, and especially given the personality traits that work well in hedge funds/general finance. >“A human being should be able to change a diaper, plan an invasion, butcher a hog, conn a ship, design a buildin…

Regarding the quote -- most of these skills are pretty general though.

how many of them did you exercise in the last 6 months/5 years

I'm 5/7 out of 22, +2 if I go back a decade or two

Re: I turned my interview task for Google into a startup

#300

Post by ghaff »

totony wrote: post #242
ghaff wrote: post #172

Earlier quoted context omitted.

I'm not a big fan of extended take home assignments but I can definitely see the logic of wanting to have some evidence that a candidate can do what the job requires. I do a lot more writing than programming and, for someone for which that's one of their primary jobs, I would absolutely want to see writing samples--and, if they didn't have one they could share, they're going to need to write something custom. I hones…

I don't understand why interview tests are so prominent, why not just hire the person as a test for a bit and fire him if he's not up to par? Doesn't cost much and is a much better predictor of success in the company

It costs a lot to hire someone and onboard them. And, if you make a practice of firing people after 60 days because they aren't a good fit for whatever reason, you're probably going to find that you have a hard time hiring anyone.

As I said in another comment, (paid) interning and hiring someone as a contractor/consultant for a fixed period are great for situations where it works for everyone. But, if I'm looking for a new full-time position, I'm almost certainly going to pass on a position that doesn't carry with it the presumption of ongoing employment.

[ADDED: And, yes, some companies have an official probationary period but AFAIK that's mostly reserved for when a hire really isn't working out for some reason.]

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