151–160 of 298 posts
This is so silly. Here's teh secret: your programming ability is set genetically by how much Yeti blood you have in your ancestry. Yeti half-breeds recognize each other (often unconsciously) by smell. That's why some people can get programming jobs hella easily while others just can't even after strenuous training. Check your feet. If your second toe isn't longer than your big toe you're screwed. Give it up. You migh…
How do the Yetis get onsites to smell one another?
This is so silly. Here's teh secret: your programming ability is set genetically by how much Yeti blood you have in your ancestry. Yeti half-breeds recognize each other (often unconsciously) by smell. That's why some people can get programming jobs hella easily while others just can't even after strenuous training. Check your feet. If your second toe isn't longer than your big toe you're screwed. Give it up. You migh…
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Oh nice, I've been waiting for someone like you to reply. Thanks for replying, I need a perspective from you as well. Why do you think it happens this way? I have some other anecdatas that I gathered from the forums but I am not gonna spew it here because it could be offensive/racist or whatever. But what I think the more reasonable answer is, because interviewers are humans, and a lot of it are based on luck. Maybe…
Googler here. I've probably done 150 interviews. I've never once adjusted my question based on where the candidate was coming from. The idea that people would ease up if they saw FAANG on a resume or a 10+ year career is just not a thing I've ever seen. There are a few truths in modern tech interviewing: 1. There is a large amount of randomness. Between the question that an interviewer chooses to ask and whether the…
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...So you're confirming that if you hire the most qualified candidate, and they happen to be a minority, you consider it a "diversity hire"? Welp.
So if that candidate cannot even answer Easy/Medium Leetcode questions but got offer, then yes. Is that not clear enough?
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> No, no they really dont! Yes, they really do. I've explained the details my employers' hiring processes to white and asian men trying to get into tech, and the majority feel like it is an overall benefit to diverse candidates - other discrimination in tech notwithstanding. Really, how can you write this? Do your claim to know the opinions of every white and asian man in this country? My point is, that the fact that…
> Also, the notion that racial slurs are "the price of admission" is something you seem to have brought up - not me > Many see getting called slurs as a small price to pay to get a chance to break into tech. I'm still having trouble believing anyone who isn't a frothing racist can pass off "many" getting called racial slurs on the job as just business as usual. Or, "a small price to pay." Whereas what I was saying is…
I don't think it's business as usual, and looking back on my comments I never wrote this. Again, the first one of us bring this up was you when you justified discrimination in hiring as a means to offset discrimination elsewhere. What I wrote was,
> But is the perspective of a white or asian man pursuing a coding boot-camp to try and break into tech going to have the same opinion on policies that greatly reduce or eliminate his chances of getting an interview as compared to if he was a woman or URM? Many see getting called slurs as a small price to pay to get a chance to break into tech.
that many white or Asian people struggling to get into tech see the employment opportunities conferred by diversity status as outweighing the other forms of discrimination that diverse workers may face - not that the latter is justified as "the price of admission".
> The whole "minority free pass" idea is what grates on me. Plenty of hiring managers have unconscious biases against women, minorities, older candidates, people with disabilities, etc. So, it's throwing more diverse candidates into a situation where diverse candidates are going to be disproportionately rejected. But the employers who actually incentivize diverse candidates are also frequently over-emphasized despite it being an uncommon practice. The boilerplate EEOC "we encourage diverse candidates to apply" statement is usually just that: an empty boilerplate put there for legal purposes, backed with zero action behind it. It's just usually nothing close to what you described above
First of all, it is a common practice at least as far as what I've experienced. Some companies, like Intel, went so far as withholding unless diversity quotas are met.
And second, if the hiring managers have biases then eliminate those biases. If a company suspects that biases are causing women, minorities, etc. to not get offers then excluding white and Asian men to pad the former's representation doesn't create an equal hiring process. It just creates a hiring process that discriminates against both women, URM and White and Asian candidates. Furthermore, while it's common to see people cite unconscious biases against women and URM candidates in tech hiring studies trying to actually measure this often don't find this suspected bias. In fact, they often find bias in favor of diverse candidates. Interviewing.io experimented with blind hiring and actually found a slight preference in favor of women [1]. Studies in university STEM faculty recruiting found a 2:1 bias in favor of women [2].
1. https://blog.interviewing.io/we-built-voice-modulation-to-ma...
2. https://www.pnas.org/content/early/2015/04/08/1418878112.abs...
The reason is that I am absolutely satisfied with my current job and decided that I don't want to bother at this time with preparation for an interview. Maybe I would pass it without prep, but I would not feel comfortable showing up without putting any time in.
I get a feeling that process as this somehow does not select for top performers that are already working on exciting stuff.
So I got contacted by Facebook London about 2 weeks ago. The job description sounded quite interesting, but when the recruiter described the interview process and actually sent me a deck with resources for preparation for coding interview he lost me. The reason is that I am absolutely satisfied with my current job and decided that I don't want to bother at this time with preparation for an interview. Maybe I would pa…
Nope; but it does sound like it selects for people who are obedient and willing to do a whole lot of extra work. Which might be the point?
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One answer to your last: people aren't going to leave their permanent job for one that has a risk of being temporary.
If you make it as far as internship to hire, the company is signaling more of a commitment than just temp work. It's basically like a probationary period. Also this would be especially good for graduates with little work experience.
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One answer to your last: people aren't going to leave their permanent job for one that has a risk of being temporary.
If you make it as far as internship to hire, the company is signaling more of a commitment than just temp work. It's basically like a probationary period. Also this would be especially good for graduates with little work experience.
So I got contacted by Facebook London about 2 weeks ago. The job description sounded quite interesting, but when the recruiter described the interview process and actually sent me a deck with resources for preparation for coding interview he lost me. The reason is that I am absolutely satisfied with my current job and decided that I don't want to bother at this time with preparation for an interview. Maybe I would pa…
There are senior engineers who essentially work as tech leads making $500K+ at these companies. It's a tradeoff to prepare but if you can essentially double/triple your salary to do comparable work while also getting whatever benefit from brand awareness in your social circles....