91–100 of 590 posts
The worst part about hiring is once you're into the "elite circles" it becomes less work. Work for a FAANG? Getting a much becomes far easier and sometimes with less difficult questions. Whether you agree with the IQ test or not, it's not even a level playing field or merit based. It's about an elite club keeping things elite. Half the engineers working for FB, Google etc would not get hired today. Yet they still ask…
>Half the engineers working for FB, Google etc would not get hired today. I thought people jump around a lot these days.
To the best of my knowledge, my workplace uses a fairly traditional hiring process that's the same for hiring a programmer or a machinist: Resume screen, phone screen, on-site, offer. I have to say we do really darn well, especially given we're located in the Midwest and supposedly the brightest programmers have fled to the hot markets. One thing I like is that we get a range of ages, which is heartwarming given that…
> a fairly traditional hiring process that's the same for hiring a programmer or a machinist: Resume screen, phone screen, on-site, offer. Some years ago, I was looking for a job, and an employed friend of mine sent me a problem and said "this is our hiring challenge. Try it out". I completed it, and she asked for my resume, and turned in both to whoever the relevant person was at her company. She then reported back…
Technical interviews were once seen as a breath of fresh air. You can be a nobody without connections or degrees and if you can prove you have skills during an interview process you may be hired. Contrast this with other hiring processes which are more irrational, like med residency match, investment banks favoring "target school graduates", law firms favoring "top 14 graduates", etc. I think whiteboarding is dumb an…
It is true that you can succeed well at tech companies without a degree from a top school. Class, race, gender, sexual orientation are not barriers to success. That's the positive thing. The negative thing is that most tech companies heavily favor "top school" candidates and actively recruit for them. They would rather higher someone provably less qualified from a "top school" than someone else. They track and boast…
Maybe I'm asking for too much money? 90k/yr.
I want to switch from Engineering(120k/yr) to programming, but I've been unable.
SE Michigan.
Earlier quoted context omitted.
You get to grind leetcode at your job?
Half the leetcode becomes obvious when you actually solve engineering problems as a part of the job.
On the other hand working at FANG encourages developing soft skills (cross team wrangling etc) that no amount of leetcode would teach you.
Earlier quoted context omitted.
That's how long people study for the bar and board exams. And that's after investing years and hundreds of thousands of dollars in extra schooling. You also don't get to retake those every couple years.
For those you get credentialed once and you're done. Not the same thing at all.
Earlier quoted context omitted.
Totally not my experience. And I do 3-4 hiring interviews a week here in NYC. What connections? First show that you can code; a lot don't pass this filter. Then show that you can architect a large distributed system on a whiteboard; a lot of people applying for a senior software engineer position lack the breadth of knowledge and the consideration required. And after that you'd speak to CTO, where maybe you can say o…
My experience as a hiring manager disagrees with yours. Large system design interviews are par for the course - everyone knows how to do them and everyone has lots of experience. They don’t tell you really anything about a candidate, to the point that we should stop using them.
Some people have very little idea about load-balancing, DNS, database scaling (replication, sharding, etc), fault tolerance, graceful degradation, queues, throttling, caching, you name it.
This makes so much sense. I've stopped doing in-depth technical interviews for precisely this reason. Instead, I take the developer out for lunch and spend an afternoon discussing our software stack and business with them. It always gives be better results. There is no stress. I don't want to see their code, but I do want to understand how they think and work.
Would you hire a sculpter by taking them to lunch and talking about tools but never seeing their sculpture?
The worst part about hiring is once you're into the "elite circles" it becomes less work. Work for a FAANG? Getting a much becomes far easier and sometimes with less difficult questions. Whether you agree with the IQ test or not, it's not even a level playing field or merit based. It's about an elite club keeping things elite. Half the engineers working for FB, Google etc would not get hired today. Yet they still ask…
>Half the engineers working for FB, Google etc would not get hired today. I thought people jump around a lot these days.