381–390 of 394 posts
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If you don't like being a runner-up then you should negotiate with the candidate so that your company ends up in a more competitive position.
I assumed that jnwatson was talking about runner-up job candidates, who are in a holding pattern until the first-choice candidate accepts or declines the offer.
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In the early part of this year, whilst on the hunt for a new job, I had the fortune(?) to interview with a FANG company (the company in question was towards the start of the acronym). They approached me, badgering for a CV (three times) and an interview, not me chasing them. And I didn't use a headhunter/outside recruiter. Sidenote: I had taught dozens of week-long corporate training classes in software development (…
Something seems off in this story. $110k base is less than the entry level salary for FANG https://www.levels.fyi/SE/Amazon/Google/Facebook
And whilst I was overly surprised at the low offer -- $110K was the total comp, there was nothing else in there, I read the offer thoroughly, twice, because I was taken aback by it -- I also wasn't all that surprised at the low offer. I'd heard wild tales of high offers and I'd also heard tales of absurdly low offers. I was kinda caught off guard by the take it or leave it attitude.
$110K. That's all she wrote.
And after the "take it or leave it" I almost replied with "Fuck you", thought better of it, and went on with my life.
I've interviewed at two of the FAANMG over the years, and did an initial phone screen at Amazon. I turned down all three for differing reasons. The $110K was just the cherry on top of a pie decorated with little red flags.
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In the early part of this year, whilst on the hunt for a new job, I had the fortune(?) to interview with a FANG company (the company in question was towards the start of the acronym). They approached me, badgering for a CV (three times) and an interview, not me chasing them. And I didn't use a headhunter/outside recruiter. Sidenote: I had taught dozens of week-long corporate training classes in software development (…
Late to comment, but thanks for sharing this anecdote. I've done some mentoring of junior developers in the past. Many of them get hyperfocused on levels.fyi and HN comments talking about $400K salaries from FAANG companies. This leads a lot of them to become permanently disgruntled, convinced they're being severely underpaid. When I started mentoring, I never thought I'd have to cheer people up about $150-200K offer…
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It's possible they're including phone screens/interviews there, not 50 total on-site interviews.
If it was 50 phone screenings, that’s still way too many for a single role. Everywhere I’ve worked, it’s been narrowed down to maybe 10 calls and 3-5 candidates. I can’t imagine who has the time to waste on 50 calls to candidates.
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Why would you want to work for a company which has only those desperate-enough-to-jump-through-hoops applying to them?
People who apply to Google aren't desperate.
For 99.9% of the companies this is not the case.
For example I like working at my current employer and enjoy the challenges compared to earlier employments. But looking at the job postings, I can't see that. It's generic crap about competitive compensation, challenging problems, modern technologies, a flat organization, etc.
If this job posting landed in my mailbox I would skip it. The only reason I applied for this job is because I was jobless and desperate at that time.
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There is a reason that "FizzBuzz" is a meme! I love the expression, "Job candidates who can't seem to program their way out of a wet paper bag." It's too true. A quick search found the source article that I read years ago here[0]. :) 0: http://wiki.c2.com/?FizzBuzzTest
> http://wiki.c2.com/?FizzBuzzTest From that page: > We can't understand why so many people "fail" the Fizz-Buzz test unless we understand why it is "hard" (for them). But the article doesn't even talk about the environment, which is what it's all about. It's hard "for them" because they're being asked to write the code on a whiteboard, with a job/income on the line, with stress and anxiety dialed up to 11, with some…
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That kind of math is fine. The mod operator is not one that everyone uses but add/sub/mul/div is something most people use all the time. It is why I avoid mod in that situation. Once I show someone the 'mod' trick they instantly get it (if they have any sort of math background) but I want to avoid as much as possible anything tricky in a interview. I want them relaxed and not tense. As that is a different kind of tes…
I mean, "is x divisible by y?" is only one aspect of fizzbuzz, and something that can be solved in many ways - you don't have to use the mod trick. You could write a function that uses a loop and subtraction to do that bit, if it comes down to it. If I just want to see you can code I'll take it and move on, and if I'm at a point in the interview where I am looking for something else then that's a conversation starter…
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Bonus points for the boolean sanitation! Now let me tell you about the candidate that wanted to turn the integer into a character string and then search the string for “11”...
The solution gives you an answer if there is “at least two”, not two exactly? However I understand that may be part of the discussion afterwards.
Describes my experience with Conoco-Phillips 7 years ago.
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Like, on purpose? If you know what fizzbuzz is, then you can probably whiteboard it. It’s literally: ``` case $input when $input % 3 == 0: “Fizz” when $input % 5 == 0: “Buzz” when ($input % 3 == 0 && $input % 5 == 0): “Fizzbuzz” end ```
You failed to return the numbers that are neither divisible by 3 nor by 5. Also I'm pretty sure your code will never return "Fizzbuzz", since 15 would already be matched by %3. It's quite ironic that you had all the time in the world to check your code and the ability to silently walk away when the pressure would've been too high and yet you included 2 obvious bugs in your 'proof' of how easy this is. Thank you for y…