> In every round, the interviewer should leave with the impression that you answered their questions as honestly as possible because you’re looking for the right fit, not just a job. This is precisely what I despise about "job interviews". What you ask in the "Do you have any questions?" section of the interview should be irrelevant. I don't want to have to ask questions when I don't care about the answers just becau…
I suppose it depends on the role, but IME as a hiring interviewer, that phase of the interview can important. Do you truly not care to learn anything about the company you will spend the next 2,3,5,10 years with?
Three questions to turn the table during technical interviews
101–110 of 114 posts
Re: Three questions to turn the table during technical interviews
#102The three questions: “There’s an IC sitting out there who just had an amazing idea for a new feature/product. What happens?” “Tell me about your last major migration. How long did it take and how long did you say it was going to take before you started?” “Let’s say I’m the person you hire. 6 months have gone by, what’s different?”
"Three, six months in, what signs are there that you made the right choice with your candidate?"
Re: Three questions to turn the table during technical interviews
#103“There’s an IC sitting out there who just had an amazing idea for a new feature/product. What happens?” in a company with more than 10 staff, they should talk to a product manager, sorry. you can't build a sustainable company by adding new features willy nilly whenever some dev has a Great Idea.
> build a sustainable company by adding new features willy nilly whenever some dev has a Great Idea. This is hilarious because it seems to place some kind of value on a stable interface, but that is something that companies / product managers have themselves systematically destroyed over the last decade or so in pretty much every arena. Only software for professionals is even slightly immune to this (IDEs/CAD/etc). P…
I have seen both, but at my most recent role, this was entirely the opposite of the case. We built integrations between different systems (ETL-like). Before the company adopted any "product principles", our integrations were haphazard and sporadic. Engineers would only build what was needed for current customer pain or in response to support saying "this entity doesn't sync".
So what, you say? Why build things you don't need? Because then the next customer says "I need X" and you say "Well, crap, that's going to be a lot of work because of how we wrote W", and either it's a lot of work, or they do some shoehorning and overload tables (my favorite was "'Location' in ERP A and 'Cost Code' in ERP B share much of the same columns, so we can use it for both and just change the label based on which ERP is in use." Then along came ERP C, which supported 'Location' AND 'Cost Code', and threw a spanner in the works.)
I am not saying product managers are a panacea. And I will acknowledge my 'bias' here - I am a PM, after spending a decade in the devops/SRE space.
But deeply embedding PMs and Eng is the key to success, I believe. My conversations with Eng Leads and EMs are happening 'all day every day'. I don't flit in, drop a bunch of stories in the backlog for Eng to refine, and then vanish to my meetings.
My job is to paint a broader picture of not just where we are now and what's next, but the grander and longer term vision.
This way, when designing or architecting things, there can be an awareness of that, and hopefully less "painting yourself into a corner". And with that comes a conducive atmosphere where Engineers do come up with Great Ideas, AND have a lower friction pathway to getting it in, because they know we can always discuss it.
Re: Three questions to turn the table during technical interviews
#104The three questions: “There’s an IC sitting out there who just had an amazing idea for a new feature/product. What happens?” “Tell me about your last major migration. How long did it take and how long did you say it was going to take before you started?” “Let’s say I’m the person you hire. 6 months have gone by, what’s different?”
It almost comes across as a pessimist's "what's the f point".
Re: Three questions to turn the table during technical interviews
#105The three questions: “There’s an IC sitting out there who just had an amazing idea for a new feature/product. What happens?” “Tell me about your last major migration. How long did it take and how long did you say it was going to take before you started?” “Let’s say I’m the person you hire. 6 months have gone by, what’s different?”
I ask a slight variation on the third. "Three, six months in, what signs are there that you made the right choice with your candidate?"
Re: Three questions to turn the table during technical interviews
#106Earlier quoted context omitted.
10? If I am the 12th hire at a company and there's already a dedicated PM there, I'm out. 100, understandable.
I've seen companies where there are almost as many PMs as engineers. It's totally dysfunctional.
Re: Three questions to turn the table during technical interviews
#107i don't care about most of the questions being raised here. a slow process to get changes accepted, long build cycles, bad legacy code, irrational business decisions, whatever. what i care about is how the team works together. how supportive the people i get to interact with are. how i can get help when i am stuck. if i can ask dumb questions without repercussions. if people compete or cooperate to solve problems. if…
I've worked at a place like you describe. Supportive team, cooperation, understanding, etc. Despite whatever disagreements it was pretty great. For about 2 years. Then the stuff like irrational business decisions, difficulty getting people on board to address issues, all this institutional inertia, people saying no to everything that could possibly improve things internally. It weighed down so much that I just couldn…
https://www.joelonsoftware.com/2001/12/25/getting-things-don...
Re: Three questions to turn the table during technical interviews
#108This is one of those few “social engineering” pay-walled click-bait articles that I’m very happy IS pay-walled to reduce its cogent thought pollution. This is not wisdom. This is over-fitting industry/era/role-specific individual experience to generic candidate advice. Do none of these things.
This isn't social engineering, these are actual things I want to know about a company if I'm going to spend a few years there. I typically ask much more than this.
If the interviewer is not, you'll be given falsehoods and platitudes.
Re: Three questions to turn the table during technical interviews
#109Earlier quoted context omitted.
I've worked at a place like you describe. Supportive team, cooperation, understanding, etc. Despite whatever disagreements it was pretty great. For about 2 years. Then the stuff like irrational business decisions, difficulty getting people on board to address issues, all this institutional inertia, people saying no to everything that could possibly improve things internally. It weighed down so much that I just couldn…
"Getting Things Done When You’re Only a Grunt" https://www.joelonsoftware.com/2001/12/25/getting-things-don...
Re: Three questions to turn the table during technical interviews
#110Earlier quoted context omitted.
I like the middle two questions a lot, and I try to ask them as well. I think the other two are flawed, though: > What are the bad things about this job? Too vague. Most interviewers won't be ready to shit talk their employer with this question and will say "nothing." A better question would be some variation of "What would you change about the way your team works if you could?" Frame the question properly so that th…
> Most interviewers won't be ready to shit talk their employer with this question and will say "nothing." I'm not sure that's really true. I ask, verbatim, "what sucks about this job?" to everyone in the interview loop and I frequently get high-signal responses from it. What you're saying might be true in some places and for some (probably earlier-career) roles, but that's signal too. > Comes off very insecure and gi…
That's fair, it is your experience, but I think it's about whether you're on the same wavelength about what level of corporate suck is standard and acceptable. I don't love the framing of this being specifically an "earlier-career" issue but I'm an IC and ICs are not a borg that I have assimilated into (yet), so some have internalized varying amounts of corporate suck relative to me.
For example: I find in some places, low-autonomy is just considered par for the course, and when asked "what sucks?" certain ICs might respond "this job is the best one I've ever had, I have no complaints." But, if asked "what part of project delivery is most frustrating?" or another more specific question they might say "requirements change sometimes arbitrarily and we're expected to respond to any changes without changing the delivery target." The point I was trying to make is specificity helps to get higher signal answers when you don't understand your interviewer's baseline. One man's yuck is another man's yum or whatever.
> "what's your funnel look like for this role?"
I think this is a fine question to ask. It is fairly corpo-speak sounding, but it doesn't communicate the same "Do you like the others better than me?" vibe as the question you contrast it with. It communicates that you are evaluating them, not asking them if their evaluation of you is going ok or not. If you're interviewing with the C-levels then they also have enough information to give you a clear response, and the answer will give you details about how long it will take to reach a hiring decision.