181–190 of 345 posts
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Do CEOs and other executives have to go through leetcode-style interviews to be considered for their jobs?
No because they aren’t coding.
You should definitely have a coding task when hiring programmers but it doesn't have to be very big or difficult.
> The results of that meeting? The same from the previous promotion decisions; “it’s unfortunately a no. You don’t have enough impact.” Promotion at Google, as in many places, is tough. Status is allocated partially on level, so it sucks to not see that growth. Sometimes lack of promotion can be not having the right opportunities. It's fair to leave a company for whatever reason. For any other L4->L5s, or anyone want…
Author here. I like statement. I think the biggest thing here is "not meeting this mark isn't a value statement" I had a lote of doubt about my own ability because I never got promoted. Was I not doing enough, am I not making impact. But you should never measure yourself by this. I left for more opportunities and more impact. I actually only knew my own value after rounds of external interviewing
This just makes me feel that the system being described is exploitative. It's dependent upon people not knowing their value.
I'm glad you got out and were able to better define the value you can provide.
Having said that, please don't work on "prioritize user retention metrics" ever again.
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Pay a little extra for YouTube Premium Family and you can silo your interests to different Google profiles. I have work and home like this basically. Coding, AI, etc on one, cars, retro games on another. No ads.
> Pay a little extra :disappointed face: That's always the solution when the problem is enshittification. Pay a little extra for what you remember it used to be like. For only $2 more you can get the large fries and coke, but for $5 more you get the jumbo!
Enshittification is when a middleman platform locks in buyers and then locks in sellers. It's not when things cost money. YouTube has enshittification, but the enshittification isn't merely the fact that it costs money. In fact, any non-shit platform for anything would probably (either be run as a hobby or) cost money to use since it wouldn't fund itself by stealing from you.
Google is a somewhat widely known place where promo is a huge problem, but the problem isn’t particular to Google. Generally companies will require you to repeatedly “prove” you are worth the additional compensation before agreeing to it. The friction varies, but the structural incentives are always there. Therefore if the goal is to maximize earnings, and assuming you are a high performer, it’s in your best interest…
My new job title says "senior". It means nothing within the company except a 5% pay bracket or something, but I don't have to tell the next company that. I understand this is the mechanism by which titles result in money.
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So exactly what kind of interviews do you suggest that a company do at scale to hire people who will make $300K+ a year? Just talk them?
Do CEOs and other executives have to go through leetcode-style interviews to be considered for their jobs?
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Except at big tech the next level might be 500k more not 5%
That might be if you're hitting a "distinguished" level or moving from IC to M or M to E. Even at Netflix who is famous for "all cash, no stock, almost never bonuses": https://www.levels.fyi/companies/netflix/salaries/software-e... Biggest jump is 400K and that's at L7, for Principal SE, the top level. Below that each level is about a $100-150K jump. Nothing to complain about, to be clear.
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Why not? People can't fake their way through a deeply technical, probing, 2-hour conversation. You'd be amazed just how much you can learn about someone's actual skills and experience (or lack thereof) through long-form discussion. I think we don't truly talk enough in our currently broken interview process.
Funny enough, I got into my one only and hopefully last BigTech company without a single coding interview even though my job description required me to know how to code. It was all behavioral. It was for a cloud application architect position at AWS ProServe (yes direct hire with the standard 4 year structure between base + bonus + RSUs). My current job was also behavioral where I am a staff architect at a 3rd party…
It's ok. I am in Zurich and an L5 Google employee gets a ton of money so I am happy anyway. I decided that the personal sacrifice to get to L6 is not worth it and I am happy to cruise along for as long as they let me
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No because they aren’t coding.
Do they go through leetmanage? You should definitely have a coding task when hiring programmers but it doesn't have to be very big or difficult.
> I was leaving because I had outgrown the pot I was planted in I wonder if the author had attempted to transfer to a different part of the company first, since a different organization might have more room to grow. It might not be possible to do a transfer plus a promotion simultaneously, but it's likely a less stressful option than leaving the company.
Author here. I debated this, but the state of Google and YouTube together and certain things internally led me to just look for external opportunities. Probably would've been less stressful. Lol.