21–30 of 426 posts
At least you get a response even if it is a rejection letter. I have heard - not experienced - that sometimes you just don't hear back from the company at all, which seems worse to me.
After 2 full days on-site with said company, I got radio silence. Not even a quick "thanks but no" email.
Article author - I'm on the writing team at Triplebyte. Most of what we do is summarize candidates' technical performance for their introduction to companies, but we also send feedback to everyone who takes our two-hour interview. I took this responsibility over from our first engineer, who built a bunch of software to make the process faster - it lets me quickly autogenerate emails by clicking all the resources I wa…
>Every few months, I check that all our recommended resources are still up-to-date, available, and free. What are your recommended resources for technical improvements in coding interviews?
At least you get a response even if it is a rejection letter. I have heard - not experienced - that sometimes you just don't hear back from the company at all, which seems worse to me.
Article author - I'm on the writing team at Triplebyte. Most of what we do is summarize candidates' technical performance for their introduction to companies, but we also send feedback to everyone who takes our two-hour interview. I took this responsibility over from our first engineer, who built a bunch of software to make the process faster - it lets me quickly autogenerate emails by clicking all the resources I wa…
Article author - I'm on the writing team at Triplebyte. Most of what we do is summarize candidates' technical performance for their introduction to companies, but we also send feedback to everyone who takes our two-hour interview. I took this responsibility over from our first engineer, who built a bunch of software to make the process faster - it lets me quickly autogenerate emails by clicking all the resources I wa…
>Every few months, I check that all our recommended resources are still up-to-date, available, and free. What are your recommended resources for technical improvements in coding interviews?
I think it's a pretty good starting point. I also like Cracking the Coding Interview and I think there's definitely a place for timed coding challenge sites like leetcode - especially if you've been in a role where you're mostly working on larger-scale problems rather than on producing smart, working code quickly on the fly.
Article author - I'm on the writing team at Triplebyte. Most of what we do is summarize candidates' technical performance for their introduction to companies, but we also send feedback to everyone who takes our two-hour interview. I took this responsibility over from our first engineer, who built a bunch of software to make the process faster - it lets me quickly autogenerate emails by clicking all the resources I wa…
I did your online code quiz and got sent an email about doing a 2-hour technical interview, without really knowing much about what the job I was supposed to be applying for was.
On the interview, since I didn't really want to waste 2-hours on something I didn't want to do, I asked the guy a few questions about the company only to learn he's actually a freelancer interviewer, has little direct relationship with triplebyte and doesn't really know anything about me.
I carried on for a 2-hour quick-fire interview with a guy that was obviously trying to fill in a questionnaire rather than actually gauge my ability, questions designed by people who likely have no real-world experience in the scenarios they describe ("how would you architect the amazon.com frontpage?" is not a 2-minute answer)
About 15 minutes in, I was sure that even if I had wanted the job in the first place I wouldn't have taken it; and I had forgotten about it when I got an incredibly patronising email explaining how, if I do some online code puzzles and study hard, I too can get a job. Gee, thanks.
Granted: a bored, funemployed, grumpy dev is probably not your target audience, and I'm sure this interview style works to filter out people fresh off college, but the email was definitely the most ridiculous part.
Ultimately, that means your interviews have bias. (Even though it appears you try very, very, very hard to avoid bias.)
Honestly, I don't think interview feedback is a good idea. It just encourages gaming the system. I'd rather that feedback come through a neutral 3rd party. We just haven't set our field up to do that.
Why neutral 3rd party? Because of the above situation! The 3rd party could just say things like, "looks like this was just a bad interview. Don't read too deep into it, and keep trying." The 3rd party could also push back on the employer if the interview ran poorly.
And no, recruiters are not neutral 3rd parties.
Earlier quoted context omitted.
This is called out early in the post: > The number one reason companies cite for not sending feedback is legal risk. Interestingly, I don’t think this is true. Companies put themselves at legal risk if they are rejecting candidates for illegitimate reasons, like race, gender, or a disability. If they send feedback which tells candidates, truthfully, that they were rejected because they didn’t get very far on the codi…
Right, the liability is not "we are going to send a letter that says you're too old/you're a woman" or something blatant like that, the liability is that a very well-meaning person sends a thoughtful rejection letter and it can be inferred in the language - true or not, and this is the kicker - that there is discrimination going on. You are doing a nice thing by being detailed, but you are basically introducing nearl…