241–250 of 344 posts
One of my interview questions: Interviewer: What is the difference between a mutable and immutable string? Me: A mutable string can be changed. A immutable string cannot be changed. Interviewer: Nope, think mutations. Mutable string can be mutated. Me: Mutated? Altering DNA? Interviewer: If you don't know this there isn't any sense in asking more difficult questions. Me: Floored.
ive had 3 google interviews, one on-site, and I can say without a doubt that its not only demoralizing but a complete waste of time. Reading their own outline of the hiring process and watching the youtube video, I was instructed that "goofy" google questions weren't asked anymore. No less than 5 minutes in the meeting room and I was met with "how do you build a datacenter on the moon?" followed by "how many cans of…
Another data point - I had a very similar Google recruiter "test", being disdainfully dismissed because I couldn't/wouldn't regurgitate the same incorrect template answers they had. I've since terminated any approaches by Google recruiters as being a waste of my time and emotional energy.
I wonder whether there is some perverse pleasure from trying to make an honest hardworking technically accomplished person who contributes something good to the world feel like a loser.
Earlier quoted context omitted.
>It's hard to square that with the whole 10x engineer thing. That's because Google doesn't particularly ascribe to this idea. With good infra, tooling, and environment (management, mentorship, etc.) anyone can be "10X". >manage out inadevertantly hired incompetent people, because no hiring proccess is perfect. I'm not sure I've ever met an engineer at Google who I would call incompetent. Certainly some who are less c…
If they keep screening out A level candidates and are forced to hire C level candidates because they studied the prescreen questions and are the only group left. You will find competent employees but you are not getting the best anymore.
Unrelated to the main point of the article, but I really hate when people point out "been programming for XX years, since I was 6 years old!!" Years of experience does not equate to being a skilled programmer. I could play basketball for 40 years and be way worse than Lebron James was in middle school. Experience is important for other reasons.
My Google phone screen circa 2013 went something like this: for (i=0; i Followed by: Interviewer: You do understand that the position you have applied for is a managerial position, and that you're going to be dealing with schedules and budgets and not anything technical. Is that really what you want to do with your life? Me: Um, no, not really. Interviewer: OK, well, have a nice day then. Good bye.
Another data point - I had a very similar Google recruiter "test", being disdainfully dismissed because I couldn't/wouldn't regurgitate the same incorrect template answers they had. I've since terminated any approaches by Google recruiters as being a waste of my time and emotional energy.
My Google phone screen circa 2013 went something like this: for (i=0; i Followed by: Interviewer: You do understand that the position you have applied for is a managerial position, and that you're going to be dealing with schedules and budgets and not anything technical. Is that really what you want to do with your life? Me: Um, no, not really. Interviewer: OK, well, have a nice day then. Good bye.
?? But you had worked there before, right? Didn't they remember you?
Yep. :-)
> Didn't they remember you?
If they did, they hid it well.
Earlier quoted context omitted.
These questions are supposed to work as a proxy for experience. Everybody can google the answer to trivia, but if an applicant doesn't know the answer by heart that's an indication for lack of experience.
I laughed so hard at this. Thank you.