281–290 of 706 posts
According to a half remembered article , average retention is about 10 months, so when I saw the headline I assumed this was the topic. Amazon turn over more than their total workforce, every year. This includes all staff yes, but still shocking. If true.
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>an ego-driven hazing ritual Last time I did an interview where this wasn't the case was 1998. Granted I don't really interview anymore.
I've never had an interview like this. Get out of SV if you don't want to play those games.
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> It makes me sad for the less privileged candidates who might be working a job while also trying to break into the IT field. Very good point. I didn't really think about it much before. It is even difficult for candidates who are in IT field but not in FAANG type companies.
Now imagine if instead of coding exercises we had the interview process from other industries that weighs degree and past experience more heavily in the absence of any other sort of testing. What would it look like to break in then? Completing a BS in your spare time? EDIT: Most ideas I've seen about replacement for live coding - like take home projects or contract-to-hire - are not really any more friendly to people…
Or another mostly (rightfully so IMO) choice you see here. Set a low bar to hiring but have a probationary period after which you fire a notable percentage.
This is put succinctly.
Seeing Amazon from within was an absolute shock. It is hard to be hyperbolic about the company's technical achievements: Prime, AWS, 2-hour Delivery, Alexa, Prime Video, Amazon Go ... absolutely incredible, world-changing stuff.
But the experience of working there felt like the place was on fire. People transferring teams in droves, joining in droves from outside, entire teams doing duplicate or triplicate work, managers of managers of managers of managers. And yet the speed at which they launch successful products at global scale is unrivaled.
I'm glad I got to be a part of it but there's almost nothing that could entice me to go back.
Ex-Amazonian here, I agree with almost everything OP say. I have a few things to add in case HR is reading this: - RSUs vesting schedule sucks, fix it.(5% - first year, 15% - second , then 5% each quarter, i think...) - Internal tooling is pretty bad (frameworks, pipelines, ....) and the documentation is non-existent, and when it exists , is not very helpful. - Amazon has the least amount of holidays of all FAANG, wh…
| - Make it easier to switch teams It's actually much easier to switch teams at Amazon than most of tech.
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Possibly making sure that GP was at the bottom of the stack rank and looking out for his own neck.
Oof that sounds super devious.
As they say - the problem with incentives is that they work.
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Hey Ben, we think your re-deploy solved the problem, but the old content is still being served from Cloudflare's cache for many people. Can you do a cache purge in the Cloudflare dashboard? (It just updated for me, looks much better. But the old version might still be cached in some locations.) The root cause was actually something we fixed last month, but it seems problems can stick around if the site was originally…
On further investigation we think this might have been purely a caching issue, not the backend problem we originally suspected. The problem is that your site generator produces different file names for each version, but doesn't preserve the old files. So when you upload a new version, then the old version of the assets become 404, unless they happened to be cached. But it's possible the HTML is cached and the CSS not…
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> My biggest gripe is that Leetcode is systematically favoring candidates who have months of free time to […] Wouldn’t this be true of almost any other selective interview process?
No. An interview process can be very selective without really requiring prep beyond studying up on the company somewhat--and maybe not really even that to the degree you're already familiar with the company. Not a developer (though was an engineer) but I've never studied for an interview beyond maybe spending an evening reading up on a company. But, to be honest, the (few) jobs I've had over the past 20 years or so h…
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I just wish companies that didn't have the applicant pool of a FAANG company understood this. Leetcode for your average dev company is a great way to lose a massive portion of the qualified talent pool. I can guarantee almost every SaaS developer never touches dynamic programming beyond simple memoization, yet its tested so much. You might as well test a French Cuisine Chef on how well his Chinese cooking is.
> You might as well test a French Cuisine Chef on how well his Chinese cooking is. A way more apt comparison would be evaluating him on his knive sharpening skills.