Google's “Director of Engineering” Hiring Test

Post by monocasa » Thu, Oct 13, 2016, 7:31 PM UTC

greyman wrote: post #372

jblow wrote: post #90

#9 is especially stupid because it's so context-dependent. SSE4 gives you a popcount instruction, for example, which would be easily the fastest way to do this, if available.

Yes, but without that instruction, the algorithm mentioned by recruiter is really the quickest way. I coded chess algorithm in the past and this was exactly the method top chess open-source engines used. But imho it is hard to figure that out without prior experience with this problem.

Post by zeppelin101 » Thu, Oct 13, 2016, 7:33 PM UTC

_t0du wrote: post #520

johndubchak wrote: post #485

Earlier quoted context omitted.

Perhaps that suggests you're giving them the wrong interview.

Well, general interviewing (unrelated to tech) contains various amounts of "are you lying on your resume" type questions. If someone walks in with a breakdown of 10 years dev, 5 years management, they should be able to at least comfortably answer system/coding type questions. As in, if you do something every day for 10 years, you don't forget all of it in 5. I had a candidate in a few months ago that was interviewing…

Post by civilian » Thu, Oct 13, 2016, 7:34 PM UTC

Morgawr wrote: post #464

sfrailsdev wrote: post #392

Earlier quoted context omitted.

From what I've heard, google intentionally screws with timing, who you will be speaking to, and other factors in order to try to understand how you deal with changes in circumstances.

This is blatantly false. Source: I work for Google. Our daily schedule is packed with meetings and we try to be as on time as possible, interviews (which are something that everybody should be doing) work exactly the same, we don't try to screw people over with bad timing just to "test" them. Sometimes it happens that people miss interviews and somebody else has to show up, this is unfortunately a problem and it shou…

Post by serge2k » Thu, Oct 13, 2016, 7:36 PM UTC

crdoconnor wrote: post #521

DannyBee wrote: post #497

Earlier quoted context omitted.

First, it is definitely standard process to tell him (if they didn't, that's a definite failure). Again, remember you only have one side of the story here. I like to try to gather facts before assuming things. IE Ready, aim, fire, not fire, ready, aim. Admittedly more difficult in this case (and certainly, i have no access to it) Second i'm going to point out a few things: Experience may translate into wisdom, it may…

>Judging an entire recruitment process based on one side of a story from a person who's clearly upset about an interview, It's not just this guy. There have been others: https://twitter.com/mxcl/status/608682016205344768 There's another measure I use to measure the quality of their hiring process. The output. Namely the track record of products Google has developed in house in the last 10 years. I've also heard a few…

Post by Morgawr » Thu, Oct 13, 2016, 7:36 PM UTC

civilian wrote: post #535

Morgawr wrote: post #464

Earlier quoted context omitted.

This is blatantly false. Source: I work for Google. Our daily schedule is packed with meetings and we try to be as on time as possible, interviews (which are something that everybody should be doing) work exactly the same, we don't try to screw people over with bad timing just to "test" them. Sometimes it happens that people miss interviews and somebody else has to show up, this is unfortunately a problem and it shou…

I remember reading an article that this is how they interview for product managers? Not for engineers, but product managers are people who maybe need to deal with more craziness.