91–100 of 233 posts
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I wrote banking software that took a company's valuation from $400 million to $6 billion when it went public. That's not a special ability?
There's probably a bunch of other people could have writeen it just as well or better and it wouldn't have made a difference to the valuation of the company anyway.
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That's why I try to make take homes fun. I like the elevator problem in Python. Try to make elevator software that passes the unit tests. Sounds simple, right? Wrong. Very hard. I don't really care how successful you are. I want to see how readable and maintainable your code is. Sometimes I just ask for example projects that I can read. But I do need to know you can, you know, actually do the job. I personally find i…
It's not about if the take homes are fun or not. Far too many companies have varied take home tests that can take an hour or a 40-hour work week only to be ghosted after submission. I don't partake in any asymmetric interview processes, and many places are happy to let me skip it. I'm happy to sit on a zoom call with one of your engineers for a couple of hours and do whatever they want me code in that time. I'm just…
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Good approach but can't imagine doing a take home unless it was paid.
I've never been asked to do a take home interview assignment, but I actually have the opposite attitude. I would much rather spend a few hours putting together that I feel good about than spend 10x the time cramming interview prep.
#2 Not giving what the salary range is
#3 Not giving what the total comp range is
#4 Not including benefits and/or not including real benefits.
#5 Not understanding how experience and skills overlap and transfer. Rejecting someone with 10 years of Java experience because you need "Go" experience. Or rejecting someone with 10 years of JavaScript and 5 years of React because they need "Angular"
#6 Ridiculous interview processes. 2-3hr take-home assignment followed by 6 hours of "virtual onsite" interviews are becoming the norm and it's ridiculous.
What gets acceptance? Be transparent, competitive, upfront, honest, lightweight, and READY TO HIRE.
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Good approach but can't imagine doing a take home unless it was paid.
If the person requests it, we pay for interview time as long as the hourly is reasonable. Not a problem. The real question I have for you is, how would you prefer to prove to me you can actually do the job? In person coding exercise? Isn't that more stressful?
Personally I'd probably do some sort of FizzBuzz/LC easy type low filter and then a fast (i.e. no compiled langs) take home in an area adjacent to the job description paid at said job's rate with a time expectation so you don't end up getting billed 20hrs for a Node RESTful API.
Number one reason: You're not offering me enough good reasons to leave my current job. I don't think HR and software recruiting has really caught up to the reality that many developers by their mid-30's are sitting on a million+ in assets and good ones can rake in 200K+ easy. Further we usually find equilibrium with our roles wherever we are even if we have gripes with how things are because most devs are pragmatic p…
Also if they are calling themselves modern and don't offer 100% home office, scrap that.
Same applies if there is any mention of code golf, or me being great at things that aren't even part of my CV.
Naturally when unemployed, one doesn't get to be as picky, but thankfully that hasn't been the case.
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If the person requests it, we pay for interview time as long as the hourly is reasonable. Not a problem. The real question I have for you is, how would you prefer to prove to me you can actually do the job? In person coding exercise? Isn't that more stressful?
How long do your take home exercises take? I've always conducted interviews where I've given system design questions, and data modelling questions. Never found that coding exercises give good enough signal to justify the time investment on either side. If you want to catch someone in lie, i.e. they can't code at all, just give them something of fizzbuzz-level difficulty as a basic filter.
We don't give out dumb, tedious quizzes or anything. These are actual projects written to be fun. We don't get many/any complaints.
We also give out the coding test very late in the interview cycle. I'd say we hire 80% of the people we give tests to. We already have a pretty good idea you'll be a good fit by that point. So we're not wasting your time.
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200k is not chump change for every other profession. Get off your high horse. You're not special because you know software.
I wrote banking software that took a company's valuation from $400 million to $6 billion when it went public. That's not a special ability?
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Don't write off a company just because they have an unlimited PTO policy. Check out the culture first, some actually respect it. Especially in smaller companies, it's sometimes just easier to judge people based on their output rather than the number of days their butt is behind a keyboard.
I worked for a defense contractor that had a truly unlimited vacation policy as long as you were getting your work done. We actually would get formally reprimanded and put on a PIP for not using enough vacation. All benefits started day 1 including 4 months new parental leave (fully paid; STD following birth did not count against the 4 months), unlimited vacation (no questions asked and auto-approved for the first 30…