7 ms·

Why I Don’t Work At Google

114 points by bootload 16y ago

clemesha 16y ago
Damn, I really, really agree with this: I know that while it’s important to write quality software, it’s equally important to just fucking finish it.
- inerte 16y ago
  I read it sometime in the past as "shipping is a feature".
- kenjackson 16y ago
  It's also sometimes important to simply fail a project. I don't know what she worked on, but I suspect that it's just as equally likely that the product should have never reached market.
  - clemesha 16y ago
    Good point. When a project is clearly going no where, it's worth it (but not easy) to fail it and move on. I've personally have had this experience, and although failing a project hurts, it ultimately frees up time to move on to bigger and better things!
- jimbokun 16y ago
  Real Artists Ship. http://www.folklore.org/StoryView.py?story=Real_Artists_Ship.txt http://www.folklore.org/StoryView.py?story=Real_Artists_Ship...
adityakothadiya 16y ago
I think the correct title would have been - "Why I won't work at Microsoft, again.". I don't think it's a valid argument against Google without having any data-points. I've seen many Startups also don't finish their features/products and throw away when they realize this is not the right thing to do. Overall, don't generalize too much. Experiences are different for different people at different places.
- antirez 16y ago
  Right, but look at google's recent history: more and more people, and in some way, less and less signal generated. This is some truly unavoidable thing I guess, unless you do some radical stuff like splitting apart your company in different pieces, like anti trust itself would do? Also for me is truly disturbing the idea of being able to select people that will do great stuff just using an interview. You can just check if they understand big O, can design things, and are actually able to code. This is already a result, but I bet this also creates a monoculture as this way you create a filter that is not just cool, but also bad in some way (IMHO this is why Google fails when trying to design stuff that are designed for the masses). disclaimer: I got a request for interview from google two times and refused it, so I'm not frustrated about that or alike.
  - moultano 16y ago
    Google's strategy for most of it's projects for the last few years has been to subtly improve them without anyone noticing. Typically a half-dozen changes a week to search alone: http://www.nytimes.com/2007/06/03/business/yourmoney/03google.html?_r=1&adxnnl=1&pagewanted=1&adxnnlx=1275091204-u8xzwQUrZJ3zLsaPNSLzYA http://www.nytimes.com/2007/06/03/business/yourmoney/03googl...
  - tensor 16y ago
    I disagree on the less signal part of your comment. To me, it looks like more and more signal. Since search, we've seen maps, mail, reader, chrome, android, app engine, big table, google docs, wave, google voice, a google branded phone, google fibre to the home for those lucky enough, prediction api, charts, dns services, @font-face directory, google home page, and others many others. Sure, some of those have been buyouts. But overall that is a lot of signal as far as I'm concerned.
    - dangrossman 16y ago
      Some? Only one or two things in that entire list originated at G.
lanstein 16y ago
I'm waiting for the part where she explains why she doesn't work at Google.
- ellyagg 16y ago
  I believe because the publicly available reports of their interview process don't seem to emphasize "getting stuff done" as much as she prefers, but instead emphasize other attributes. She believes that if it's not emphasized in the interview process, it's likely to be underemphasized in the organization as a whole. Since she believes that attribute to be more important than its proportion of apparent emphasis, the probability of being dissatisfied with her work environment is too high for her tastes. That's how I read it anyway.
  - cdibona 16y ago
    I would say that interviewing for engineering knowledge (coding, algorithms, software engineering) is pretty straight forward, but interviewing to figure out if a candiate can get 'real' work done is very difficult. I don't know of any magic way of testing for that. There are some good signals, of course, such as: 1) pre-interview open source reputation and release. 2) References from people you trust and respect. 3) Publications with significant content written by the candidate. But I've seen each of these fail, even in combination, in predicting the ability to execute. That said, it's better than nothing. (disclaimer, I work for Google, and am also waiting for the part about Google in the OP)
    - kls 16y ago
      It is actually pretty easy, you look for developers that understand minimum viable product and can explain their development methodology to produce software in such a manner.
    - rjett 16y ago
      There is a way to test to see if someone can get stuff done, but that usually entails hiring someone for a predetermined time (6 mos, a year, 2 years) and then evaluating whether they meet your standards at the end of that time period. If they do, they stay on. If someone really wants to work for your organization, I can guarantee that they'll do everything in their power to get stuff done during this time period.
spaghetti 16y ago
Have you considered Fogcreek? "Smart and gets things done" seems to be a strong theme throughout the company.
- seldo 16y ago
  As long as you don't mind working on boring software. (I mean, I know Joel is everyone's nerd idol and everything, but really: bug tracking software? Version control? That's all you got?)
  - Psyonic 16y ago
    Joel's a pretty smart guy, but he's definitely not everyone's nerd idol. He's not even on my list.
  - alexgartrell 16y ago
    Disclaimer: My FC internship starts on Tuesday, so I can't promise complete impartiality. I had the chance to contribute to Chromium as part of a class project. It was super bitching. I got to communicate and ever have discussions (virtually) with some brilliant google guys and put some code in. Even got my name on the AUTHORS list. My biggest contribution was changing the way they did metahandles in sync. You see, when a 'synced' bookmark item is updated in a transaction, it must be marked 'dirty' so that it can be pushed to the server when the cycle comes around again. This was an O(n) operation, as they scanned the whole set of metahandles to do this. I just added some things to the WriteTransaction class to add it to a much shorter list and spare the effort of the whole scan at the end. Now, I haven't worked at Fog Creek yet, but I have (coincidentally) built a bug tracker before (high school internship; I have no idea why I was given that task, in retrospect). Granted, I was a high school student so I did an awful job with it, but I did learn a lot about how to make software (I'd hope) and it was pretty cool. One thing in particular comes to mind which is that I had to add multiple-parameter sorting, and so I figured out how to do that (I had no idea libraries and even successive merge sorts would accomplish the same thing) and they were happy with what I made. I guess my point is that a feature is a feature is a feature. Most of the REALLY boring stuff is present in ANY software project, and a lot of the REALLY interesting stuff is present in almost anything (COBOL and banking applications aside). (Chubby, BigTable, etc are super sweet though)
Tichy 16y ago
Can't you ask questions about the team during the interview, to gauge whether they get things done or not?
- nostrademons 16y ago
  Google hiring is done at a company level, so for most hires, you don't actually know what team you'll be working on during the interview. You are typically given some idea at offer time (I was told my manager's name, my manager's manager's name, and the department), and you can talk to people you might know at the company, but if you're remote or don't know many Googlers it can be tough to get more information. It's also not unusual for teams to change shortly after you start - I switched managers in my second day there, and then what I ended up working on wasn't exactly what I was assigned to work on.
  - brown9-2 16y ago
    I've heard that a new employee can expect his or her first project to last about 12-18 months - can you confirm or deny this?
    - nostrademons 16y ago
      It depends a lot on what your particular project is, but 3-6 months seems much more typical to me. Mine lasted exactly 4 months from the day I joined to the day we launched...I was joining an already-existing project that was fairly far along, though. It often takes 12-18 months before you have a good enough understanding of the company and your own desires to figure out where you want to be. (And often more - I know people who joined in 2007 who are just now working through this.) But that time isn't all spent on one project: typically you'll work through a bunch of them, all in the same focus area. I think this is more akin to the normal process of discovery that most young people go through, though, and not something specific to Google.
  - a1k0n 16y ago
    Strangely enough, I just turned down a job offer from Google today, for a complex variety of reasons. Mainly, though, I had a choice between a promotion at my current company, where I know exactly what I'm getting into, and a job at Google, which is a giant black box from the outside with a promise that they'll find you something you will want to work on. (I had two other job offers as well in fact, so it wasn't just those two choices) Probably the hardest decision I've ever made. I'm sure I would have been happy with any of the offers, but I feel like I might as well take up my employer's offer and see how things go for the next year or two (also they offered more salary than Google did but the bonuses aren't multiplied like they are at Google).
deleted 16y ago
[deleted]
dylanz 16y ago
I could only relate to that last sentence: "That's about as appealing as another winter in Redmond."
nostrademons 16y ago
This seems to paint the world in overly broad brush strokes. There are good teams, and there are bad teams, and there's bound to be a bunch of both in any organization. You have the same problem with startups: there are good ones and bad ones, and it's usually not possible to tell one from the other until you join them. Why not just try, see what you get, and then you can transfer or quit if you end up on a bad team? Hell, it's a lot easier than joining a bad startup, where you have to get a whole different job to escape from it.
- rjett 16y ago
  And from what I hear, it's quite easy to move around teams at Google until you find one that suits you.
  - sev 16y ago
    Just curious, was this a sarcastic remark?
    - MrMatt 16y ago
      Nope - I've read before that to move teams at Google, all you need do is say so, and you can move to whichever other project you want to - no questions asked. Not sure how any of the less interesting projects get done, but that's just what I've heard.
      - spot 16y ago
        this is not true. if a team is "hiring" you can transfer in, but the popular ones are full up, and getting in is very competitive. plus many teams are only in a particular office and if are not willing to move to it, then you are out of luck. that said, transfers are supported by management and there's a nice internal web app for browsing which teams have reqs and for requesting a transfer.
- shadowsun7 16y ago
  I agree. It seems as if she's taking whatever she's experienced in Microsoft (which is one company) and applying that to any other company with multidisciplinary teams and a large bureaucratic layer. She should, at least, give working in Google a chance (maybe a couple years or so?) before writing something like this.
radicalmatt 16y ago
These are problems that I wish I had to worry about.
cjbprime 16y ago
First, it would mean a lot more to explain why you don't want to work somewhere if that company had actually offered you a job. Anyone can say that they don't want to work at Google, but it doesn't have much force if it could just be a sour grapes rationalization. It would at least be good to disclose whether or not you've talked to them about it. Pretending that isn't a problem, though -- where does the claim that Google doesn't finish things come from? Google must have one of the highest ratios of number-of-devs-on-a-product to number-of-million-users-using-that-product in the industry! I see no reason to conclude that a Google engineer's work would be likely to be canceled and disused.
- deleted 16y ago
  [deleted]
msort 16y ago
Being smart doesn't necessarily mean cannot getting things done. The author never worked at Google. It seems not so reasonable to project her experience at one Microsoft group to Google.
zmitri 16y ago
I won't work at Google because Al Gore is one of their "senior advisors".
memoryfault 16y ago
Would be interesting to know which product she worked on at Microsoft. Sure they have teams that don't deliver, but they also have teams that get shit done.
nlawalker 16y ago
"Microsoft" represents hundreds of different places to work, and I'm pretty sure Google does too. Different teams at large employers can be worlds apart. The corporate culture that they all have in common is a thinner stripe than most people think, especially when it comes to how you really feel about your day-to-day work and your ability to get things done.
sliverstorm 16y ago
Any time someone makes such a statement, I can't help but think of this: http://xkcd.com/192/ http://xkcd.com/192/
sfall 16y ago
title: why i don't work at google response: they did hire you
zach 16y ago
I'd say the ultimate proof of being both talented and effective is being part of a talent acquisition where the acquired team's product can be fully evaluated. The fact that Google does many such acquisitions is, to me, conclusive evidence that they do value both of these traits. But no, maybe not so much in the hiring process, because it's difficult and error-prone enough just to determine potential effectiveness.
jrockway 16y ago
She does have a good point; I've always found that people that like those mindgames are never really very good at programming. Something about wanting to find the right answer to a specific question seems to conflict to finding an answer to a vague set of requirements, programming. A better interview question might be "draw a picture of anything that comes to mind".
- kaib 16y ago
  I interviewed with Google four years ago and have been working there since. None of my interview questions were of the puzzle variety. Many were coding and some interviews were completely open ended of the type "You seem to have done a lot of X" followed by a series of hard questions on X from someone who is clearly interested in learning more about X. I found the interviews quite enjoyable. YMMV.
billmcneale 16y ago
tldr: I interviewed at Google two years ago, I didn't get an offer so now I'm writing a blog post to explain that I didn't really want to work there anyway. Psych.
tom_ilsinszki 16y ago
Completely rational and smart people can form an irrational group. Since you have a network of people, they could form such a group, that everyone's individual talents are cancelled out. This is why, I don't believe in complete democracy at work. There has to be a clear leader, who is not afraid to make decisions, to see them through, also is accepted by others to make decisions (in most cases at least), and is someone, who finishes stuff. Last week I read a great way to assemble such a group (at least it sounds like a good way to me). In the book '33 Strategies of War', there was a chapter on how George Marshall, an American military leader trained young proteges, and picked the ones, who were the most like him. After putting these young people to test, he gave them key roles and placed them in key positions. He, then encouraged them to also train their own subordinates. Basically he 'cloned' himself, and then showed his 'clones', how to 'clone' themselves too. Thus he was able to create a new, more efficient group of leaders, without confronting leader with large egos.
rbanffy 16y ago
As a counterpoint, I'd never work for Microsoft, not because they would make me use Windows, Outlook and Visual Studio, not because I'd have to end lines with semicolons. Neither it would be for a lack of smart people to work with - there are incredibly smart people there, several of them dear friends of mine. I wouldn't because management has continously engaged in unethical (barely sub-criminal) behaviour I don't want to enable. I don't want my work to be used for that. The passing mention to the antitrust investigation is telling.
jamesseda 16y ago
I stopped reading at "My first job out of college was at Microsoft." You are willing to give Microsoft a chance but not Google?
- julio_the_squid 16y ago
  She is saying that she shuns the idea of working for Google based on the lessons learned working at Microsoft.
stcredzero 16y ago
"Just %#~*^{}! Finish It" is really just a vaguer "You Ain't Gonna Need It" or "The Simplest Thing That Could Possibly Work."
ww8520 16y ago
I won't work for Google via recruitment neither. The only case if Google buys my company.

114 points by bootload 16y ago

Damn, I really, really agree with this: I know that while it’s important to write quality software, it’s equally important to just fucking finish it.

inerte 16y ago
I read it sometime in the past as "shipping is a feature".
kenjackson 16y ago
It's also sometimes important to simply fail a project. I don't know what she worked on, but I suspect that it's just as equally likely that the product should have never reached market.
- clemesha 16y ago
  Good point. When a project is clearly going no where, it's worth it (but not easy) to fail it and move on. I've personally have had this experience, and although failing a project hurts, it ultimately frees up time to move on to bigger and better things!
jimbokun 16y ago
Real Artists Ship. http://www.folklore.org/StoryView.py?story=Real_Artists_Ship.txt http://www.folklore.org/StoryView.py?story=Real_Artists_Ship...

adityakothadiya 16y ago

I think the correct title would have been - "Why I won't work at Microsoft, again.". I don't think it's a valid argument against Google without having any data-points. I've seen many Startups also don't finish their features/products and throw away when they realize this is not the right thing to do. Overall, don't generalize too much. Experiences are different for different people at different places.

antirez 16y ago
Right, but look at google's recent history: more and more people, and in some way, less and less signal generated. This is some truly unavoidable thing I guess, unless you do some radical stuff like splitting apart your company in different pieces, like anti trust itself would do? Also for me is truly disturbing the idea of being able to select people that will do great stuff just using an interview. You can just check if they understand big O, can design things, and are actually able to code. This is already a result, but I bet this also creates a monoculture as this way you create a filter that is not just cool, but also bad in some way (IMHO this is why Google fails when trying to design stuff that are designed for the masses). disclaimer: I got a request for interview from google two times and refused it, so I'm not frustrated about that or alike.
- moultano 16y ago
  Google's strategy for most of it's projects for the last few years has been to subtly improve them without anyone noticing. Typically a half-dozen changes a week to search alone: http://www.nytimes.com/2007/06/03/business/yourmoney/03google.html?_r=1&adxnnl=1&pagewanted=1&adxnnlx=1275091204-u8xzwQUrZJ3zLsaPNSLzYA http://www.nytimes.com/2007/06/03/business/yourmoney/03googl...
- tensor 16y ago
  I disagree on the less signal part of your comment. To me, it looks like more and more signal. Since search, we've seen maps, mail, reader, chrome, android, app engine, big table, google docs, wave, google voice, a google branded phone, google fibre to the home for those lucky enough, prediction api, charts, dns services, @font-face directory, google home page, and others many others. Sure, some of those have been buyouts. But overall that is a lot of signal as far as I'm concerned.
  - dangrossman 16y ago
    Some? Only one or two things in that entire list originated at G.

lanstein 16y ago

I'm waiting for the part where she explains why she doesn't work at Google.

ellyagg 16y ago
I believe because the publicly available reports of their interview process don't seem to emphasize "getting stuff done" as much as she prefers, but instead emphasize other attributes. She believes that if it's not emphasized in the interview process, it's likely to be underemphasized in the organization as a whole. Since she believes that attribute to be more important than its proportion of apparent emphasis, the probability of being dissatisfied with her work environment is too high for her tastes. That's how I read it anyway.
- cdibona 16y ago
  I would say that interviewing for engineering knowledge (coding, algorithms, software engineering) is pretty straight forward, but interviewing to figure out if a candiate can get 'real' work done is very difficult. I don't know of any magic way of testing for that. There are some good signals, of course, such as: 1) pre-interview open source reputation and release. 2) References from people you trust and respect. 3) Publications with significant content written by the candidate. But I've seen each of these fail, even in combination, in predicting the ability to execute. That said, it's better than nothing. (disclaimer, I work for Google, and am also waiting for the part about Google in the OP)
  - kls 16y ago
    It is actually pretty easy, you look for developers that understand minimum viable product and can explain their development methodology to produce software in such a manner.
  - rjett 16y ago
    There is a way to test to see if someone can get stuff done, but that usually entails hiring someone for a predetermined time (6 mos, a year, 2 years) and then evaluating whether they meet your standards at the end of that time period. If they do, they stay on. If someone really wants to work for your organization, I can guarantee that they'll do everything in their power to get stuff done during this time period.

spaghetti 16y ago

Have you considered Fogcreek? "Smart and gets things done" seems to be a strong theme throughout the company.

seldo 16y ago
As long as you don't mind working on boring software. (I mean, I know Joel is everyone's nerd idol and everything, but really: bug tracking software? Version control? That's all you got?)
- Psyonic 16y ago
  Joel's a pretty smart guy, but he's definitely not everyone's nerd idol. He's not even on my list.
- alexgartrell 16y ago
  Disclaimer: My FC internship starts on Tuesday, so I can't promise complete impartiality. I had the chance to contribute to Chromium as part of a class project. It was super bitching. I got to communicate and ever have discussions (virtually) with some brilliant google guys and put some code in. Even got my name on the AUTHORS list. My biggest contribution was changing the way they did metahandles in sync. You see, when a 'synced' bookmark item is updated in a transaction, it must be marked 'dirty' so that it can be pushed to the server when the cycle comes around again. This was an O(n) operation, as they scanned the whole set of metahandles to do this. I just added some things to the WriteTransaction class to add it to a much shorter list and spare the effort of the whole scan at the end. Now, I haven't worked at Fog Creek yet, but I have (coincidentally) built a bug tracker before (high school internship; I have no idea why I was given that task, in retrospect). Granted, I was a high school student so I did an awful job with it, but I did learn a lot about how to make software (I'd hope) and it was pretty cool. One thing in particular comes to mind which is that I had to add multiple-parameter sorting, and so I figured out how to do that (I had no idea libraries and even successive merge sorts would accomplish the same thing) and they were happy with what I made. I guess my point is that a feature is a feature is a feature. Most of the REALLY boring stuff is present in ANY software project, and a lot of the REALLY interesting stuff is present in almost anything (COBOL and banking applications aside). (Chubby, BigTable, etc are super sweet though)

Tichy 16y ago

Can't you ask questions about the team during the interview, to gauge whether they get things done or not?

nostrademons 16y ago
Google hiring is done at a company level, so for most hires, you don't actually know what team you'll be working on during the interview. You are typically given some idea at offer time (I was told my manager's name, my manager's manager's name, and the department), and you can talk to people you might know at the company, but if you're remote or don't know many Googlers it can be tough to get more information. It's also not unusual for teams to change shortly after you start - I switched managers in my second day there, and then what I ended up working on wasn't exactly what I was assigned to work on.
- brown9-2 16y ago
  I've heard that a new employee can expect his or her first project to last about 12-18 months - can you confirm or deny this?
  - nostrademons 16y ago
    It depends a lot on what your particular project is, but 3-6 months seems much more typical to me. Mine lasted exactly 4 months from the day I joined to the day we launched...I was joining an already-existing project that was fairly far along, though. It often takes 12-18 months before you have a good enough understanding of the company and your own desires to figure out where you want to be. (And often more - I know people who joined in 2007 who are just now working through this.) But that time isn't all spent on one project: typically you'll work through a bunch of them, all in the same focus area. I think this is more akin to the normal process of discovery that most young people go through, though, and not something specific to Google.
- a1k0n 16y ago
  Strangely enough, I just turned down a job offer from Google today, for a complex variety of reasons. Mainly, though, I had a choice between a promotion at my current company, where I know exactly what I'm getting into, and a job at Google, which is a giant black box from the outside with a promise that they'll find you something you will want to work on. (I had two other job offers as well in fact, so it wasn't just those two choices) Probably the hardest decision I've ever made. I'm sure I would have been happy with any of the offers, but I feel like I might as well take up my employer's offer and see how things go for the next year or two (also they offered more salary than Google did but the bonuses aren't multiplied like they are at Google).

deleted 16y ago

[deleted]

dylanz 16y ago

I could only relate to that last sentence: "That's about as appealing as another winter in Redmond."

nostrademons 16y ago

This seems to paint the world in overly broad brush strokes. There are good teams, and there are bad teams, and there's bound to be a bunch of both in any organization. You have the same problem with startups: there are good ones and bad ones, and it's usually not possible to tell one from the other until you join them. Why not just try, see what you get, and then you can transfer or quit if you end up on a bad team? Hell, it's a lot easier than joining a bad startup, where you have to get a whole different job to escape from it.

rjett 16y ago
And from what I hear, it's quite easy to move around teams at Google until you find one that suits you.
- sev 16y ago
  Just curious, was this a sarcastic remark?
  - MrMatt 16y ago
    Nope - I've read before that to move teams at Google, all you need do is say so, and you can move to whichever other project you want to - no questions asked. Not sure how any of the less interesting projects get done, but that's just what I've heard.
    - spot 16y ago
      this is not true. if a team is "hiring" you can transfer in, but the popular ones are full up, and getting in is very competitive. plus many teams are only in a particular office and if are not willing to move to it, then you are out of luck. that said, transfers are supported by management and there's a nice internal web app for browsing which teams have reqs and for requesting a transfer.
shadowsun7 16y ago
I agree. It seems as if she's taking whatever she's experienced in Microsoft (which is one company) and applying that to any other company with multidisciplinary teams and a large bureaucratic layer. She should, at least, give working in Google a chance (maybe a couple years or so?) before writing something like this.

radicalmatt 16y ago

These are problems that I wish I had to worry about.

cjbprime 16y ago

First, it would mean a lot more to explain why you don't want to work somewhere if that company had actually offered you a job. Anyone can say that they don't want to work at Google, but it doesn't have much force if it could just be a sour grapes rationalization. It would at least be good to disclose whether or not you've talked to them about it. Pretending that isn't a problem, though -- where does the claim that Google doesn't finish things come from? Google must have one of the highest ratios of number-of-devs-on-a-product to number-of-million-users-using-that-product in the industry! I see no reason to conclude that a Google engineer's work would be likely to be canceled and disused.

deleted 16y ago
[deleted]

msort 16y ago

Being smart doesn't necessarily mean cannot getting things done. The author never worked at Google. It seems not so reasonable to project her experience at one Microsoft group to Google.

zmitri 16y ago

I won't work at Google because Al Gore is one of their "senior advisors".

memoryfault 16y ago

Would be interesting to know which product she worked on at Microsoft. Sure they have teams that don't deliver, but they also have teams that get shit done.

nlawalker 16y ago

"Microsoft" represents hundreds of different places to work, and I'm pretty sure Google does too. Different teams at large employers can be worlds apart. The corporate culture that they all have in common is a thinner stripe than most people think, especially when it comes to how you really feel about your day-to-day work and your ability to get things done.

sliverstorm 16y ago

Any time someone makes such a statement, I can't help but think of this: http://xkcd.com/192/ http://xkcd.com/192/

sfall 16y ago

title: why i don't work at google response: they did hire you

zach 16y ago

I'd say the ultimate proof of being both talented and effective is being part of a talent acquisition where the acquired team's product can be fully evaluated. The fact that Google does many such acquisitions is, to me, conclusive evidence that they do value both of these traits. But no, maybe not so much in the hiring process, because it's difficult and error-prone enough just to determine potential effectiveness.

jrockway 16y ago

She does have a good point; I've always found that people that like those mindgames are never really very good at programming. Something about wanting to find the right answer to a specific question seems to conflict to finding an answer to a vague set of requirements, programming. A better interview question might be "draw a picture of anything that comes to mind".

kaib 16y ago
I interviewed with Google four years ago and have been working there since. None of my interview questions were of the puzzle variety. Many were coding and some interviews were completely open ended of the type "You seem to have done a lot of X" followed by a series of hard questions on X from someone who is clearly interested in learning more about X. I found the interviews quite enjoyable. YMMV.

billmcneale 16y ago

tldr: I interviewed at Google two years ago, I didn't get an offer so now I'm writing a blog post to explain that I didn't really want to work there anyway. Psych.

tom_ilsinszki 16y ago

Completely rational and smart people can form an irrational group. Since you have a network of people, they could form such a group, that everyone's individual talents are cancelled out. This is why, I don't believe in complete democracy at work. There has to be a clear leader, who is not afraid to make decisions, to see them through, also is accepted by others to make decisions (in most cases at least), and is someone, who finishes stuff. Last week I read a great way to assemble such a group (at least it sounds like a good way to me). In the book '33 Strategies of War', there was a chapter on how George Marshall, an American military leader trained young proteges, and picked the ones, who were the most like him. After putting these young people to test, he gave them key roles and placed them in key positions. He, then encouraged them to also train their own subordinates. Basically he 'cloned' himself, and then showed his 'clones', how to 'clone' themselves too. Thus he was able to create a new, more efficient group of leaders, without confronting leader with large egos.

rbanffy 16y ago

As a counterpoint, I'd never work for Microsoft, not because they would make me use Windows, Outlook and Visual Studio, not because I'd have to end lines with semicolons. Neither it would be for a lack of smart people to work with - there are incredibly smart people there, several of them dear friends of mine. I wouldn't because management has continously engaged in unethical (barely sub-criminal) behaviour I don't want to enable. I don't want my work to be used for that. The passing mention to the antitrust investigation is telling.

jamesseda 16y ago

I stopped reading at "My first job out of college was at Microsoft." You are willing to give Microsoft a chance but not Google?

julio_the_squid 16y ago
She is saying that she shuns the idea of working for Google based on the lessons learned working at Microsoft.

stcredzero 16y ago

"Just %#~*^{}! Finish It" is really just a vaguer "You Ain't Gonna Need It" or "The Simplest Thing That Could Possibly Work."

ww8520 16y ago

I won't work for Google via recruitment neither. The only case if Google buys my company.