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You're missing the forest for the trees here. In these larger companies, senior engineers tend not to work directly with code that much anymore, they're usually
by robbrit 7y ago
You're missing the forest for the trees here. In these larger companies, senior engineers tend not to work directly with code that much anymore, they're usually working on higher level problems like system design or management. These require different skill sets such as leadership and social skills that take years to develop; the ability to google quickly for a function name isn't really valued as much.
If you're working in a small company or a startup, then you don't need BigCo senior engineers, you can get away with people who haven't developed these skill sets. However if you have intentions of growing, either in your system size or in your headcount, you shouldn't discount these engineers over minor details like this. Ask them higher-level design questions if you actually want to test their abilities, otherwise you're looking at the wrong metrics.
- bastawhiz 7y ago> you shouldn't discount these engineers over minor details like this. Then they should apply for a job where their skills are relevant. If you're applying for a job where you're writing code (like all of the ones I described), you'd better be able to code. Edit: and we let you Google whatever you need in the interview. If you can't figure out how to clone an array (an implementation detail of the interview question) on your own, I don't know what role you think you're applying for.
- robbrit 7y ago> If you're applying for a job where you're writing code (like all of the ones I described), you'd better be able to code. That's fair. No sense in bringing in architecture astronauts who can't translate their dreams to reality. > we let you Google whatever you need in the interview Right, rejecting someone who can't Google things properly is the correct choice. That's a skill that's useful at all levels.