7 ms·

I have to say that at first read, my first though has been : do African sorcerers can now publish ads on HN to sell their magical powers ? Not to be rude or me

by ldng 7y ago

I have to say that at first read, my first though has been : do African sorcerers can now publish ads on HN to sell their magical powers ? Not to be rude or mean to Coach Darek that I can only guess genuinely wants to help people. But, to me, it does tell a lot about hiring practices at FAANG. Those interviews does not actually tell you that much, sometimes deter competent persons, don't really weed out bad seed, and yet are the alpha and the omega of the industry. Edit: downvote accepted as long as I have actual counter argunment. Doing an exercice in the vacuum does not tell if you can grasp existing code nor if you'll work well in a team.

paulcole 7y ago
> Coach Darek that I can only guess genuinely wants to help people He also wants to make money.
coachdarek 7y ago
I appreciate the kind sentiment. Interviewing and hiring the right candidate for a job is a near-infinitely complex problem. I mentioned in an earlier post that 5 hours to assess an employee's performance will have lots of false positives / false negatives. Is this the best way to interview? Probably not. If this style of interview can be a good predictor in a large sample size then maybe it's justifiable. I'm assuming the FAANG companies are doing it with lots of statistics backing it up.
- ldng 7y ago
  I'm not so sure aout those statistics ... Are they published ? The trouble is the whole industry is copying those practices. In other industries/sectors, when you have 15/20 years of experienced, are you grilled, tested and probed like a junior ? I wonder.
  - coachdarek 7y ago
    I'm not sure if those statistics are published, but FAANG companies drive all of their business decisions with data; recruiting shouldn't be any different. > when you have 15/20 years of experienced, are you grilled, tested and probed like a junior? We get this question a lot. We just worked with an engineer with 20 years of experience. He signed up for CodeBreakers because he knew that although he's a much more experienced programmer than I, he was aware that he needed help with the whiteboard interview if he wanted FAANG. His Google onsite interview had 3 data structures and algorithm interviews, 1 system design, and 1 behavioral/leadership interview. Junior engineers have 4 data structures interviews and 1 behavioral now. 80% of the interview is the exact same.
  - ultrasounder 7y ago
    I can attest to this as someone who went through a hazing routine called “whiteboard screening” at the fruit company for senior EE roles. Because I was a local candidate was invited on 3 different occasions for whiteboard screening and I didn’t progress onto the onsite. Sigh! I have been in the industry for 13 years now and seriously considering a pivot. Guess why I am on this thread. This hazing routine is the norm for STEM these days Mechanical/product included. Tho the supply demand is flipped on those.

by ldng 7y ago

paulcole 7y ago

> Coach Darek that I can only guess genuinely wants to help people He also wants to make money.

coachdarek 7y ago

I appreciate the kind sentiment. Interviewing and hiring the right candidate for a job is a near-infinitely complex problem. I mentioned in an earlier post that 5 hours to assess an employee's performance will have lots of false positives / false negatives. Is this the best way to interview? Probably not. If this style of interview can be a good predictor in a large sample size then maybe it's justifiable. I'm assuming the FAANG companies are doing it with lots of statistics backing it up.

ldng 7y ago
I'm not so sure aout those statistics ... Are they published ? The trouble is the whole industry is copying those practices. In other industries/sectors, when you have 15/20 years of experienced, are you grilled, tested and probed like a junior ? I wonder.
- coachdarek 7y ago
  I'm not sure if those statistics are published, but FAANG companies drive all of their business decisions with data; recruiting shouldn't be any different. > when you have 15/20 years of experienced, are you grilled, tested and probed like a junior? We get this question a lot. We just worked with an engineer with 20 years of experience. He signed up for CodeBreakers because he knew that although he's a much more experienced programmer than I, he was aware that he needed help with the whiteboard interview if he wanted FAANG. His Google onsite interview had 3 data structures and algorithm interviews, 1 system design, and 1 behavioral/leadership interview. Junior engineers have 4 data structures interviews and 1 behavioral now. 80% of the interview is the exact same.
- ultrasounder 7y ago
  I can attest to this as someone who went through a hazing routine called “whiteboard screening” at the fruit company for senior EE roles. Because I was a local candidate was invited on 3 different occasions for whiteboard screening and I didn’t progress onto the onsite. Sigh! I have been in the industry for 13 years now and seriously considering a pivot. Guess why I am on this thread. This hazing routine is the norm for STEM these days Mechanical/product included. Tho the supply demand is flipped on those.