4 ms·
This article seems like another example of mid-level people giving advice to junior-level people. There are far more red flags you can expect from a company by
by iratewizard 6y ago
This article seems like another example of mid-level people giving advice to junior-level people. There are far more red flags you can expect from a company by asking the right questions. The article doesn't dive into any of that and reads more like a few gripes from a guy who did way too many interviews and became jaded by it. The technical interview itself is not likely to be a good indicator of what work looks like at the company, and without experiencing the other side of things these red flags become 'things that rubbed me the wrong way.'
Questions you ask are what dig up the red flags. Who am I replacing and why did they leave? What's the largest obstacle the engineering team is trying to overcome? How do you (the manager) manage your team differently? Is there anything you as a manager would like to improve at?
90% of workplace satisfaction can be attributed to (or sabotaged by) one's direct manager. Make sure you'll appreciate their style.
- leeny 6y agothere's a link at the bottom of the post to a list of questions you can ask: https://blog.alinelerner.com/how-to-interview-your-interviewers/ https://blog.alinelerner.com/how-to-interview-your-interview... hope that helps.
- vp8989 6y agoWelcome to the Internet. Hot takes about interviewing are a dime a dozen because it's an easy thing to have an opinion about, and as long as you punch up then your takes will generally be accepted. What's always missing from these articles is any empathy for the people on the other side.
- snazz 6y agoI think this article demonstrates some empathy for the people on the other side. For example, the "Consistent lack of interest or low morale from interviewers" and "Your interviewers aren’t prepared for the interview" sections take the point of view of the interviewers into consideration.
- C1sc0cat 6y agoSurprised that "interviewers aren’t prepared for the interview" is not more of a hard NO. If they apologised and said they where picking this up as original person could not make it, that's different.
- zwieback 6y agoI thought it was a good article and shouldn't junior level people get advice from mid-level people? That's the next stop on the ladder, after all.
- intricatedetail 6y agoIt's good to ask a manager whether they read the CIA simple sabotage manual and if they practice any of the techniques in the company.
- C1sc0cat 6y agoId be impressed if that I have worked where third part agencies whet that would be an improvement. Seeing a set of minutes/notes from a couple of meetings would be a good filter
- hinkley 6y agoDon't count on your direct manager sticking around. Mine left within a year, and so did the priorities he had me working on, and the giant shield he put between us and his crazy boss. He was losing a culture war and decided to get out before he was shown the door. And then it was like a slow motion version of Howl's Moving Castle when they take Calcifer outside. I'm not sure how you ask that question, although I expect you start by first avoiding any place with exploding offers, and taking the time to ask lots of followup questions. You'd want to know about your potential boss's boss, and their peers.