I helped start the practice at ITA Software (acquired by Google last year) of using puzzles as part of the hiring process. We ultimately even put our puzzles in

I helped start the practice at ITA Software (acquired by Google last year) of using puzzles as part of the hiring process. We ultimately even put our puzzles in the Boston subway as recruiting ads. My assessment, after more than a decade of doing it: - Good puzzles are actually a talent attractor; many smart people found out about our company via our puzzles. - Good puzzles are ones that scale well; i.e., where the basic problem is pretty easy and can be solved by a decent programmer in a few hours, but with harder variants that can take much longer. - "Take-home" puzzles (as opposed to in-person whiteboard tests) weed people out who don't really like to program and/or can't finish things; this is a useful filter. If someone complains that "they shouldn't have to spend three hours writing code to get an interview," that itself is a pretty good counter-indicator. (Yes, we are all busy. But you're talking about starting a relationship with the company that may last 10+ years. You can do three hours of prep work for your interview. And you have to code a fun puzzle in the language of your choice, not some subroutine in a 30-year-old COBOL banking system.) - It seems that in-person whiteboard or locked-in-a-room tests are pretty poor indicators of success. Many good programmers put in this situation significantly underperform their true abilities. - It's not a great idea to evaluate someone purely on the basis of puzzle-solving ability. - Many one-liner puzzles are bad indicators, because you either need to "know the trick" or have memorized the answer. Many, but not all, Microsoft and Google interview questions I hear about -- I've never interviewed at either place myself -- sound like they fall into this category. (E.g., from a recent article I read about Google: "You're reduced to the size of a nickel and thrown into a blender. How do you get out?" I don't care if you're clever enough to answer that; I just want you to able to write enormous amounts of high-quality code for me.) Im my experience, the best way to find out if someone is a good programmer is to talk to him/her at length about something he/she has built. Can he/she talk in detail about how it worked? What challenges were involved? What tradeoffs were made? And, above all, was there passion behind the work and these choices? A good interview for me was one where the candidate came in having written or contributed to a large system -- for fun or work -- and was excited to tell me about it. It didn't really matter whether it was relevant to the work we did (airfare search). Anecdotally, it seemed like people who really loved to code generally worked out pretty well. People with great-looking resumes that didn't love to code -- but maybe loved other things, like arguing over which language, operating system, architecture, or business strategy was better -- usually didn't produce much. If the first thing you want to do when you wake up in the morning is code something, you're probably going to do well as a coder on a hard-core software team. Otherwise, not. Everything I personally did on programmer-hiring strategy was a proxy for figuring out whether someone was like that or not.