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This is definitely a really useful component to the interview, but I don't think it should be the only component. A lot of our jobs are doing straightforward th

This is definitely a really useful component to the interview, but I don't think it should be the only component. A lot of our jobs are doing straightforward things: "implement spec X, where X is pretty close to what's been done before." But occasionally we'll encounter a problem that requires us to think up an algorithm. It might be similar to what's out there, but it's not going to be a googleable solution. It's these cases that define a good engineer. I'd liken our jobs to those of pilots. Most of the time, anyone can fly the plane: just punch in the flight plan to autopilot, and press 'A/P engage'. However, when a pilot is near cumulonimbus clouds with an engine failure, he is forced to step up to the plate. This is what pilots are paid for: to handle the crazy emergency situations that can arise when you're in the air. This, too, is what good engineers are paid for: handling the difficult problems that occasionally arise during development. If you're not hiring for this, you're hiring code monkeys.

overshard 14y ago
I agree this shouldn't be the only component overall, you need to see if he fits into your team but I feel like if he can solve a problem in a timely manner that I deem moderately difficult using google and some experience based tricks with me looking over their shoulder then I can judge if they are a good engineer. Everyone I've hired using this method has never been fired for incompetence or issues with their skill. My issue is judging peoples personality and team fit. I still have yet to find a solid solution to this and asking Microsoft interview questions or how linked lists in C work isn't going to do that either. People are often overly nice/fit for the first few weeks/months but then go downhill from there as their true personalities show. I see no way to judge this other than calling contacts/past employers and even that doesn't always work.

overshard 14y ago

I agree this shouldn't be the only component overall, you need to see if he fits into your team but I feel like if he can solve a problem in a timely manner that I deem moderately difficult using google and some experience based tricks with me looking over their shoulder then I can judge if they are a good engineer. Everyone I've hired using this method has never been fired for incompetence or issues with their skill. My issue is judging peoples personality and team fit. I still have yet to find a solid solution to this and asking Microsoft interview questions or how linked lists in C work isn't going to do that either. People are often overly nice/fit for the first few weeks/months but then go downhill from there as their true personalities show. I see no way to judge this other than calling contacts/past employers and even that doesn't always work.