gaylemcd

10 ms·

61.
by gaylemcd 9y ago
While you sort of have a point there, there's much more diversity in how people dress at top tech companies than in, say, finance or consulting. It seems you're upset that an interviewer might be biased against someone for wearing
62.
by gaylemcd 9y ago
Google kinda-sorta did a study there, but the "study" was fundamentally flawed. They didn't look at people who didn't get hired (duh). So the most they could say is that once people passed the (very high, risk averse) ba
63.
by gaylemcd 9y ago
Referrals are honestly a great strategy. Often employees will be open to referring you even if you don't know them well. Use social media, Facebook groups, Quora, etc. Recruiters want to be found. Have an active github. Make yourself
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by gaylemcd 9y ago
I'll try to stay active on this thread if anyone has any more specific questions. (Context: I'm the author of Cracking the Coding Interview)
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What I've learned from 100s of interviews with candidates at top tech companies(observer.com)
160 points by gaylemcd 9y ago|217 comments
66.
by gaylemcd 10y ago
Yes, multiple data points for the same thing. Exactly. It's to get a better measure on that thing (problem solving / coding). There are absolutely people who "learn" dozens or hundreds of problems and then still don&#x27
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by gaylemcd 10y ago
No, and people don't really ask that interviews. (Or if they do, they shouldn't.) The point of these questions is basically to assess intelligence (as it relates to coding). It's not about having you solve a specific problem
68.
by gaylemcd 10y ago
Wrong about what? That all hiring processes are flawed? That some new grads could be better than some experienced hires, 6 months down the road? That build-a-project-in-3-hours doesn't weight experience heavily?
69.
by gaylemcd 10y ago
Yeah... Where did you get the idea that it drives the interviewers crazy? While I'm sure there are interviewers who are opposed to preparation, mostly interviewers support this.
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by gaylemcd 10y ago
Or, ask two questions, where (on at least one) it's fairly easy to get an inefficient solution, but requires more thought to get a more efficient one. You don't necessarily demand perfection on this test though. One mistake that c
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by gaylemcd 10y ago
Nope. Not even close to what I was saying. In fact, I repeatedly said that I am NOT saying that inexperience people are better/smarter. I'm not sure how you got to that, other than pure determination to believe I was saying that.
72.
by gaylemcd 10y ago
I did not create this process. I also don't think companies should dismiss years of experience. That is valuable. It's not everything -- you can, of course, have bad but experienced engineers. But experience is certainly valuable.
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by gaylemcd 10y ago
> I don't my write code in a web browser. I use an IDE step through debugger especially for the algorithmic style stuff that's on there. So... don't write your code in a web browser. Use an IDE and then copy-and-paste it i
74.
by gaylemcd 10y ago
I didn't say it did. I wasn't saying that new grads are, on average, better than experienced hires. I was just saying that experience is not everything . An experienced hire will outperform a new grad on a "build this projec
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by gaylemcd 10y ago
> Why do you need 5 coding rounds? does one programming problem not clarify if this person can code or not? The coding questions are not literally "Can they physically write code or not?" They're evaluating your problem so
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by gaylemcd 10y ago
It depends on where you put the bar and how challenging your questions are on each side. Yes, the fact that in-person interviews involve some back-and-forth conversation makes the HackerRank ones slightly less predictive. But slightly less
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by gaylemcd 10y ago
Yeah, some companies do those (or a slight variation, called pair programming interviews). There are a lot of benefits of those, but also some drawbacks. First, it's much harder to scale in a consistent way. Second, and more importantl
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by gaylemcd 10y ago
You're right -- HackerRank does leave out those things. It's a filter , not a replacement for the entire interview process. By having a filter, it allows a company to evaluate a lot more people and not rely entirely on the resume
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by gaylemcd 10y ago
Oh, totally. If interviews were a perfect science, and perfectly measured ability, then you wouldn't need to prepare for them at all. You're absolutely right there. And if it were 100% about preparation -- if preparation could lan
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by gaylemcd 10y ago
So you mean if you totally changed the context? Gee, for this completely different situation that really has little to do with this one, yes people would be offended. But, you know, the context and implications are so completely different.
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by gaylemcd 10y ago
And PR is not very well paid.
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by gaylemcd 11y ago
I doubt it. Candidates going through acquisitions typically have to be interviewed too and pass basically the same hiring bar. When I worked at Google, I knew many people without college degrees. None were from acquisitions.
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by gaylemcd 11y ago
I would not define an "A+ career" as working hard. That doesn't even make sense. You can very hard in a career without achieving much success at all. However, if you want to be exceptionally successful, it obviously helps t
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by gaylemcd 11y ago
Still not a recruiter. Never have been. Not even a little bit.
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by gaylemcd 11y ago
I'd like to see these studies and how, if at all, they relate to the technical interview process. I would strongly guess "not at all." Technical interviews are in fact technical. There is zero technical evaluation that happen
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by gaylemcd 11y ago
Yes, that's another good solution. You can't really compare O(P + R) and O(P log P). Of course, you could argue that P could grow a lot faster than R, so O(P + R) would be better. That's probably true in a "real world&qu
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by gaylemcd 11y ago
Here's a solution that takes O(P + R) time, where P is the number of people and R is the total range of birth years. First, notice that you don't really care who died when. All that matters is someone died. People's birth a
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by gaylemcd 12y ago
Super cool. Love legos. Just backed it!
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by gaylemcd 12y ago
>> Given that there is no correlation between job performance and interview score, are you saying this based on your gut instinct, or do you have objective data somewhere? That's not a correct assumption. I suspect that you are r
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by gaylemcd 12y ago
> I disagree with your assertion that lambasting Google's hiring practices is an easy sell in the market. The last time I tried I was dismissed out of hand by a talent consultant. That... wasn't my assertion at all.

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