leeny

22 ms·

211.
How I got my dream job in the tech industry without a CS degree(billmei.net)
298 points by leeny 10y ago|179 comments
212.
by leeny 10y ago
interviewing.io is looking for a back-end engineer. We give great engineers like you free, anonymous technical interview practice, and if things go well, you can book on-demand anonymous technical interviews with companies like Uber, Twitch
213.
by leeny 10y ago
What do you mean re not recognizing language as a programming language? We only counted actual programming languages, i.e. not SQL, HTML, CSS, etc.
214.
by leeny 10y ago
Wasn't sure if you were asking that independently of endorsements. Right now, the most heavily used languages on interviewing.io are Java, Python, JavaScript, and C++ (in that order). Ruby, C#, and Go are in the middle. At the bottom a
215.
by leeny 10y ago
People overwhelmingly chose one language to interview in, so there wasn't much fo a distribution. Unless you mean which languages are most popular?
216.
by leeny 10y ago
Author here. I appreciate the notes and am happy to revisit and make corrections when needed. To respond to your points: 1. As a sanity check, I did do a t-test of technical ability vs. # of endorsements before publishing. There is no stati
217.
by leeny 10y ago
Yeah, that's exactly how I meant it. But I agree it's confusing. Will remove the comparison right now.
218.
by leeny 10y ago
We thought of that too and tried to see how often people were endorsed for their language of choice vs. their most endorsed language. Keep reading? (You can scroll down to where the gray histogram is.)
219.
Data on the uselessness of LinkedIn endorsements(blog.interviewing.io)
354 points by leeny 10y ago|152 comments
220.
by leeny 10y ago
I expect that this method works better in a consultancy (which is what the company in this article is) than in a startup that builds product. In a consultancy, the customer can be the de facto CEO. They tell you what they need and when they
221.
Test drive your next job(blog.getkeepsafe.com)
4 points by leeny 10y ago|0 comments
222.
by leeny 10y ago
Yup! We'd love to close that loop and are working to collect as much on-the-job performance data as we can. Please stay tuned.
223.
by leeny 10y ago
Hey, author here. You're absolutely right. We hope that with time and data, the interview process can get better at predicting on-the-job performance -- one of the things we're really interested in is seeing how predictive diffe
224.
Lessons from 3,000 technical interviews(blog.interviewing.io)
692 points by leeny 10y ago|311 comments
225.
by leeny 10y ago
Yup. When you have a revolving door of people who want to work for you (often, despite your interview process), you're probably gonna be fine no matter what. That said, folks at Google are putting a ton of effort and resources into d
226.
You can’t fix diversity in tech without fixing the technical interview(blog.interviewing.io)
206 points by leeny 10y ago|473 comments
227.
Ask HN: If you attended a bootcamp, did you find work as an engineer afterwards?
3 points by leeny 10y ago|1 comments
228.
After a lot more data, technical interview performance is still arbitrary(blog.interviewing.io)
15 points by leeny 10y ago|1 comments
229.
by leeny 10y ago
These kinds of services exist for contractors but, afaik, not for full-time software engineers. I wrote about why here: http://blog.alinelerner.com/why-talent-agents-for-engineers-... TL;DR In this market, where there'
230.
by leeny 10y ago
Aline here. Wow, huge thank you for the awesome shout-out! I am indeed focused on interviewing.io, but I like to think it's a more efficient, productized way of doing what I was doing as a recruiter. You get free interview practice, an
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by leeny 10y ago
Your logo looks almost identical to HackerRank's. I work in the eng recruiting space, so not everyone might think so. But still.
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by leeny 10y ago
You're absolutely right re controls. Re your suggestion, totally agree, and please stay tuned :)
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by leeny 10y ago
Aline from interviewing.io here. Great idea!
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by leeny 10y ago
For now we're focusing pretty much exclusively on f/t hiring.
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by leeny 10y ago
Echoing this sentiment and backing it up with some BLS numbers: http://blog.alinelerner.com/why-talent-agents-for-engineers-...
236.
by leeny 10y ago
Better is, unfortunately, relative. A more interesting, fulfilling job for you might not have a strong enough brand to be a resume boost, whereas a job at a more visible company, while potentially less interesting, might be great social pro
237.
by leeny 10y ago
I've always tried to think of a way that people could include offers they got but didn't take on their resumes. Too often, people take jobs for the brand sparkle in the hopes that it'll up their employability in lieu of worki
238.
A founder’s guide to making your first recruiting hire(blog.alinelerner.com)
2 points by leeny 10y ago|1 comments
239.
by leeny 11y ago
I gave a talk at MIT last year, and part of it was going over good questions to ask your interviewers. Here is the resulting list: http://blog.alinelerner.com/how-to-interview-your-interviewe...
240.
Blind Hiring, While Well Meaning, May Create Unintended Consequences(npr.org)
2 points by leeny 11y ago|0 comments

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