Is it like 1 question + followup or two or more separate questions. And how much has the candidate got to answer to make you want to give a hire/weak hire/strong hire recommendation? Assuming 45-60 min interview here.
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For a 45 min interview, I typically start with one or two behavioral questions followed by one coding question, ask runtime complexity of solution and explanation, and then if there is time optimization follow ups and or questions to see how they would test the code, what edge cases they can identify, etc. I also try to save 5 min at the end for the candidates questions about the company.
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When you give a βhireβ recommendation, has the candidate coded the optimization? Or is it enough to explain that verbally along with something like a sub-optimal (between brute force and optimal) solution that covers most edge cases?
We're encouraged to ask a question that can be extended as much as needed, and the focus isn't necessarily about getting to the most optimal solution as much as getting a good vibe about the candidates problem solving abilities and experience. I don't work at fang but I'd like to think this is how many people at various companies think and so hopefully the advice is useful regardless :)
FB coding round has two questions in 45min.
I ask several short technical questions (like definitions, compare/contrast). Then 1 or 2 longer coding questions, depending how fast the answers are.
Any Googlers want to share their process for evaluating candidates during interviews?
Interested to know. Specially for senior roles.