Dear Hiring Managers, Having spent the last five years in this industry, I've come to a realization: our approach to hiring is fundamentally flawed. It's time we reassess how we evaluate candidates and align our assessments with the actual responsibilities of the roles we're hiring for. For roles like L4 engineers, the focus should be on coding proficiency rather than intricate system design. - 2 LeetCode challenges - 1 system design exercise - 1 object-oriented design Similarly, for L5 engineers, the expectation should be to demonstrate the ability to design system components or even provide an overview of the entire system for experienced candidates. - 2 system design exercise - 1 LeetCode problem - 1 object-oriented design - 1 behavioral interview For L6, - All L5 rounds - Adding an extra system design or a behavioral interview tailored to the team's needs For L7 candidates, - who am I to decide this :) there's an overemphasis on LeetCode-style questions across all levels, inadvertently allowing inexperienced engineers to slip into higher-level roles where they may lack proficiency in critical areas such as systems design and object-oriented design. While some may argue against the relevance of object-oriented design, it remains a cornerstone in modern software engineering practices across all industries. Sincerely, Frustrated engineer doing leetcode to crack L5 interviews TC: 300K
LGTM ⛴️
I hope people actually adapt this
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Hiring managers are not at the position to change the fundamental SWE hiring process, and nobody gives a s**t about regurgitating Amazon’s toxic disgusting leadership gaslight principles, but I got you, it is called behavioral interview. Ps. The anger is not toward you, I feel physically sick every time I saw LP.
I agree sir, corrected