Trained interviewers at both Facebook and Google
What difference do you see in approaches by these two companies? At the end, is it all about writing good code quickly and giving all the right answers? How is an interview evaluated differently? How is interview feedback metrics different? I am a trained interviewer at Google, no experience of FB. I believe Facebook values speed more than Google because of the move fast culture, I might be wrong?
So at G how does an interviewer judge a person? Let’s say for hardware interviews
“At the end, is it all about writing good code quickly and giving all the right answers?” What a terrible way to judge interviewees. I’ve made close to a hundred interviews in my career and some of the best hires I’ve had would have never passed your crappy bar because it doesn’t make any damn sense.
Would probably be more constructive to provide a better answer then. Also it doesn't sound like op believes that's the only bar, rather they offered it as a possibility
I take the old approach of listening to the thoughts of the person I interview and make sure I understand their thought process. I’m not interested in someone who will just write code w/o explaining why. Then on the coding part I’m pretty forgiving. You can forget semicolon and parenthesis I don’t care. What I care about is that you can talk about your time complexity and explain why it is what you say it is and if you think there’s better solution but you just couldn’t figure it out in 10 minutes. I’ve hired people who struggled with the coding part simply because I understood what they attempted to do but couldn’t because of stress. Design part is the most interesting in my opinion. Coding is just good to filter new graduates and fake seniors.
Well sure, FB values speed more in that each coding problem is expected to be solved quickly—there are 2 problems per coding round (vs 1 at Google) plus 1 at the end of the behavioral round (vs 0 in the G&L)
What is G&L ?
Google’s new-ish (like as of 1yr ago) behavioral interview. Googleyness & Leadership. Previously there was no behavioral round. You’d do a whole SWE loop on just coding or coding and sys design. Someone recently decided behavioral/leadership questions mattered, and threw this into the mix.
It all depends on the interviewer.
Do both problems need to be fully coded up? Or can you code up the first and then do like half of the second but you've explained it pretty well and just didn't have time to whiteboard it?
For google, no need of both