If getting hired at any FAANG company takes studying for things we don't do on a daily basis, isn't that a problem with FAANG interview processes? Shouldn't we be evaluated on what we can do, not what we can study for? Why as developers are we putting up with this? Don't even try to feed me any crap about it's the best we can do or it scales the best. That's just laziness. We can solve all kinds of complex tech problems, but we can't solve interviewing?
MS ask leetcode too doe
Leetcode = brainteasers?? What
Prisoners Dilemma!!
Because doing leetcode is easier than changing the tech interviews
I leetcode because others set the rule despite I don't like it. I stay away from leetcode questions as an interviewer or the like because this is a bunch of bull shit, I don't want to encourage this trend.
STFU Microsoft. you don't want to be asked Leetcode questions but you guys ask the same bullshit when we apply to you.
FWIW, my team specifically moved away from this type of interviewing.
OP you are right. And what about the fact, that many people need several attempts to get into a company (eg. Google)? And later on, employees claim they would never pass the interview process again? To me it looks a bit like a luck based game. The question is how to improve it. In the meantime, from the candidate's perspective it's easier to leetcode than to complain and fail interviews.
Just hire contract to hire with benefits ... Rent to own employees... Keep interview simple . 90 day probation.
^ Very effective way to hire!!
(From my personal experience on all sides of the table) Wear your SVP engineering hat. Then just try creating a process to hire hundreds of new engineers a week, experienced and otherwise. Train your interviewers on your process. Quickly. Both existing and new ones. Make sure they are not too frustrated when most people can't answer whatever you are asking them to answer. Make sure whatever you are asking, can be calibrated to be harder or easier in runtime. if you are asking domain specific questions then make sure you find enough people who have worked exactly in that domain. It's okay if they don't know CS fundamentals. Also make sure there is enough pipeline of those people. Make sure the recruiting team knows what to answer when candidates ask about your interview process and timelines. Make sure you close good candidates in a matter of hours, not days. Faster than other companies, because good candidates are interviewing everywhere, and other companies will close them fast. And now maintain that process across changes in leadership, across business changes. And oh, while all this is going on, make sure enough of your engineers deliver enough features on time, and the culture remains uniform all at the same time, otherwise your company crashes and you lose your job and reputation along with your colleagues. And of course you can't delegate this responsibilities because there is nobody who f'ing wants to deal with it as their career. Welcome to real world. This process has been around since 1950s of Shockley semiconductor. Since then, it has only exacerbated. Nobody likes it including your interviewers. That includes some of the smartest people on the planet. Hopefully you will come to the conclusion that everyone has come around to. LC type process is the one which is by FAR the most convenient process at scale. And like many things in life, convenience trumps everything else.
Very convincing answer Soham Mehta 🤗
Well said!
To do the needful
This guy knows.