| Yes, I agree that walking away from whiteboarding is displaying "negative signals". It is a sign of "an attitude and discipline problem", what IBM Research used to call "wild ducks". They placed great value on finding and hiring "wild ducks" (well, they used to, until they decided to "manage" IBM Research). A wild duck doesn't look for the most efficient algorithm, they look for the most efficient solution. They are rarely the same thing. Most companies decide to hire someone when they have a problem that needs a solution, when they plan to expand in a new direction, to enhance the skillset of a team, or to cover work based on a new or expanded contract. It is very odd to hire because, hey, we want "the best and the brightest". So the most efficient method of hiring for a solution, direction, skillset, or contract work is DISCUSSION between the person who has the problem and the person who might be the right fit for the problem. If you're looking to move your bank into digital currency it is a pointless waste of everyone's time to schedule interviews with four bank tellers. Also, in my experience, whiteboarding is usually conducted by new hires (maybe it's just me?) who recently graduated. So their questions involve either an algorithm they know well or a discussion of the order complexity of the algorithm. Odds are good the questions were on their data structures final exam last semester. Perhaps I never get past this level because I don't know how to program. Whiteboarding is the same level of nonsense as the old Microsoft "How many gas stations are there in NYC?" interviews. It is supposed to show that you can "reason" and give you an idea of how intelligent someone is. In my experience interacting with intelligent people, their "intelligence" shines through in conversation. |