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I don't know the author and I'm not part of Google, but I've also been an interviewer both in startups and
bigtech, and I must say that I believe the process in bigtech is much better than what I see elsewhere. Every time I see posts about interviewing practices in bigtech I feel folks are completely missing the point on why things are made like this. No wonder they just default to bash the interview process. Maybe it is understandable since the article does not clarify any of this, but folks should notice that: - This type of interview is part of a process, composed of multiple interviews. Not the only one, and not the deciding factor. Questions on behaviors, team dynamics, etc, are also part of the process and covered in other interviews (usually done by managers). You could fail a systems interview and still pass the interview process. The specific interview mentioned in the article seems not too complex, though, so I wouldn't be surprised if it is a screening interview that rejects candidates when not passed. - People mentioning that the interviewer is wrong on time or space complexity are also missing the point. It doesn't matter. If someone in the interview mentions O(n) instead of O(n2) and can reason that, that's already a good signal. It is not so much about being right or wrong. It is about thinking about those things when coding, keeping them in mind, been able to express that and run someone else through your thought process, etc. Someone plainly saying something is O(n) without any further explanation can give a bad signal, but someone explaining why she thinks so can be a good signal, even if ultimately the solution is not O(n). - IMO, folks saying that this favors junior engineers and people fresh out of college are wrong. This favors people who ultimately understand the foundations of programming. People fresh out of college had a refresher on that not so long ago, so they've been practicing it more. The thing is, some people in our industry get further away from that as they add seniority to their career, but there's also lots of senior people that are very well versed on this kind of thing. Specifically, the question in this article is extremely simple, so TBH I don't understand why someone senior would fail to know the answer to that question just because that person is senior. Maybe these companies are just not looking for that kind of senior engineer for this specific positions. That's all. There's also a lot of different seniority levels, too. I could see this interview having less weight on a decision as seniority increases, but still important. - "this does not represent a realistic scenario". That's a given. As a company, you have maybe 8 hours total with the candidate (multiple rounds of interviews plus the on-site). Onboarding into the company and a team, until you're productive, will take weeks/months. There's no way of testing a realistic scenario on an interview. We get the best signal we can with the time we're given. - Not passing the interview process is very demoralizing, but it does not mean the company thinks you're a bad engineer or that you're not good enough. The process is designed to minimize false positives, so they tend to prefer to reject candidates if there's any question or mixed signal in the interviews. - I'm not saying the process is perfect, by the way. For example, there's also luck involved, too. It shouldn't, but there is. To give one example: interviewers are people too. They need to be trained in the process of interviewing, what signals to look for, etc. There are good and bad interviewers. Interviewers can have a bad day and judge some answer as unsatisfying when some other day it would be fine, etc. |