1. 136
  1. 22

    I’m discovering we have a satire tag :)

    1. 20

      I can’t believe he didn’t mention how all the code must first be written on the whiteboard, before being pushed onto git as a jpeg.

      1. 8

        Young’uns he’s exaggerating. It took at least six months for all that to pass. Most of the time he was playing day-z while he compiled the monorepo.

        1. 5

          Even though salaries are lower at probably all or almost all German companies, there is one good thing: We don’t have these hilarious job interviews (yet?). This makes up for it quite a bit in my opinion. On reddit I just read that you have these coding interviews for all kind of engineering levels, even for positions in which you’re mostly coordinating and mentoring?

          Good read, very funny imo.

          1. 2

            It depends on the company. I’ve had different experiences with different companies.

            1. 1

              What are your interviews like?

              1. 3

                Depends a bit on the interviewer. In my experience the interview itself is usually talking about previous experiences and expectations on the role. There are also interviewers using standard questions like “Where do you see yourself in 5 years?”, “What are your greatest weaknesses?” and so on. And we don’t have that many rounds of interviews (2 was the maximum I had up to now), but those lots of interview rounds might only be a FAANG-thing?

                Stuff that reminds me a bit of coding exercises: At one company I had to fill out a psychology-like survey from which they wanted to infer whether I fit the role and the team. And one very big company (>200k employees) had an online screening phase where you had to do a lot of logic and basic math exercises.

                My interpretation would be that the talk heavy approach is much more subjective and personal sympathy will have a great influence. It also heavily depends on the interviewer how it goes. On the positive side it’s much more flexible for different requirements and roles (e.g. maybe I need somebody who’s a good mediator, because the team is falling apart, and I can live with him being only mediocre programmer).

                1. 6

                  “What are your greatest weaknesses?” and so on.

                  Can I get the whiteboard coding question instead, please?

                  1. 2

                    In my experience the interview itself is usually talking about previous experiences and expectations on the role.

                    Wow, this is really foreign to me, it sounds nice. I’m a recent-ish grad so interviewers see me like a cog in the machine and so far I can count on one hand the number of times I’ve been asked about past experiences or given concrete details about the role!

                    1. 5

                      I’m not in Germany but geographically close(-ish), and this interviewing style is still pretty common around here, too, albeit the FAANG approach is being cargo culted more and more lately. Interviewing recent graduates in this context is actually loads and fun and, honestly, one of the most rewarding things I’ve ever done. I was on the team that conducted intern interviews (and many interns then applied for junior positions) – over the course of three years I must’ve easily spoken to a hundred people in this context, maybe more.

                      You’d think you got nothing to talk about but if you approach it with an open mind, you not only get to talk a lot, you get to learn a lot. All recent graduates had a course they particularly liked, some piece of homework they thought was particularly challenging and/or interesting and so on. Of course, many people have cool pet projects and whatnot but there are a lot of good students out there who just lay low and study well, and you got a lot of stuff to talk about with them, too. Something piqued their interest at some point and they can talk about it for days if you’re non-confrontational about it.

                      Also, you get to learn a lot about how the people you’re interviewing think about code, programs, data structures and algorithms, tools and so on – way more than you can learn based on how well they know their Cracking the Coding Interview.

                      (tbh I think whiteboard coding interviews are a particularly stupid way to go about hiring fresh graduates, who’ve learned them recently and don’t have much experience outside school. Unless you’re Google(-like) and specifically want to optimize your interviewing process for hiring smart young people who follow directions without asking questions and are willing to jump through any absurd hoop that an arbitrary system installs, whiteboard interviews are a bad idea IMHO. But I digress.)

                      Plus you get a very refreshing perspective from someone whose curiosity, enthusiasm and dedication haven’t been blunted by 10+ years of management and hiring blunders, organisational narrow vision, office politics and all that crap. Sure, 90% of it is naive posturing, but the rest of 10% is the kind of brilliant insight that’s very hard to get after a few years in a corporate office. My colleagues did everything they could to avoid being on the interview team – I loved it, because every time I talked to someone fresh out of school, no matter how tough things were going, I would get a reminder about why I picked a career in this field in the first place, and it just made my fsckin day.

                  2. 2

                    In German mostly, I’d imagine.

                2. 0

                  lol. Too funny. :)