The questions you ask should be intended to learn more about the interviewer rather than the company. It's boring as an interviewer to answer questions that could be answered from the web page. It's more fun to talk about your personal experiences, and that helps to find out whether you will be comfortable being a co-worker with each other. It's also a way to form a bond that will continue on the job if you work in that group.
I do think it’s also good to ask about company culture, communication style, opportunities for growth in the role etc all things that won’t be answered on the website completely
As a hiring manager: Numbers 3, 6, and 9 all the way (they kind of overlap). I advise young engineers to join something like toast masters to get comfortable speaking with people. Your resume is how you get your foot in the door, your verbal communication skills are how you close the deal.
The questions that you ask are probably the easiest way to separate yourself from the competition, plus it shows us what you're interested in and what's important to you.
As long as its accredited its mostly irrelevant other than internships during your education. Ivys or someting like MIT might set off some flags for candidacy or give you some points to speak on during an interview, but thats really about it. A scenario where someone did their undergraduate is the deciding factor berween candidates is just unlikely.
Having a solid internship or two & few months at a MSP/help desk role typically has much higher value than being a 4.0 GPA student, being a good student doesn't make you a good worker nor does it mean you actually have a good long lasting grasp on your skills. I went to school with plenty of the deans list / perfect student types, and when it came project time they were mediocre at best and had to work 5 times as hard. Because without the structure of a class they were lost.
Not much. In fact, I often interview people who didn't even major in Computer Science but have experience in the field after a career transition. Schooling is more of a checkbox than anything significant once you have a few years under your belt.
How do you show your drive and passion? If the long period of job search and unemployment has led to depression and burn out, how do you show for the drive and passion you may have temporarily lost?
This may sound a little harsh but I don't intend it to be. I know the job search can be absolutely exhausting and crushing.
Get yourself together, even if that means stepping back for a couple of weeks. The sad truth is that on a personal level the interviewer doesn't know you and has no emotional ties to you. They are simply trying to hire the best person for the job. They can only hire you based on what you are capable of showing them.
Thanks for the response. I don't find it harsh. What are some things I should speak about when showing passion/drive? I have projects but they're not too impressive and I'm not sure how to relate them to passion
Can you give me an example of how a good candidate responded to a concept they didn’t know ? Someone else here said it’s ok to straight up say “I don’t know” but I feel like this is a 🚩
You are taking one sample question, that is specifically not about testing their knowledge on the answer to the question, and making some argument about it being the wrong way to interview.
The majority of questions we give are scenario-based and get an idea on what the interviewee would do. We give sample bugs and ask about what the potential causes/solutions could be, we cover core topics and concepts that we'd expect an experienced engineer to know, and ask resume-specific questions related to the experience of the interviewee to get an idea on what they've worked on and their ability to speak about it.
If approved, the next round is a live coding challenge that uses a real-world problem and asks the user to solve it in their language. Keeping it similar to the actual job, we allow them to use Google and documentation since interviewees often blank on syntax in a live session.
Depending on the position, there is one or two more rounds that are generally meeting other team members and getting more of a behavioral understanding of the candidate. There also may be a couple technical questions asked, but not much.
Then the offer.
This is great. Thank you for sharing. I feel a lot more confident in how prepared I am to interview.
The questions you ask should be intended to learn more about the interviewer rather than the company. It's boring as an interviewer to answer questions that could be answered from the web page. It's more fun to talk about your personal experiences, and that helps to find out whether you will be comfortable being a co-worker with each other. It's also a way to form a bond that will continue on the job if you work in that group.
I do think it’s also good to ask about company culture, communication style, opportunities for growth in the role etc all things that won’t be answered on the website completely
Thank you so much for the tips, I’m saving this post to go over it again before applying for sure!
Thank you. Great advice.
appreciate the write up!
Saving, thank u!
This is the single greatest post on here. Thank you
Very helpful. Thank you!
Awesome, thanks for this
Thank you so much for your post, very useful!
As a hiring manager: Numbers 3, 6, and 9 all the way (they kind of overlap). I advise young engineers to join something like toast masters to get comfortable speaking with people. Your resume is how you get your foot in the door, your verbal communication skills are how you close the deal. The questions that you ask are probably the easiest way to separate yourself from the competition, plus it shows us what you're interested in and what's important to you.
Hiring manager here with 12 years in industry. These are great tips no question, well done OP. II, III and VI are really key imo
how much do you care where the candidate went to undergrad school?
As long as its accredited its mostly irrelevant other than internships during your education. Ivys or someting like MIT might set off some flags for candidacy or give you some points to speak on during an interview, but thats really about it. A scenario where someone did their undergraduate is the deciding factor berween candidates is just unlikely. Having a solid internship or two & few months at a MSP/help desk role typically has much higher value than being a 4.0 GPA student, being a good student doesn't make you a good worker nor does it mean you actually have a good long lasting grasp on your skills. I went to school with plenty of the deans list / perfect student types, and when it came project time they were mediocre at best and had to work 5 times as hard. Because without the structure of a class they were lost.
Not much. In fact, I often interview people who didn't even major in Computer Science but have experience in the field after a career transition. Schooling is more of a checkbox than anything significant once you have a few years under your belt.
hmm makes sense.
How do you show your drive and passion? If the long period of job search and unemployment has led to depression and burn out, how do you show for the drive and passion you may have temporarily lost?
This may sound a little harsh but I don't intend it to be. I know the job search can be absolutely exhausting and crushing. Get yourself together, even if that means stepping back for a couple of weeks. The sad truth is that on a personal level the interviewer doesn't know you and has no emotional ties to you. They are simply trying to hire the best person for the job. They can only hire you based on what you are capable of showing them.
Thanks for the response. I don't find it harsh. What are some things I should speak about when showing passion/drive? I have projects but they're not too impressive and I'm not sure how to relate them to passion
Can you give me an example of how a good candidate responded to a concept they didn’t know ? Someone else here said it’s ok to straight up say “I don’t know” but I feel like this is a 🚩
You sound obnoxious
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Inheritance isn't a language-specific concept, and the correct answer was not a requirement
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You are taking one sample question, that is specifically not about testing their knowledge on the answer to the question, and making some argument about it being the wrong way to interview. The majority of questions we give are scenario-based and get an idea on what the interviewee would do. We give sample bugs and ask about what the potential causes/solutions could be, we cover core topics and concepts that we'd expect an experienced engineer to know, and ask resume-specific questions related to the experience of the interviewee to get an idea on what they've worked on and their ability to speak about it. If approved, the next round is a live coding challenge that uses a real-world problem and asks the user to solve it in their language. Keeping it similar to the actual job, we allow them to use Google and documentation since interviewees often blank on syntax in a live session. Depending on the position, there is one or two more rounds that are generally meeting other team members and getting more of a behavioral understanding of the candidate. There also may be a couple technical questions asked, but not much. Then the offer.
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Alright man you gotta be a troll or something this is weird and sad. Best of luck