Comment by suhail | Hacker News Reader

Comment by suhail | Hacker News Reader

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Most startups today (those you've actually heard of) generally do 2-4 phone screens which encompass a technical interview. You can utilize Google docs and watch them code.

Take the feedback of everyone who interviewed (your team) into consideration and either offer the position because you feel they are motivated and technically sound or you can fly them in for a 3-4 hour person-to-person after a phone screen or two.

This is what Slide, Facebook, Google, etc. do. None of them mandate puzzles, seems like they use them as a way to "Wow" them.

In the past, I've seen companies give "quizzes" they can do in a limited amount of time. Generally 10-15 question quizzes as a quick way to judge, without wasting your own time, if they are competent enough but hopefully a resume is enough.

Disclaimer: This isn't necessarily my opinion of how it should be done, just how companies that have been around the block do it.

Etherpad is a nice alternative for google docs fwiw (especially if the code sample is in javascript).

This is great advice.

Incidentally, depending on the position, during the interview Google has questions that are similar to puzzles, but relate more directly with the position. e.g. instead of estimating how many gas stations there are in the US, it will be estimate something to do with a Google product.

Any thoughts on video chat interviews instead of flying people out (ah the startup wallet calls again)?

And... what is your opinion of how it should be done?

You should only fly people out if you are strongly considering them. You're going to pay this person $20-$35/hour all summer, what's $300-400 just to make sure they are exactly what you want?

You do not have to fly people out, Google/hi5/Ning don't seem to do this but Slide/Facebook still do. It's clearly how convinced you and your team are of this person. You can try and make video conferencing part of the phone screen process of course.

I am no expert on how interviews should be done and it depends on the kind of intern you want: Someone who can learn fast? Someone who is already skilled with your stack? Someone purely motivated?

Ideally all, I'd pick one and base your questions accordingly. Companies I mentioned above let potential hires code in any language and simply check that they know the fundamentals: recursion, data structures. Gauging their passion/motivation/drive is done through their resumes and side projects like others have mentioned.

My personal opinion, you want to pick someone who is capable of learning most things without asking you otherwise it's going to be a struggle of he/she constantly asking you questions.

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