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No issues in Chrome.

Interesting, and I won't look up the article again before writing this comment.

I remember it as saying he was having a hard time finding people that can code at all, that a FizzBuzz is weeding out a large percentage of applicants. I don't recall it as a gateway to move on after.

But I see no other way to test if the person is competent than sitting them down with a problem to solve -- if only to have them explain what they do and don't understand, and what their process is.

So now our sales targets are higher than both combined (AFAICT), and we don't meet them at all. Since we're a "team" now they distribute the layoffs equally across the "team".

Not sure where these sales targets come from since we aren't publicly traded. I just feel we're being setup to fail.

Anyway, people are leaving in droves (2 best salesmen left, engineering is a revolving door) since our formerly generous performance based bonus is going away.

I am the only full-time left on my project, the rest are contractors (since we have a hiring freeze, but a large budget left over for contractors for some reason). They literally cannot do releases without me. And after asking for a raise to reflect that I'm managing 3 contractors instead of coding (the former lead left), I got scoffed at and told that there was a hiring freeze (that's not a promotion freeze, but ok, except you have 100k/year freed up from the last guy that left...), and that my project isn't under as much pressure as the other projects so no. Come back to me in a year and we'll talk.

Yeah ok. Wait a year for maybe 5%. Or jump ship for an easy 20%. And no managing/lead responsibilities. Go pound sand.

The company is clueless about keeping talent. No one mentions the massive churn at company update meetings. They just go "wow, didn't meet the sales targets... gotta work harder guys! Look at all these cool initiatives we're gonna do next year!"

I keep hearing the word death spiral among coworkers. Yep.

/rant.

The SS7 (https://en.wikipedia.org/wiki/Signalling_System_No._7) does not have any authentication so anything over the telephone networks can be easily MITM'd.

And at provider's stores they are too eager to please a "customer" so social engineering is very effective at swapping SIM cards out and hijacking your number.

* Open to relocation, but no full remote

So can you clarify?

This would solve that while leaving it configurable for technical users.

But this would also involve the router manufacturer keeping it up-to-date as well.

Which gets me thinking... Does a SOHO (or any) device exist that effectively runs two firmware instances at once to allow minimal downtime as it switches over to new firmware? I imagine larger routers do, or at least, two identical physical routers accomplishes as much.

What about Equifax?

I suppose some places require a receipt for use, but still. Or perhaps, why do many places in the EU charge?

I've noticed that pay toilets in the EU are still disgusting.

It's really more open ended than everyone here is making it out to be. I was just saying that so far, people open the dev tools or they just notice the URL is malformed in the source code. Or, they just freeze up and can't write a console.log in the right place to begin with.

But we started this procedure together after just miserable results from "just talking" to candidates. Keep in mind most of the candidates were (and all are now) contractors. We did whiteboarding at first. It didn't seem effective and I hated it anyway. We could only ask very simple things, write a for loop, write any kind of recursive function that counts to 10, etc.

So I setup a project with create-react-app and IntelliJ IDEA. I give a brief intro to the IDE, showing that saved changes are built automatically, and usually reloads in the browser automatically and they just have to worry about the particular fetch call in one case, or adding the code (I don't say event handler) to handle a button press.

The code is 30 lines in one, and 40 lines in the other problem, including braces, imports, etc. I understand how intense interviewing can be but these, to me and our team, are super easy problems.

I've gotten a fair bit of heat for that post, but no real suggestions on how to improve the process.

https://news.ycombinator.com/item?id=17495049

In any case, unfortunately it's something I have to do. And these are the 10% of people that pass a phone screen. We have too many unqualified candidates coming in. As I mentioned in another question -- I have no control over the pool of candidates we get. I'm sure it does screen out people who don't do well under pressure, but oh well, as long as the people who make it through can work on the team I'd say it works.

If you have a better way I can implement within a 30-45 minute in person interview, I'm all ears.

After thinking about it, and getting berated every 2 minutes with "Do you have a solution or not" I gave them a generic overview of what I would do (eg. Brute force would be to do this, a recursive call to obtain these subparts, then memoize those, etc.) but said I could not do it on a whiteboard.

I then met their asshole CTO and got berated for working for the defense industry ("What good have they ever accomplished with technology?" was I think a rhetorical question, not a trick one...) and asked to see myself out. Good god that was the worst interview I ever had.

Anyway, the interviews I have had recently are mostly just talking about specific language details, or HackerRank challenges. Which while sometimes has annoying "gotcha" problems, are mostly FizzBuzz type deals that I can live with.

So I try to imagine myself as the nervous interviewer and stick with basics. Do you know what debugging is? Can you eliminate possibilities? And I try to get a sense for how they approach coding. Keep in mind I have to make a decision after a 30-60 minute phone call, and then a 30-45 minute interview.

Yeah it's super unscientific but my boss would rather we just "talk" to them and hire them just off that. Which explains many of the problems our company has...

That is, the people who start entering in console.logs, are entering them in in random places, not really troubleshooting.

To put it another way, if the candidate just starts changing completely unrelated stuff, and continues to after I say "that's not the issue, think about XYZ." That's a red flag.