dhjsnana83

I think it varies by company, but at mine the questions are very much domain based for senior people. The focus is greater on algorithms for new grads.

The questions being asked aren't extremely challenging, they can be trained for. Willingness to learn new things (even if useless) and put in the effort to pass interviews is a positive signal imo.

On that note, it seems like HN has assumed the only work that exists is writing CRUD apps and not worrying about performance. There are many roles where you do need to have a strong understanding of performance and algorithms, and those are the difference between a smooth rollout and crashes in the middle of the night.

There is a lot of complaining about hiring processes these days.

I think both algorithmic questions and work samples have an important role.

Algorithmic questions are presented with a time lot, you get an idea of how the candidate thinks through problems. These questions I think reflect general intelligence.

Work samples reflect effort and experience, which is also important.

People like to complain about one or the other like they're entitled to a job. It's hard to hire senior engineers because there aren't very many good ones, a mediocre engineer who hangs on for 5-10 years is now a "senior engineer."

You're not special. If you want a high paying job of your choosing you have to earn it. Only a vocal whiny minority is heavily complaining online. If you think you're highly competent and the problem is with all of these companies, in whose best interest it is to hire good people, you should think again.