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"Welcome, Nephele!" he said.

The interviewer couldn't help but notice her name, Nephele. It sounds Greek. But he didn't ask, not wanting to get off on the wrong foot with the promising candidate. He made a mental note to look up the name afterwards.

"I believe HR already told you the basics?"

"Yes," she responded, "I am very excited about this position."

"I consider myself to be a full-stack engineer. Whether there's something that needs fixing in the engine room, or you need me on the bridge, I'll be right there."

He was glad to hear that. If anything, they needed people who were flexible, who didn't just work in a silo.

"That's great!"

Even though she had submitted a strong application with all sorts of references, he wanted her to do some coding in the interview. After all, he wanted to make sure that she was a good team player, someone to rely on when you needed all hands on deck. In their stealth-mode startup, they didn't need shut-ins.

But he was also a very considerate person, and knew that many people dreaded a whiteboard interview. At a previous job, he was berated for making someone reverse a binary tree. After The Incident, as he called it, he wanted to be sure not to put anyone on the spot like that again.

So he changed strategy. He picked a classic exercise and told the candidate beforehand that she could bring her own laptop to solve a simple coding problem, and that she could use any technology to solve it.

"Let's get started. Did you bring your laptop?"

"Of course," she said eagerly, "because what would a helmswoman be without a wheel?"

He laughed. "Nautical metaphors, that's funny."

She looked back at him quizzically.

"What metaphors?"

His heart raced. Did he say something wrong? Was he going to get sued?

"Oh, nothing. Sorry. I thought you were making a joke."

He tried to rescue the situation.

"Let's move on to the coding problem, shall we?"

Her face regained its enthusiasm. He let out a barely audible sigh, relieved that he dodged a bullet there, and made another mental note that hiring women is hard; he should tread more carefully.

"Have you heard of FizzBuzz?"

She did not immediately respond, pondering the question, apparently not knowing what he was talking about. After what felt like ages, she replied, choosing her words very carefully, "Is that related to HarfBuzz? Because unfortunately that is not my area of expertise."

He paused. What the hell is HarfBuzz?, he thought.

"No, not at all," he said, pretending to know what she meant. "FizzBuzz is a simple exercise. It's based on a child's game."

She looked skeptical.

"Think of the numbers from 1 to 100 -"

"Natural numbers?", she interrupted.

"- yes. Integers."

He was confused. Why would she ask that? What other numbers could he have meant?

He tried his best to hide his confusion and continued.

"The goal is to print these numbers, but if the number is divisible by three, print Fizz instead, and if the number is divisible by five, print Buzz instead."

She contemplated what he had said, carefully mulling over the nature of the problem.

This does not bode well, the interviewer felt. Were her credentials even real? Before he could dwell on this further, she spoke up.

"The rules you specified are nondeterministic!" she exclaimed.

"If the number is divisible by fifteen, there are two possible options. Which one is preferred?"

"Sorry, I forgot to mention that. In that case, print FizzBuzz."

Without skipping a beat, she continued.

"Sounds simple enough, that's just monoidal. Decent way to resolve the ambiguity."

He had no idea what she just said. She claimed to have studied Computer Science, but perhaps it was just her minor, and she actually majored in Mathematics. The company does not need thinkers, they need doers. Mathematicians just examine made-up problems. But at this company, the engineers build real products for real people.

At this point, he was pretty sure that Nephele would not be a culture fit. But he didn't want to be rude, so he decided to keep going with the interview.

"I believe you told me that I could use any technology to solve this problem?"

"That's right. Which programming language are you most familiar with?"

She had a big grin on her face.

"YAML."

Now he was thoroughly confused, and didn't know what to say. That didn't happen very often. He always knew what to say. He never beat around the bush, always saying what had to be said, no matter the consequences.

"YAML?", he said, coyly.

"Yes, YAML! The job description specifically mentioned DevOps, didn't it?"

His confusion now turned into complete bewilderment.

"That's true, but what's that got to do with -"

He couldn't finish his sentence. His candidate was as enthusiastic as he was perplexed.

"Great! I will solve this problem with Kubernetes."

His bewilderment turned into something else. He now thought he understood what she meant. She's joking again. She merely wants to deploy her FizzBuzz implementation in Kubernetes.

He laughed.

"Scaling is very important! We also containerize our code and deploy it on our Kubernetes cluster. We're cloud native!"

" Native, that's my middle name," Nephele mumbled to herself.

He ignored her remark and proceeded: "Typically, we implement our backends in Go. Will you also choose Go to solve this the problem?"

She looked quizzically, again.

"I already told your: I am going to use YAML. No-code, if you wish."

He was back at bewilderment, thinking out loud, trying to process what she just said.

"But how are you going to - I mean, you need some logic, so - How would you even -"

Nephele did not seem impressed by his thought process. As if she was feeling sorry for him, she started explaining her choice.

"You see, I am a strong believer in the Principle of Least Power. "

He nodded. Nephele wasn't sure whether he grasped what she was saying. Surely they would send someone competent to interview her, but so far, his facial expressions had indicated otherwise.

"The problem you have described - you called it FizzBuzz, I believe? - is based on modular arithmetic on natural numbers."

He kept on nodding, although she clearly had lost him.

"It is an elementary result in automata theory that divisibility by any number k for any base b is a regular language. Consequently, it can be recognized by regular expressions. Surely it makes sense to stick with those, instead of reaching up higher in the Chomsky hierarchy."

The interviewer felt transported back to one of his Computer Science classes, where a scruffy professor tried to tell them about touring machines or something. He felt the rebelliousness of his youth coming back to him.

He retorted, feeling clever:

"That's all well and good, but who is going to check the regular expression against the input? You need to code that somehow."

But Nephele wouldn't let herself be outsmarted.

"You see, Kubernetes ingress controllers can perform regular expression matching and substitution. We just need to express divisibility by three, five, and fifteen as regular expressions."

The interviewer hadn't ended things yet. Nephele inferred that he intended to follow along. Maybe a small part of his mind was curious to see how this would turn out.

"So, you are going to launch a Kubernetes cluster on your laptop?", he asked, rhetorically.

Nephele was quick to correct him:

"It is pronounced Kubernetes. But yes. No need to fire up an AKS instance."

Nephele was getting into flow, slightly intimidating her interviewer. He didn't dare to interrupt her. But it didn't matter. She knew that she had to talk him through it. She was running a tight ship, after all.

As kind was spinning up some local nodes, audibly straining her 13-inch laptop, she opened VS Code and started typing.

"Since we need some kind of HTTP server, I'm going to spin up an httpbin image."

"Isn't that ... cheating?", he said, reluctantly. "You promised to not write any code, but now you are pulling in someone else's."

Nephele looked back at him sternly. She thought he was trying to be clever again.

"Every ship needs an engine, don't you agree?"

He agreed, dejectedly.

"Fair enough" was all that he could say in return.

Her interviewer's futile attempt at regaining control of the situation did not curb Nephele's enthusiasm.

"Now for the boring part, I need a standard ingress controller. I like to use Nginx. Is it fine with you if I copy the configuration from their website?"

It was fine with him. She could've asked for his firstborn child, and it would've been fine with him.

Attempting to exhibit a professional demeanour, he said, "Sure, go ahead."

"And now for the exciting part!"

It was as if she had waited for this opportunity for her whole life. Multiple threads of fate, converging in this interview room, with the interviewer being at its centre, through no choice of his own.

"My plan is to define four ingress rules for each combination of divisible by three and divisible by five. Since Nginx executes the rules by length of pattern, we need to make sure that the rule for FizzBuzz has the longest pattern. Another slight complication is that the pattern must be understandable by RE2, which only implements a restricted subset of regular expressions. We could use shorter expressions in Nginx directly, but alas, no luck."

I keep stumbling over this terrible regex library, she thought, but carried on regardless.

"Let's start with the simple case, when the number is not divisible by either three or five."

The YAML flowed from her fingers, as if whitespace and colons were her mother tongue.

"We forward this request directly to httpbin, passing the number along as a query parameter."

She was so confident, simultaneously impressing and frightening her interviewer.

"Can you deploy this, so we can try it out?"

Her interviewer leaned over her laptop as she typed in the magic kubectl incantations.

"It prints 1, just as expected."

Well, just as she expected. She didn't know what he expected.

"Moving on, let's define the remaining ingress rules. Divisibility by five is fairly easy to express as a regular expression. You just have to check the last digit."

"The order in which I define them doesn't matter, so I'll just write it below. Remember, Nginx uses decreasing length to disambiguate multiple matches."

He says nothing. Will he remember anything from this interview?

"Divisibility by three is a bit more complicated. We first need to consider a state machine with exactly one state per residue modulo k. The transition function is easily computed by multiplying the residue with the base 10, then adding the current digit, then computing the residue again. This does not produce the minimal automaton, but it works."

One of these days, she really has to write a script for that. It comes up so frequently.

"Finally we can use the standard construction to transform the automaton into a regular expression. Luckily, the result is guaranteed to not upset RE2."

She chuckled.

"Give me a moment while I figure out the expression, will you? I just quickly need to execute Brzozowski's algorithm."

He did.

"I'm going to get a coffee; do you also want one?" he asked politely. But she didn't hear him. She was already completely engrossed in what looked like solving an equation system, not having waited for his permission.

He left the room to get a coffee and some fresh air. He took a sip and a breath while trying to understand the events that were currently unfolding in the interview room. Determined to see this through, he returned.

As her interviewer came through the door, Nephele looked up. "I'm done, we can deploy this now."

He saw an ocean of numbers. An ocean in which he had lost all orientation. He recognized the strings fizz and fizzbuzz, like lighthouses on the horizon. It would be over soon.

Triumphantly, she typed in some more commands into her shell:

"See? It works beautifully. And it scales very well."

She snickered wryly. The irony of a web-scale FizzBuzz cluster was not lost on her interviewer.

"I'll admit that the code doesn't handle errors very well right now. Do you want me to keep going? I could also use Helm templates to remove some of the duplication."

His mind had switched to autopilot.

"No, that won't be necessary; I think I've seen enough. Thanks for coming in today. We'll be in touch."

Thanks to Aphyr for letting me "steal" the title of this post. Check out his amazing series. Furthermore, thanks to Marcus Bointon, Ross A. Baker, and Hillel Wayne for providing criticism and suggestions for improvements. No interviewers were harmed in the process of writing.

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"Welcome, Nephele!" he said. The interviewer couldn't help but notice her name, Nephele. It sounds Greek. But he didn't ask, not wanting to get off on the wrong foot with the promising candidate. He made a mental note to look up the name afterwards. "I believe HR already told you the basics?"

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Kyle Kingsbury, a.k.a "Aphyr", is a computer safety researcher working as an independent consultant.

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Previously: Rewriting the Technical Interview.

Aisha's hands rattle you. They float gently in front of her shoulders, wrists cocked back. One sways cheerfully as she banters with the hiring manager-her lacquered nails a cyan mosaic over ochre palms. They flit, then hover momentarily as the two women arrange lunch. When the door closes, Aisha slaps her fingertips eagerly on the pine-veneer tabletop. Where have you seen them before?

But she is giggling and glad to finally meet you, and her hair bounces in loose ringlets around the shoulders of her yellow sundress, and you like her, this thirty-something engineer who has worked here three years (even if you don't understand what it is, exactly, that she does for Mineral Analytics, Limited), who heard you were on the market, and just had to interview you personally. She tells you about the yogurt bar, and the yoga studio, and how important work-life balance is to the company. Then she asks you to balance a binary tree.

Previously: Typing the Technical Interview.

Frigitt, vi danser
For et øyeblikk, vi leker
Vi tusen små bladskiper
Gleder oss, på det klare morgenlys

The mothercone unfurls her softening scales, and in the time of days I am emancipated. Adrift in the chill dawn light, my siblings flutter, slender forms catching breeze, a susurrus of spiraling, drifting, swirling in the cool air above the creekbed. It is the first and only time in our long lives that we will know such freedom: those the creek does not wash away, those who do not succumb to rot or hunger, will root and raise, and so commune, fixed, for the rest of their days. It is early spring, and the snow still piles in soft hillocks around my mother's roots. It is time to wait.

Previously: Hexing the technical interview.

In the formless days, long before the rise of the Church, all spells were woven of pure causality, all actions were permitted, and death was common. Many witches were disfigured by their magicks, found crumpled at the center of a circle of twisted, glass-eaten trees, and stones which burned unceasing in the pooling water; some disappeared entirely, or wandered along the ridgetops: feet never touching earth, breath never warming air.

As a child, you learned the story of Gullveig-then-Heiðr, reborn three times from the fires of her trial, who traveled the world performing seidr: the reading and re-weaving of the future. Her foretellings (and there were many) were famed-spoken of even by the völva-beyond-the-world-but it was her survival that changed history. Through the ecstatic trance of seidr, she foresaw her fate, and conquered death. Her spells would never crash, and she became a friend to outcast women: the predecessors of your kind. It is said that Odin himself learned immortality from her.

Previously: Reversing the technical interview.

Long ago, on Svalbard, when you were a young witch of forty-three, your mother took your unscarred wrists in her hands, and spoke:

Vidrun, born of the sea-wind through the spruce
Vidrun, green-tinged offshoot of my bough, joy and burden of my life
Vidrun, fierce and clever, may our clan's wisdom be yours:

Never read Hacker News

If you want to get a job as a software witch, you're going to have to pass a whiteboard interview. We all do them, as engineers-often as a part of our morning ritual, along with arranging a beautiful grid of xterms across the astral plane, and compulsively running ls in every nearby directory-just in case things have shifted during the night-the incorporeal equivalent of rummaging through that drawer in the back of the kitchen where we stash odd flanges, screwdrivers, and the strangely specific plastic bits: the accessories, those long-estranged black sheep of the families of our household appliances, their original purpose now forgotten, perhaps never known, but which we are bound to care for nonetheless. I'd like to walk you through a common interview question: reversing a linked list.

First, we need a linked list. Clear your workspace of unwanted xterms, sprinkle salt into the protective form of two parentheses, and recurse. Summon a list from the void.

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Previously: Rewriting the Technical Interview. Aisha's hands rattle you. They float gently in front of her shoulders, wrists cocked back. One sways cheerfully as she banters with the hiring manager-her lacquered nails a cyan mosaic over ochre palms. They flit, then hover momentarily as the two women arrange lunch.

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Out in Tech UK | Have I Got A Job For You! ☀️

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Out in Tech UK | Have I Got A Job For You! ☀️

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Wed Mar 24, 6PM GMT

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Out in Tech UK | Have I Got A Job For You! ☀️

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Subscribe to our email list for the inside scoop!

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"I learned some shocking things about gender equality that made us decide...everyone should stop talking to women about discrimination"

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In producing @zoombachelor, @jeanqasaur and I learned some shocking things about gender equality that made us decide...everyone should stop talking to women about discrimination 🤯

We started writing at 8:30pm and it's now 1:30am... read it here: https://t.co/k5PJo3fkWj

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In producing @zoombachelor, @jeanqasaur and I learned some shocking things about gender equality that made us decide...everyone should stop talking to women about discrimination 🤯

We started writing at 8:30pm and it's now 1:30am... read it here: https://t.co/k5PJo3fkWj

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In producing @zoombachelor, @jeanqasaur and I learned some shocking things about gender equality that made us decide...everyone should stop talking to women about discrimination 🤯

We started writing at 8:30pm and it's now 1:30am... read it here: https://t.co/k5PJo3fkWj
— maria ⚡️ (@MariaShen) March 11, 2021

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In producing @zoombachelor, @jeanqasaur and I learned some shocking things about gender equality that made us decide...everyone should stop talking to women about discrimination 🤯

We started writing at 8:30pm and it's now 1:30am... read it here: https://t.co/k5PJo3fkWj

# data[].attributes.attachment_link.metadata.attachment_props.original_text
In producing @zoombachelor, @jeanqasaur and I learned some shocking things about gender equality that made us decide...everyone should stop talking to women about discrimination 🤯

We started writing at 8:30pm and it's now 1:30am... read it here: https://t.co/k5PJo3fkWj

# data[].attributes.attachment_link.metadata.attachment_props.text
In producing @zoombachelor, @jeanqasaur and I learned some shocking things about gender equality that made us decide...everyone should stop talking to women about discrimination 🤯

We started writing at 8:30pm and it's now 1:30am... read it here: https://t.co/k5PJo3fkWj

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DCU Race Equality Guide for Hiring Launch

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DCU Race Equality Guide for Hiring Launch

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Mar 18, 2021 12:00 PM

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Welcome! You are invited to join a meeting: DCU Race Equality Guide for Hiring Launch. After registering, you will receive a confirmation email about joining the meeting.

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The DCU Centre of Excellence for Diversity and Inclusion will launch Phase 1 of the Race Equality Guide for Hiring sponsored by Bank of Ireland and the newly established Race Advisory Council (RAC) at a virtual event on Thursday, 18 March 2021 at 12pm.

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Crack The Coding Interview Discussion - Linked lists (Part 1)

Sunday, March 14, 2021
5:00 PM to 7:00 PM GMT

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Please note we will be using jitsi going forward for ctci meetups. Link may be updated at time of meeting, so check back here first.
---

We will discuss specific solutions to "Crack the Coding Interview" questions.

Please attempt each problem before coming (pick any language you want). Upload your solutions by:
1. Forking this repo
https://github.com/code-mentoring/ctci.git
2. Add your source files to the chapter folder
ch#-SomeChapter/yourName_yourFile.ext
3. Submit pull request

---
Ch2 - Linked Lists

See our github for questions up for discussion:
https://github.com/code-mentoring/ctci/tree/master/ch2-linked-lists

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Crack The Coding Interview Discussion - Linked lists (Part 1)

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Please note we will be using jitsi going forward for ctci meetups. Link may be updated at time of meeting, so check back here first.--- We will discuss specific solutions to "Crack the Coding Interview" questions. Please attempt each problem before coming (pick any language you want). Upload your solutions by:1.

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Everything you need to upgrade your digital skills or get a job in tech!

Fri Feb 26, 12:00 - 14:00

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Block Party is a pre-seed funded tech startup building consumer tools for online safety and managing online harassment. It is led by founder and CEO Tracy Chou (early engineer at Pinterest, Quora, and Facebook; Project Include co-founder; Forbes 30 under 30; MIT Tech Review cover) and backed by a diverse set of some of the most forward-thinking investors in Silicon Valley. More about us on the company website and in a January 2021 profile by Protocol.
Start date
Immediate
Location
Remote role on a distributed team, with preference for a timezone between Pacific Time and Central European Time
What you'll do
You'll be one of the first engineers on the team and help bring our first product to market. You'll work closely with the (technical) CEO and teammates on engineering, design, and user research to prioritize the product and tech roadmap; you'll also be a critical part of the engineering team responsible for building and shipping. And as a senior engineer, you'll shape the foundations of Block Party engineering, not just in terms of the technology but also the culture and processes. You will report to the CEO.
What we're looking for

A full-stack or back-end builder with 4+ years of industry experience

Ability to execute in a startup environment

A clear, friendly, open-minded communicator who provides and incorporates feedback

Ability to think strategically about technology, processes, and people

Curiosity, humility, a desire to learn and grow and to help others learn and grow

Passion for building thoughtful, ethical technology

Experience with the current tech stack

Nice-to-haves, but not required

Experience at an early stage startup

Experience as a tech lead or engineering manager

Desire to take on a leadership role as the team scales

Experience at a consumer social platform company or working with their APIs

Experience with trust and safety / moderation / anti-abuse

Experience on / with distributed teams

Tech stack
Our web UI is built in React.js, Jinja, and SCSS, and served by Python Flask through a GraphQL API. The bulk of the engineering work is in systems to fetch and process large amounts of data, e.g. from the Twitter API; we use Celery for this asynchronous task work. The persistent layer is backed by PostgreSQL with SQLAlchemy/Alembic as the ORM. We use staging environments and CI to ensure we continue to deliver a consistent user experience.
Diversity and inclusion
At Block Party, we believe in diversity and inclusion, and no applicant will face discrimination based on: race, ethnicity, national origin, religion, age, gender, sexual orientation, gender identity, disability status, parental status, or veteran status.

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Company description Block Party is a pre-seed funded tech startup building consumer tools for online safety and managing online harassment. It is led by founder and CEO Tracy Chou (early engineer at Pinterest, Quora, and Facebook; Project Include co-founder; Forbes 30 under 30; MIT Tech Review cove

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WomenTech Connect - Europe Online (Employer Tickets)

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WomenTech Connect - Europe Online (Employer Tickets)

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Thu Jun 10, 10:30 - 18:00

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womentech connect - europe online (employer tickets)

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womentech connect - europe online (employer tickets) tickets

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WomenTech Connect - Europe Online (Employer Tickets)

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Eventbrite - WomenTech Network presents WomenTech Connect - Europe Online (Employer Tickets) - Thursday, June 10, 2021 - Find event and ticket information.

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Join a VC-backed startup | Careers at Roadie

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Get in on the ground floor of a VC-backed startup. Drive the roadmap, influence the vision and build the culture.

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The ultimate resource to prepare for coding interviews. Everything you need, in one streamlined platform.

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The leading platform to prepare for coding interviews. Master essential algorithms and data structures, and land your dream job with AlgoExpert.

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"So today's thread is on how to apply for jobs (beating out "the horrors of git" by a nose).

Scenario: you're on the job market for one reason or another. Let's begin."

# data[].attributes.wish_content.attachment_props.text
So today's thread is on how to apply for jobs (beating out "the horrors of git" by a nose). 

Scenario: you're on the job market for one reason or another. Let's begin.

# data[].attributes.wish_content.attachment_props.original_text
So today's thread is on how to apply for jobs (beating out "the horrors of git" by a nose). 

Scenario: you're on the job market for one reason or another. Let's begin.

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So today's thread is on how to apply for jobs (beating out "the horrors of git" by a nose).

Scenario: you're on the job market for one reason or another. Let's begin.
— Corey Quinn / @quinnypig@awscommunity.social (@QuinnyPig) February 23, 2021

# data[].attributes.attachment_link.metadata.attachment_props_source.data.text
So today's thread is on how to apply for jobs (beating out "the horrors of git" by a nose). 

Scenario: you're on the job market for one reason or another. Let's begin.

# data[].attributes.attachment_link.metadata.attachment_props.original_text
So today's thread is on how to apply for jobs (beating out "the horrors of git" by a nose). 

Scenario: you're on the job market for one reason or another. Let's begin.

# data[].attributes.attachment_link.metadata.attachment_props.text
So today's thread is on how to apply for jobs (beating out "the horrors of git" by a nose). 

Scenario: you're on the job market for one reason or another. Let's begin.

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Looking to build clearer career progression for your team?

Don't worry! Here are some good examples of public and open source frameworks and career pathways to help you or your team with personal growth.

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A collection of open source frameworks for helping designers and engineers to grow at work

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Helping people make better career decisions

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Software Engineer Salaries in Dublin, Ireland | Levels.fyi

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The median total compensation for software engineers in Dublin, Ireland is €106,240. View compensation packages broken down by base, stock, and bonus.

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"You think of joining a tech company. You want to ask them some questions as a way of fishing for red flags.

What do you ask?"

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You think of joining a tech company. You want to ask them some questions as a way of fishing for red flags. 

What do you ask?

# data[].attributes.wish_content.attachment_props.original_text
You think of joining a tech company. You want to ask them some questions as a way of fishing for red flags. 

What do you ask?

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Interview engineers like a reverse bloom filter

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Interview engineers like a reverse bloom filter

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"Hiring is hard. Hiring great engineers is harder. But cleaning up bad engineering work from bad hires is the worst!"

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"Tech hiring is still broken, but it doesn’t have to be."

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Tech hiring is still broken, but it doesn't have to be. Image by moritz320 from Pixabay

Last year, I set out with a head full of disconnected thoughts about hiring and a vision to share those thoughts with a wider audience. The response has been positive and overwhelming, with the Hiring For Tech newsletter at over 50,000 subscribers as of today!

I'm only one person, so I haven't yet changed the world of tech hiring yet. Plus, with hiring slowed down last year due to COVID, companies haven't always invested in improving their process. We still have the same problems we always did:

Companies are looking for weaknesses, instead of strengths. Weaknesses tend to be coachable, but strengths represent potential. Until we, as an industry, shift our focus, our hiring processes will always exclude good people.

Companies treat interviews as a competition, instead of a collaborative exercise. This puts candidates in a defensive position, instead of allowing them to show how they would work with their future colleagues.

Interviewers don't invest in interviews, putting minimal effort into evaluating candidates. That includes not preparing ahead of the interviews, and not being involved after the interview.

Companies evaluate candidates based on criteria that don't match day-to-day work. Algorithm interviews are a great example, when interviews could utilize real-world projects instead.

Companies don't focus on hiring underrepresented groups, leading to perpetuating existing biases in their processes. The cycle has to be broken with targeted intervention.

If this feels like I'm repeating myself, it's because I am. Over the last year, I've covered exactly how we need to improve hiring in tech, but we're not making nearly enough progress. Now, there are two things that need to happen:

People need to speak up. This means not making excuses for the terrible practices companies use, instead holding these employers and interviewers accountable. Talk about what companies are doing wrong, and what they should be doing instead. I'm trying to cultivate a community of people who want to make hiring better, but that only works if you speak up.

Having written down many of my thoughts, I'm going to focus on compiling this information in an actionable form and push for change. This means less writing on this newsletter. Expect to see new articles less frequently.

This is not the end of the journey for Hiring For Tech. The last year has only been the first step. Let's making tech hiring better together!

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Last year, I set out with a head full of disconnected thoughts about hiring and a vision to share those thoughts with a wider audience. The response has been positive and overwhelming, with the Hiring For Tech newsletter at over 50,000 subscribers as of today!

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"We've been doing a secret hiring experiment.

and I think it's working ;)"

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We've been doing a secret hiring experiment.

and I think it's working ;)

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We've been doing a secret hiring experiment.

and I think it's working ;)

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We've been doing a secret hiring experiment.

and I think it's working ;)

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— Rachel Carrell (@RachCarrell) February 12, 2021

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We've been doing a secret hiring experiment.

and I think it's working ;)

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We've been doing a secret hiring experiment.

and I think it's working ;)

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We've been doing a secret hiring experiment.

and I think it's working ;)

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This is my first week here as the first dedicated SRE for Honeycomb, and in a welcoming gesture, I was asked if I wanted to write a blog post about my first impressions and what made me decide to join the team. I've got a ton of personal reasons for joining Honeycomb that may not be worth being all public about, but after thinking for a while, I realized that many of the things personally found interesting could point towards attitudes that result in better software elsewhere.

I'll take a stance that talks about reliability, but I'll start by going over some definite-but-subtle signals I picked up about Honeycomb throughout the interview process and my first few days here. I'll then tie them to principles I believe are critical to fostering resilient organizations, and how these likely bubble up to be found in Honeycomb's product.

Fostering Human Processes

I've spent the last decade building and operating large-scale production systems with all sorts of teams, in all sorts of environments. Over the last few years, I've tried to find ways of making better, more operable systems. For personal reasons, I decided to move on from a Staff "Engineer" position* for something possibly closer to operations and incident handling. I found myself looking at Honeycomb's job ad for their first SRE position. A few things instantly stood out.

It didn't name any specific technology, nor did it necessarily ask for any specific prior titles or education. Instead, it mentioned characteristics of the person they wanted:

Someone who can debug both automated and human processes

Someone who can work in both software engineering and automation

Someone able to find balance in all things

Someone who enjoys teaching and practice

Someone with some experience of managing stateful services

This led me to apply despite never having held the SRE title before and not having worked extensively with the main backend language used there. I figured it was easier to brush up on specific pieces of tech than developing the higher-level attributes they were looking for, and they probably figured as much because I did get the interview.

I've interviewed quite a bit over the last decade, on both sides of the table, from short one-hour sessions to 3+ days-long "tryouts." I, like many others, have formed very strong opinions about what interviewing ought to be like.

Most tech interview processes optimize for the 1-5% of the work we fantasize we could spend more time on rather than the vast majority of what the job actually is.

We build teams hoping to do that 1-5% and giving little attention to the rest, then wonder how to fix that culture.
- Fred Hebert (@mononcqc) August 5, 2020

At Honeycomb, the sessions involved discussions about how the role should be defined, how prioritization needs to be done, code reviews, understanding how the product is being driven, and the role of internal advocacy. They also asked me to prepare a short presentation about bringing services to production with a Q&A after it.

By all means, this wasn't an process, but having it grounded into what real work is like meant Honeycomb's interviewing process was refreshingly realistic. It seemed tailored to what actual work would be rather than what people aspired it to be like if they wanted to boast about it at a conference.

Frankly, it was also surprising to me to see a ton of people with far more SRE experience just be fine with discussing what the position be and having a lot of leeway in shaping it accordingly. In the end, I ended up choosing to join Honeycomb because it felt that it could be a place and a team where I'd have a ton to learn, but also a bunch to share as well.

With my first week loosely coinciding with the company's kickoff activities for the year, I got to see even more of their approach in how the organization reflected on its last year and planned 2021. The approach they've had the entire way through felt deeply centered on people-first, characterizing people as non-linear first-order components in software development , and fully aware of sociotechnical challenges The awareness of people's value appeared to run deep throughout the company.

I have generally seen strong alignment on such values in some teams or departments, but rarely within entire organizations. I have not been here long, but I believe it has been and will remain a key success factor for Honeycomb.

Sociotechnical systems and context awareness

To show why I think centering on a people-centric approach is a key factor, there are a couple of questions I like to ask to people working in tech:

How many projects were you involved in that failed mainly because you feel the technological choices were wrong?

How many projects can you count where you instead believe the failure felt like it was mainly related to breakdowns in communication and shared understanding?

Usually, and for me personally, the answer to the first question can be counted on one hand, maybe two. The second question, however, feels like it's uncountable. Not just for me, but in the stories I've heard from other people as well, so there is a third question I like to follow up with:

Do you feel you're spending most of your time focusing on the right one of these questions?

As much as I've always enjoyed the deeply technical details and pulling on all the threads I can in a hairy investigation, that third question has long gnawed at me. In fact, it's one of the things that attracted me to Erlang, a language and ecosystem where I spent my last 10 years working: It takes a basic stance where it is accepted that errors are going to happen regardless of what you try to do before deploying your software, and that you should therefore provide constructs to cope with them rather than hoping very hard they never show up.

The more time I spend in this industry, the more interested I get about that social aspect of our systems. Initially, as a software developer, it's tempting to frame the software as an independent system that you work on. You can make the system as correct, fault-tolerant, and as robust as possible. If a problem comes up, it can be addressed in code, hardware, and through automation. With enough time and effort, we can get things in a state where they'll be good and hopefully self-running. But the flaw in this approach is that the world is a dynamic environment and all targets we have are shifting constantly.

We have to remember that the humans who write, operate, and influence the software are also part of the system, and we have to broaden the scope of what our system is to encompass people. A clear, visual explanation can be found in the STELLA report's above-the-line/below-the-line framework . A framing of systems as being both social and technical ( sociotechnical! ) is pivotal. We don't have to abandon efforts to make the technical aspects of the systems , but we have to be aware that its ongoing survival is a question of adaptation in the face of surprises. This last aspect is resilience , and it isn't something code can realistically demonstrate on its own.

That assertion can feel contentious. It's related to something cognitive engineers call the context gap . In short, all solutions and strategies we have to solve a problem are contextual and depend on the environment and situation you're in. People tend to be good at observing and being aware of that context, picking up a few relevant signals, and building a narrow solution that works for a restricted set of contexts. More importantly, we have the ability to notice when a solution no longer fits its context, and then broadening the approach by modifying the solution.

On the other hand, automated components tend to start at the focused, narrow end. In practice, they do not have the ability to properly evaluate their environment and their own fitness, and neither are they good at "finding out" that the signals they're getting are no longer relevant to the overall system success. They therefore cannot really "know" that they need to adjust. Closing the context gap requires the ability to evaluate and perceive things in ways our software systems can't yet do as reliably, or nearly as effectively, as people. A good solution will require people in the loop if we want it to remain good over time because the world is dynamic and requires continuous adjustment.
The solutions we build (to the right) are a response to a simplified model (middle) we make of the real world (left). As a consequence of this, a solution is often bound by the model's scope, and cannot adequately know when its strategy is no longer adequate nor adjust to the complexity of the real world. It is no surprise that almost all light switches with a motion sensor also come with a manual control to allow humans to take over when the automated solution fails.
This underlines how important mechanisms such as chaos engineering or blame-aware incident reviews can be-they are processes meant to figure out where and how things break down, and to let us, as teams, re-synchronize and update our individual mental models of the whole sociotechnical system. They are tools we use to continually improve our solutions and our organizations. They do not replace technical solutions and good expertise remains critical. However, it frames and guides the form it should take to make it more effective, useful, and sustainable.

Ideas such as blamelessness have become more and more popular, but many of us are still far from a great position there. There is a tendency to focus a lot on to mean retribution- which is a nice and necessary starting point-but to then end the process there. It's a bit funny to see people go, "We do not want to blame people for this event," but otherwise still frame everything as a human error, with undertones that everything is someone's fault and we're just being nice by not naming them This is noticeable by a general attitude where any of the following can happen:

Human error is called out as a cause that needs remediation

People are seen as problematic around operations because they're unpredictable

Automation is perceived as necessarily good since it takes people out of the loop

Next time, we'll just be more careful and do a better job

The above falls under shallow blamelessness -it avoids retribution, but still finds fault against individuals and frames most corrective work in controlling people. Better sociotechnical approaches see humans as a key factor of success, see their unpredictability as signs of adaptive work taking place, and do not attempt to take them out of the loop but rather try to enhance their capabilities. Aligning the and the parts of the system requires more than awareness; it requires a different perspective altogether.

Adapting and sharing observability

One of the things that transpired in the short time I've been here is that people at Honeycomb are aware that observability is not something you ; it's something you . Observability is to be used as a verb, and much like resilience and adaptive capacity, it tends to show up in critical, high-pressure situations.

Observability specifically requires interpretation. You can't just open the black box, look inside, and get an understanding. It's too noisy, too messy, and it's steeped in layers of interpretation and mental models of everyone who's worked on and around the black box before. It's not something you can just buy, check things off the list, and be done with it.

This isn't a big surprise: good alerting tends to depend on SLOs, which in turn can be considered good if they align with customer experience. Good logging states facts and does not mislead investigations with hamfisted suppositions done without the proper context. Good tracing lets you explore and experiment through high-cardinality searches. This investigative work is driven by existing mental models as we try to repair the context gap between what we thought would happen and led to the solutions we have, and what actually happens and will drive changes we'll need to bring to products.

This challenge is shared by all software, and by all businesses that write and use it. Honeycomb, like tons of other vendors, provides interesting tools that can be used to a great effect. The one thing I've found at Honeycomb though is this deeply rooted idea that tools aren't enough , and that the human factors within a sociotechnical system are critical to its ongoing adaptation and success. Diversity and experiences of all kinds are key to resilient systems and organizations, and Honeycomb has a lot to offer there (which I recommend checking out) that goes way further than checklists of features.

* I put "engineer" in scare quotes because as a Canadian who is not certified as an engineer, I can't advertise myself as such even though that was my role for a U.S. company whose career ladder I do not control.

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On Not Being a Cog in the Machine - Honeycomb

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This is my first week here as the first dedicated SRE for Honeycomb, and in a welcoming gesture, I was asked if I wanted to write a blog post about my first impressions and what made me decide to join the team.

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The computers rejecting your job application

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The computers rejecting your job application

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Frankly, it was a little stressful to know that my application was being judged by a computer and not by a human being.

A professional journalist, I had recently applied for a new job, and for the first part of the recruitment process the publisher made me play a number of simple online games from the comfort of my own home.

These included having to quickly count the number of dots in two boxes, inflating a balloon before it burst to win money, and matching emotions to facial expressions. Then an artificial intelligence (AI) software system assessed my personality, and either passed or failed me. No human had a look-in.

I wondered: is it fair for a computer alone to accept or reject your job application?

Welcome to the fast-growing world of AI recruitment.

While recruiters have been using AI for around the past decade, the technology has been greatly refined in recent years. And demand for it has risen strongly since the pandemic, thanks to its convenience and fast results at a time when staff may be off due to Covid-19.

The AI recruitment software that put me through the above test was provided by a New York-based firm called Pymetrics.

The questions, and your answers to them, are designed to evaluate several aspects of a jobseeker's personality and intelligence, such as your risk tolerance and how quickly you respond to situations.

Or as Pymetrics puts it, "to fairly and accurately measure cognitive and emotional attributes in only 25 minutes".

Its AI software is now used in the initial recruitment processes of a number of multinational companies, such as McDonald's, bank JP Morgan, accountancy firm PWC, and food group Kraft Heinz. An interview with a human recruiter then follows if you pass.

"It's about helping firms process a much wider pool [of applicants], and getting signals that someone will be successful in a job," says Pymetrics founder Frida Polli.

"Everyone wants the right job, and to hire the right person. It doesn't benefit anyone for the match to be off. Trying to use these AI systems in smart ways is to everyone's advantage."

Another provider of AI recruitment software is Utah-based HireVue. Its AI system records videos of job applicants answering interview questions via their laptop's webcam and microphone.

The audio of this is then converted into text, and an AI algorithm analyses it for key words, such as the use of "I" instead of "we" in response to questions about teamwork. The recruiting company can then choose to let HireVue's system reject candidates without having a human double-check, or have the candidate moved on for a video interview with an actual recruiter.

HireVue says that by September 2019 it had conducted a total of 12 million interviews, of which 20% were via the AI software. The remaining 80% were with a human interviewer on the other end of a video screen. The overall figure has now risen to 19 million, with the same percentage split.

HireVue first started offering the AI interviews in 2016. Its users include travel services firm Sabre.

Kevin Parker, the chief executive of HireVue, says the AI is more impartial than a human interviewer. "There's a desire to have a fair process, and AI can help evaluate all those candidates in a very consistent way," he says.

Pymetrics also says that its system ensures more fairness, and that "every algorithm is rigorously tested for bias". Ms Polli adds that it is better than firms simply relying upon a candidate's resume or CV.

"A resume can only give information about someone's hard skills, but research and common sense tells us that it's also soft skills that contribute to job success," she says.

So, AI recruitment is nothing to worry about? Online retail giant Amazon doesn't think so.

In 2018 it was widely reported to have scrapped its own system, because it showed bias against female applicants. The Reuters news agency said that Amazon's AI system had "taught itself that male candidates were preferable" because they more often had greater tech industry experience on their resume. Amazon declined to comment at the time.

James Meachin of UK business psychology consultancy Pearn Kandola is a specialist on the recruitment sector. He says that AI systems still have a number of challenges.

"The first step in selecting candidates is to correctly parse what they have said or written," he says. "On this basic level, leading voice assistants from Google, Amazon and Apple still routinely fail to understand what people are saying. For example, Scottish accents pose a challenge, as do unusual words or phrases.

"If an AI system can accurately transcribe what has been said, the second - greater - challenge is to detect the meaning embedded in those words - the semantics, nuance and context. Here, AI systems can fail to understand. In contrast, a human listening to the conversation will intuitively understand what is meant."

New Tech Economy is a series exploring how technological innovation is set to shape the new emerging economic landscape.

Prof Sandra Wachter, a senior research fellow in AI at Oxford University, says: "I would be very worried if people said that using AI in recruitment only has benefits.

"All machine learning works in the same basic way - you go through a bunch of data, and find patterns and similarities.

"So in recruitment, looking at the successful candidates of the past is the data you have. Who were the chief executives in the past, who were the Oxford professors in the past? The recruitment algorithms are going to pick out more men.

"The risk is that if you don't put in strong tests, women and people of colour are overlooked."

To help firms and other organisations avoid bias in their AI systems, not just for recruitment, but for all their business operations, Prof Wachter wrote a paper on the issue last year. Subsequently, her proposals have been adopted by Amazon.

There are, however, more benign ways in which AI is being used by the recruitment sector.

Take Seattle-based Textio. Its software uses AI to help firms write job adverts that appeal to a broad range of people, by making the language both more inclusive, and easy to understand. It is used by everyone from the World Bank to Dropbox, Spotify and Tesco.

Then there is Los Angeles-based Korn Ferry, whose AI recruitment software trawls the internet for potential job candidates. So firms don't have to wait for the best possible people to apply for positions, they can instead more easily proactively chase the individuals they want.

But what about my AI job interview? I haven't been called for an interview with a human. Who knows if they're still looking to hire for the position though?

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The computers rejecting your job application

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Frankly, it was a little stressful to know that my application was being judged by a computer and not by a human being. A professional journalist, I had recently applied for a new job, and for the first part of the recruitment process the publisher made me play a number of simple online games from the comfort of my own home.

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Ask an expert: How can engineers ace their remote job interviews?

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Ask an expert: How can engineers ace their remote job interviews?

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It's happened again. You interviewed for a remote position at a company you admire. You felt good about your performance, but the trail has gone cold. You either receive a "we decided to go with a more qualified candidate" rejection email, or the recruiter stops responding to your messages. You stare at the expensive webcam you bought for remote interviews, but its cyclopic eye offers no comfort.

Engineering departments succeed-or don't-based on the hiring process. Software companies can be successful if they use out-of-date programming languages, have broken or nonexistent development methodologies, or face challenges with their technologies or processes. But success in software development is impossible if you don't hire the right people, and the increasing prevalence of remote work has made it even more important to get the selection process right. As more candidates seek remote developer jobs, with varying levels of remote experience, hiring teams are hardening their practices to make the right hire with remote in mind.

Having worked as an engineering manager for over two decades, I've seen scores of candidates for all types of roles go through the recruiting funnel. If you're a software engineer looking for a remote job, I'm here to share what hiring managers want to see. And if you're a hiring manager, this article might give you some pointers on what to look for.

Getting a remote job starts with preparation. You have to position yourself as a viable candidate before you get the interview. In many ways, this is no different from getting an on-site job. Here, though, you have to tailor your preparation to demonstrating your ability to handle remote work.

Resume

Your resume is still your primary asset for finding a job (though your LinkedIn profile or GitHub contributions provide powerful supporting information). You should apply the same rigor to crafting an effective, remote-skewing resume that you put into writing code. Most resumes list work history, and the ones that stand out also connect the dots between work and results. They list the impact the individual has had on code quality, deployment teams, and team cohesion. Even better if those results were achieved as a remote developer.

If you've never worked remotely, your resume needs to demonstrate you've developed the key skills for remote success. Working remotely requires strong communication, documentation, and collaboration skills, so make sure to highlight these as you describe the outcomes you've achieved. If you've done work that requires remote collaboration outside of your primary work experience, include that too. This could be freelance writing for technology-oriented publications or serving on distributed committees that plan tech events like meetups or conferences.

While contributing to open source should not be a requirement for most engineering jobs (the lack of paid open-source work, among other things, can be a significant barrier to participation), if you do make significant contributions to open-source projects, describe them-their stack, the features you worked on, and the outcomes you achieved, especially if you contribute to mission-driven projects trying to accomplish some good in the world. Since open-source projects inherently require at least some remote work, a history of meaningful contributions can be a helpful way to demonstrate remote experience if you don't have it in prior full-time roles. If you feel your open-source contributions are equivalent in value to your work experience, consider giving them a dedicated section on your resume; otherwise, include them in a section dedicated to other aspects of your experience (e.g., "Other Accomplishments").

Research

I can't emphasize enough how important it is to research the company you want to join. You should be able to answer the question, "Why do you want to work here?" as easily as you can answer the question, "What's your name?" If you've made it far enough in the selection process to meet the hiring manager, you've probably demonstrated the technical ability to do the job. However, we also want to know the value you're bringing to the company, and researching the company is a vital part of preparing to demonstrate that.

Many CEOs regularly post on company blogs or get interviewed by publications. You should find and read these articles. They provide essential information about the company's direction from the person responsible for guiding it. Write down some recent quotes by the CEO that you find particularly informative, especially if they're about remote work. For a remote organization to be successful, remote work has to be championed from the top. If you can understand senior leadership's view of remote, you'll better understand how to highlight your own experience.

Rehearsal

Now that you've strengthened your resume and done your research, it's time to rehearse. Interviewing is a perishable skill-it degrades over time. Most people only interview when they're looking for a job, and months or years can pass between interviews. Hiring managers like me often interview candidates throughout the year. We get really good at our side of the interview, and it's easy to see when a candidate hasn't put in the work on their end. You can close this gap by rehearsing.

The key to effectively rehearsing for a remote job interview is to mimic the conditions of the real interview as much as possible. Find a friend to play the hiring manager, and practice in the location where you plan to do the interview (your home office or the kitchen table, for example). Send your friend a list of questions to ask, and ask them to go off script and pose questions you haven't prepared. Use the same lighting and equipment you plan to use for the interview.

Treat these practice sessions as seriously as the real thing, and make sure to record them. (Your friend should record on their end so you can see how you come across to the interview team.) Practice introducing yourself and going through the prepared and surprise questions. Also, practice how you'll handle disruptions. Have your friend suddenly drop from the call and then rejoin. Interviewing via video call presents the risk of a random disconnect, so be prepared to respond to such events.

After you complete the practice session, have your friend send you the video so you can review it. Consider any upgrades your remote setup might need, like better internet connectivity, a new webcam, microphone, or headset, or better lighting, and any distracting items in the background you need to move or remove.

Hiring managers often talk to several candidates in a short time frame, and how well you've prepared can set you apart. Investing in your remote setup shows you understand the importance of creating the best possible experience for your interviewer. That said, we also understand that not everyone can afford to purchase new equipment, and connectivity issues can be out of a person's control. We'll also notice whether and how you've adapted to and communicated these constraints.

It's time to put your preparation into practice. By now, you've researched the company and understand its strategy. You've rehearsed, tweaked your setup, and you're feeling confident.

As you go through the interview process, be sure to learn everyone's name. Refer to them by name when you're speaking. This makes the interview seem more like a conversation. You don't have the benefit of the nonverbal communication cues available during an in-person interview, but hiring managers will remember who seemed fully engaged. If the hiring team feels that you're presenting your authentic self and offering an accurate account of your skills and experience, they'll get a feel for the value, perspectives, and thoughtfulness you'll add to the remote team.

Your research should enable you to drop hints that you've come prepared. For instance, you can mention something the CEO said in an interview that aligns with the topic you're discussing. As you detail your technical capabilities, you can weave in helpful ideas about their software engineering practices, accessibility, etc., and share your enthusiasm for the company's future direction. Your hiring manager has to build a team that supports the company's strategy, and companies often struggle to align employees with the short and long-term goals of the organization, even when they're co-located. By linking the role you're interviewing for with the company's business goals, you'll show you're a motivated strategic thinker and a high-performing software developer who can create value in a remote environment.

You log off and you're feeling great about your prospects. You actually saw a few smiles during the discussion! But you're not done yet.

Sending a short thank-you email to the people you spoke with is a nice final touch. Keep it short and sweet; a few sentences will do. Written communication is an essential piece of much remote engineering work, and thank-you emails are a light-touch way to reinforce that you value it-and your interviewer's time.

I often conduct multiple back-to-back remote interviews, and I then have to review my notes and make a decision. If you send a thank-you email within 24 hours of the interview, the hiring team will probably read (and discuss) it before making the final decision.

Interviews are also an opportunity for you to determine whether you want to work for the company. Your research and your experience during the interview should help you decide whether you want to accept an offer. You get to make observations about the company that can lead to insights into the workplace. For instance, are members of the interview team punctual and informed? Do they seem authentically engaged in interviewing you?

You should also prepare questions to ask your interviewers. Consider asking them things like what drew them to the company or what motivates them to show up to work every day. Does the company offer a stipend to help employees acquire or upgrade the equipment needed to be successful as a remote worker? What do they like about the culture at the company? What are the expectations for career progression in this role? What reservations do they have about hiring you? These questions communicate that you're genuinely interested in working at the company.

As a hiring manager, it's a joy to participate in a stellar interview for a remote job. It leads to an enjoyable conversation with the hiring team as we discuss a candidate's technical competence and strategic thinking, and it makes the decision to extend an offer an easy one. Hopefully, a positive interview experience, and all the preparation you put into it, will leave you poised and eager to accept.

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Ask an expert: How can engineers ace their remote job interviews? - Increment: Remote

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It's happened again. You interviewed for a remote position at a company you admire. You felt good about your performance, but the trail has gone cold. You either receive a "we decided to go with a more qualified candidate" rejection email, or the recruiter stops responding to your messages.

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Optimise and automate your job adsfor diversity, inclusion and seo

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Get-Optimal is a UK based global technology company whose core product is Job Ad optimisation. Our core technology optimises Job Ads for diversity, inclusion and SEO using AI (artificial intelligence) and ML (machine learning).

As a cost-effective alternative to Textio, Get-Optimal provides an on-demand Job Ad optimisation service where you can receive up to a 30% increase in the Job Ads performance, leading to a rise in quality and inclusive applications alongside increased placements and commissions.

The highly optimised Job Ads also include gender decoding (we built a cool gender decoding tool). It analyses and removes subtle gender-coded language and unconscious bias from all of your Job Ads.

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Optimise & automate your Job Ads for diversity, inclusion and SEO.

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Get-Optimal is a UK based global technology company whose core product is Job Ad optimisation. Our core technology optimises Job Ads for diversity, inclusion and SEO using AI (artificial intelligence) and ML (machine learning).

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Finding subtle bias in job ads

Without realising it, we all use language that is subtly 'gender-coded'. Society has certain expectations of what men and women are like, and how they differ, and this seeps into the language we use. Think about "bossy" and "feisty": we almost never use these words to describe men.

This linguistic gender-coding shows up in job adverts as well, and research has shown that it puts women off applying for jobs that are advertised with masculine-coded language.*

This site is a quick way to check whether a job advert has the kind of subtle linguistic gender-coding that has this discouraging effect. Find out more about how this works.

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Without realising it, we all use language that is subtly 'gender-coded'. Society has certain expectations of what men and women are like, and how they differ, and this seeps into the language we use. Think about "bossy" and "feisty": we almost never use these words to describe men.

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Write like you mean it.

When you’re building a culture of belonging, every word counts. Textio brings the world’s most advanced language insights into your hiring and employer brand content, every time you write.

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Textio brings the world’s most advanced inclusive language guidance to your work. Interrupt bias in real time with powerful DEIB data insights and metrics.

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Our event nights are kicked off with diversity talks, followed by 5-minute rapid interviews to keep things engaging and fun.

Find your next career move in a pressure-free environment. Have fun, engage, explore, and see if you have what it takes to join!

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Due to COVID-19, our face-to-face events are temporarily virtual. Learn more Events that empower Join one of our invite-only events focused on connecting top female engineers, designers, and product managers with opportunities at diversity first companies. Apply for Invite For Employers Meet up to 20 companies in 2 hours Our event nights are kicked off...

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Wed Mar 3rd

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Talent Summit

Founded by Sigmar Recruitment, Talent Summit has grown to become one of the largest HR & Leadership conferences in Europe, showcasing the latest thinking on talent topics from around the world. Its mission is to share thought leadership on talent to build better workplaces and working lives in an increasingly complex world of work.

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Founded by Sigmar Recruitment, Talent Summit has grown to become one of the largest HR & Leadership conferences in Europe, showcasing the latest thinking on talent topics from around the world. Its mission is to share thought leadership on talent to build better workplaces and working lives in an increasingly complex world of work.

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A list of companies (or teams) that don't do "whiteboard" interviews. "Whiteboards" is used as a metaphor, and is a symbol for the kinds of CS trivia questions that are associated with bad interview practices. Whiteboards are not bad - CS trivia questions are. Using sites like HackerRank/LeetCode probably fall into a similar category.

The companies and teams listed here use interview techniques and questions that resemble day-to-day work. For example, pairing on a real world problem or a paid/unpaid take home exercise. Read (and contribute to) our recommendations for ways to conduct better interviews.

tl;dr

Discussing a real world problem (with or without whiteboard) is 👍

Solving CS trivia, technical puzzles, riddles, brainteasers (with or without whiteboard) is 👎

Please open a PR to be added.

Duds

If you've been through an interview with one of these companies recently, and your experience suggests otherwise from their description, please open a PR to remove them from this list.

I want to search/sort/filter/group by X!

Check out our Airtable!

Additions to this document that are properly formatted will automatically be pushed and added to Airtable. Keywords from the description will also be extracted. You can see (and contribute!) to the API here.

Also check out No Whiteboards to search for jobs at these companies.

Discussion and other reads

Made Tech | London, UK | Our hiring process

Magnetis | São Paulo, Brazil & Remote | Phone interview + take home assignment, followed by pair programming and informal meeting with the team.

Major League Soccer | New York, NY | Phone interview + short take home project, which is daily work focused. In person interview could involve discussing past projects or pair programming.

MakeMusic | Boulder, CO; Denver, CO | Phone screen, take home project, remote and on-site interviews for technical and cultural fit

MakeTime | Lexington, KY | Practical exercise and/or a pairing session on site

Mango Solutions | London (UK), Chippenham (UK) | Initial phone interview, followed by on-site interview with take-home assignment

Mapbox | San Francisco, CA; Washington, DC; Ayacucho, Peru; Bangalore, India; Berlin, Germany; Remote | Conversational interviews, paid onsite project with team.

Mattermost | Remote | Follow-up questions over email, a couple of video calls, audition (paid real-world "try out" project), video call to discuss audtion, and then a video call with the CTO

Mavenlink | San Francisco, CA; Irvine, CA; Salt Lake City, UT | On-site pairing with multiple engineers. Pairing exercises and pairing on company code.

Maxwell Health | Boston, MA | Take-home exercise or pairing session with team. Then conversational meetings with members of the team.

Me & Company | Düsseldorf, Germany | You join us for one or two paid trial days to work on an assignment and to meet the team.

Media Pop | Singapore, Singapore | Take-home or unsupervised (onsite) real-world assignment

Meetrics | Berlin, Germany | Initial interview, take-home code challenge and review

Meltwater | Manchester, NH | Small take home exercise that will be presented to the team during a QA style interview

Mention | Paris, FR | Take-home small exercise followed up by on site meetings with your future coworkers

Mercado Livre | São Paulo, Brazil | Phone interview with HR department, Takehome project and discussion (on-site or remote) with an interview to evaluate the candidate's previous experience and Cultural Fit interview with a manager.

Mercatus | Toronto, Canada | Practical on-site project similar to daily work

Metro Markets | Düsseldorf, Germany | You can get to know us by joining fully remote interviews with us or you can come and visit us onsite

mfind | Warsaw, PL | Phone call about technical experience, Take-home project or technical test(depends on experience), Onsite interview with technical lead.

miDrive | London, UK | Phone screen, Take-home project / technical test, Onsite interview with senior and peer.

milch & zucker | Gießen, Germany | Interview with direct feedback, applicants providing working sample, code review (product code or personal code of applications)

Minute Media | Tel-Aviv, Israel | Phone screening with engineer. On-site real-world challenge questions with two engineers. Sometimes a take-home assignment or existing code sample submission.

Mirumee | Wroclaw, Poland; Remote | Pair programming and code review using one of the issues (or Pull Requests) in our open-source Saleor project, general discussion about programming, technology and candidate's experience

Mixmax | San Francisco, CA | Takehome assignment purely based on their platform, followed by phone interview

MobileCashout | Barcelona, Spain; Valencia, Spain | Quick introduction video call with a tech (less than 10-15 minutes). On-site open source contribution to a project of candidates choosing, paired with a tech from the team. Interview and a short questionaire about software design and relevant technologies. Interview and presentation of the company with a HR rep.

Mobilethinking | Geneva, Switzerland | 1 hour discussion about technical background and past experiences, preferably in-person

Mode | San Francisco, CA | Phone interview followed by onsite pair-architecting and discussion

MokaHR | Beijing, China | Take home project/challenge, then on-site programming session taken from problems we encounter at work

Moneytree Front-end Web Team | Tokyo, Japan | Pair programming exercise and social gathering with team

Monzo | London, UK & Remote | Phone interview with another engineer. Take-home assignment. Call to debrief on take-home assignment. Half-day interview (on-site or Hangouts) with three conversational sessions: (1) building on take-home test & real-world system design (verbal and collaborative); (2) digging into knowledge & understanding in 1-2 other relevant technical areas; (3) general background, teams and ways of working.

Moteefe | London, UK & Remote | Interview with CTO. Take home project/challenge.

Mutual Mobile | Austin, TX; Hyderabad, India | Technical discussion, code test based on actual work you'll be doing, panel style discussions for cross-functional and culture-fit.

Mutual of Omaha | Omaha, NE, USA | Panel Style Interviews analyzing problem solving, ability to adapt well to change, and interpersonal communication skills.

Mutually Human Software | MI, OH, WA | Collaborative problem analysis and design exercise, pairing exercise

Mux | San Francisco, CA; London, UK & Remote | Hands-on software engineer and system-design interviews that focus on collaboratively building practical applications at scale.

My Taxi | Hamburg, Germany | Video chat with HR, Take Home Assignment, Review of Assignment with a technical member, Technical interview and onboarding.

MyHeritage | Or Yehuda, Israel; Kyiv, Ukraine | Video call with HR, problem solving test on codility.com, video call with tech lead and solving problem from real project, system design onsite interview.

MyTutor | London, UK | Take home test, followed by pair programming, system design discussion, and cross functional interview on site

Nanobox | Lehi, UT; Remote | A phone/video/person-to-person interview with a look at past projects (github, bitbucket, source code, etc.)

Native Instruments | Berlin, Germany | Takehome programming assignment and personal interviews with part of the hiring team.

Nearsoft Inc | Hermosillo, Mexico; Chihuahua, Mexico; Mexico City, Mexico | Takehome logic test, english interview to check communication skills, short technical interview about experience, long technical discussion about languages/tools/practices you will use on daily basis, pair programming session.

Nedap | Groenlo, Netherlands / Remote | A simple conversation, human to human and a small on-site project

Neoteric | Gdańsk, Warsaw Poland; Remote | Face2Face conversation, take home exercise & pair programming session

NerdWallet | San Francisco, CA; Remote | Code review phone screen, on-site project to build a functioning app with interviewee's platform of choice

Netflix | Los Gatos, CA | Takehome exercise, series of real-world interviews with engineers, HR, engineering managers and our director

Netguru | Warsaw, Poland; Remote | Takehome exercise & pair programming session

Netlandish | Los Angeles, CA; Remote | Takehome exercise, chat interview, video interview

Netlify | San Francisco, CA | Paid takehome project and online/onsite discussion

New Relic | San Francisco, CA | Takehome exercise &/ or pair programming session depending on the team

NewStore | Berlin, Germany; Hannover, Germany; Erfurt, Germany; Boston, MA | Telephone technical interview, code sample submission or takeaway coding exercise, on-site pair programming, design session (1/2 day)

NewVoiceMedia | Basingstoke, England; Wroclaw, Poland | Telephone interview, takeaway coding exercise, on-site pair programming, code review & technical discussion (1/2 day)

Nexapp | Quebec City, Canada | Video call where we get to know you more and you get to know us more, followed by a video call technical interview where we discuss a few open-ended problems strongly inspired by the daily real-world work we do.

Nexcess.net | Southfield, MI | We mostly chat to get a feel on both ends if there's a good cultural fit. We ask questions to see what experience you have and how you think as a programmer. At some point we look at some of your code or have you work on some of ours (1 hour).

Nimble | Bangkok, Thailand; Ho Chi Minh City, Vietnam; Da Nang, Vietnam | Takehome exercise and specific role discussion

Ninjaneers | Kassel, Germany; Remote | Google Hangouts resume dive on past experience and projects

Niteoweb | Ljubljana, Slovenia | Join us for a week to see if we fit

Nitro | Dublin, Ireland; San Francisco, CA | Phone Call, Take Home Test, Hiring Manager Phone Interview followed by an onsite discussion

Nmbrs | Amsterdam, The Netherlands; Lisbon, Portugal | Cultural interview, take home test, interview with CTO

Noa | Berlin, Germany; San Francisco, CA | 1 technical chat, 2-3 cultural chats with colleagues from different departments in the team, if these work a pair programming exercise

NodeSource | Remote | A person-to-person walk through of a past project of yours

Nomoko,camera | Zurich, Switzerland | Three interrogations

Norbsoft | Kraków, Poland; Warszawa, Poland; Sosnowiec, Poland; Remote | Take-home exercise or code sample submission, technical discussion by video conference

Nord Software | Helsinki, Finland; Tampere, Finland; Stockholm, Sweden | Take-home exercise & interview with CEO and senior developer

NoRedInk | San Francisco, CA | Take-home exercise & pair programming session

Nova Care | Oslo, Norway | Casual interview, take-home exercise & presentation

Nova Credit | San Francisco, CA | Choose between a take home assignment or two interviews on CoderPad, CodePen, or your local dev env while screensharing. Final round is onsite working on a small project

NoviCap | Barcelona, Spain | Takehome exercise & discussion on-site

Novoda | London, UK; Liverpool, UK; Berlin, Germany; Barcelona, Spain; Remote | 2 x Pairing sessions & conversational interviews (public repo)

Novus Partners | New York, NY | Take-home exercise & on-site exercises (choice of laptop or whiteboard)

Nozbe | Remote | Take-home exercise & interview with the team

npm, Inc | Oakland, CA / Remote | No technical challenges. Just interview conversations.

Nubank | São Paulo, BR | Phone conversation, take-home exercise, code walkthrough, on-site code pairing.

numberly | Paris, France | Series of interviews, that go over technical background, past experiences and cultural knowledge

numer.ai | San Francisco, CA

Nutshell | Ann Arbor, MI, US | Email screen / take-home programming exercise (public repo)

Nyon | Amsterdam, The Netherlands | 1. Skype (or real life) interview 2. Take home exercise (3-4 hours) 3. Meet entire team and pair programming sessions

O'Reilly Media | Sebastopol, CA; Boston, MA; Remote | Phone conversation, take-home exercise or pair programming session, team interview, all via Google Hangout

Oak Street Health | Chicago, IL / Remote | Casual but semi-technical initial phone screen. One hour video call consisting of in depth technical discussion with lead developers followed by one hour of discussion with the product team

Object Partners, Inc. | Minneapolis, MN; Omaha, NE | Phone interview to gauge mutual interest, followed by a slightly more in-depth technical round-table interview

Objective, Inc. | Salt Lake City, UT | Take-home programming exercise, then onsite friendly chat with team

OCTO Technology | Paris, France | HR interview to go over your experiences and cultural knowledge. Then more or less informal discussion with two future team members about architecture design, agile practices, take-home project, pair programming...

Octopus Energy | London, UK; Sydney, Australia; Remote | Take-home exercise and phone or on-site interview/discussion with potential team

Olist | Curitiba, Brazil | Take-home project and remote or on-site interviews

Omada Health | San Francisco, CA | Take home exercise and/or pair programming session.

OneMain Financial | Chicago, IL; Remote | Take-home exercise and on-site interview/discussion with potential team

OneSignal | San Mateo, CA | Intro call with recruiting, second conversation with OneSignal engineer, onsite pairing via screenshare

Onfido | London, UK; Lisbon, Portugal | Take-home exercise and on-site interview/discussion with potential team

Ontame.io | Copenhagen, Denmark | Take home exercise and specific role discussion

Opbeat | Copenhagen, Denmark | Pairing on a real-world problem

Openmind | Monza, Italy | On-site interviews

Optoro | Washington, DC | Take home exercise. Review your code onsite.

Ori| London, UK | Phone interview and a takehome project, followed by a two hour meeting with the team

Ostmodern | London, UK | Take-home exercise & discussion on-site

Outbrain | Netanya, Israel | Take-home exercise & discussion

Outlandish | London, UK | Take-home exercise, real-world pair programming session, friendly chat with team

Outlook iOS & Android | San Francisco, CA / New York, NY | Take-home project & online / onsite discussion

The Nerdery | Minneapolis, MN; Chicago, IL; Phoenix, AZ; Kansas City, KS | Take-home exercise

The Outline | New York, NY | Take-home exercise

18F | Remote; Washington, DC; New York, NY; Chicago, IL; San Francisco, CA | take-home coding exercise (2-4 hours), technical and values-match interviews over video chat

21st Real Estate | Berlin, Germany | Phone call for quick personal introduction followed by Video call interview. Finally, a pair-programming session on-site.

3D Hubs | Amsterdam, The Netherlands | Take-home code challenge from our product's domain followed by discussion remote/on-site, sometimes do an additional on-site pair programming session.

47 Degrees | Remote; Seattle, WA; Madrid, ESP; Cadiz, ESP; London, UK | Questions related to implementation of specific projects using popular functional programming libraries and techniques and a discussion about the tradeoffs. Discussion of past open-source projects/contributions and future open-source goals. Note: This company looks for people who have modern functional programming experience in Haskell, Scala, Swift, or Kotlin and it looks for people who have existing open-source contributions in those fields so the roles can be a bit self-selecting.

4Degrees | Chicago, Illinois | Collaborative pair-programming exercise done through video chat that's representative of the responsibilities of the job then a take-home programming task.

500friends | San Francisco, CA; Remote | Take home challenge followed by onsite expansion of the submission and high level discussions (design exercise or overview of past projects)

500Tech | Tel Aviv, Israel | Pair programming on a laptop in working env

8th Light | Chicago, IL; London, UK; Los Angeles, CA; New York, NY | Take home code challenge, discussion, pair programming session

Yhat | Brooklyn, NY | Demo something cool you built and walk us thru the code + design decisions

YLD | London, UK; Lisbon, PT; Porto, PT & Remote | Take home-code challenge, pair-programming session and discussion about past experience

Yodas | Binyamina, Israel | Coding tasks over github repository

YouGov | Remote; San Francisco, CA; London, UK; Warsaw, Poland; Mumbai, India; Hong Kong, Hong Kong | Coding exercise sometimes over github repository, at least 1 interview with a developer and a lead, no live coding.

Yoyo Wallet | London, UK | Take home code challenge, discussion of the code challenge, and general, high level questions

YunoJuno | London, UK | Code challenge based on a realistic feature request on a real open-source package created and used at YunoJuno; phone/video interview with members of the Product team to explore technical background, experiences, interests, cultural fit; on-site interview, usually with Product Manager and CTO

ZAP Group | São Paulo, Brazil | Takehome exercise, series of real-world interviews with engineers, HR, engineering managers and product managers on site.

Zapier | Remote | Recruiter interview, take-home project, code review of the take-home project, technical discussions with hiring manager and engineers from the team, values interview.

Zencargo | London, UK | Initial interview with CTO, covering professional experience interests and expectations, followed by one technical interview focused on fundamentals and familiarity with best practices. A further short chat with co-founders to get to know each other - - either onsite or remote.

Zenefits (UI Team) | San Francisco, CA | One technical phone screen focused on JS fundamentals and/or one timeboxed take-home challenge. The onsite is a series of interviews designed to test your understanding of JS, HTML/CSS, design, etc.

Zerodha | Bengaluru, India | Technical call at the beginning and one take home programming task.

Zweitag | Münster, Germany & Remote | Get-to-know call, take-home task representative to our problems, mentoring throughout the process, on-site pairing and discussion, talks for aligning expectations

Zype | New York, NY & Remote | Skype/Video call with VP of Product and a take-home challenge.

# data[].attributes.attachment_link.description
A list of companies (or teams) that don't do "whiteboard" interviews. "Whiteboards" is used as a metaphor, and is a symbol for the kinds of CS trivia questions that are associated with bad interview practices. Whiteboards are not bad - CS trivia questions are. Using sites like HackerRank/LeetCode probably fall into a similar category.

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My Interview Expereiences by Anna Simoroshka

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My Interview Expereiences by Anna Simoroshka

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Every interview process is different and often it is difficult to imagine what one can expect, especially if you are a beginner or generally don't go through interviews very often. I decided to share my experiences with technical interviews.

All of the interviews except the first one happened in Finland.

A talk over a cup of coffee.

I told a few things I was doing in uni and got a part-time job without a contract. Shortest and easiest interview, the worst job which drove me out of the industry for years.

Whiteboard interview.

This one was for a summer internship at a university. I was asked about a few simple algorithms and I had to come up with some data structure for the base of the future project (building animations in javascript).

Paper programming.

It is almost like a whiteboard interview but messier. I was asked to write a function to calculate Fibonacci numbers and that was it for this part.

Home tasks.

I was going to be a graduate with little experience and a desperate need for a job, so I gladly took every opportunity to show I have some skills. I got my first full-time dev contract this way.

The best thing is when you get good feedback on your work. The worst is when the feedback is simply "you are too junior" or "your code quality is below our standards". Or even simple "sorry, but we decided not to continue with the process". I understand it might be taking some time to write feedback, but so does the homework (and a lot more).

Technical discussions.

Usually, all technical interviews have this in one way or another but sometimes it is just that and nothing else. No tasks and problem solving questions.

This type, if you are a junior, can be a bit stressful. I was bombarded with all kinds of questions from different areas, to probe my knowledge. It is easy to lose confidence in yourself when you answer "I don't know" too many times. It is nicer when you actually know some things well and have at least heard about many other things.

One, recent, was a bit weird. Most of the time I was listening about their system and asking questions about it. No one tried to specifically test my knowledge of anything.

Code challenges / pair programming.

This is the most challenging but also the most fun, in my opinion. I had this type of tech interview twice, but in the same company. I had to write code in a shared environment with some scaffolding for the task and tests needed to be passed while thinking out loud and asking questions if necessary. Tip: it is much better to bring your own laptop to avoid additional stress because of unfamiliar layout/OS.

I failed the first one because of little experience with modern javascript and also because I was very nervous and uncomfortable with this format. Thinking out loud is tough if your head is full of doubts of yourself and you have no idea where the curly braces are hiding.

The second one went a lot better even if the tasks I was given were a bit harder. I knew what to expect and did not feel like I must be perfect on every step of solving the problem. Console-logging is okay.

Showing your own code.

I asked for some advice about this in a recent post. For some reason, I expected scrutiny and going through most of the project (at least structure and tech stack) but ended up showing one component and one test suit, and one part of the backend. It was nice because I could show my latest code which was better than the rest of the app. :D

Doing a code review.

This one was the most fun and my favorite so far! I was left alone with some really bad javascript code for 10 minutes. After that, I told everything I thought was wrong with it.

I think this is a lot better than a "code on demand with somebody over your shoulder" way of testing a potential candidate. Also, less stressful because of the perceived role switch: now you are the one who evaluates somebody else.

What about you?

Which are your most and least favorite tech interviews of those you had?

# data[].attributes.attachment_link.description
Every interview process is different and often it is difficult to imagine what one can expect, especially if you are a beginner or generally don't go through interviews very often. I decided to share my experiences with technical interviews. All of the interviews except the first one happened in Finland.

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Irish Computer Society: Women4IT Hiring Solutions

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Irish Computer Society: Women4IT Hiring Solutions

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Thu, 10 December 2020

17:00 – 18:00 GMT

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Women4IT could be the perfect match for your recruitment! Participate in our online seminar to learn more about the initiative.

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Interviewing:What i learned from doing 100 interviews with graduates by Padraig O'Brien

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Interviewing:What i learned from doing 100 interviews with graduates by Padraig O'Brien