We lost candidates due to recruiter screens like this when I was at Google. Not sure why they persist in doing them http://www.gwan.com/blog/20160405.html …
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Whenever I hear "we can't lower the bar" I find at least one laughable filter in the process; often the literal opposite of what they want.
The HN comments have Google employees who claim it's implausible this ever happened to anyone, along with employee who says it's common.
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Plus many people who claim similar experiences. Funny how often "works for me" turns into "couldn't possibly have not worked for anyone".
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BTW, policy mandated gdocs for phone screens. Code editors like coderpad, stypi, etc., weren't allowed. I wonder if that's changed.
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On the bright side, at least it's better than the Amazon intake process! https://rajk.me/amazon-interview-experience/ …pic.twitter.com/7feWbU9w86
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Round 2. In round 3, you join a replication of the Milgram obedience experiment. J/k, R3 is the job; it only looks like a Milgram experimentpic.twitter.com/tAhg6zIPzZ
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This is what happens when I refer someone to Microsoft without also forwarding them to a specific hiring manager http://moderndescartes.com/essays/my_ml_path …pic.twitter.com/cY0M5cv7Wm
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Maybe they'd be more trusting of it if you phrased it like "Perhaps you're a non-consensus node having partition tolerance issues?"
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@garybernhardt It's weird in group psychology to believe not having personally experienced a thing means it happens to nobody.Thanks. Twitter will use this to make your timeline better. UndoUndo
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The only one that seems implausible to me is the Quicksort one.
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I was used to similar SNAFUs at small startups quite regularly. Never worked somewhere as big as Google, though.
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