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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Replying to @danluu
My favorite bogus recruiter screen question was "order the these operations by latency". Answer on sheet was 20 years out of date.
7 replies 86 retweets 203 likes -
Replying to @danluu
We got the question fixed, but our recruiters had been filtering for the literal opposite of what we wanted for years. The opposite. Years.
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Replying to @danluu
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.
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Replying to @danluu
The HN comments have Google employees who claim it's implausible this ever happened to anyone, along with employee who says it's common.
6 replies 6 retweets 61 likes -
Replying to @danluu
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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Replying to @danluu
BTW, policy mandated gdocs for phone screens. Code editors like coderpad, stypi, etc., weren't allowed. I wonder if that's changed.
7 replies 7 retweets 35 likes -
Replying to @danluu
On the bright side, at least it's better than the Amazon intake process! https://rajk.me/amazon-interview-experience/ …pic.twitter.com/7feWbU9w86
9 replies 35 retweets 112 likes -
Replying to @danluu
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
9 replies 36 retweets 79 likes
Hard to imagine taking a job at a company that acts this way.
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