5 killer questions software engineers should ask on a job interview
Ultimate Software interview details: interview questions and Interviews for Top Jobs at Ultimate Software .. had a technical interview, basic Object Oriented Programming related questions, software testing interview, and a general questions interview. They also gave me a tour of their facility, which was alright. 5 killer questions software engineers should ask on their next job interview meshed so well with the team —sometimes even for that one special person they met with," 4 functional programming advances redefining app dev for the cloud. It was described as a "meet and greet," but it was really an interview. Not that it was all that hard, but I'd come prepared for an interview no.
Getting through interviews I only bombed one of the first interviews on Angular, where I built something that had some bugs in it. I learned from that, and got better. I met a senior engineer at a coffee-and-code, and he recruited me to interview at his company.
I went through three rounds including a nerve-racking whiteboard coding interview. They called me and said they wanted to hire me, but were waiting for the right position. A developer I met through our local Free Code Camp group offered to interview me at his amazingly awesome company, and put in a really good word for me. I had various other interviews, and got to meet tons of other developers. Along the way, I started to slowly gain confidence in what I could do as a developer — especially after a super awesome programmer said he liked the way I code.
8 skills programmers must master before a technical interview
Seriously, that made me really excited. When I started up our local Free Code Camp chapter here, I had no idea that I would get messages and e-mails from various people because of it. A lot of people seem impressed that I want to help other people learn how to code. I feels great to be involved with the local chapter and I am hoping to grow it and make the events gradually better. I have also had the opportunity to pair program and receive mentorship from people I met at events. Now when I have a question, or get stuck on something, I know so many people whom I can reach out to for help.
Events have helped me learn a ton about current trends in coding and technology. Others measure them by results, such as the number of rollbacks their code required due to defects or the number of projects their group completed on time and on budget.
How going to coding events helped me get an awesome job
Yottaa, for example, is "a very sales-driven company and very metrics-driven," he says. Yottaa assesses developers on measures such as whether or not the company can sell, renew, and grow opportunities with the software an engineer delivers and if a software engineer is able to keep up with changing needs of the business.
These measurements may sound more exciting, but they're also more difficult to quantify than hours worked or code commits. Find out which yardstick an employer uses and decide whether you're comfortable with it. What's the growth plan?
Tonya Shtarkman, lead technical recruiter at Riviera Partners, a San Francisco-based recruiting firm, says many software engineers feel "they have hit a ceiling within their current company and want to make a stronger impact, whether the engineer wants to climb the corporate ladder or stay close to the code as an individual contributor.
Many software engineers want an employer that will expose them to the latest, greatest technology tools so they can stay current. But Bonmassar warns that "it's usually a bad sign" when a company insists on an extremely specific skill set—requirements can change quickly and the company may start looking for someone to replace you in three months.
A better long-term fit, he says, may be a company looking for "someone who is smart without necessarily knowing every detail of the tools and technology" they need right now.
He also recommends asking how much outside hiring a company plans to do versus promoting internally. The answer says a lot about your growth path as the organization grows. The goal is to make sure that the candidates that do make it to the next step are not wasting their time or yours. So don't be shy about sticking to your guns and ending the call early if there are too many warning flags.
Give them an audition project.Interview with a Back End Programmer
So the candidate breezed through the hello world programming tests, has an amazing portfolio, is an excellent cultural fit, and also passed the phone screen with flying colors. Time to get them in for a face-to-face interview, right?
Not so fast there cowboy! I've seen candidates nail all of the above, join the company, and utterly fail to Get Things Done. Have I mentioned that hiring programmers is hard? If you want to determine beyond the shadow of a doubt if someone's going to be a great hire, give them an audition project. I'm not talking about a generic, abstract programming problem, I'm talking about a real world, honest-to-God unit of work that you need done right now today on your actual product.
Something you would give to a current employee, if they weren't all busy, y'know, doing other stuff. This should be a regular consulting gig with an hourly rate, and a clearly defined project mission statement.
Select a small project that can ideally be done in a few days, maybe at most a week or two. Either the candidate can come in to the office, or they can work remotely. I know not every business has these bite-sized units of work that they can slice off for someone outside the company — but trying desperately to make it inside the company — to take on. I'd argue that if you can't think of any way to make an audition mini-project work for a strong hiring candidate, perhaps you're not structuring the work properly for your existing employees, either.
If the audition project is a success, fantastic — you now have a highly qualified candidate that can provably Get Things Done, and you've accomplished something that needed doing. To date, I have never seen a candidate who passes the audition project fail to work out. I weigh performance on the audition project heavily; it's as close as you can get to actually working the job without being hired.
And if the audition project doesn't work out, well, consider the cost of this little consulting gig a cheap exit fee compared to an extensive interview process with 4 or 5 other people at your company. Worst case, you can pass off the audition project to the next strong candidate. A probationary period of conditional employment can also work, and is conceptually quite similar. You could hire with a week review "go or no go" decision everyone agrees to in advance. Get in a room with us and pitch.
Finally, you should meet candidates face-to-face at some point. I'm far from an expert on in person interviews, but I don't like interview puzzle questionsto put it mildly.