Interview

Today’s article is going to be a bit different. I recently interviewed with a company and had such a bad experience that I really wanted to talk about it. But, I wanted to let some time pass so that my emotions do not cloud my writing. Fortunately, the company in question gave me the chance to provide some anonymous feedback on the interview process. Unfortunately, they don’t quite realize that anonymity is difficult to get right, and that nobody else in the world gets to read and learn from the feedback. So I’m posting it here. I’m not posting it on Glassdoor because I want to own my content, not relinquish it to a third-party or play the name-and-shame game. ...

Recently I was approached by an internal recruiter looking for someone who dabbles in Cloud, software development, infrastructure and security (so-called “Cloud DevSecOps”). The initial conversations went extremely well and I was moved onto the next stage where I was told my AWS skills would be “assessed.” The Setup To my surprise, the assessment meant that I would be given a take-home test, which is an odd way to test someone’s Cloud security skillset. After all, what could they do, grant me access to their AWS account and start racking up charges as I harden the system? All I was given in the preparatory materials was the idea that I would be integrating a third-party SSO provider into a Web application. Okay, this sounds oddly vague but, in a way, it may have a bit to do with Cloud Security. I set aside what limited free time I have these days and submitted a form that informs me that the test will begin and a timer will start. ...

Recently, I was speaking with a company about opportunities they have. It’s a regular, casual affair that I do every so often. It keeps me grounded about what the job market is like, and allows me to see if there are other opportunities out there (because if you never look, opportunities never exist). At the end of the day, I like to help people solve problems because it makes me feel valued. ...

I’ll state my bias up front: I do not like interview take-home projects. I do not like them, Sam I am. They are exploitative, they lack any ability to show realistic software development, and they shift the cost from the employer to the candidate. Recently I interviewed at a friend’s startup. I went through 2 phone screens and everything was going well. It was the kind of interviewing that I like, where the process is treated as a discussion. Then I was asked if I would mind doing a small project for them. Instead of giving a resounding “yes”, I said “maybe, what kind of project” as a terrible way of weaseling out of me saying no 1. It’s hard being put on the spot during an interview. Honestly, I should have had the guts to say no, but we don’t all act ourselves when in these situations (interviews are already an unnatural setting). I was told the project was intended to take “1 day” to implement and the assignment details were emailed to me a few hours after the phone screen. ...

I just completed a set of interviews with a company for a technical lead position 1. At the last interview I got a bit quiet at the end which I explained to the interviewer was because my brain has now spun up and I’m starting to think about ways to fix some inefficiencies I heard about in the previous interviews. In each interview I made notes along the way about how I’d fix the issues, and I feel it is a tragedy to not allow part or all of this information to be used by someone 2. ...

I’d like to play a little game with myself and enumerate each common interview question that I’ve received over the past few years. By writing these questions and answers down, it affords me two things: (1) to have the time to think about an answer instead of quickly blurting out something half-baked while having interviewers stare at me, and (2) to say the things in a manner that is not always available in the interview setting. ...

The phrase “Don’t call us, we’ll call you” is an old saying that stems from the theatre industry in regard to auditioners facing rejection. I’m going to co-opt this phrase and twist it a bit into how companies that interview candidates hold all the cards and act in a manner consistent with information asymmetry. I recently interviewed for a senior managerial position doing something akin to DevOps for a startup. I asked a number of questions about the type of work and such, very technical and job-specific in nature. I then asked about some things that appeared in the job description (see section “Job Description”). The interviewer (who was new to the company herself) said that she didn’t know the answer and that I should forward the questions to the in-house recruiter with whom I spoke with earlier. It seemed like a totally reasonable response, so I whipped up an email later that night and sent it off the recruiter. ...

I mentor Computer Science students at my alma mater and one of them recently asked me if I could provide some tips about interviewing. It is a question that comes up repeatedly, so I finally wrote it all down and I’m sharing it here so that others can learn. I gathered these tips from interviewing on both sides of the table (or phone connection) numerous times, some ending well and others not so much. Enjoy! ...