Big announcement! Along with Gayle McDowell , Mike Mroczka, and Nil Mamano, I’ve written the official sequel to Cracking the Coding Interview—the bible of interview prep. The sequel is called Beyond Cracking the Coding Interview, and you can pre-order as of today: https://lnkd.in/gbgU-Wgf I always wanted to write a book on technical interviewing, and this is it. Our goal was to go beyond the original and teach people to THINK rather than memorize. Grinding and memorizing isn't the way in this shitty market (though in fairness it never was the way). The chapters I’ve written are about job searches but also about how to navigate a broken process. So many people opt out of a huge swath of companies because they hate technical interviews. It doesn't have to be that way. Job search material includes how to negotiate and not screw it up, how to make your offers come in at the same time, email templates that will get you in the door even if you don't know anyone, how to deal with recruiters, how to not suck at behavioral interviews, and a lot of other practical advice. On the technical side, we introduce at least 13 new topics (including sliding windows, prefix arrays, and rolling hashes). I say “at least" bc we're still writing, and it'll probably be more like 20. We also have 150 new problems. Each problem includes step-by-step walkthroughs, and we’ll give you problem-specific triggers and five problem-solving boosters to help you get unstuck. And of course we’ve partnered with interviewing.io and pulled data from over 100K FAANG mock interviews to support the advice in the book. You also get access to a bunch of never-before-seen interview replays. Finally, pre-orders and purchases get a $50 discount on interviewing.io. The book is $45, so it's not a bad deal. Pre-orders also get a sneak peek at two chapters. The actual book will be out in Jan 2025. If you read it, let me know what you think!
interviewing.io
软件开发
San Francisco,California 3,474 位关注者
Practice technical interviewing with engineers from top companies
关于我们
interviewing.io lets software engineers practice technical interviewing anonymously and land great jobs in the process. Become awesome at technical interviews, get fast-tracked at amazing companies, and find your next job, all in one place.
- 网站
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https://interviewing.io
interviewing.io的外部链接
- 所属行业
- 软件开发
- 规模
- 2-10 人
- 总部
- San Francisco,California
- 类型
- 私人持股
产品
interviewing.io
视频面试软件
Resumes suck. We track how candidates do in live, rigorous technical interviews and get you the best performers.
地点
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主要
755 Tennessee St #11
US,California,San Francisco,94107
interviewing.io员工
动态
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We looked at ~700 data points to figure out the relationship between LeetCoding & interview performance. Is it all about grinding on hundreds of medium-difficulty questions, or is there more to it? Do contests matter? Here’s what we learned. https://lnkd.in/gv6dWJvC
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There are lots of ways to get into companies, but not all of them are in your control (e.g. recruiters contacting you). Contacting hiring managers directly (when done right) is the channel that maximizes on both effectiveness and control. Here’s how to do it right and actually get responses. https://lnkd.in/gBxSdcct
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We surveyed ~500 of our users about how they're getting in the door at companies in today's hard climate. Warm referrals are still best. Agency recruiters are the worst. What's in between may surprise you. https://lnkd.in/gAkPKRrs
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Take-homes suck because they don't value candidate time. But they could be really good. After all, the best way to gauge someone's ability to do the work is to... have them do the work. Here's how to make candidates not hate them. https://lnkd.in/gxWNaSzH
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By popular demand, our dedicated coaching sale is back. Between now & May 29th, get up to $700 off on dedicated coaching packages. This is the best interview prep $$ you'll ever spend. Get paired with a mentor who's made hiring decisions at the exact company you're targeting. https://lnkd.in/gtd-QYVa
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In some high-stakes settings, decisions come down to a single gatekeeper with limited information. Recruiting is one area where we see this play out. A recruiter (the gatekeeper) has limited information (often a resume or #LinkedIn profile) and limited time to determine if a candidate will be interviewed. How does this shake out for recruiters and candidates? Results from our study with interviewing.io are striking: ?? Recruiters were only slightly better than a coin flip at predicting candidates' interview performance. ? Recruiters frequently disagreed when they evaluated the same candidates (by an average of 41 percentage points) ?? Recruiters favored experience from a FAANG or FAANG-adjacent tech company ? 15 additional seconds reviewing a resume was associated with a 34% increase in prediction accuracy ?? Off-the-shelf machine-learning models outperformed human recruiters at predicting candidate success On both sides of the recruiting equation, our findings might feel discouraging. Aline Lerner, our research partner on this study and CEO of interviewing.io, shares advices for candidates and recruiters. More broadly, the results reinforce a theme across our lab's projects: building, testing, and scaling fair screening algorithms to improve decision-making outcomes and reduce bias. Full blog post: https://lnkd.in/giJi9GKj Research team: Peter Bergman, Tushar Kundu, Kadeem Noray #research #data #TA #recruiting #engineers
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We ran a study with Learning Collider where we asked recruiters to make judgments about resumes. Then we compared to how those engineers performed in technical interviews. There’s a lot to unpack in the results, but the TL;DR is that recruiters are only a bit better than a coin flip.
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Bloomberg recently published an article saying?ChatGPT has racial bias when evaluating resumes. We re-ran their numbers and saw that they didn't do statistical significance testing. In other words, there's actually no racial bias. However, ChatGPT has another kind of bias -- against candidates from non-traditional backgrounds. https://lnkd.in/g9yCmNCw