Because contrary to the narrative, there is no shortage of developers, there is in fact a glut so companies can not only afford to be choosy, they actually need to filter early to keep volume of applicants manageable. At least that is my interpretation of the evidence, I am curious if there is another explanation.

I can remember when there really was a shortage of developers, the dotcom boom. Companies couldn’t shove people in the door fast enough, an interview was a quick chat followed by “when can you start?”. Today it’s nothing like that. In a genuine shortage there is no ageism etc either, noone can afford it.

I agree with your point but I think it should be clarified. There is probably not a theoretical shortage of people who can be called "software developers" compared to the number of jobs available. But I find that shortages are relative. Companies make their own bars for who they're willing to hire, and how far above or below a given baseline level of competency they'd like to target.

Not all software developers with that title can be software developers at any given company. This is not just because they don't know the underlying theory or because they don't know "real" engineering. So it's much harder to discern if there's actually a shortage, because obviously not all jobs with the same title involve the same specialization or skill requirements.

I think that a more charitable interpretation is Google and other such companies use these interviewing practices because their ideation of a "software developer" is substantially different from the all-inclusive title. It's not just an arbitrary way to reduce the stack of resumes, it's an imperfect proxy for their actual criteria.

I believe things were quite similar in India during the dotcom bubble. Candidates were asked to do some addition programs, hir d immidietely, and within weeks their H1B was sponsored.

But an engineer who can't reason about DAG, topological sorting, etc, could easily ruin an otherwise elegant architecture :)

Maybe not. Wouldn't you prefer a candidate who did prep work before an interview rather that one who chose to wing it?

Somebody might not be able to write on a white board, during an interview a topological sort or find-a-union (https://www.hackerearth.com/practice/notes/disjoint-set-unio... ).

But does it mean that they will ruin 'elegant architecture'? (compared to somebody who passed the topologica sort exam)?

Also, wouldn't an architecture that imposes compile time constraints, good documentation and test cases -- on the usage of its most elegant pieces, be more 'elegant' than the one, that could be easily 'ruined' but somebody who does cannot write out a 'topological sort' during an interview?

I observed 3 characteristics that they had. (not that I was thinking about this before, but since you posed the question...)

1) They lacked ability to leverage others people work.

(and with that, they lacked the ability to quickly review/search/understand available corpus of knowledge )

2) they were not afraid of complexity in coding, but they seem not be able to 'conceptualize a problem' at level higher than code and technical data structures So that produced very complicate/fragile system.

That, I would call too 'literal' in interpreting the immediate business needs. Normally business needs/requiremetns are observeable gaps in some existing process, or in a high level intent. And as such -- these requirements are not 'designed'. So literally interpreting them causes the solutiosn to be short-term, that look like small 'projects', rather than products.

Specifically, they were not able to design with 'composability' in mind. Where the flexibility did not just come from 'millions of configurable attributes', but instead would come from composing working, well defined pieces - together (at the level of data models & UIs, associated with each composable element, not just code).

3) When analyzing performance problems -- they tended to solve them by optimizing details, and not looking at problem statement itself.

In other words, in my experience -- there is rather huge difference between being able to 'find solutions' from existing corpus of knowledge -- vs -- 'being quick on ones feet' so to speak, and being able to code on white board, data structure algorithms on the interview.

I normally look for people who can construct& compose from existing pieces (that includes not just code, but also articles, research papers, analogies from solutions in other domains, etc).

So I tend to look for folks who demonstrate that they can parse large corpus of knowledge, learn quickly, and reason pragmatically.

Of course, as the person describes their experience -- I tend to look for clues on what they concentrated on, what they found difficult/easy, how they leverage other's people work and why. Did they contribute to open source/etc.

I am not sure if being able to write a topological sort on an interview, automatically precludes a person from being able to reason about composable abstractions. But I just saw folks who do well on these types of interviews, but then not be able to 'increase the average of my teams', that consisted of folks who could not write those things at the interview.

Either they do consider it important to the role, or they are trying to select for young CS grads, or they just haven't tried to do any better in their hiring process, or they don't know how.

Most of the time I don’t care if they get the optimal algorithm, rather the can think through something and know where problems might be.

Might not be how/why the “others” use that question, but its worked well for me.

Some companies prefer to hire people who can write software.

1) has requisite base level of knowledge, 2) shows humility/knows own limits, 3) has an ability to explain complex ideas simply, 4) demonstrates an innate curiosity and 5) can work through problems methodically

I didn't get the job, but I had to assume this was something that senior designer was into--something they cared about, something they used, a skill they wanted to manage, a subject they wanted to discuss.

User ItsMe000001 says he was asked about a 'right join', choked during the interview, was still hired, and later became the go to guy for writing queries.

If a question is in the interview, it's relevant to someone in some way unless it's a psychological mind-frack test.

So the question would be, Who was also hired, and later had their head flipped?

Today I was asked a question about inheritance and references within a constructor, in which the answer was an either/or for the parent or child class.

I threw up my hands and deliberately said "I dunno parent, no wait! Child!" because honestly who cares, when you can figure something like that out without even googling for it.

A question like that is like asking someone what might they expect a Hello World! program to print.

Waste my time, and I waste yours right back. I could care less what you think about me.

Now from the interviewer's perspective, they don't know you're absolutely fed up with the culture of tech interviews. They can't see the full interiority of your thoughts. So they can't know why you're reacting like this, all they can see is your behavior. Keep in mind that you're most likely punishing an interviewer who has either been given a mandate for these questions or who doesn't know any better. From your perspective this could be a teachable moment or a way to showcase your thinking.

Even though that might have been a poor question to ask, doing what you did doesn't demonstrate that your time is important. It demonstrates you might have problems being professional and communicating effectively. It signals that you think your time is so important that you're willing to potentially burn an interview to spite someone asking you a question you feel is beneath you.

It's not a good look. Don't give people reasons to write you off.

Some interviewers get the fist. And that's just the way it goes.

If I'm supposed to play toady to this dog and pony show we're trying put on together, don't step in front of me with some condescending question, that we both know is cherry-picked trivia. You design questions to stump people, knock them off balance, introduce a choke, and project a facade of superiority, when we both know that's not fair play, and you expect something other than contempt?

I'm not reciting all the state capitals, every U.S. holiday on the calendar, and every county in the state of California for you. Try your luck with the next applicant.

You can't expect me to roll over as subordinate, when I'm looking right at you, and you and I both know that the canned question you just asked is total bullshit. Sorry, now I know you're a follower, not a leader, and I won't be led by you. Interview over.

And besides, do you really believe that passive aggression, as a personality trait, isn't a possibility, simply because it wasn't on display during that particular interview. Most smart people do have a passive aggressive mean streak, because it's a tactic, not a personality trait. It's in everyone's tool kit, and smart people use it in anger. If it gets used on you, especially when everyone in the room was trying to make a good first impression, maybe you did something to provoke that.

1. You are responding to these kinds of interviews as though the interviewers are malicious, self-aware of their biases and intentionally trying to personally offend you. But it's not personal and not all interviewers are trying to conspire like this. Consider that what you're feeling and perceiving may not be intended by the interviewers.

2. As a corollary, your relationship and responses to these interviewers are retributional and deconstructive instead of educational and constructive. You're writing off companies because their interviewers offend your sensibilities. But just as interviewers don't have enough information to know why you're reacting the way you are, you don't know if they're trying to be as demeaning as you feel they're being.

In other words, not all companies with suboptimal interviewing methods are shitty companies. Probably most are not! Given that, the way you're reacting isn't just a sensitivity to personal offense, it's getting in your own way professionally.

Don't forget, in this card game, you may be the dealer and the asymetric equation may be tipped in your favor, but play fair or some of the players might surprise you by throwing the game.

As "The Boss" you better not only know more, but also consider how put that on display. If you're actually in possession of gifted, multi-faceted intelligence, you won't need to read minds, so much as place yourselves in the shoes of the candidate, as you probe for awareness of facts, and exposure to subject matter.

It's often enough, to understand the conceptual interplay of known processes, before worrying about which color Teletubbie was the "funny" one.

that seems like a false dichotomy. you behave as cruel and abusive as you do because it's within you to behave that way.

Usually I challenge getting silly 'traverse this data structure' questions and want to hear what they expect to get out of it.

Side note: The correct expression is "I _couldn't_ care less"

I once had an interview for a very well-paid freelancer position in a large company and could not answer the question "What is a right join?". It's not like I don't know that stuff - I do, but it's strange: there are many things like that, I actually know them, but I have to look them up. I only need 5 seconds then I remember everything. But when asked out of the blue I'm clueless. I was hired - and I became the guy they asked when a large Oracle query had to be constructed to look something up in the DB. Today, right now, I again only have a fuzzy notion of "right join" and would have to look up the details. I happily remove stuff from working memory that I don't need - but one 5-10 seconds look at one of thousands of webpages describing joins is all it takes to have that knowledge back in my working memory.

There are many things that I could not answer when asked out of the blue in an interview, and yet I would claim "I know that stuff". It's not a contradiction. For the last couple of years I've been learning new things like crazy, thanks to edX and Coursera and years of time off work to recover my health. Over 60 (finished) courses thus far, many of them topics I never had anything to do with before (medical mostly). I happily shift knowledge in and out all the time, I noticed how impossible - and useless - it is to keep anything in working memory for long. I'm not sure I could name all cranial nerves right now, and I took several neuroscience courses, they were some of my favorites. Yet I would claim that I know the, I just need a quick glance at a page about cranial nerves and it would all come back.

I'm not a walking Wikipedia, and those kinds of interviews are only useful to test what someone had to deal with in the time just before the interview. Sure, it weeds out clueless people - and a lot of good ones.

What a lot of people commenting on the interview topic also ignore is again that brains don't work like computers: context matters - extremely. We have studies showing that people think differently depending on whether they walk, sit in a small room or a large room, with the exact same task. Being in an interview is not just "stressful" - it's a very specific situation. It cannot just be compared to other merely stressful situations. You can do very well under stress - but not under interview stress. Interviews are, for one, somewhat adversarial. People around you try to find your weaknesses, they will get rid of you if you leave the wrong impression. Later on the job when it becomes stressful people work with you instead, everybody as a team towards the same goal. Not to mention that finding a job is not exactly easy no matter how low the unemployment rate. The kind of stress of an interview compares to nothing in ones actual work.

After the neuroscience courses, here is extremely rough my mental model to explain learning (based on my own interpretation of what I learned, this wasn't part of the curriculum way too fuzzy for actual neuroscience):

It's not like computer (or paper) storage that you fill with "knowledge" and then it sits there ready to be used by "the CPU" (which the brain is not, the computer model to explain the brain is completely off).

Instead, it's like paths through wilderness created by things repeatedly walking the same routes. When you learn you create paths. Literally. Strengthening/weakening of existing connections but also creating and abandoning synaptic connections. But the paths don't encode the concrete knowledge! What in our (computer-centric) models are concrete individual items in the brain becomes the result of signals traveling all over, and a concept we consider one item is the result of waves of signals going all over many paths in the brain, and not just once but with loops.

So when you learn something you don't learn the concrete knowledge like a computer does: "Now it's in memory and in the original form immediately accessible". In the brain it's something else. What created the "tracks" is gone but the tracks are still there! You don't have the original item you learned available, you instead have the path that it created. What exactly that means is not quite clear, but obviously you know something. That something, however, is not a static item of knowledge, it's something dynamic! It becomes useful when you use it.

What you cannot expect is that you put in concrete knowledge and at any later point get the exact same thing out. That's what we have books and computer storage for, the brain does not work like that. Nor should it! We developed those external tools to extend our brains, why are we trying to let our brains be like our tools? Yes, brains are much less predictable. Even from person to person, giving them the exact same knowledge creates different paths in each person's already different brain, and what you get out after feeding them the same input is even more different. Since we have become obsessed with creating predictable results we prefer testing in a way that would work better for how you would test a computer system.

I think something pretty much always overlooked is this: The brain does not attempt to encode the concepts that we talk about (such as "house", "tree", "friendship", "database"). It is the opposite. Our language attempts to represent the inside of our brains, in an approximation that depends on the goal and the context. For maximum confusion we then created new stuff within that externalized language system - and then try to put it back into the brain. There is nothing solid about it, it's all very dynamic and fuzzy. I see communication between humans more like trying to synchronize different dynamic systems. "Fire and forget" (send information and expect it to be understood) only works when there was a lot of prior synchronization. That means when new people meet in a new context (for at least one of them, in an interview) it will go more smoothly if they all share the same base synchronization, the same background - but that may actually be by accident. Out of tune communication partners might actually get better results after they "synchronize their waves". The "tuning" also is not between two fixed systems, both keep changing.

What I look for in new people is not how they are currently tuned but their "tunability", especially "auto-tunability". That means I care more about how much they do on their own to find things out. When an employee does experiments on their own, finds things out that nobody asked them about, digs deep into a problem without waiting to be told to do so - to me that's far more valuable than any amount of static knowledge.