number of people in the world
/ average number people per piano
* average number of times a piano is tuned per year
* average amount of hours to tune a piano
/ average number of hours a piano tuner works per day
/ average number of days a piano tuner works per year
So in terms of units, the flow is: people
-> pianos
-> piano tunings per year
-> hours spent tuning pianos per year
-> workdays spent tuning pianos per year
-> piano tuners
This is all very similar to dimensional analysis most people will learn in a highschool science class.Just to plug in some random numbers, let's pick 7 billion people, 100 people per piano, 0.3 tunings per year, 1 hour to tune a piano, 3 hours of tuning per day and 100 days per year(I imagine it's part-time for most piano tuners...). We arrive at:
7,000,000,000 / 100 * 0.3 * 1 / 3 / 100 == 70,000
And, for what it's worth, at least in my field, we do these sorts of ballpark estimations all the time to determine feasibility of systems.I've never had one of these in an interview setting, but I imagine the important thing is to demonstrate the line of reasoning rather than actually arriving at a concrete number.
Might seem weird but it is massively useful. Having an educated estimate that is _only_ out by an order of magnitude is a massive improvement over wild-ass guesses that are 4-5 orders of magnitude off -- especially in systems design where over- or under-provisioning leads to millions wasted in effort.
BI had an article about it as recently as 2015. https://www.businessinsider.com/google-brain-teaser-intervie...
Depending on your applicant pool, that might be correlated with a protected class, like race, gender, or national origin.
I will say that out of my loop, there were only 2 interviewers that came across as intentionally mean, the rest were genuinely wanting to see how I solved problems and understand what my thought process was, which is what most interviewers should be attempting to assess.
The intentionally mean ones need to be culled from your interviewer pool though. Does it really do a service to Google or to the candidate to stump them, and also humiliate them for not knowing the answer you were hoping to get from them? There are ways to make a candidate feel good about failing an interview despite not making the hiring bar.
And remember, these candidates are still your customers, and human beings. They will remember how they were treated.