Cracking the Coding Interview, 5th Edition - 150 Programming Questions and Solutions by Gayle Laakmann McDowell

Bibliographic Information:
Title: Cracking the Coding Interview, 5th Edition - 150 Programming Questions and Solutions
Editor: Gayle Laakmann McDowell
Edition: 5th
Publisher: Unknown Publisher
Length: 510 pages
Size: 57.5 MB
Language: English

Most companies conduct their interviews in very similar ways. We will offer an overview of how companies interview and what they're looking for. This information should guide your interview preparation and your reactions during and after the interview. Once you are selected for an interview, you usually go through a screening interview. This is typically conducted over the phone. College candidates who attend top schools may have these interviews in-person.

Don't let the name fool you; the "screening" interview often involves coding and algorithms questions, and the bar can be just as high as it is for in-person interviews. If you're unsure whether or not the interview will be technical, ask your recruiting coordinator what position your interviewer holds. An engineer will usually perform a technical interview. Many companies have taken advantage of online synchronized document editors, but others will expect you to write code on paper and read it back over the phone. Some interviewers may even give you "homework" to solve after you hang up the phone or just ask you to email them the code you wrote.

You typically do one or two screening interviewers before being brought on-site. In an on-site interview round, you usually have 4 to 6 in-person interviews. One of these will be over lunch.The lunch interview is usually not technical, and the interviewer may not even submit feedback. This is a good person to discuss your interests with and to ask about the company culture. Your other interviews will be mostly technical and will involve a combination of coding and algorithm questions. You should also expect some questions about your resume.

Afterwards, the interviewers meet to discuss your performance and/or submit written feedback. At most companies, your recruiter should respond to you within a week with an update on your status.

If you have waited more than a week, you should follow up with your recruiter. If your recruiter does not respond, this does nof mean that you are rejected (at least not at any major tech company, and almost any other company). Let me repeat that again: not responding indicates nothing about your status. The intention is that all recruiters should tell candidates once a final decision is made.

Delays can and do happen. Follow up with your recruiter if you expect a delay, but be respectful when you do. Recruiters are just like you. They get busy and forgetful too.

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