If you were to interview candidates for a programming job...

I need people who are passionate about work. I would hire a gamer no sooner than I would hire a 400 lb person. Gaming shows weakness to temptation in something other that work.

1. Can hold a conversation, especially something pertaining to tech or related tech hobbies
2. Isn't afraid to ask questions or talk to you during the technical part
3. Can at least explain their thinking/rationale clearly even if they get something wrong or can't solve a problem on the spot

>1 hour
Small time, the interview I took for my current job was 2 hours comprised of half hour segments. 1st was chatting, next 3 were 1 on 1s with engineers who asked technical questions.

It depends. Would you hire someone like Thomas frank from college info geek? The man talks about treating games as a reward, and he's very workaholic

>weakness to temptation in something other that work
Dunno, with that phrasing it sounds like you want a drone who doesn't do anything besides work and sleep

That is EXACTLY what I want (for an entry level programmer).

Not necessarily in order of importance:

* has an actual life outside of work. Doesn't need to be social, just gotta have interests, goals, hobbies, no need to be tech related
* knowledge of problem solving, e. g. Project Euler tier questions for them to solve
* side projects and tech related stuff, like what tools do they like, what things they want to learn and or do
* talk about the company and why do they believe they have something to add to the company
* ask about their own self perceived flaws and qualities

You want antisocial lifeless zombies?

You learn way more on the job than in school so my interview would focus on seeing what steps they take in learning something they didn't previously know. Are they the type to blindly copy paste from stack overflow or are they going to validate against documentation that what they are doing works the way they think it does? It'd be a hard interview to structure but learning ability is the most important skill in a new hire.

Programmers are a dime a dozen, I would be looking for soft skills.
>How well do you work with others?
>How would you interact with a client if...
>Are you a team player or do you prefer to work alone?
>Can you write a network connected fizzbuzz in assembly?
>A person on your team isn't doing their share of the work, what do you do?
>What do you do for fun? What are your hobbies?
>You don't have to answer this, but what type porn do you watch?

I'm looking for normal, well adjusted people. I can always teach them to program later. Loners and losers, much like bochi, are just going to cause more problems than any amount of skill they could possibly bring to the table.

Attached: 1535902781267.png (500x366, 121K)

how cute they would look in programming socks

>>You don't have to answer this, but what type porn do you watch?
wut

If someone spergs out then they're obviously socially retarded. If they pretend to only be into vanilla stuff, they're a lying pedophile.

Its important to see how they react to this question.

I genuinely don't know the proper reaction. Do I just leave that section blank or say "I'd prefer not to answer" or something?

That means you're hiding something.

what about vote watching porn? what about not getting sued for sexual harassment? It sounds like you are mentally a teenager if you think this is normal.

So you're supposed to write something slightly below vanilla, like anal or something? Is this a faketaxi type situation?

"I like muscular women and fat fat chicks"

As opposed to fat skinny chicks.

I would really only hire them if they're either a part of the LGBTQ+ community, a female, muslim, or a POC. White guys have been in power too long and now it's time for them to leave.

My glad tech companies like Google, FB Twitter, Instagram and IBM are starting to follow this idea. Hopefully more will also follow..

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Its a rather common question user. I've never not been asked this is any interview I've been to.

Well hurr of course i'm hiding something

>be hiring manager
>looking through resumes
>company uses automated filtering software that weeds out resumes without specific keywords
>then it prints the first 20 in random order and discards the rest
>this one seems to have gotten through even though it has no paid work experience on it
>all of his projects link to github.com
>follow link
>his avatar is a cartoon girl
>send template rejection email
>move on to next candidate

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if i get interviewed by a recruiter or human resources i will completely ignore that company

put me in front of other IT people or don't waste my time talking to clueless idiots

tl;dr recruiters can suck my dick

This is what I do. Good post.

>Programmers are a dime a dozen
good programmers are not.
i'm not here to be your friend.
you need me because you can't write code.
i can get a new job tomorrow, it'll take you a couple of weeks minimum to get a new programmer and another couple of weeks for him to adapt to your codebase.
acting like an entitled cunt is not a good move in your position.

>I'm looking for normal, well adjusted people. I can always teach them to program later

lol imagine how easily I could put you out of business just by hiring a few autistic sperglords who actually work and competing with whatever ridiculous product you think is going to get developed via watercooler chit-chat.

Enjoy explaining yourself to the board of directors.

i would ask about their experience with programming languages, looking to hear about C/C++, Java, or at the very least, Python, and then if i hear any of these languages mentioned, i would ask about the capacities in which they've accrued their experience, use of API's, including OpenGL or any SDK for any desktop interface (GNOME, Qt, Windows, or Mac), and try to ignore anything about games unless they were involved in particularly impressive projects.
in other words, i'd be looking for proficiency in standard material.
i want versatility, not specialists, i am not Adam Smith.

well yeah, when you interview with real software companies, you typically have anywhere from 3-5 of those 1 hr interviews with different people

experience with Android and iOS development would also be a plus

>great for diversity quota!
The fact that you work somewhere with a diversity quota, which is concerning in itself, is far less concerning then the fact that you are enthusiastically pursuing said diversity quota.

You should take a long hard look at yourself in the mirror, and consider the three letters on your keyboard.
letter K
letter Y
letter S

>After that, I just decide whether I like them and if I think they deserve it (kidding)
You're not kidding, this is what ever hiring manager does, Every Time.

The only time this doesn't happen is when fucking quotas have to be met and then you hire to meet the ideological demands of your corporation.

>talk about the company and why do they believe they have something to add to the company
What a shit question. Unless you're Google or some well known company, everyone's going to bullshit you here.

Based af and redpilled. If you actually behave like this you must slay pussy. I'm not being ironic, more code-monkeys should behave like you. As an industry you all get walked over by shits like me who have no degree, no skills, but I represent a business unit who you are coding for and I get to boss you around and lord over you like you are glorified serfs. (I don't actually do this, but other people in similar situations to me do).

I always thought coding would be cool, but I could never put up with shit like this.

>good programmers are not.
and you aren't one either.
>you need me because you can't write code
I can, but I've moved on from that life because it sucks.
>I can get a new job
but you haven't. And I'm already in the process of getting a new programmer, you not being up to standard doesn't bother me because I have a stack of 1000 other applicants.

sorry kiddo, maybe you're that good, but if you're that good you would be working at google or another large company that would pay you more than a medium sized company would offer.

>I could just hire a bunch of super smart autists!
confirmed for literally never working a programming job ever.

Yeah, super smart autist can put out some linux program nobody gives a fuck about, but any actual large scale project needs people who know how to interact with other people.

Nice larp

Keep thinking being a useless code monkey is an actual skill people want.
Once you leave college you'll realize nobody gives a shit about some dumbass who thinks that writing fizzbuzz in C is some elite programming task.

I don't know where you or your shitty company are but I it's an engineer's market where I live and can change jobs whenever I want.

>I-i switch jobs every day and its not stressful or annoying at all!
lol, good rp.

I guess you would want them to say they have no hobbies then, since otherwise they "gave into temptation".

What's a "Project Euler tier question"?

That's right. You know what people who hobbies do? They take a lot of vacation days and fake sick days to practice their hobbies. Gamers are the worst about this.

While I unironically understand what you're going for. People without a social life are usually depressed and have other issues. They're bad to work with because they're always miserable and are just going through the motions of life.

>>You don't have to answer this, but what type porn do you watch?
that's the question that always gets me

>Get an assistant to slowly wheel out pic related behind the applicant as I interview him.
>At the end of interview, say "Yes, very good Mr. user, very good. HOWEVER! *point to whiteboard* would you mind writing some code to derive the sum of the first three hundred and sixty fifth prime numbers?"

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Would Jow Forums hire trannies and women?

>A person on your team isn't doing their share of the work, what do you do?

Would the correct answer to this be "shoot them a stern email in which they are told to pull their thumb out"?

>what qualities would you look for
#1 Ability to get the job done. In this case, the ability to program. This cuts out about 99.5% of programming job applicants.

#2 Ability to communicate effectively. This goes for all jobs, not just programming. It cuts out about 75% of whatever remains after #1.

Pic related are some questions that I pick from to test candidates. Feel free to test yourself on these.

Attached: EntryLevelJobQuestions.png (4592x2292, 1.65M)

composites = set()
n = 2000
for i in range(2, n):
for j in range(2, n):
composites.add(i * j)
primes = set(range(n)).difference(composites)
print(sum(sorted(list(primes))[:366]))

The answer is 277051

Fug, this is wrong.

>[:366]
>"three hundred and sixty fifth"

There's no real answer, but I'd look for something like
>I confronted them about their behavior and attempted to steer them on the right path in a non-aggressive manner
>If this fails I would mush it up to management

The idea being that you as a person are going to take charge and attempt to do things informally, but be willing to let management and HR take over instead of letting them misbehave. Nobody wants a snitch, but we can't have people being useless either.

composites = set()
n = 365 ** 2
for i in range(2, n):
for j in range(2, n):
composites.add(i * j)
primes = set(range(n)).difference(composites)
print(sum(sorted(list(primes))[:365]))

This should work, although it will take ages.

- personable; I need to like working with this person
- cooperative
- troubleshooting skills
- ability to learn
- depending on the job required, relevant, reasonable experience with the tech (not "I used this once 3 years ago for a week, that makes me an expert" experience), and/or related experience that might be complementary to the team's skills

We generally have a series of interviews for values then one with the team in question for technical ability. Though there's no technical whiteboarding or anything like that. More just a general set of questions that you answer to the best of your ability. Open ended and not scripted which I like. Let's us get to know the candidate and if conversation doesn't flow well it'll be well apparent and save us from hiring someone that looks ok on paper but is terrible in-person.

ambitious people from low status families

Someone who knows how to code. He doesn't have to be creative, he doesn't even have to be a nice guy, as long as he is not a criminal.
All he has to do is take methods with predefined interfaces and implement the functionality quickly. The code has to be correct and tests have to be good. I don't want to have spend my time debugging his shitty code. As long as he produces correct methods almost everytime he is hired.

>I don't want to have spend my time debugging his shitty code
You'll likely design some shit-tier system you ask him to implement and the problems will come through as his "bugs" you blame him for kek

you're gonna be wishing we still had diversity quotas in 20 years when tech industry is 100% staffed by chinese.

We should still have them, but they should always be stuff like "80% of staff should europeans and 60% of them must be male."

Nod really. Modularisation. If his module does what it should it's all good. He can also use all the side effects he wants in his own code, there are no real globals in my code.

>Occasionally do interviewer work
>sometimes hot girl walks in
>I would absolutely give them the job on the spot if they offered to give me a sexual favor
>They never do

I fucking hate this job.

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But one thing I do love is posting pictures for ants.

It's because you use pictures for ants.

This is pretty true. Honestly, that idiot that only wants to hire people with no life outside of work sounds like a bitter incel who epitomizes the saying "Misery loves company".

I try to not lie, in general. So I always say that I watch my porn on Jow Forums. Which always seems to never get me a call back since half the threads on /b/ and /gif/ are traps or furries or interracial cuckolds.

>what qualities would you look for
If the candidate is white
>how would you conduct the interview?
If they aren't white I'd throw hardball questions and try to trip them up

Ask how many rupees they will do the job for

I always answer this question as: "Well if you have effective managers that are actively doing their job then shouldn't they be aware of any such issues and take preventative measures which don't require me to do their job for them?"

Depending on the vibe of the interview up untll that point I might also add: "You aren't one of those organisations where you hire incompetent managers that sit around all day doing nothing but attend meetings and have minimal contact witht heir drirect reprots do you? Because I have no intention of working in an environment like that. "

You sound like a cool boss, I would work with you

Kek, do you know how Racist and Oriental-phobic that statement is? Why can't you be an opened minded progressive and look forward to the extinction of the white western race?!

Also, you're missing the point of the quotas, there will never ever be a quota for men. Once the leftists get their desired goals there will never be a rebalancing of the scales.

- Have they worked on a development team of any sort - casually or under employment?

- I'd ask them something roundabout specific to the sort of project I was hiring them for. Ask if they've worked on some sort of similar software or have an understanding of the underlying mechanisms you're using (like an HTTP REST API or something).

- I'd ask to see some of their work

- I'd conduct the interview in a laid back manner. An in-person interview can be stressful, especially with programming nerds. I'd tell them my expectations working for the company. See how they respond.

Too many fags think throwing fizzbuzz logic puzzles and asking bullshit comp sci questions about obscure sorting algorithms mean jack shit. Why are you trying to trip people up? You should be trying to see how talented someone is with their portfolio and experience, and see how well they fit the project/team you need them to work on.

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You need to be suggestive user. Select the best applicant for the job, then call the girl from her phone number on the resume and tell her sorry she didn't get the role this time, it was a close call but there was a more experienced applicant and your boss made the ruling. However, you really liked her attitude in the interview and if she is interested you can give her a heads up the next time you hear rumors that you may be hiring again. She will eat this up, suggest that there might be another programming role opening up in another department that your friend works in, he's the hiring manager and you will mention her to him.

Wait a week, call her up and say you have an update but you're slammed with work, say that you can run her through the other role but lets do it over drinks because it will be more relaxed. Make up some BS while drinking with her, tell her your buddy and you are tight, he will take your recommendation no question, plus it saves him having to interview a whoel range of people and advertise etc. etc. Suggest going back to your pace for a nightcap, sex her real good, text her in 3 days saying that your buddy went with soeone else for the positon.

>Even if they some how answer the questions relatively well, continue to frown as if you don't understand what they are saying, then make long slow notes while shaking your head.

-Willingness to learn
-Problem solving
-Ability to laugh at my jokes (either fake or convincingly real)
- Proven development experience

Basically, if you're smart enough and willing to learn, then you'll get the job.

You're a fucking employer, no you're an employee filtering for the employer, not a fucking lifelong long partner or some life counselor or some shit.
Jesus christ what the fuck is it with tech companies and wanting to know and control every single aspect of your life. You niggers don't understand privacy and you go about breaking this in the most underhanded ways too, gaslighting those who rightfully don't have to tell you shit by making feel like weirdos.

No need to be that obvious. Keep it subtle. If they attempt to crack a joke, do a little forced laugh, one that they intuitively know isn't genuine, but isn't blatant. Keep smiling, but when they answer a question, tighten the smile a bit. Don't let them get comfortable. Don't spend a lot of time writing notes at once, but do a little bit after every question. Never allow them to steer the conversation in such a way as to dispel the underlying tension.

This is what happens when autist programers like zuck make it big user.

Yeah, the headshaking thing was for dramatic effect. To be fair, if I dealt with someone like you I wouldn't want to work at that company, so you wouldn't even have to contact me to let me know I didn't make it to the next stage of applying to Aryan heaven. I wouldn't answer your call.

Big tech companies should be broken up and their execs publicly shot. All managers probably also need to be shot depending on indoctrinated they are.
Fucking soviet tier brainwashing of their workers and general public and as a cherry on top they're treacherous as fuck too.

One seldom named quality is the ability to just outright state that you don't know something instead of making shit up and trying to weasel your way around to seem more knowledgeable.
You can learn a lot about a person by luring them into spouting bullshit about a topic they don't really understand. Seriously, it's like the ability to say "I don't know" is like a goddamn superpower. I've seen projects fail because everyone was just pretending to know so they could save face before colleagues that didn't know either.

You are getting way too technical for what is supposed to be a natural social interaction. No one can keep track of all that while communicating (inb4 I’m an incel bs). Let it flow and your gut/review will tell you whether or not the candidate is the right choice.

visit www.blockoland.com

I would just have them solve a problem. The one who writes the best code gets the job. I don't fucking care about what they do at home or why he didn't get a job for so long, as long as he knows how to code.
And reject women, they are very bad coders and create unnecessary drama everywhere

I do iOS Dev technical interviews over the phone for other branches of my company (just talking, no video).

Depending on the CV or flow of the interview:

I ask juniors purely technical questions that can gauge whether or not the candidate was exposed to some common problems/ideas that pop up when you create an iOS App. I don't do gotchas or obscure shit. Example quesitons:

-How do you avoid retain cycles? What situations can lead to a retain cycle?. (memory management question)
-where and how would you securely store user credentials locally? (keychain)
-Explain the lifecycle of the app/view and how do you use it to your advantage

Note that those questions are open ended, candidates can answer them using 1 sentence or they can go deeper and talk about ARC/specific keychain flags etc.

The more senior the guy/girl is the more abstract questions are, for example:

-How to do/What are UI tests/Snapshot tests etc
-How would you implement a testable networking layer if you had total control over the project?
-How would you implement CI/CD and what processes would you automate? (pipelines, metaprogramming, health checks, pre push mechanisms etc)
-App architecture - how having one helps us with writing unit tests

Truth. Start with google, wrap facebook up as a close second, then disseminate the rest.

....I don't think I will ever be an app developer... fug.

Managers can't be expected to see all things at all times, and some people are good at pretending to work.
Regardless, its mostly a hypothetical.

>>You don't have to answer this, but what type porn do you watch?
Finally a interview question i can properly answer

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Faggot

The fuck I wouldn’t pass any of your job interviews. I truly am a brainlet.