Confessions from a Big Tech Hiring Manager: Tips for Software Engineering Interviews
Summary
TLDRIn this insightful video, Gargay, a seasoned hiring manager at companies like Skyscanner and Uber, shares valuable advice for job seekers targeting big tech firms. He emphasizes that while recruiters are often your biggest allies, it's the interviewers who reflect the company culture. Gargay suggests candidates prepare thoroughly with resources like 'Cracking the Coding Interview' and 'Grokking Algorithms', and highlights the importance of treating interviews as learning opportunities rather than solely focusing on the outcome. He also stresses the significance of communication skills and curiosity, which are highly valued in big tech environments. By being fully present, asking questions, and viewing interviews as a two-way street, candidates can make a strong impression and gain valuable insights into the company.
Takeaways
- 😀 The experience with a recruiter may not fully represent the company culture, as they are part of a separate function from engineering.
- 🔎 Interviewers and hiring managers are more indicative of the company culture than recruiters, so pay attention to their behavior during the interview process.
- 🤝 Recruiters are often on the candidate's side and can be a valuable resource for advice and support throughout the hiring process.
- 📚 Preparation for big tech interviews should include studying data structures, algorithms, and possibly system design for more senior roles.
- 🛠 Practice coding and whiteboarding, even if the latter is becoming less common, as it may still be part of the interview process at some companies.
- 💡 Adopt a learning mindset for interviews, focusing on gaining knowledge and experience rather than solely on the outcome.
- 🗣️ Communication and teamwork are highly valued, so engaging in conversation with interviewers can leave a positive impression.
- 👂 Be fully present during interviews, actively listen to questions, and don't be afraid to ask for clarification or to ask questions in return.
- 🔄 Interviews are a two-way street; use them as an opportunity to assess the company and determine if it's a good fit for you.
- 🏋️♂️ Recognize that big tech interviews can be exhausting and may not fully represent the day-to-day work environment, but they do offer a glimpse into high-pressure situations.
- 🔄 View rejections as learning experiences that contribute to your growth and preparation for future interviews.
Q & A
What is the speaker's background and why is he qualified to give advice on hiring?
-The speaker, Gargay, has been a hiring manager for about five years at companies like Skyscanner and Uber. He also communicates with many other hiring managers, which gives him a unique perspective and knowledge to share advice on the hiring process.
Why might a recruiter's experience not fully represent the company culture?
-A recruiter's experience might not represent the company culture because recruitment and engineering are separate functions reporting to different departments. While companies that care about employee well-being typically invest in their hiring processes, the recruiter's role is distinct from the engineering team's, and their behavior might not reflect the day-to-day culture of the engineering team.
How can a recruiter be an advocate for a candidate during the hiring process?
-A recruiter can be an advocate for a candidate by supporting them throughout the hiring process. Since recruiters have hiring targets to meet, they are often rooting for candidates to succeed. They may provide advice, preparation resources, and even advocate for the candidate during debriefs if they believe the candidate has potential.
What is the role of interviewers in reflecting the company culture during the hiring process?
-Interviewers, who are typically engineers or hiring managers within the company, can give candidates a more accurate representation of the company culture. Their behavior, whether friendly and accommodating or unfriendly and rude, can indicate what it's like to work at the company.
What resources are recommended for preparing for technical interviews at big tech companies?
-The speaker recommends resources like 'Cracking the Coding Interview' for foundational knowledge, 'Grokking Algorithms' for a concise and visual understanding of algorithms, and 'The System Design Interview' for more senior candidates looking to understand system design concepts.
Why is it important for candidates to treat every interview as a learning opportunity?
-Treating every interview as a learning opportunity helps candidates to be more relaxed, ask more questions, and engage in a collaborative exercise with the interviewer. This mindset can lead to a better impression, as hiring managers appreciate candidates who show curiosity and a desire to learn.
How can candidates take advantage of a recruiter's role as an advocate?
-Candidates can take advantage of a recruiter's advocacy by asking for advice, support, and insights. They can be honest about where they need help and request preparation resources or information about common challenges in the hiring process.
What is the recommended mindset for candidates going into big tech interviews?
-The recommended mindset is to focus on learning and not on the outcome of the interview. Candidates should approach the interview with curiosity, treating it as an opportunity to learn from smart people and solve interesting problems together with the interviewers.
Why is it beneficial for candidates to ask questions during the interview process?
-Asking questions during the interview process shows that candidates are curious, engaged, and unafraid to have a conversation. It also allows them to learn more about the company and how it operates, which can be valuable information if they receive an offer.
How should candidates approach behavioral interviews with hiring managers?
-Candidates should approach behavioral interviews by being fully present, understanding the questions, and having a conversation with the hiring manager. They should not be afraid to clarify questions and should focus on having a meaningful dialogue rather than simply reciting prepared answers.
What is the significance of interviews being a two-way street in the context of big tech interviews?
-Interviews being a two-way street means that while candidates are being evaluated, they should also evaluate the company. Candidates should ask questions to understand if they would want to work at the company, considering factors like culture, work-life balance, and opportunities for growth.
Why should candidates view interviews as valuable experiences, even if they result in rejection?
-Candidates should view interviews as valuable experiences because they provide an opportunity to learn and gain expertise, regardless of the outcome. Each interview, whether successful or not, contributes to their growth and prepares them for future opportunities.
How can the stress experienced during big tech interviews relate to the stress of working at these companies?
-The stress experienced during big tech interviews can be an indicator of the stress levels that might be encountered in the work environment, especially during crunch times or when meeting deadlines. However, this may not always be the case, as some teams or companies might have different stress levels.
Outlines
🗣️ Hiring Manager Insights and Interview Advice
In this paragraph, the speaker, Gargay, introduces himself as a hiring manager with experience at companies like Skyscanner and Uber. He aims to provide a perspective from the other side of the interview process and offers advice for job applicants. Gargay discusses the misconception that the recruitment experience is representative of the company culture. He explains that while companies caring about employee well-being often have good hiring processes, the recruitment and engineering functions are separate, and a recruiter's performance doesn't necessarily reflect the company as a whole. He emphasizes the importance of paying attention to the interviewers and hiring managers, as their behavior is more indicative of the company culture. Gargay also reveals that recruiters are often advocates for candidates, as their performance is tied to successful hires, and advises job seekers to leverage this by asking recruiters for advice and support.
📚 Preparation and Mindset for Big Tech Interviews
The speaker focuses on how to prepare for big tech interviews, emphasizing that there's no excuse for unpreparedness given the availability of resources. He suggests books like 'Cracking the Coding Interview' and 'Grokking Algorithms' for foundational knowledge in data structures and algorithms. Gargay also recommends 'The System Design Interview' for more senior candidates. He advises candidates to practice coding and whiteboarding, and to be comfortable with their language of choice. The paragraph concludes with a discussion on mindset, suggesting candidates treat every interview as a learning opportunity and focus on the process rather than the outcome. This approach not only reduces stress but also fosters a collaborative and curious attitude, which interviewers value.
🤝 The Importance of Communication and Curiosity in Interviews
This paragraph highlights the importance of communication skills during interviews. The speaker points out that poor communicators may struggle to get offers, even if technically proficient. He encourages candidates to be curious, ask questions, and engage in a collaborative dialogue with interviewers. Gargay advises candidates to be fully present during interviews, to clarify questions when needed, and to not be afraid to ask the interviewer questions in return. This approach not only demonstrates curiosity but also helps candidates to learn more about the company and its processes. The speaker also stresses the importance of treating interviews as a two-way street, where candidates should feel empowered to interview the company to determine if it's a good fit for them.
🔄 The Exhaustive Nature of Big Tech Interviews and Their Value
The speaker discusses the exhausting nature of big tech interviews, which can involve multiple sessions and high-pressure situations. He notes that while interviews may not fully represent the day-to-day experience at big tech companies, they can provide a glimpse into the high-paced and sometimes stressful environment. Gargay also addresses the misconception that a rejection is a waste of time, arguing that every interview is an opportunity to gain valuable experience and learn. He encourages candidates to view interviews as a chance to interact with smart people and to improve their skills for future opportunities.
👍 Engaging with the Audience and Seeking Feedback
In the final paragraph, the speaker engages with the audience by inviting them to like, subscribe, and follow along for more content on software engineering and injury management topics. He expresses gratitude for the audience's interest and offers to answer questions or create more videos based on audience feedback. This paragraph serves as a call to action, encouraging viewers to participate in the channel's community and contribute to the content creation process.
Mindmap
Keywords
💡Hiring Manager
💡Recruiter
💡Big Tech
💡Interviewers
💡Candidate Experience
💡Behavioral Interview
💡Technical Interview
💡System Design
💡Mock Interview
💡Learning Mindset
💡Cultural Fit
Highlights
Recruitment experience may not fully represent the company culture.
Companies that care about employee well-being invest in hiring processes.
Recruitment and engineering are separate functions with different reporting lines.
Interviewers' behavior can be more indicative of company culture than recruiters.
Recruiters are often advocates for candidates and can provide valuable insights.
Preparation resources like 'Cracking the Coding Interview' and 'Grokking Algorithms' are recommended.
For senior roles, 'The System Design Interview' book is suggested for preparation.
Practicing coding and whiteboarding is essential for technical interviews.
Treat every interview as a learning opportunity and focus on the process, not the outcome.
Being curious and asking questions during the interview can leave a positive impression.
Communication skills are crucial for getting offers at big tech companies.
Pay attention and be fully present during the interview to show engagement.
Interviews are a two-way street; candidates should also interview the company.
Asking questions during the interview shows curiosity and a desire to learn.
Interviews can be exhausting and may not fully represent the day-to-day work experience.
Rejected interviews are not wasted time; they provide valuable experience for future opportunities.
Transcripts
hey this is gargay with the pragmatic
engineer and today
i'm gonna talk about some of my
confessions as
a hiring manager i've been a hiring
manager for about five years at
skyscanner later at uber
i also know a lot of other hiring
managers who i talk with and i want to
give a bit of perspective from the other
side
and also some advice that you might find
useful when applying next one is how is
that big tech this can be from the likes
of uber
lyft all the way to google facebook and
other big tech companies
first your experience with the recruiter
themselves
it might not fully be indicative with
the experience with the company
now this is an interesting one and i've
been talking with hiring managers some
hiring managers who disagree with this
and
they say that they think the recruitment
experience will be representative of the
company which i
somewhat agree with companies who care
about employee well-being typically
invest a lot in their hiring processes
so they will measure satisfaction of
candidates going through the loop
they'll want to try to filter out
recruiters who are not doing that great
so for example if you're asked to rate
what the process was like
and you're getting reach out for
feedback that probably means that that
company
cares about their employees and also
their candidates
and companies who do this definitely
include the likes of google facebook
and some other companies as well at uber
when i was there we also started to do
reach out at least in my area
to see what candidates thought about the
process now at the same time
recruitment and entering are two
separate functions they also report
differently recruitment reports into hr
or the hr cyto world and engineering
reports into the cto or engineering
you're going to interact with the
recruiter for a lot of time during the
process
the engineering manager and the
interviewers they're going to have a
dotted line with the recruiter
they're going to talk every now and then
but if you have a recruiter who let's
say doesn't follow up
all the time or is not as responsive it
might not mean that the company is like
that
now what will be indicative of the
culture is the interviewers
so the interviewers engineers themselves
if they come across as not friendly
or rude or on the positive side if they
come across as
as nice people curious accommodating
that will be a lot more indicative of
what you can expect at the company
so i would say pay a lot more attention
to the engineers and the interviewers
and the hiring managers you talk with on
the process
than the recruiters it might have also
gone the other way you might have had a
really positive experience with a
recruiter
someone was really attentive you might
have had a really good feeling
maybe they just made you feel really
comfortable and feeling good about this
place
and when you start the team might just
be different again the recruiter doesn't
work on the engineering team
they work with the recruiting team and
their goal is to try to help candidates
as best as they can
another thing that a few people know is
after you've gone to the resume
screening
and you're talking with the recruiter
and you're going to the phone screen
interview
the recruiter will be on your side
they're going to be one of your biggest
advocates i've seen this multiple time
now this makes a lot of sense if you
understand how recruiting works
a recruiter is given numbers to hit
they're told
hey i want you to hire this many people
in this quarter it could be 10 people
20 people here's the seats i want you to
fill and every time someone is hired
it's an achievement you know as an ngo
you should features recruiters hire
people so whenever someone's in the
funnel and they think this person has a
chance
which is why they had them go through
the resume screen they're
not just rooting for them they want to
help them now the way you can take
advantage of this
is ask the recruiter for advice for
support
for insights you can be honest with them
on where you think you need help
and you can ask them for preparation
resources you can ask them for advice on
where do people usually struggle in the
process have you seen areas where you
think
it might make sense to focus on areas
where the company is a bit more tough
you can ask them about the process
the recruiter will tell you as much
about the process as they know
because it's in their interest for you
to do well i know some recruiters who i
worked with at uber
who actually coached some of the
candidates so they told them hey you
should
study this you should look into this
they also quizzed them on a couple of
questions
preparing them for the phone screen
because if you do well as a candidate
it does make the recruiter look good
this is a similar
misconception as sometimes people think
their managers might be out there to get
them
maybe they're giving them poor
performance views because they don't
like them
as a manager if people do well on your
team and people get promoted
it makes you look really good same thing
with big tech
with the recruiter if you do well it
makes your recruiter look good and
they're going to be
one of your biggest allies throughout
the process i've been on debriefs where
the panel was a bit of a maybe and the
recruiter injected themselves and they
started to advocate for this person
i'm going to say that for 80 of the time
the recruiter
will be your biggest ally throughout the
process the other 20
is when you connect with someone at the
interview it could be the hiring manager
it could be another
interviewer who really feel this
connection they feel you've done really
well on that on that specific interview
and they will fight for you but that
happens a lot more rare than the
recruiter sticking the neck out for you
alright the next topic is how to prepare
for
the big tech interview and what kind of
mindset should you go there with
so first on preparation i mean these
days i don't think there is any excuse
for you to not prepare
on what you should be expecting on the
onsite blue for any big tech and it will
be pretty similar
it'll be coding you're going to be given
exercises with data structures or
algorithms
i'm talking to journalists software
engineers if you're interviewing for
something specialist for like web or
mobile there might be
something a bit more domain specific but
for the most part
even at big tech even when we were hired
for mobile or web
at uber we would ask the journalists
questions in the phone screen
and to prepare you should probably get
something like cracking the coding
interview
i've had multiple versions of this book
it just gives you the foundation
on everything from data structures basic
algorithms
again most big tech companies will not
go too crazy into
algorithms even though a lot of
preparation focuses on that
i would focus more on just coding data
structure solving simpler problems
it's always a question on how much
should you look into i would recommend
groking algorithms which is a pretty
short book
you can cover it pretty quickly it has
very visual representations of all the
main algorithms
i don't think you're gonna need more
than this at the majority of the
interviews
just for reference when i prepare for
interviews at facebook and uber
i actually went a bit further and i got
these two
massive books the algorithm bibles if
you will
and i started to make my way through
them
i i probably made it until the the third
of it it's got a lot of maths
in it it's got good content but i would
not recommend this i have not used
any of this advanced knowledge either on
my job or on the interview
so you know if you want to spend a bunch
of money just get it
but i recommend grocking algorithms over
these two and also
content-wise you'll be better off and if
you're more senior
should probably look into some things
like system design the best book i can
recommend is the systems design
interview and insider's guide
and there's a bunch of online resources
and so on that you can look into
obviously cover the main basics make
sure that you're comfortable with the
language
of your choice at big tech you typically
can choose whatever language you want to
use
so just make sure you know that language
pretty well with the primitives what it
supports and what it doesn't support
just practice practice coding practice
whiteboard designing
interviews whiteboarding is slowly
starting to get out of style but some
places just do it
just look up for a specific company the
preparation advice
and there are some articles that will
complain about how much you need to
prepare for these interviews
i personally think you prepare once and
that knowledge sticks for you for a long
time
and by the way you can start preparing
early you don't need to wait until
you are going to go to interview for one
of these big companies the earlier you
start
the better obviously having an interview
lined up is a great motivator
but if you start inching away and
knowing your your data structures your
hash maps your hash tables
your stacks cues some of the basic
sorting algorithms etc
you'll have less preparation to do when
you decide to interview the next thing
is mindset the mindset that i've seen
work really well both for me
and for candidates who i've interviewed
is treat
every interview as a learning
opportunity and don't care about the
outcome don't even focus about the
outcome
a lot of people go into interviews and
they're focused on doing well
and they're really focused on am i going
to make it am i going to make it through
this interview
but if you turn this around and you go
into this interview you kind of feel
a bit like an underdog feeling like well
i i have so much to learn and i have the
opportunity to talk to these
smart people who are working at this
company and i'm gonna learn something i
don't know what it is but i'm gonna go
in there with an open mind and i'm just
gonna learn
first of all you're gonna get a lot more
out of it because even if you get a
rejection
you never expect it to go through or at
least you didn't really care about what
the outcome was
and you'll definitely take something
away so even if you can't finish the
interview
or you get stuck instead of you know
being stressed out
you're gonna ask the interviewer like
that's interesting so i think i'm stuck
here but do you have any ideas on where
i could go
or do you have any ideas on what i might
have missed
so you're now turning a conversation
into more of a curious one
and also it just changes the dynamics
you're going to ask a lot more questions
from interviewers which
as interviewers we love questions so
what am i interviewing i love when
people
treat it as a collaborative exercise
there's this preconception of people's
head
that you go there to interview they give
you a question you need to spit out the
perfect solution and you're done
well that gives me as an interviewer to
signal that you can solve the thing
somehow maybe you just knew the question
by the way but
it doesn't give me anything on teamwork
if i could choose between
someone who just did this they stay
quiet for i don't know five minutes and
then spit out the perfect solution
or someone who talks with me throughout
the process they tell me what they're
thinking
they they ask me some questions they
confirm that the assumption is correct
i'm gonna get a lot more signal from
that person and
and i'll say well this person not only
solved it but they did good teamwork
good communication which is really
important that big tech
at big tech you're gonna work so much
with people
communication is starting to be one of
the signals that is a key
signal that people are collecting
basically people who are not good at
communication
will have a harder time getting an offer
even if they're good at coding
so just take this mindset and don't just
do it for the interview dude even before
and after when you talk with a recruiter
tell them that you're super excited to
learn
you're excited to get feedback you know
there's things that you can get better
at
and you'll see where this goes but do it
on the interview as well so when you
introduce yourself you know you can just
tell that you're excited to be here
you're excited to learn something new
and to solve problems together with the
interviewer when you're doing the
problems
don't think about them being stuff think
about this is an interesting problem
that i didn't come across and this is so
interesting i wish
i knew how to solve it let me work with
the interviewers to see
what i can do when you finished and you
got the solution don't just stop there
and say like oh i'm done say
hmm i wonder if there's any edge cases
that i didn't cover when people ask you
how
you would productionize the code you
tell them how you do it and then you
turn around and say
but how do you do it at your place what
other things do you do do you have
canary
tests for example would you actually do
that what is your rule of strategy
how do you deploy code what does your
day look like just be curious
go there wanting to learn something and
you're going to learn a bunch of stuff
about how the company works how those
engineers work
and you're gonna make a lot better
impression as a hiring manager
and it's not just myself but most hiring
managers we love curious people
when you go into big tech you're not
gonna know half the stuff because the
internal systems are different
you've never seen them unless you've
worked at that company and even if you
did a few years ago they've changed
already
you need to be curious and a fast
learner and those are the type of people
who are more likely to get offers as
well
so just go in with this mindset focus on
learning and not the outcome
in the worst case you go to a couple of
interviews you learn a bunch of stuff
yes you get rejections but you learn a
bunch of stuff and then you get an offer
at a place where
you just knew everything by that time
you've just learned it on the way with
interviews
the next advice is pay attention and be
fully present
there's a lot of advice videos from
people who have cleared interviews at
amazon google facebook all these places
and they're gonna tell you how to
beat the behavioral interview with the
hiring manager
that's me i'm the hiring manager so
let's play this out
hey i'm gary guy i'm a hiring manager at
this company i'll
talk a little bit myself about my
background and i've read your cv
i see your experience would you mind
just briefly summarizing your
experience and talk about what motivates
you looking ahead
now at this point a lot of people just
flip and they realize okay intro time
and they and their intro the stuff that
they often have practiced
they didn't pay attention that i asked
them to talk briefly about their
background and talk about their
motivation
what they're excited about what they're
motivated about and this happens a lot
of the time not just with this specific
question but i might ask them to tell me
a situation where they disagreed with
someone who was more senior
some people just start to reach into
those examples that they have written
down
in their head and they start to recite
an example that is closest to that
now the people that i really get along
really well and i pay attention to
and i think these are the people i'd
like to work with or the people
who are focused on me they're not
focused on trying to understand that
question perfectly
with the star method having the
situation the actions the outcome
they're actually listening to what i'm
asking them and they're having a
conversation
and we will often go back and forth and
reflect back on on previous things so
i do this all the time where i'm focused
on what that person is saying and i
reflect on what they're saying or what
they said before
for example in their introduction they
might have mentioned that they had this
project where they
stepped up to add tests to the project
where there was none and a lot later in
the interview i might refer back to that
saying oh
so you mentioned that you had a test at
that point can we talk a bit more about
that
especially in the context of let's say
mentorship did you mentor anyone
to to add some more tests or how would
it impact your team
and that's the same thing that i kind of
expect from people but i rarely get
is someone having a focused conversation
this is especially true with the hiring
manager or behavioral interview
being present understanding the question
clarifying it if it's not clear
i see this all too common i ask a
question and
people misunderstand it or they don't
know exactly what i'm asking and they
start to answer something they just take
one of their template answers
and it's completely clear this gives me
a signal that you're not a good
communicator
it's more important for you to not to
lose face than to clarify something
a good example of this can be a question
that i often ask is i ask people
if they have a mentor or if they're
mentoring other people
and mentoring means different things for
different people now some people the
people who pay attention they will often
clarify with me saying what do you mean
under mentoring
and then we have a conversation about
mentorship and then they're going to
tell me
what they did or what they didn't do
some people just straight up jump in
and they talk about some other thing for
example might have asked about
if they mentor someone but they
misunderstood or they don't know
and they're answering about how they had
a mentor or the other way around
these are awkward things but it shows
that you're either not present
or you don't understand what i'm saying
or you're hesitant to ask
and most importantly you're not someone
who is really having a conversation
so next time you're gonna have a hiring
manager interview a behavioral interview
and
even the normal interview make sure to
want to have this conversation
and the mindset of being curious and
wanting to learn really really helps
if you go into the mindset of i want to
do well and i want to impress
you're going to be afraid to clarify
going with the mindset what i want to
learn
well you should probably clarify to make
sure we're talking about the same thing
and also you're going to ask questions
the thing that i see
very rarely and every time it's a huge
bonus on the hiring manager interview
is people asking questions of me not
just at the end but during the interview
so for example i might ask the person
about all right well tell me how do you
testing at your current company
do you have automated tests unit tests
integration tests end-to-end tests what
is your thoughts on testing
and then they'll answer we'll talk
through and then they turn around and
ask me so
by the way can you tell me how do you do
testing what is your take on testing
me as a hiring manager rarely anyone
does it
and the people who do it shows they're
curious and they're unafraid to have a
conversation in any setting
it's not just unafraid they're actually
curious to do it so just do this be
fully present
worry less about how you'll be perceived
and have the conversation with the
interviewer the hiring manager
the design interviewer the coding
interviewer etc
the next insight is interviews are a
two-way street
you're probably feeling that you're
being interviewed but you should also
interview the company
so you should not be afraid at the end
of every interview you should ask
questions you should imagine
what if you're getting an offer do you
want to work here and there's no better
place to talk than with the engineers or
with the hiring manager
and i think you should ask honestly
questions that you care about
for example when i worked at uber in
2017 and we have this terrible press
some of the best candidates they ask
straight on they ask is the culture as
rotten as it seems and
what do you think why are you still here
if the culture is like this
and i thought that was fair questions it
was honest they
asked what they wanted to know and you
know would you want to work at a place
where
you're unsure about certain things so
you can't ask hard questions
obviously you do it with good language
and some of the professional skills
but you should ask about the things that
are important to you if diversity is
important
ask about that if work-life balance is
important ask about that as well
figure out what is important for you
learning having budgets to go to
conferences
people sharing knowledge et cetera
figure out what is important for you
you know get your dream list of what
company you love to work at
and reverse interview the company at the
end of each interview
now one of the last points is these
interviews will feel really exhausting
especially if it's in a setting where
you are do actually go on site
right now it's coveted so it's probably
going to virtual interviews and there
they likely will not be one after the
other
you know these interviews don't fully
represent what it's like working at
these companies
but they kind of represent some of the
more crunch times
so there will be days especially if
you're in a more senior position
where you will have even two of these
interviews a day multiple meetings
you'll have to get your code in there
you're on call there's now now on alert
so
i remember that my both my uber and
facebook interviews were really
exhausting
and so my some of my uber days later
were also similarly exhausting to what i
felt at the interviews not all of them
not the majority of them but some of
them
so just know that big tech often has a
higher pace especially when you are on
call which is pretty common at these
places
also when you have deadlines it's not
true anywhere so when i talked about
this topic with other hiring managers
and people working at
companies some people are saying they
don't think the stress of the interview
represents the stress of the day-to-day
especially people from google said this
i've heard some people from certain
amazon teams say the same thing
so maybe it's not true but i would
prepare that big tech pays well and is
exciting and you're working on big
things but it can be stressful
sometimes it's more often stressful
sometimes it's just every now and then
spikes
and finally as for my last insight some
people think after they get a rejection
oh i just wasted a bunch of time with
this interview i prepared so much
i went to the song side i it's just time
wasted
it's not time wasted you always gain
experience
i've had some failed interviews that
i'll i'll talk about on this channel if
there's interest
where i didn't get an offer and i got
the
expertise that i needed to get that
offer for the next job
uber is a great example i would have not
gotten into uber if i would have not
interviewed at so many places before
and i got experience every single time
even when i got an offer and also when i
didn't get an offer
i would think of every interview as an
opportunity to get experience it's a
great experience to have you talk with
smart people
now if you don't get any interviews the
option is for you to pay for mock
interviews which will be not the same
thing
you're not going to get real feedback
people will try but they'll do the best
and it costs a bunch of money i think it
costs 150 to 300 dollars per interview
something like that
so just think about that whenever you're
going to an interview you could be
paying to do a mock interview if you
didn't get this specific interview
just going with this mindset you're
going to learn a lot more
you're going to see how the interviews
work and best of luck if you have
questions about big tech interviews
just feel free to pop them in the
comments i'll either try to answer what
i can or i might make some videos on
these
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