The Engineer Bouquet: Making a Team Where People Can Grow
<p>I use the same interview for software engineers, regardless of their level.</p>
<ul>
<li><strong>Can you write code?</strong></li>
<li><strong>Can you design software?</strong></li>
<li><strong>Can you lead people?</strong></li>
<li><strong>What are your strengths and weaknesses?</strong></li>
</ul>
<p>The actual mechanics vary from company to company. Some will use take home tests, some will do pairing, others will do whiteboarding. I don’t much care about that side of things. I’ll cut out the <a href="https://matt-schellhas.medium.com/tell-me-about-a-time-when-you-lied-in-an-interview-568b2d4c13b" rel="noopener">worst stuff</a>, but as far as difficulty goes, changing a whole company’s interview process as an engineering manager ranges from hard to nigh impossible. Not worth the effort. Most interview mechanisms are not great so the difference between them is negligible. The content of an interview matters more.</p>
<p><strong>Strengths and weaknesses</strong> is pretty straight-forward. My focus is on <a href="https://medium.com/p/bf3e63cc0f3e" rel="noopener">motivations</a>, self-awareness, and what work energizes/exhausts people rather than what people are good or bad at. Good and bad depends too much on the situation, while the other stuff will translate between jobs better. But that’s an implementation detail. Everyone has their own strengths and weaknesses, so it makes some sense that I ask everyone.</p>
<p><a href="https://betterprogramming.pub/the-engineer-bouquet-making-a-team-where-people-can-grow-4739d79b6bca"><strong>Click Here</strong></a></p>