> All the MAANG companies use algorithmic and system design style questions as their main metric for hiring candidates. The internal justification for doing so is likely a combination of “this is what everyone else does” and “it’s a quick way to evaluate someone’s skill”.
They argue that this is the only way to weed out all these candidates. It is MAANG's version of the SAT.
> the best solution is to have trial work periods. There’s no better way to see how someone performs at the job than having them actually do the job.
They argue that this is the only way to weed out all these candidates. It is MAANG's version of the SAT.
> the best solution is to have trial work periods. There’s no better way to see how someone performs at the job than having them actually do the job.
Agreed. But how do they implement this?