Counter-interview strategies
Posted by calamercor@reddit | ExperiencedDevs | View on Reddit | 77 comments
10+ years exp dev here. I job hopped a lot and worked with 7 companies in these past 10 years, so I went through many interviews, worked at FAANG, and formed my opinion on the process.
However, no matter how good you are, there are always massive lies being told to you during interview process, whether is to work on an exciting project that will be killed 1, week before you join, or working 9h/day on that legacy codebase that "we barely need to touch anymore".
When interviewing for IC roles, how do you spot the bullshit? What do you ask to make sure they know how to use your skills, and to not get relegated to a shitty team or shitty project?
How do you counter-interview in those 10 minutes left at the end of the job interview?
raisingmonk@reddit
This is the best I read few years ago on internet. From my friend Shawn
https://www.swyx.io/investor-questions
hola-mundo@reddit
I've asked the last couple places I interviewed at “what % of your developers time is spent on support/maintenance/bug fixing vs new development?" Also “how many devs have left your team in the last 5 years and how many new devs did you add?" And tangentially (because I didn't want to sound like it was just for my gain) “give a specific example of training you have provided your IT employees within the last 5 years.
Most of them got really awkward. Especially to the first question. Like "um well..it's really hard to quantify..we try... you know.. maintenance is important..."
I would rather take slightly lower pay than have to spend yet another job just maintaining old systems.
coworker@reddit
What kind of training do you expect a company to offer? This sub is for experienced SWEs, not IT, so most personal growth is employee led
Tcepsa@reddit
It's not so much that the company would be _doing_ the training, but they should be _paying for_ at least some of it! Things like covering time and travel to attend (or present at!) conferences for ${TECHNOLOGY_USED_BY_EMPLOYER}. Subscription to O'Reilly Safari or similar. Opportunities to explore tangentially related tech on the company's dime. Stuff like that!
Sure an experienced engineer should have a sense of what sorts of training they'd benefit most from, but good employers invest in making that happen so their engineers stay up-to-date on tech and practices.
coworker@reddit
They should be paying you enough to do whatever the fuck you want.
daringStumbles@reddit
I think any org that responds to your first question with a hard number can also be a red flag. Maintenance and support tasks ARE hard to quantify sometimes. But should be done regularly and when needed. If they say 10-20% wouldn't be surprised if that's a hard limit they impose and there is substantially more tech debt they have then is getting solved. I typically ask how they prioritize those things vs a %.
aneasymistake@reddit
As a dev manager, I’m tracking this stuff and know the answer, so it might not be such a red flag.
daringStumbles@reddit
Yeah, definitely depends on how other questions are answered about process/prioritization, etc. But I have worked at multiple companies where there was a hard limit on time spent dealing with tech debt.
Quanramiro@reddit
I am not leaving my questions to the end.
I have a standard list of around 30 questions which are related to all sort of things. From organization of work, cross-team cooperation, company standards, team standards, making architectural decisions at various levels (project, company-level). Besides that I am asking for anything that comes to my mind and following up the responses.
Quite often the interview roles change and it is me who interview more than I am. And honestly I like it because I consider interviews as a time for both sides. Not the usual police-like interrogation.
I won't give you what I do ask for because you already have 10 years of experience and you've seen a lot so you know what should you ask for. Generally you shouldn't ask directly like "how fucked up your code is" but ask less direct questions like how they approach the tech-debt problem, how do they test their components etc. After few minutes and some follow up questions you should have some information you can use for evaluation. Of course the margin of error is quite large but still it's better than nothing.
What else, sometimes I am being told what is the plan for the interview and they announce that there will be some time for my questions after we're done with their. If I here something like that I am giving a proposal to switch the order. If they agree then fine. If they don't agree it may be fine as well, assuming that they are fine with staying on the call until I am done with my questioning part. If they don't agree and they give me 5 minutes to ask my questions I am laughing at that and leaving telling them I reject them as a candidate.
Tcepsa@reddit
Thanks for this (and your more detailed response); as someone who is considering looking for new opportunities after 17+ years with my current employer, I have a lot of concerns about finding a fit that is at least as good as my current one. I like the idea of asking my own questions throughout the interview a lot, as it will probably help establish rapport as well as get me better answers than trying to shoehorn them all in at the end of the discussion.
Quanramiro@reddit
No problem mate, happy to help!
With such a lot of exp your interviews should kind of conversational. But even if they aren't then you still may push them into that direction and questioning them while talking about stuff they ask you for.
What is important - always ask if you're go8ng to work with the people that interview you. It may happen they are from different team and their situation is much different than in the one you're considering to join
TangerineSorry8463@reddit
>I have a standard list of around 30 questions which are related to all sort of things.
Would you share for inspiration?
My go-to when talking to technical guys is "what's some of the oldest code dependancies or versions in the main projects. You know, Java 8 and such"
Quanramiro@reddit
u/TangerineSorry8463 u/throwaway9401293 u/darkforceturtle
Throughout my experience I had an opportunity to work for multiple companies with all sort of people. I have experience in short fixed-term projects as well as long-term ones. It allowed me to see how the software is manufactured and what problems are often associated with it. I am also a person who really value it's own private life and don't want to spend at work any longer than 8 hours (I am happy to work even less). I have 2 kids so I also need to be sure that if something unexpected happens it would be no problem for the company/team. It of course works in both directions, I understand that there are situations which require immediate action and sometimes it requires to work a bit longer than 8 hours I mentioned or deal with the fire on production outside of normal hours of work.
So, things I am asking touch multiple areas that I identified in the past as potentially problematic for me. As some of people asked me about things I ask for I will share majority of them. But please keep in mind that these may be not applicable for you.
Some of these areas can be asked directly. By that I mean things related to work organization, time management, team members, cross team cooperation, design etc. But many of them needs to be asked kind of indirectly, otherwise you may hear answers that are far from reality. And person who answers may not even lie, they can just give you an information applicable to specific part of the project where the situation looks good. Generally I realize that the most of corporate software products are low quality so I don't expect from this discussion to find a very detailed information about it. I am more interested in the general process and attitude. I am not afraid of shitty code because I can fix it. I am interested if the company or team will actively help me with it (very good), not interfere with (good) or not let me do that (very bad).
What exactly is going to be my role and my and my team's scopes of my responsibility. If there are other teams or individual contributors that work on the same project in a way it can interfere with my team's work or there is some dependency between them and the team. If so what is the dependency, who are these teams or IC, where do they work, what time do they work, how their work is organized, how do they approach situations when team/IC A breaks something that is needed for team/IC B. Cross-team cooperation - planning and execution. Enforcing own/other team standards etc. How the work is organized. By how the work is organized here I mean basically everything. From who is requesting the tasks, how they actually look like. I am asking to show me team's current sprint board to see how tasks look like. If there are actually prepared or they are only titles with no information and acceptance criteria. How the team estimate their tasks, and how elastic the estimations are. How much of their time do they spend on technical debt.
I am very interested in how the software they produce is tested. From the developer level. It may be a tricky question and some creative PMs/ EMs and even devs are giving answers that are far from truth. I mean, from some perspective they can be considered as not false. But after you join and see the project you may realize it's completely different than anticipated. I am usually starting with general question about automated tests that verify the correctnes of system/component behavior. and how QA process looks like, how their components are tested across all their environments and if these tests are possible to be run on the developer machine. I am usually switching to something else after questions from this part and get back to this are a few minutes later. At that moment I may ask about things related to some non-technical things like if there is something considered as core-hours or they have just some meetings that team members are required to participate. How the time management look like etc. Meetings adjusted for other time zones. Company or team policy (if better than company's) about unexpected siutations like sick kids. What do they do to prevent recurring bugs to occur, what are their PR policies, who is doing the CR. Company/team coding standards (if any) etc. How they setup integration tests on the development machine. If QAs have their own tests. How much of QA work is automated vs manual.
I am also interested in how the company products architecture is created. If there is one person who is responsible of that or there is a team of such persons. If so, then if the architectural design is their sole responsiblity. How the design is done at the team level. Who is expected to design features, what they do when realize that design does not match reality and needs to be changed. How much general freedom any developer has, I mean by that making a decision to use some library or pattern (I found it very problematic in some projects). How the individual dev is accounted for his work.Who is an EM, what is their experience (including technical). If they participate in task estimations and implementation. Who is the PM and their experience as well. How much time do they spend on analysis of work requests before starting tasks. What data do they use for analysis. I also need a clarity around things like remote work (as I am personally very interested in remote-only jobs) - to prevent situations that I accept a position which was advertised as remote but it is actually non-remote or team culture is not remote-friendly (they like to meet in person few times a week/month). How do they communicate with each other, expectations about sync/async communication. These are questions I am asking not only managers but also devs on technical interviews. They need to be adjusted to the situation and person who is asked for. When talking to other dev I am trying to gather understanding of how these things looks from their perspective. When talking to manager I am interested in expectations.
This text looks chaotic and it reflects how do I approach the conversation. I am trying to be very active during interview and it happens that I interview more than I am interviewed. If ther is no will to talk with me, I am not considering the company as a good for me.
darkforceturtle@reddit
Interested in knowing these questions as well!
throwaway9401293@reddit
Also interested
AdministrativeBlock0@reddit
Don't leave it until the end, and ignore the time. If you have a decade under your belt you should know that you need to make things happen by yourself by now. If you're asked a question that hints at bad things ("how would you pay off tech debt?" for example) answer the question well but finish by asking one of your own like "how much of an issue is that at this company?". You can ask questions throughout the interview. There are no rules.
If you get to the end and they're hurrying you put the door that's a very bad sign. Interviewers should be happy to keep answering your questions if they're impressed with you. Even if they have to end it, they should be offering an email address to send more questions to.
The issue you're going to have at this point is that you don't actually have 10 years solid experience. You have 7 lots of 1.5 years in jobs, with increasing seniority but not with much understanding of what happens when you need to work on something for a long time. You need to accept that there are things someone with a long stint at one company will be better at than you (managing code over a long time for example, migrating a tech stack where you have a lot of knowledge about where the skeletons are, etc). You'll have more experience of different ways of doing things, maybe more languages, etc. Lean in to that. Be honest about what your skills really are.
Idea-Aggressive@reddit
Great answer!
Everyone’s a senior working in greenfield projects…
Nemesis--@reddit
I disagree, I’ve encountered plenty of medior/senior developers who have no clue on how to start or architect a complex application.
ReachingForVega@reddit
Probably seniors from a consultancy. I meet so many senior or lead devs that did maybe 3 years at one of the big 4. They got their title so the company can bill more.
Tcepsa@reddit
LOL, can confirm! I joined a consulting org two years after graduation and they billed me as a "Senior Consultant" (that was about 18 years ago so I've earned the "Senior" part by now, but I still have to shake my head about those shenanigans >_<)
Idea-Aggressive@reddit
Those are inexperienced people. Title means nothing. So everyone is great until they’re not.
Starting and running a whole business stack for 4 years is not for e everybody.
PBandJames@reddit
I concur
Remember, there are no rules. Does the interview really have to "end"? I have on more than one occasion requested followup interviews after receiving offers in instances I didn't feel I had enough time to question and gauge the people/company I was interviewing with. Everyone knows interviews are a PITA so when a good candidate comes along, they will try do whatever is reasonably necessary to get them on board (if the company doesn't suck).
bland3rs@reddit
Just for example, I once had a 2 hour interview and 1 hour was because of me.
I don’t come in with a list of questions. I just ask how they determine what to do, how they deal with QA, whether they collab with other teams a lot — things that will affect me at the job.
I also like to probe them on their architecture. I’ll ask why they did it that way and why not this way.
To be completely frank, I’m not going to work with a bunch of dumbasses if I can help it.
binarycow@reddit
My record is 2.5 hours. If it wasn't for me, it probably would have been 30 minutes.
I also got the job, and the two interviewers seemed tm be cool with it all.
braino42@reddit
Asking for your own interview is the way to go and reluctance is a red flag at the senior level. I've done this and have been able to talk to junior members of the team, which accomplishes a few things: get a feel for who you'd be working with and mentoring but then also they will be less motivated in, and potentially less capable of, lying to you. It's also low pressure for you because they aren't part of your loop and don't have an explicit say in hiring you.
East_Step_6674@reddit
If I have more questions (I do. I'm not changing a major part of my life based on 5 minutes of questions) I ask to set up a call with the hiring manager if they think they are interested in me to get more info. I treat it like our first 1:1.
calamercor@reddit (OP)
Thank you, yes I am very aware of the different skillset I've developed with short stays at company. I think while I might suffer in understanding long-term impact of some decisions, that makes also very flexible to adapt to technologies and process changes, since I have worked in a multitude of teams, setups, and methodologies.
When it comes to "Don't leave it until the end, and ignore the time." I think this is a mistake induced by the fact that my last 3 job changes were forced by company layoffs, and I've therefore not had the chance to be as selective as I wanted, or push as aggressively as I should have, during interviews.
DMenace83@reddit
How does layoffs relate to "Don't leave questions until the end" during interviews?
JeffMurdock_@reddit
They’re operating in desperation mode and are less confident about going off-script and giving any signal that might be perceived as a yellow or red flag. Asking questions, especially difficult ones, can be perceived as challenging the wrong interviewer. One can argue that egomaniacs who ding candidates for asking difficult questions are bullets dodged, but beggars can’t be choosers.
On the other hand, if the OP doesn’t challenge the interviewer and take the first job they are offered, they might be setting themselves up for a situation where they’ve been laid off thrice in a row.
KosherBakon@reddit
Treat the process more like you're a puzzle piece & the interview is a two-way discussion to determine if the job is shaped like you.
Once you get to 7+ yoe you have to pivot from treating it like a test to the puzzle piece approach above.
Ask questions that don't have obviously right answers so you're more likely to get an honest answer.
e.g. Don't ask "Does this org value collaboration?".
Ask "How long am I encouraged to struggle with a problem solo before asking for help to get unblocked?"
narrowmindedthinker@reddit
> Ask "How long am I encouraged to struggle with a problem solo before asking for help to get unblocked?"
Nobody will answer, you have to solve it by yourself within 1 hour or you will loose your job, or you need to wait weeks and multiple emails with manager on cc to get an answer from a colleague.
KosherBakon@reddit
Who hurt you.
narrowmindedthinker@reddit
Nobody. A culprit will never call himself guilty. Its just that the HR heared your non-obvious questions already dozen of times and they know how to answer it. Even if they hear something original, they are not obligated to give a honest answer. They are trained for this.
KosherBakon@reddit
These questions aren't for HR.
lordnacho666@reddit
You need to connect on a personal level with the people you'd talking to. Quite often, they will spoil the beans.
There are also a couple of minor psychological tricks like asking the same thing again to get them past their insecurities about telling you stuff.
DM_Ur_Tits_Thanx@reddit
What questions do you ask to break the ice?
lordnacho666@reddit
"How would you describe the culture? " is vague enough to just mean "talk to me bro"
Also any current hot topic like "what do you think of rust? " or "did you see that CVE that came out yesterday? "
Those kinds of things seem innocuous but they relax people.
calamercor@reddit (OP)
I generally try to phrase the question by inducing a positive answer about a negative topic, like:
- if you had a magic wand, what would you change about the project?
- where do you think there are the most opportunity for improvement in your team's process and collaboration framework
- etc
But I generally find this gets me past some ICs, but more experienced interviewers know how to hide the skeletons.
itsgreater9000@reddit
I found this and similar questions you're listing to have been useful questions around a decade ago. By this point, most people I've interviewed with have heard some variation of it, from what I assume are lists circulated online about how to sniff out this stuff.
As annoying as it sounds you'll need to put some time and effort into figuring out how to ascertain this information now: it's particularly tough these days, but at the end of the day, it's really hard to get someone to openly discuss issues at their current job. The interview medium is not a great way to get that discussion going, for better or worse.
lordnacho666@reddit
But you also know that the guys who hide are not gonna be good to work with. Trust issues.
narrowmindedthinker@reddit
I think the best approach would be to speak with some IC and see the place and colleagues where you will work.
I would exepect no honest answer from any participating in the interview process. They heared all your tricky questions already 1000 times and know how to answer them.
Confirm4Crit@reddit
This site here is where I’ve gone for good followback questions.
TheMrCurious@reddit
Interview them while they are interviewing you.
wwww4all@reddit
There are no guarantees in life.
You git gud, you get hired, you solve problems, you make mo mo money.
Rinse Repeat.
Job hop ruthlessly.
OllieOnHisBike@reddit
120 months, 7 jobs, 17 months per job,
3 months per job settling in time,
Actual productivity of 14 months per job.
This is a red flag. Why would I want to employ someone on my 'mission critical' dev who isn't going to be around for long? The best I could offer would be legacy, tech debt, and small projects...
sepsuk@reddit
I had to scroll too far to find this answer. Given all of the other answers it's no wonder someone down voted.
The person has not stuck around long enough to find out if their code stood the test of time. You learn the most when you realise you fucked something up.
justUseAnSvm@reddit
For me, with 5 companies in the last decade, it's as simple as: I worked in start ups where you are hired in the good times, and by the time you leave it's a different place. There's also upward trajectory: if you work at smaller companies, they might actually need you to stay in a position because it's not easy to replace you, going to another company for an upward jump, is going to accellerate your development.
I'm at big tech now, though, so I won't be leaving for a while.
Quanramiro@reddit
pff, and how long he should work in one place so you can consider him as somebody worth to touch your piece of shit code mass produced by the worst of Indian developers?
I had an epizode working as a contractor and I was joining the company only for selected project. The project was done, I was done with that company. And that was fine.
Also, I am happy that I didn't stay for a long time with any company/project during the beginning of my career. ~1 year per project allowed me to learned a lot from all that people I met. And see a lot of different approaches I couldn't see if I sit on my ass in a just single company.
Also, I don't understand why do you think anyone would stay with you for a several years to become your "mission critical dev". If someone stays very long it is usually one of these: 1) the company is good, it pays well (not that often) 2) poor guy devloped the Stockholm Syndrome
Normally it is neither a very good salary (or there are some better alternatives around), nor the company is good, nor the team is so nice. So it is expected people will move from one company to another.
Idea-Aggressive@reddit
Wow, it’s okey to be racist here? I’m not Indian myself but gosh… are you proud of yourself?
Quanramiro@reddit
I am white racist and I am proud of it.
But this comment wasn't racist. It just say that Indian code is poor, what is a well known fact
OllieOnHisBike@reddit
Nice attitude with a side of prejudice...
BTW - 25 year experienced contractor, done short and long roles, and as i get older, they want to know about business knowledge more than tech skills when talking to clients...
OllieOnHisBike@reddit
And, how to get them out of a whole because some dev has spaffed the time & money on their latest tech silver bullet...
signacaste@reddit
In my case I can see a pattern - my employer ignores the issue of inflation, and gives me no/low raise, while the average salary in my country grew over 10% YoY. I have no choice but to go interview after a year. I bring the offer to the employer and they oftentimes refuse to match it. Should I stay and get underpaid for the sake of it? When you compare money with this additional experience, money wins in my equation
OllieOnHisBike@reddit
Where does this strategy take you long term?
There will always be someone younger & cheaper to do the job, hard learnt demostratable experience is the only counter to this, and you don't get that with short stints of employment
signacaste@reddit
That's a good question. In the short term, I'll get a 50% of salary bump over 3-4 years vs staying. Plus accumulated capital. In the long term, dunno. But how big would the prize have to be to justify the money lost over this time?
coworker@reddit
Even tech has a glass ceiling. You'll hit it by 10 YOE with this strategy and then will need to focus on longer stints. Just hope you don't get unlucky with layoffs because FIFO hits hard there
justUseAnSvm@reddit
Use the time at the end of the interview to gauge them.
My personal style is to use indirect, but compelling questions, like: "if you were to change one thing about working at X, what would it be?"
If they say nothing, they are either a niave or lying, and you can figure out which based on the previous conversation. Since they have to pick something, most likely they'll go with their top of mind, major compliant about the company.
In my last accepted offer, I asked everyone this (like 6-7 people). I found out all sorts of things, and understood what my complaints would be if I worked there. 8 months later, it turned out to be a pretty accurate view.
x2network@reddit
Ask them to sign a contract for you.. why is this a one way deal? I think more people will start doing the 2-way employment contract
agilob@reddit
Maybe reverse interview will help https://github.com/viraptor/reverse-interview
Rain-And-Coffee@reddit
Network, is usually join projects where I already know people working there
DrMerkwuerdigliebe_@reddit
I ask to get 30 minutes with a developer, where they present the code base on their laptop with me asking questions. I have had amazing success with that
coworker@reddit
What kind of company shares its IP with non employees? Everywhere I've worked would laugh at this ask and maybe show you some bs prototype
gazofnaz@reddit
As a DevOps engineer: nobody is stealing any useful IP from a 30 minute screenshare with our terraform monolith. We've done in-person code-tests with our real codebase and nobody has an issue with it. But clearly that's not the same as Meta showing someone the algorithm for Instagram feeds!
JeffMurdock_@reddit
This is not something that can be shared in 30 minutes. Hell, the design of the system might be complicated enough that it probably couldn’t be covered in 30 minutes outside a very high level overview that wouldn’t necessarily reveal anything super proprietary.
dmazzoni@reddit
HR and the hiring manager might be trying to make the job sound better than it is. But you’ll almost certainly have interviews with other random employees. They have no incentive to lie. Ask them.
Just ask flat out what are the good and bad parts of working on that team at that company. Ask them to be honest, say there are good and bad everywhere - if they only say the good then you won’t believe them.
hippydipster@reddit
Anything they seem eager to stress to you is likely a lie of some sort, as this reiterating of a lie they tell themselves is a primary human strategy to living with a conflict between reality and shared delusion.
IncreaseAdmirable545@reddit
I agree with others to ask to book a few interviews after you get past theirs. You need the time if you want to feel good that you dug deep enough to counter interview. I'll usually ask for a PM, senior IC and eng lead at a minimum.
From my experience (similar tenures and YoE to OP), most eng orgs have the same stereotypical problems just in varying intensities depending on culture and domain.
I try to dig past the polished answers the interviewer has in their backpocket because they've recited it to every interview theyve given. Ask the same question at different angles to fact check their answers. I try not to be a jerk and make it awkward when they fluster and become inconsistent but I do respectfully probe.
In vague strokes, I've had interviews tell me there's tons of opportunity and problems to solve and grow but also all their KPIs are trending well and they are hitting all their quarterly goals. I've been offered lead roles to replace other "leads" which had no PM nor other ICs in the area and all the headcount was elsewhere (read: orgs give HC to areas that they actually care about-i wonder why the prior lead left).
No org is perfect and so ideally you optimize for the skeletons you dont mind living with and excels in areas you do enjoy.
tankmode@reddit
whats your week like? what did you do last week?. how does your EM & skip manage the team?
ballpointpin@reddit
"What do you like about working at xyz corp?"
coworker@reddit
As someone who has interviewed many dozens of candidates over the years, any interviewer who isn't ready for this question is a moron
kevinkaburu@reddit
Best if you stick around longer than just 10 minutes or so. Besides, asking questions regarding the things you've seen or heard during your stay wouldn't even require the interviewer to reveal anything for you. You'll have all the information you need just from observing. It'll be good If you like what you see. If you don't, on the other hand, just take it as "company policy" and ask when you file your tender for resignation.
Not,"we're sorry about what happened and thanks for informing us. We'll have a word with them and make the necessary steps to ensure this won't happen again, etc."? Well, not like what they were doing or not doing were any kind of news to you yourself, but you get my point.
The thing is: no matter how thorough you may think to be with your questions, you'll never know until you show up and see things for yourself, which means--as disappointing as it may sound--, the answers you'll be getting from them if all you plan to do is to just do whatever they've been telling you needn't even be lies. Just tell you whatever sounds right for the moment, then duck for cover until you have no choice but to do just that and maybe even pack up and leave altogether so you can do it to someone else again.
But fine:
However extensive. Preferably the same way every time or else you won't have anything to compare it against if you were to come back at a later date to try and verify its accuracy and/or consistency. Verbal, on paper, or whatever is okay though. "Just trust me, bro"? Not so much…
If you see a discrepancy you could then point it out. If none? Service recovery or hand in your resignation whichever they prefer. They don't want to lose their job so you can keep closer to yours for them? Let them lose you instead. You might but they shouldn't have been there--ya feel? That's when you hand it to them and act all "wait a minute. This is nowhere close to how you said things were supposed to be back then when I tried to be thorough
Got pgz lol. Don't lie to your guy again." Then ask to speak to their manager.
BTW: "try and verify its accuracy and/or consistency" actually means to have someone else do the exact damn thing you were doing and later have them tell you about it. You can even do it together in case of "miscommunication", y'know? (also known as switching roles with whoever you're shooting your questions at for good measure lol.) How that somehow didn't dawn on you yet to begin with? Welp duh…
The thing is: you don't need them to tell you anything, you already know all there is to know about what your skill set is worth. Rather than focus too much on that you should try and see whether you actually have any reason to suspect that there'd even be anything at all you need to get worked up about as far as they're concerned going forward. Then ask the relevant questions that may arise as a result. Otherwise, just ignore them and observe as you always do. See it as a friendly reminder if you need to but do it.
Again, if you see a discrepancy you could then give them some time to explain themselves, "i.e. recover from any mistake they may seem to have made"/ clarify their narrative or confront them if they're being reluctant to cooperate lol--ya feel? But for now, I don't even think they'd be in any position to lie to you if you go like this:
Teach them…
Because ngl: all of those amazing organizations you've heard me hiring almost exclusively out of already happen to have a tendency to boast about exactly how long something's been live for in case you're wondering why they would even want you to believe whatever you may be dealing with was too "new" or too "experimental" for consent and don't want you or anyone else to do--
Take those they give for context too firmly by the handlebars of Gryffindor if you have to lol (the only time Hogwarts Hogwarts veteran Harry ever did so. I swear I'm nuh'amming bruh…
Idc what they say about needing specifications longer than their entire judgment lol, they know what happens during any given cycle won't be that far off of it is unless it was outdated and if they refuse to cooperate anyways they're your problem) and then watch that side of theirs shrink faster than you can say "I figured things would be the same for better or worse too…and then act all holier than thou when they finally relent and assume those giving yours are whenever they bloody remember it exist after bringing pgz!pgz--I'll have you know and then act all - stir it back up and just act all closed off do they think we're now gonna buy into whatever dumb post-linkedin connections of theirs ngl while hunting him after for *putik!~
But…go try convince yoursel--ugh this sounds so pedestrian…why tf did I let Mr. ~Can't tell if you're he'll foul up on his whereabouts~()-fool-fj688~~ be like connected whereabouts you go like "2 wrongs – 7?? whatever) made it to wherever head or something if they thought I was smart enough to get them hooked up then and let them off with an empty declaration la-di-da whatever lg, you ain't gonna anage dropped balls~won »)"
Needless to say: when that may come up it does always mean something you'd "always and forever" had somewhere along but not really with someone. Have ya read lots now, most are horrible liars who can't back out. Try not to feel gusbola or nauseous and act out! Exposing a sh/typ…
You know what? Just move on from there if ya don't mind…
But banana suits really help
Had one and they came up riddled -- chill!
So coming
"Like" in that situation e.g. holier-then-thou boss had their own intern. Jk
— meanwhile contradictions galore because ofc everything smidgeGames
Then who saying it lied on Windows got some? Iron Man? Did Giga take theirs)
Nah I didn't twitter much--finding ~shit'll boi he'd think this would end"
So you can try your druthers little smal recording? It's like an SHB(handler,jk)'danmò reality e.g. platform ike definitely voksen in?
Waksu@reddit
It is just me or this sounds just like words stew?
adfrederi@reddit
I like to ask about the status of the roadmap- the answers tend to be pretty telling about how the company is organized, the vision (or lack thereof) of leadership, and generally how process-oriented the teams are. As someone who cares a lot about process, this has been a great way to sus out red flags.
b1e@reddit
Honestly the last 10 minutes aren’t really the place to do a deep dive. Once you’ve passed the interviews it’s usually not hard to get set up with an EM or more senior IC who can spend 30 min with you talking through your questions.
Then you’ll have more time to ask more probative questions. Netflix, at least, was awesome in that regard in that you could do that earlier on but at Google it was all a bit more structured and you had to wait until the team matching process to do more of what you described.
HackVT@reddit
Get referred by people you know. Your network aka your coalition will keep you alive and keep an eye out when you aren’t in the room. Do the same for them.
Also the team is what you make it to be. Small changes over time can turn a team around especially if more than one of you suggest it and implement it. Be the change.
zurribulle@reddit
It doesn't work for all the cases, but I try to ask for specific examples which are harder to make up in the spot. Questions like "Tell me about a few actions that came up in your last retro" or "What are the main pain points you have with your testing setup?" are better than "How do you do scrum?" or "What is your testing strategy?"
Also, if you have the opportunity to meet other devs ask them questions about all kind of topics, not only technical ones. They are less likely to lie bc they want someone that stays in the company, not constant rotation.
SideburnsOfDoom@reddit
Ask hard to fake questions, like "when did you last deploy to production?" Follow up with e.g. "how did it go?" , "What forms did you need to fill in?" and "how long between deployments?".
They can lie, there's no way around that. But they probaly do not have a prepared false story about it though.