This file contains a number of front-end interview questions that can be used when vetting potential candidates. It is by no means recommended to use every single question here on the same candidate (that would take hours). Choosing a few items from this list should help you vet the intended skills you require.

If you're in the position of needing to interview someone about their skill and knowledge about CSS, it can be a little hard to think of things to ask on-the-fly. I thought I'd think up and round up some ideas for reference.

In this article, I’ll share some frequently asked programming interview questions from different interviews for programmers at different levels of experience, from people who have just graduated from college to programmers with one to two years of experience.

This your chance to make a lasting impression on your interviewer. Don’t squander it by not having a thoughtful question or two. It’s an opportunity to show your prospective employer that you can see a bigger picture beyond scribbled code on a whiteboard. That you care about the humans at the opposite end of the tech stack.

It’s also a chance to learn something about how your prospective employer operates. Maybe there’s some pain point you can help address, or a process gap you can help fill. Maybe you’ll see some patterns that indicate how happy or miserable you’ll be if you accept an offer.

• What’s your worst day like? How do you manage it?
• If you could change one thing about your tech stack, what would it be? What’s blocking you from implementing this change?

The following will be a short explanation, along with some solutions, of a popular JavaScript question that tends to get asked in developer interviews.

This question deals with the topics: closures, setTimeout, and scoping.

Preparing for Coding Interviews

There are concepts that are fundamental in programming world. Most of the technical interviews are meant to discover your problem solving skills and knowing those concepts, so besides mastering a programming language, you should be familiar with the concepts that are somewhat required in programmer’s arsenal. Here’s an excerpt from my recent lesson post in SoloLearn (below are the links to Android and iOS apps).

Let’s start with the ground rules. For every open job on your team, you need to spend one hour a day on recruiting-related activities. Cap that investment at 50% of your time. No open reqs? There’s still important and ongoing work you need to do on a regular basis that I’ll describe below.

Preparation
Although I’m interested in machine learning positions, the positions at the five companies are slightly different in the title and the interviewing process. Three are machine learning engineer (LinkedIn, Google, Facebook), one is data engineer (Salesforce), and one is software engineer in general (Airbnb). Therefore I needed to prepare for three different areas: coding, machine learning, and system design.

I mainly used Leetcode and Geeksforgeeks for practicing, but Hackerrank and Lintcode are also good places. I spent several weeks going over common data structures and algorithms, then focused on areas I wasn’t too familiar with, and finally did some frequently seen problems. Due to my time constraints I usually did two problems per day.

Ramit Sethi has called this the “Briefcase Technique,” saying that the best job applicants wait for a moment right after the pleasantries have ended and the basic information about the position has been explained. It is here, after they have answered just enough questions to establish comfort and trust, that they reveal how much research they have done prior to showing up, by explaining all the things they’ve learned about the business, how they intend to improve it and exactly why they’re the right person for the job. This move, done politely but confidently, immediately separates them from all the other potential hires.

JavaScript is special, and it plays a critical role in almost every large application. What is it about JavaScript that makes it meaningfully different from other languages?
Here are some questions that will help you explore the stuff that really matters:

There’s a person I want to work with. I can’t find this person. I’ve literally searched the world, and I can hardly find a trace.

I’m not talking about someone specific. In fact, that’s the problem. I’m talking about a set of traits and an attitude which is more scarce than I realized until recently. I know a small handful of people who fit what I’m looking for, but they’re busy and unavailable right now.

He are the slides from my talk at #lpw2014 on how to conduct yourself as a Developer in an interview for further information please get in touch rick@eligo.co.uk

So, what do hiring managers in tech want to hear about instead?

For the most part, they want to learn about what you think about their product and how you can help them improve and beat out their competitors.

"They want you to come into an interview and be able to talk about that," Syed says. "Here it's like you need to research the hell out of the company. Understand the competitors. Understand where the industry's going. Understand why someone would want to be a part of this company. That kind of ties into 'Okay this guy's really passionate about our product. He really wants to be here. Let's take him seriously.'"

We asked Blake which interview questions employers should ask to attract highly motivated people. Here's what she said:

1. Tell me about a time where you solved a particularly interesting problem.
2. What are you most excited about learning?
3. What skills or talents seem totally unrelated to your career but that you enjoy pursuing on the side?
4. What kind of impact are you most excited to make?
5. When was a time things didn't go as planned, and how did you handle it?