A summary on how to pass the Amazon leadership principles behavioral interviews, and get a job at Amazon.

It’s somewhat shocking how often people buried in large companies don’t mentally identify their customer as the final external customer. Their customer is their boss, sales, marketing, etc. They are so focused on doing what they’re told, so focused on building what they’re asked, without taking a big step back to understand who uses their product.

Five questions to look under the hood of the interview

1. How will I fail?
2. How do you incentivise your team?
3. Can you share an example of something the team did that didn’t go well, and what did you do to course correct?
4. What does the shipping look like internall`,
5. How much attention do you pay to reducing friction for the engineering team?

Use this complete guide to hire a UX designer. Learn how to find, interview and recruit a designer with this step by step guide.

As a former student of his I can recommend Jeff Erickson’s free online algorithms textbook if you’re looking for more sources. :)

https://jeffe.cs.illinois.edu/teaching/algorithms/

very good books. I also recommend Sedgewick's course on coursera

https://www.redblobgames.com/pathfinding/a-star/introduction.html

Would also strongly recommend the Algorithm Design Manual by Skiena
Used this book during AoC and for prepping for interviews.

Given a positive sorted array a = [ 3, 4, 6, 9, 10, 12, 14, 15, 17, 19, 21 ];
Define a function f(a, x) that returns x, the next smallest number, or -1 for errors.
i.e.
f(a, 12) = 12
f(a, 13) = 12

Why Binary Search?

Binary search is one of the most difficult “simple” coding problems. The algorithm looks trivial, but it’s a devil to implement. Jon Bentley, a former CMU professor, wrote in his book Programming Pearls that only 10% of professional programmers are able to implement it correctly, including PhD students.

Free online resume builder, allows you to create a perfect resume minutes. See how easy it is to create an amazing resume and apply for jobs today!

As a software engineer manager, I’ve reflected on the unique behaviors I prioritize. This post will cover the gestalt of my successful onboarding experiences within the first 90 days.

Starting with Having Good Tact

Good tact is the ability to deal with others to maintain good relations and avoid offense. To say and do the right things at the right time, to behave in a way that promotes cooperation and reciprocity.

My go-to’s are to make myself available, never criticize a previous decision, and avoid being standoff-ish.

Be Explicit About Change

I have been known to repeat an expectation numerous times in front of the team. In a room of ten people, I say the “thing” ten times for one person to “get it.” Being specific about change means being explicit. One of the lessons I’ve learned as an engineer manager is being implicit or nuanced is considered cruel to the team.

Change Means Documenting

Around 4 million employees left their jobs in July 2021. Most of them are senior developers. If pandemic didn't cause it, who did?

One reason is the ridiculous entry barriers put by tech companies — even in the smaller and mid-sized firms.

• All companies (regardless of size and paycheck) make competent developers go through grueling 4–7 rounds of interviews.
• A verifiable track record is overlooked, while CVs filled with adjectives top the stack.
• The whiteboard interviews test reproducibility of the solutions, not the actual understanding.
• The verbal interviews (+personality tests) are formulaic, and one can rarely get past them without lying about their careers.
• Instead of one competent developer, companies hire 3 inexperienced programmers who are ready to jump the ship within 2 years, leaving huge tech debt for the next troubleshooter (mostly senior) guy.
  There is also rampant ageism in tech. And age-discriminated programmers are those without any representation. Their only way to raise their voice is to revolt, and quit.

As a result, senior and competent developers (age group 30–45) no longer want to join another company. They want to roll out their own business.

JavaScript interview questions that will provide you with in-depth knowledge and help you prepare for your interviews.

• Tell me about a time a team member changed your mind?
• Tell me about someone you are proud of.
• Do you fully disconnect during holidays and vacations?
• Describe a recent success or win.
• Tell me about a disagreement or conflict on the team.
• How did you start your last team meeting?
• What is your ideal person for this role?
• Who have you promoted and why?
• Tell me about the last person you recognized.
• How do you focus on your own growth and development?

JavaScript is now a very popular programming language, based on which a large number of libraries and frameworks have been derived. But no matter how the upper ecosystem evolves, it can’t do without vanilla JavaScript. Here I’ve selected 4 JavaScript interview questions to test a programmer’s skill of vanilla JavaScript.

I started preparing for Google interviews using HackerRank and its Interview Preparation Kit. I highly recommend it -- it's really close to what happened at the interview.

What’s your favorite interview question and why?

Below are 3 questions from Microsoft’s Online Assessment 2019 for developers

Give yourself a 30-day challenge. As you watch your recordings, look for areas where your body language, facial gestures, and tone can improve. Find spots in your responses where you can slow down or pause in order to drive a point home. The difference between the first take and your 20th will astound you.

I post multiple choice JavaScript questions on my Instagram stories, which I'll also post here! Last updated: December 24th

From basic to advanced: test how well you know JavaScript, refresh your knowledge a bit, or prepare for your coding interview! muscle rocket I update this repo regularly with new questions. I added the answers in the collapsed sections below the questions, simply click on them to expand it. It's just for fun, good luck! heart

For the past 12 years, I have been on both sides of the Front End Interview table. Sadly though, the emphasis is always put on Javascript during those rounds and the two other important languages - HTML and CSS - are not usually given the same weight.

Through experience and research, I have a few theories about why this is occurring in the design industry.

1. Ability is limited
   When hiring a designer, I look for a balance of solid skills, style and strategic thinking. For the majority, strategic thinking is the weakness, and in all honesty, businesses want this.
2. Expectations are too high
3. The false vision of ‘a dream job.’
4. Unable to adapt processes
5. Companies don’t know what they want