Don't Get Attached, It's Just Luck. My Interviewing Advice and Tips - <AUTHOR> https://medium.com/@ehnertm/dont-get-attached-it-s-just-luck-26517994de30#.5j2hjaj2e <comment><USER3> I have noticed that too often the interviewers look for people like themselves, which I find really naive - chances of you finding your own copy are slim to none.

A recent anecdote from my own experience. I've interviewed with this company. Everything seemed to go well, I had a talk with hiring manager, then with one of the guys from technical team where we discussed real world problems, etc. Everything goes well. As soon as I start thinking this could be the one, they say something along the lines of "let's see if this other guy from our team has some questions". So they bring the other guy who seems a little annoyed being dragged away from what he was doing (we're in an open office with glass walls, so I could see him at his desk). This guy turns out to be the "bad cop". He immediately goes down to more CS/academic level with his questions and eventually asks some question along the lines of "what does compiler do in a situation X when there is Y". Well, I am forced to answer that I have no idea (it's not exactly the kind of problem you normally encounter in real life), so the "bad cop" just nods his head in a forgiving manner and I know immediately it's a bust and that he's gonna veto me out. Sounds familiar?

<comment><USER4> Yes, that could happen if the person interviewing you has really deep knowledge of a very narrow area and somehow they've grown to think that this niche embodies all of software engineering.

I find that older, more experienced engineers tend to know not to ask these kinds of deep domain-specific questions (unless the are directly relevant to the position being applied for).

The unfair part about this type of interview process is that the interviewer assumes that what the candidate knows is only a subset of what they know - <USER2> they completely ignore the knowledge that lies outside of the intersection (which could also be useful).

</comment></comment><comment><USER5> This has got to be one of the most honest descriptions of how job hunting actually works ever written and posted on HN.

It's a sharp contrast to a lot of the stuff that is posted here that depicts job hunting like some kind of spiritual search for your life's passion.

<comment><USER6> I think this is a great description of the job hunting process early in your career.

Later in your career, if you have kept connections alive, the job hunt should look like this:

"Hi <member of network>,

I'm looking for a position doing X at Y, and I noticed you know Sara at Y. Do you mind doing intros? I'd really appreciate it."

...

intros/coffee with Sara.

...

resume to the hiring manager, perhaps through some automated system, but with a thumb on the scales

...

interview

...

hire/no hire decision based on mutual fit.

Now, this isn't about nepotism, it's about the power of having worked together. While the internet is great and you can learn a ton about a candidate (sometimes) by their online work, sometimes you can't. And nothing is as high bandwidth as having worked with someone. (Well, maybe a family connection.)

So if you can build your trust networks and get informal introductions to a company from someone who has worked with both parties, you're in a very strong position.

That said, as I stated at the beginning (and the author did as well), this post was fantastic for folks without such a network.

<comment><USER7> > Later in your career, if you have kept connections alive, the job hunt > should look like this

If you kept connections alive and actually have connections that move on to other companies. 95% of the connections I have made in 14 years are either retired or still at the companies they were at when I met them. How does this help me?

<comment><USER6> Interesting! Not my experience, so hard to comment intelligibly. As if that is going to stop me, this is the internet.

I guess I would still go into your network and see if they have met anyone who has moved on. Adter all, it isn't the direct connection that you are looking for (though that is preferable), but the second layer connection.

Otherwise I think you are either in the position of following the author's advice or trying to expand your network by working with people in other ways (side projects, moonlighting, open source, volunteering). I know how unsavoury that choice is.

Since I can't definitively speak to your situation, let me talk about ways to avoid it.

\- work in a consulting shop early in your career.

\- seek big companies over small as your first or second job

\- prefer job dense locations early in your career

\- volunteer your time when you have cycles. Work an event, write some code, etc

I realize these are not all available to everyone, they are just guidelines that will expand your network.

<comment><USER6> I forgot one of the best ways to expand your contact network: contracting. Find a company that can sell your hours and give them the 40-50% they will take. Make sure you add everyone you work with (clients, other contractors) to your network list (I prefer LinkedIn but excel will work).

</comment></comment></comment></comment></comment><comment><USER4> I've been coding since I was 14 (I'm 27 now) and went to uni; I usually never have a problem with technical interviews, but I applied for Facebook just to try out their interview process (because one of my academic-minded software engineering friends told me that he didn't pass the third interview - So I was intrigued).

I thought that their questions were mostly good but the interviewer makes you code live in realtime - I found this really stressful and I froze several times.

I remember one of the challenges they posed in one of the interviews was to flatten a JSON multidimensional array that had an arbitrary level of nesting. I implemented the recursive solution without any problem (which is the difficult part right?) but then the interviewer asked me to come up with a non-recursive solution - This is actually easier, but because I was under stress and was still thinking about the problem in recursive terms, I just froze.

I even asked "Do I need to use a fringe list?" (referring to a structure used in several search algorithms) but I don't think the interviewer understood my question and they weren't able to give me any guidance for what they were specifically looking for so I just asked to skip that question because of time pressure.

Then later they asked some really easy questions about HTML and CSS (which I've done thousands of time) but because of the IDE they made me use, I couldn't actually run the code to test (and under stress, I forgot the exact syntax for a few things).

I guess this is an interview process you need to really prepare for.

I suppose the process makes sense for FB; the feeling of 'being watched' which I felt in the interview is probably common while working there day-to-day (considering the open workspace environment) - They need engineers who can perform in such an environment. I'm definitely not one of them.

<comment><USER8> Is there no trial period in the US?

Every person we hire here (Switzerland) gets interviewed but because it is almost impossible to know if someone is going to work out there is a trial period of three months by law. Usually with a termination time of one week. After the trial you will usually need to give at least three month notice. You can get the most brilliant Coder but if he/she doesn't work with your existing team for what ever reason, he/she isn't the right fit for you.

You can only find these things out after they start working for you.

<comment><USER9> Unless there's an employment contract or collective bargaining agreement stating otherwise, people can be fired in the US at any time for almost any reason. That "almost" hides a little nuance, such as the reason can't be related to race, gender, or certain other "protected" reasons, but, "any reason" is a pretty good approximation. No notice period is required. If you're lucky, you get to walk out by yourself carrying a box of your stuff. Frequently people are escorted out.

<comment><USER10> That's horrible. And I'm from Romania, which is a second world country, basically.

We usually have a two week notice (it depends on the company and the position) and I've never seen someone escorted out. There's often a short inventory of company assets you used, and that's it.

<comment><USER11> It has its downsides, but the benefit of such a system is that it is easier to hire someone as well. It lowers the risk of hiring if you know that you can terminate employment just as easily, so the jobs market ends up being a bit more robust at the cost of a bit more volatility.

It should also be noted that for the sort of jobs we are talking about here there is a difference between being terminated 'for cause' (e.g. incompetence, theft from your employer, etc) and termination due to downsizing and the job itself being eliminated. In the latter case you will often get a package of benefits and the termination process is somewhat similar to the one you are familiar with.

<comment><USER12> However, no notice and escorting people out sounds more like power fantasy than something with economic reasons.

<comment><USER13> I'd say it's more of a security concern than anything. The thinking being that you don't want a potentially disgruntled employee with little to potentially lose have access to your systems.

<comment><USER10> I was sure someone would say this. As a comparison: Romania is a relatively poor country, full of hotheaded invididuals ("Balkan" mentality). On top of that, we're apparently EU's #2 expat community in terms of total prison population. So both hotheads and also a lot of criminals (most likely thieves).

And yet we still allow our folks to walk unescorted for a few weeks inside the company premises.

After all, how many just-layed-off employees will want to steal or damage company property to top off their recent loss of job with criminal charges and a criminal record?

From the outside it feels like a bit of paranoia on the part of US companies.

I might be missing something, this is just my opinion as an outsider.

<comment><USER11> Let's consider the counter-argument and ignore any possibility for vandalism, theft, hacking, or other destructive activity by a recently terminated employee. Why would you want them walking around the building? What possible benefit is there to this? Why not just give them a hearty handshake, a thanks for your work, and tell them that they will be paid for the remainder of the termination period but don't show up at work tomorrow.

As for the paranoia part, it is definitely a bit of paranoia on the part of the company management but paranoia for a reasonable reason: there are numerous examples in the US of someone getting laid off or fired and returning to the office with a gun. From the perspective of management, why take the chance? If there is any hint that the termination will not be pretty you make sure someone escorts the person out and you have shown yourself to be taking due consideration if something unpleasant happens.

<comment><USER14> > What possible benefit is there to this?

Non USian here: regardless of who gave notice, the lame-duck period is normally used for wrapping up whatever work/project the departee was working on and handing it over to a colleague or manager. People generally are more worried about getting bad references than office shootings.

</comment></comment></comment></comment></comment></comment></comment></comment></comment></comment><comment><USER15> this is all good info. especially the take homes.

when i interviewed this time around for a new job, the most frustrating part were the take homes. lots of companies expect you to do a sample project that only grants you an audience to a technical phone screen. like, what? didn't i just pass your technical test? if i still have to show my technical prowess doesn't that mean you don't trust my resume, or trust that i honestly completed your assignment?

i also agree these take homes are not 4 hour affairs. they give you no direction so you can't sacrifice ui/ux for functionality because you have no clue how they judge it. i failed a large company's take home even though it was feature complete, but i sacrificed really slick/nice ui for a workable ui that i felt was passable given no direction.

i got a thanks but no thanks reply back.

as with regards to luck; another company i interviewed at, i aced their take home. then i interviewed with ~6 people who all said they liked me (or at least that was the feedback i got). but when i interviewed with the vpe, i failed a question about semaphores, (i knew what they are, but just didn't have the answer to a specific question the vpe asked) and failed the job app.

the job position was to be a front-end developer.

<comment><USER16> I disagree about the take homes. But this may primarily be because I've been hiring with a heavily weighted take-home for the last six months. Here's my reasoning:

1\. I don't want to work for a company that uses CVs as a major part of its job screen, since they are nearly useless from an informational point of view. Steps that improve the quality of candidates also improve the expected quality of your future colleagues.

2\. The take home gives significantly more information than a phone screen. Candidates who are rejected because they find the take home too hard, or who would have passed a phone screen but not the take home are saving time because they don't have to take any time off to come into the office for an onsite.

3\. Having a good take-home means we can make the rest of the process more lightweight. We have an extension interview where we pair with you while you extend what you took home, and then you're done. This is much more respectful of your time than multiple days of algorithmic questions.

4\. It's easier to make marking take-homes blind - i.e. to guard against various biases compared to phone screens and even in-person interviews.

5\. The take-home is simplified, but similar to the sort of thing you will have to do in your actual work, so doing it gives you extra information about the job itself.

6\. The take-home is designed to result in something that's fun. Many of our candidates say that they enjoyed doing it. Even some of the ones who fail it. Some even say it's a reason that they choose us over some other company.

It is true that some good candidates simply refuse to do take homes on principle since they have lots of choice. To try to combat this, we make sure we try to explain why it's worth your time.

If I told candidates 'congratulations, you've got a 1 day onsite interview' (where in the morning you're on your own and we send you home at lunchtime if you've not made good progress) instead of a half-day take-home (in which we are very flexible over how much elapsed time you need) and a 1.5 hour onsite extension, do you think candidates would prefer that?

<comment><USER9> I'm assuming you're referring to an un-timed homework assignment. Timed homework assignments are absolutely the devil and I don't think I'd do one of these.

My biggest issue with (un-timed) take home assignment is that often, as a candidate, this ends up with me investing a nontrivial amount of time, only to not hear anything back. If I'm going to spend multiple hours on something, I would kind of like something in return, such as feedback on my work. Very, very few companies will give any feedback since they don't want to be sued and/or have the candidate try to rebut the reasons why they were turned down.

<comment><USER16> Yeah, it's untimed in the sense that we don't specify an elapsed time it must be done in. People have different things going on in their lives, and you can't just assume they can drop everything for your test. We specify a suggested amount of time so that people know not to spend too much time on it.

On the feedback point: this is a perfectly reasonable stance. Perhaps I should give better feedback to our candidates.

Part of my concern is that I've seen candidates show me emails from their recruiters that have attached all the detailed feedback I've give to their previous candidates.

The other thing is that at some points in the hiring, you're really competing against the others in the pipeline, so you might have actually performed very well, just not quite as well as one of the others. I have also seen one candidate fail based on multiple independent personal disrecommendations rather than on performing badly in the test.

I have noticed in previous interview processes that a lot of people think they failed for a reason other than the reason they actually did fail.

I do think it'd be more fair for me to give better and more detailed feedback, but there are a lot of pitfalls with the most obvious version of that. Perhaps there's room for a bit of disruption with a good solution to this problem.

<comment><USER9> Triplebyte does a fair job on the feedback front. I've been through their process recently, and found it to be more useful for me than any other company's process (I chose the coding project over the standard process). I dislike that they still put candidates on the spot by writing code literally in front of them[0], but the feedback I got from them was actually useful.

I think your issue with candidates showing you emails from their recruiters is actually an issue with recruiters more than your process. Recruiters will do just about anything they can to make the placement.

If you're in a situation where a candidate excels on the test but gets passed over in favor of someone who did even better, then, good for you. :) "We decided to go with another candidate at this time, but here's a little feedback on your coding project," would go a long way with me. If you're really feeling generous, a referral into another company would be a great thing.

Someone who fails because of personal disrecommendations, you can just give them a generic "We reviewed your coding project and here's what we thought of it... but we decided to go in a different direction. Best of luck on your search." (I'm assuming these people fail because they're assholes, not because they're incompetent, right?)

\---

[0]: Seriously, guys, if you're reading this... I chose the project interview because I fall apart when being put on the spot, _and I told you that._ I don't have someone watching over my shoulder at work... and it's a good thing, too, otherwise I'd end up having anxiety attacks.

</comment></comment></comment></comment></comment><comment><USER17> The methodical approach is applaudable, and I'm really glad it works for people like the author. Maybe it is indeed the best strategy. But after a few rounds of doing this, it gets old. Not old as in, "I'd rather be watching westworld than drafting this cover letter". But old as in, "I'd rather be shoveling diarrhetic pig shit than doing this code exercise".

I really love being a software engineer. The job application process is the biggest threat to me keeping that passion.

<comment><AUTHOR> I completely agree. It's incredibly frustrating to stop working on any side projects and stop learning any framework/library stuff to focus exclusively on algorithmic questions for weeks or months. That's why I tried to make it clear you have to just push through and give it everything you can so you can get back to doing fun stuff again. No one likes doing this but lowly developers that just need a job can't do much about it unfortunately.

</comment></comment><comment><USER18> Side question - how do these people interviewing at "a dozen or so places" manage it? Assuming most companies' interviews will force you to take a full day off work, and they will have different schedules and offer deadlines. Is there a trick to managing this that is eluding me? Even with taking a couple of weeks off it seems like it would be very difficult.

<comment><USER19> Without a job, one usually has lots of free time.

<comment><USER18> That still doesn't help much with lining up the offers, but I guess that's less of a concern when you're unemployed (I.E. you'll take the first decent offer you get). However, I feel like I have often read accounts of people _with a job_ interviewing at 6-10 companies and I always wondered how.

<comment><USER20> > That still doesn't help much with lining up the offers

Larger companies are aware that you might be pursuing other opportunities, and are usually willing to postpone extending a final offer until the time you are ready to accept it or at least have other offers to compare it to.

</comment></comment></comment></comment><comment><USER21> Lots of great stuff here. It is a numbers game in many ways since I've been in interview processes where we turned down lots of people who go on to succeed in amazing ways at other companies.

I would be wary about recommending most people write cover letter templates. I can tell a templated letter most of the time. I'd recommend just writing a few sentences from the heart. Why you're great for them. Copy+Paste doesn't work, since each company is different and your background will connect in different ways. Keep it short and just ask to learn more.

<comment><AUTHOR> Thanks for the kind words.

For cover letters, I think I'm using template more loosely and probably should have provided examples. The template part is for describing myself, however I still write out a paragraph or two specific to that company. I think I noted on researching the place before hand so you can include your favorite things about the place in the letter.

</comment></comment><comment><USER22> It's quite fitting that the dating scene in S.F. is often similar to tech interviewing. Play the number games, don't get attached, and move on. Nothing personal, it's just metrics. Is this what cutthroat economic competition does to people?

<comment><USER23> The dating scene is messed up _for men_ in the Bay Area because eligible men vastly outnumber eligible women. It's as simple as that. All the unnatural relationship dynamics flows from this fact. More men study computer science, math, physics, and engineering than women do. Silicon Valley is a magnet for people in those fields. Silicon Valley ends up with way more single men in the 20-40 age bracket than single women.

If you a straight single male, you have an important decision. If you value the immense professional opportunies of the Bay Area more than finding a partner, then do move there. If you think that finding a partner is also very important, then consider finding your job someplace with better ratios. If the Bay Area 20-40 dating pool is something like 3 male to 1 female, that means 2/3 of single men will be without partners.

<comment><USER9> It's actually not quite _that_ bad, but there are some areas where men outnumber women by over 40% [0]. The ratio is a little better in Silicon Valley, at about 1.14:1 [1]. The SF/Oakland/Hayward metro area fares a little better at 0.93:1 overall [2], but that doesn't take into account how difficult is is to access SF from the East Bay and vice versa. It doesn't take much of a skew to really mess up the ratios.

[0]: [http://visualizing.nyc/bay-area-zip-codes-singles- map/](http://visualizing.nyc/bay-area-zip-codes-singles-map/)

[1]: [http://blog.sfgate.com/stew/2014/10/02/study-says-silicon- va...](http://blog.sfgate.com/stew/2014/10/02/study-says-silicon-valley- swimming-with-eligible-men/)

[2]: _Ibid._

<comment><USER14> When it comes to dating, simple gender ratios might not paint the complete picture because it's not just any man:any woman. Frequently, the prospective partner has to have a similar socioeconomic background: I'm not in the Valley so I don't know if that ratio is in the ball park of 1.14:1 for the "goes to Silicon Valley" male archetype

</comment></comment></comment></comment><comment><USER24> " _When I go into 'interviewing mode' I stop working on side projects, I stop visiting bs sites like reddit, news sites, and even HN. If it isn't going to help you get that job just cut it from your life. Focus intensely on learning and writing job applications until you get there. This process isn't fun, why drag it out any longer than you need to._ "

<comment><USER25> That ... doesn't sound healthy, or productive. It is well established that there are diminishing returns to working longer hours on a task, even to the point of negative marginal utility. This is not true just for knowledge workers but, surprisingly, also held for factory workers during the industrial revolution. Not to mention the health impacts of spending so much time on a singular (soul crushing IMO) task.

<comment><USER26> I don't think it applies here. If you work on one task with one goal for longer, you do get exhausted. But I don't think it applies to repetitive tasks with different targets each time. You cannot "apply harder to the same company", but if you spend more time and apply to 30 rather than 20, you get a big improvement in the chance for positive response.

</comment></comment></comment><comment><USER27> While it seems obvious now, the note that job listings with direct emails get first priority is something I'll keep in mind for the future.

<comment><USER9> I applied a similar principle to getting my first place in the Bay Area. I made a point to contact listings on CL that included phone numbers before other listings. I got lucky, and it worked out. :)

</comment></comment><comment><USER28> I'm starting to feel the same about the take home tests. Too time consuming.

<comment><USER26> I think it can work both ways. Tasks like that can be time-consuming, but would you rather take a day off for an on-site interview, or spend ~1h doing it at home? There's some line that shouldn't be crossed of course - I think companies shouldn't give the test to everyone - just those who are actually considered after some screening. But I've been on both sides: taking and preparing the test, and I think it's a good idea as a 2nd stage filter.

My test was completely open-ended. Trivial task (script to copy data from .csv to a sqlite, optionally notify on the queue at the end), but make it as production-ready as you can/want. I don't think I could learn as much about people's abilities during an interview, as I could from that task. I mean, the 1 person who made a proper package, a short .rst install & use documentation, and included crazy unicode test cases was immediately on the top of the list.

<comment><USER9> Those take home tasks are rarely 1 hour deals, so it's not a question of spend an hour at home or take a day off for an on-site. It's usually spend X hours at home _and_ take a day off for an on-site.

Do you really think that "crazy unicode test case" person really only spent an hour on your test?

<comment><USER26> > Those take home tasks are rarely 1 hour deals

This seems to be the common complaint, but really this is discussing the idea -vs- the implementation. Some examples here of checking specific things that were not in scope, or tasks that take whole day are really disappointing. And I agree there are loads of really crappy tests out there.

But yes, you can create a test that's easily doable in 1h. As for the crazy edge case tests: probably. It's still a reasonable thing to check for, but often people don't. (having a non-ascii name helps here) If you have simple enough and open-ended enough tasks, I don't think extra time helps the candidates in any way. I mean, either you have experience doing something or you don't. Even if you spent, for example, X hours researching "what does production-ready mean?" and related topics, I don't believe you'd produce as good result as someone with actual experience. (yeah, I could see that in the answer)

<comment><USER9> I will concede the point that if it literally takes an hour, and it means I don't have to write code in the interview with someone watching my every move _at all_ , then, yes, I would gladly do such a test. I'm still skeptical that a test that requires writing production-ready code and tests would really take only 1h.

</comment></comment></comment></comment></comment><comment><USER29> >> When I go into 'interviewing mode' I stop working on side projects, I stop visiting bs sites like reddit, news sites, and even HN. If it isn't going to help you get that job just cut it from your life.

While I agree that interviewing is a bit of a crap shoot, the above paragraph from the OP is actually a pretty good argument for _not_ doing anything to prepare for it.

If going into interviewing mode means you stop working on your own stuff, or having free time, or generally doing stuff that a) you enjoy and b) make you better at your work (rather than interviews) then you're paying a cost alright, and it's at least comparable to the cost of take-home coding exercises.

If you're just applying anywhere you can it probably means you don't care where you go anyway. If you apply in sufficiently many places eventually you'll find the one place where they like you, you like them, you got what they want and they're willing to hire you.

In fact if you take the time you'd waste in getting good at interviewing and invest it in learning a new language, or framework, or following a MOOC etc, you'll probably end up with much better qualtiy work, because your actual work skills will get better. It might take a bit longer to get there but you'll (probably) stick around for longer and you'll get more out of it.

</comment><comment><USER30> (Is it okay to post things like this?)

I've written a self-hosted search utility for HN threads posted by whoishiring which I'll be using in my upcoming job hunt in a month or so. It performs regex-based full-text searches of top-level comments in threads posted by whoishiring. I hope it can help someone in their hunt!

[https://github.com/cashweaver/hn-who-is-hiring- search](https://github.com/cashweaver/hn-who-is-hiring-search)

</comment><comment><USER31> "Things like knowing the box model, closures, map/filter/reduce, object vs array, prototypes, bind/call/apply, event delegation. These made up almost ever single first phone screen interview I've ever had."

Seems pretty hefty for a junior-frontend-position.

<comment><AUTHOR> You're right, I should have been more clear. I wasn't applying for junior positions anymore but most of the technique is what I did the last time I applied for jobs when I was looking for more junior positions.

</comment></comment><comment><USER32> Why do rejection emails say "good luck" at the end?

<comment><USER33> Because you, the recipient, must now continue the job hunt, so luck in finding a better employer would come in handy.

<comment><USER32> But why is this pleasantry about "luck" and not something else? You don't hear employers say "keep studying" or "we wish you a good effort" or "we hope you build cool stuff".

Isn't the employer referring to luck an admission from the employer that interviewing has a lot to do with luck?

<comment><USER34> Because "keep studying" can be construed negatively: You're not good enough. Unsolicited advice isn't usually a good idea politically.

Saying "luck" implies several things: \- You just weren't the right fit. \- I don't wish to imply your skills are lacking. \- I hope you succeed, even though I wasn't able to help.

<comment><USER7> > Because "keep studying" can be construed negatively: You're not good enough. > Unsolicited advice isn't usually a good idea politically.

They're rejecting you because you weren't good enough (or because they suck at actually identifying talent).

> Saying "luck" implies several things:

None of which are good things about the process, because a process should be designed to drive the percent influence of luck to as close to zero as practical.

> \- You just weren't the right fit.

Bullshit non-reason.

> \- I don't wish to imply your skills are lacking.

We also don't want to admit that we may not have any idea what we are looking for or how to evaluate it.

> \- I hope you succeed, even though I wasn't able to help.

If I don't need improvement but I succeed elsewhere in a similar job, that just means you screwed up.

</comment></comment></comment></comment></comment><comment><USER35> I can't imagine going through that much trouble trying to find a job as a developer. My m.o.:

1\. Contact my list of (currently) 14 local recruiters from different companies with my resume, and tell them what type of job I'm looking for, salary, and location within the metro area.

2\. They send me a list of jobs with the descriptions abd salary range - something you can't usually get without a recruiter - and I tell them which one I want to be submitted to.

3\. Keep a list of the jobs, status (submitted, phone interview scheduled, in person interview scheduled, waiting for response), recruiter information, etc. so I don't get double submitted.

Historically, since 1999 and three years out of college, it has taken me about a two-four weeks to find a job, usually paying significantly more.

The last round I just went through. I had 13 prospects, 7 phone interviews, 3 in person interviews, trying to schedule the other 4, and will probably have four offers by the end of the week. This is with me being picky on location, salary, and environment.

I'm not trying to say that I'm a special snowflake. I know a lot of people that I work with that could do the same.

</comment><comment><USER36> If a company makes you an offer early in the process, how long are they typically willing to wait (while you interview with the other dozen companies)? Esp if you save the ideal companies for later in the process.

</comment><comment> joatmon-snoo My perspective is skewed because I'm a uni student, but although there's really good stuff here, a lot also sticks out to me as the kind of advice I'd be giving to someone who just wants something to pay the bills, not someone who wants to do something they really want to do.

The high volume apps and crapshoot stuff - 100% yes.

Stuff like template cover letters? Nuh-uh. I have a _structure_ that I stick to - hey, saw you guys are doing X and I think X is cool and wanna help y'all build it up, blablabla - but it's not a fill-in-the-blanks template.

> Additionally have a good set of STAR questions ready and memorized. [...] > Tell me a time when you disagreed with a manager… those types of questions > that we all hate, but you MUST know them and be familiar with them.

I can spot a memorized behavioral from a mile away, and it is without fail a _terrible_ move. I mean, yeah, go through the questions, jot down a note about that time Alice did that thing or you had to help Bob out with that other thing in case you blank out when you get the question, but don't come up with an answer and memorize it. The point of these questions is to demonstrate that you're cognizant of team dynamics and the need to manage and navigate them.

<comment><USER37> No, you can't spot a memorized story. You can possibly spot a poorly memorized story. It's the difference between learning a speech off by heart and knowing the material backwards.

<comment><USER7> Without probing questions, no. On technical matters and some interpersonal matters, though, you can use a variation of 5 Whys to quickly drill down on certain decisions or details. The only way to pass that is to actually know what you are talking about.

<comment><USER37> Exactly. Memorize the incident, what you want to convey about it, and how to emphasise your angle on it. Don't rote-learn a single telling, and don't blow it off and think "ok I'd talk about that time I saved the orphans, next!"so that in the interview you're all "I was on my way back from preventing a bank robbery...wait no, it was a mugging...and i went past the orphanage on 5th Ave, or 6th, you know the one?"</comment></comment></comment></comment>


Show HN: CaptainObvio.us - a place to share ideas - <AUTHOR> http://captainobvio.us/

<comment><USER2> Allow voting. -- Captain Obvious

<comment><AUTHOR> That's high on my list of things to add - that, tagging, and email subscriptions. Love the feedback :D

<comment><USER3> I might be the only person on the planet who still uses it, but RSS would be awesome!

<comment><AUTHOR> On the list - shouldn't be hard to do :D

</comment></comment></comment></comment><comment><AUTHOR> I made this in the course of a couple weekends and wanted some feedback on how I can make it better. I've heard email notifications for comments and easier social sharing features so far, but I would love to know what else I can do to make it better.

<comment><USER4> Here are a few simple CSS tweaks that can improve readability. I only spent a couple of minutes, but I think it helps: <http://pastebin.com/WEKswHND>

EDIT: Here's a screenshot preview: <http://cl.ly/022H381a2N2p1N0h3q0k>

<comment><USER5> Very nice improvements... I hope you are online when I do my own ShowHN ;-)

<comment><USER4> Shoot me an email. I have at least 5 minutes to spare for pretty much anybody.

<comment><USER5> Fantastic, thanks. This is one of the reasons I love HN.

</comment></comment></comment></comment></comment><comment><USER6> I love this idea. Good implementation too, the only thing i'd change is:

1) Add an overview page with a much bigger list of ideas.

2) Decrease the font size a bit. I could only see two or so ideas at once on the home page.

3) Perhaps add a voting system of some type?

You also might want to seed it with a bit more content, otherwise you'll have a hard time breaking out of the chicken and egg problem (that's what ended up killing me).

EDIT: I'd also add some indication that you aren't going to tweet as me.

<comment><AUTHOR> Voting and tagging are on my roadmap. I'm working on seeding it with more content too (just posted an idea myself!)

As for your comment in the EDIT - does it make you think you're going to end up tweeting your idea without a chance to opt out? Currently it doesn't tweet anything out if you comment or submit an idea, so if that's not clear I'd like to improve it.

<comment><USER6> Great :)

Nothing about your site indicates you'll spam me, but plenty of sites do. I am, and i think a lot of people are, reluctant to log in with Twitter without some reassurance that they and their followers won't be spammed. Just a quick note can't hurt imo.

<comment><AUTHOR> I'm planning on doing that eventually, but it will be opt-in with a big TWEET THIS checkbox next to the submit button. Do you think that will be clear enough?

<comment><USER7> Could you get the relevant twitter account, so people could follow it? Looks abandoned with that last tweet made may '08.

<comment><AUTHOR> I created @Obviouscptn last night and am trying to get captainobvious.

I also created an RSS feed <http://captainobvio.us/rss/>

It's foobar in IE at the moment but everywhere else.

</comment></comment></comment></comment></comment></comment><comment><USER8> @CaptainObvio.us: There's always room for another great site about ideas, but check out halfbakery.com. You might get some ideas from their site. It's good, not great, but has an active user base.

<comment><AUTHOR> Is half-bakery meant to be somewhat silly ideas or serious ones?

<comment><USER9> originally it was meant to be silly ones, but the userbase got more serious over time.

i know the person that built/runs it.

</comment></comment></comment><comment><USER9> I love this.

I had something built that is VERY similar (architecture - blobs of text with titles, twitter login, comments, voting, tags, flask+mongody) except for another completely different use: <http://cluedb.com/>

Might be interesting to share code?

<comment><AUTHOR> Josh,

Absolutely - I'd love to show you what I'm running under the hood. My email is aaron AT aaronstannard.com - what's the best way to get in touch?

<comment><USER10> So you're not going to make the code public?

<comment><AUTHOR> Not just yet - I might post it to my Github account (<https://github.com/aaronontheweb>) once I get a chance to push a few changes and sanitize my repo so it doesn't contain my debug and production .config files

Would you be interested in checking out the source too?

<comment><USER10> Absolutely. Other would be interested too, I think.

<comment><AUTHOR> Ok cool - I'll put together a repo with my .config files sanitized out of it and with a few critical bug fixes in place and drop it on Github. I'll see if I can get this done this weekend.

</comment></comment></comment></comment></comment></comment><comment><USER11> I found scrolling up and down the page to be very laggy--without much investigation, it appears to be caused by the background image.

<comment><AUTHOR> Could you let me know what browser you're using and what your machine specs are? You're not the first to report the issue, so I'm trying to see where I should begin testing.

<comment><USER12> Same problem here. Firefox 3.6ish / Mac

</comment></comment></comment><comment><USER13> Very nice v0.1

Just thought I'd let you know that if you ever need an official Tee (weekly best idea?), there's a good one on threadless: <http://www.threadless.com/product/2537/Captain_Obvious>

<comment><AUTHOR> Dude, that's a great idea and hysterical to boot! Thanks!

</comment></comment><comment><USER14> Great site, but I would lose the Courier. Might just be my preference.

</comment><comment><USER15> The background image is causing scrolling lag in Chrome. I turned the background image off and it fixed the problem.

</comment><comment><USER16> I also love this - funny cause I think that every creative/idea-generating mind with any regard to the internet has had this idea before, but I'm glad that someone is finally making it happen.

My guess to your idea's success is that you need to wire in with the right people and it'll explode.

</comment><comment><AUTHOR> Guys, thanks for all of your feedback! Lots of great ideas and suggestions, and you helped me find two really nasty bugs that I didn't catch earlier.

I'm going to start hacking away on this the instant I get off of work on Friday - I can't wait to get started. Thanks, Hacker News!

</comment><comment><USER17> This is really a lot of fun, and could even be a great tool for teams that are brainstorming ideas. I also love all of the feedback you are getting here and your receptiveness to it. I look forward to seeing how it grows. Nice work!

</comment><comment><USER18> Just a tiny, trivial, aesthetic/grammar change: on <http://captainobvio.us/auth/login> you say "Login to Captain Obvious". I'd change that to "Log in …".

</comment><comment><USER19> I had this, err, idea! Congrats for doing what I wouldn't do and implementing it. Perhaps I should have just put the idea on CaptainObvio.us and let someone else implement it ;-)

</comment><comment><USER20> Love it! Not sure if I'd remember to come to the site everyday, but I'd definitely follow a CaptainObvious twitter account if it tweeted newly submitted ideas.

</comment><comment><USER21> I caused/discovered a bug :) <http://captainobvio.us/details/buy-twitter- handles>

<comment><AUTHOR> YOU KILLED IT!!!!

:P

Probably an error with my controller that does writes to MongoDB - I'll check it out.

<comment><USER21> After OAuth, it couldn't retrieve my twitter username/picture, displayed them as null.

<comment><AUTHOR> Try logging out and logging back in

<comment><USER22> it working for me.

</comment></comment></comment></comment></comment><comment><USER23> Well executed. I would love an RSS feed to subscribe to.

</comment><comment><USER24> The link to the comments for ideas with one comment is currently displayed as "1 Comments". You might want to change that to "1 Comment".

</comment><comment><USER25> Is it mainly meant as a way of getting feedback on ideas, or throwing ideas out there for others to implement/use?

</comment><comment><USER26> this is a great idea about... ideas

</comment><comment><USER27> I think www.iinspireus.com does a much better job at soliciting feedback for your ideas!

</comment><comment><USER28> I'd like to submit anonymously

<comment><USER29> While I see why people would do this, I think it would ruin the site. When people are forced to use their real identity I've found the quality is always much higher.

</comment></comment><comment><USER30> Something went wrong when i login with my twitter account.

</comment><comment><USER31> Feature request: Automatic URL linking/detection

</comment><comment><USER32> I voted you up sir</comment>


Please help with training resources for new grads - <AUTHOR>

I will be starting my first training program for my company, and I was hoping to get some HN feedback on what resources would be most useful.
I am strongly considering a group membership at team treehouse for some web dev and web design training.
Our shop uses JavascriptMVC, jQuery, java, spring, iOS, mule esb, linux, web services, jboss, apache
Any suggestions would be appreciated! <comment><USER2> Here are some great resources for learning iOS:

[1] Online courses:

<http://www.hackrocket.com>

<http://teamtreehouse.com/>

[http://www.lynda.com/iOS-tutorials/iOS-SDK-Essential- Trainin...](http://www.lynda.com/iOS-tutorials/iOS-SDK-Essential- Training/92179-2C.html)

[http://itunes.apple.com/itunes-u/ipad-iphone-application- dev...](http://itunes.apple.com/itunes-u/ipad-iphone-application- development/id473757255)

<http://codelesson.com/courses/tag/Mobile>

[2] Blogs/tutorials:

[http://developer.apple.com/library/ios/#referencelibrary/Get...](http://developer.apple.com/library/ios/#referencelibrary/GettingStarted/RoadMapiOS/Introduction/Introduction.html)

<http://www.raywenderlich.com/>

<http://cocoawithlove.com/>

<http://mattgemmell.com/>

<http://mobile.tutsplus.com>

[3] Books:

Objective-C Programming: The Big Nerd Ranch Guide

iPhone Programming : The Big Nerd Ranch Guide

Cocoa Design Patterns

iPhone App Development : The Missing Manual

The iOS Developer's Cookbook

Cocoa Design Patterns

Beginning iPhone Development: Exploring the iPhone SDK

[4] Forums/Q&A

<http://stackoverflow.com>

<http://www.iphonedevsdk.com/forum/>

[5] Videos

[http://www.youtube.com/user/MilmersXcode?ob=0&feature=re...](http://www.youtube.com/user/MilmersXcode?ob=0&feature=results_main)

[6] Email newsletters

<http://tinyletter.com/hackrocket>

<http://iosdevweekly.com/>

<http://iosdesign.co/>

<comment><AUTHOR> Thanks a ton for this list of resources! My shop has just submitted our first app for approval and I know we will be getting further and further into the iOS world soon enough.</comment></comment>


OCD: My Amazing Superpower That Threatens to Destroy Me - <AUTHOR> https://overexamined.life/ocd-amazing-superpower/ <comment><AUTHOR> The ability to pay obsessive-compulsive attention to details has brought me more success and mental anguish than any other personality trait. My owner's guide to OCD.</comment>