Cracking the coding interview 6th edition filetype : pdf

Welcome to the fourth edition of Cracking the Coding Interview. This volume updates the 3rd.

edition with new content and update information. Be sure to visit our website, www.

Careercup.com, to connect with other candidates and discover new resources.

 

For those of you who are not new to cracking the coding interview 6th edition filetype : pdf technical interviews, the process seems overwhelming. Idir¬

viewers ask you questions, expect you to present excellent algorithms on the spot, and

then it will ask you to write a beautiful code on a whiteboard. Fortunately, everyone else is the same

ship, and you're already working hard to get ready. Good on you!

 

As you prepare for your interviews, consider these suggestions:

 

»Write the code on paper - most interviewers won't give you a computer and will give it to you

expect to write code on a whiteboard or paper. To simulate this environment, try

Answer the interview problems by first writing the code on paper and then typing it

computer as is. Whiteboard / paper coding is a special skill that can be mastered

with continuous practice.

 

»Know Your Resume - While Technical Skills Are Extremely Important, There Is No Reason For That

neglect your own resume. Be sure to prepare to give a quick summary of any

project or job you have been involved in, and discuss the most difficult and interesting

problems you had during the day.

 

»Don't Resolve Memory: Although this book offers a representative example of interviews

questions, there are still thousands of interview questions available. Remembering the solution

Tions doesn't make much use of her time. Instead, use this book to address

problems, learn new concepts and practice your skills.

 

»Speak: Interviewers want to understand what you think and move on to problems.

slogans, so speak out loud while solving problems. Let the interviewer see how you are

tackle the problem and maybe guide you too.

 

And remember: interviews are tough! During my years doing Google interviews, I saw some of them

interviewers ask "easy" questions and others ask more difficult questions. But you know what?

Getting the offer is not easier if you ask the easy questions. Get an offer

It's not about solving questions smoothly (few candidates do!), but rather about

answer questions better than other candidates. So don't stress when you get trivial

question: everyone else probably thought it was difficult too!

 

I am excited for you and the development of the skills that you are going to develop. Give a thorough preparation

a wide range of technical and communication skills for you. Worth it

where the effort takes you!

 

 

We left the hiring meeting frustrated, again. Of the ten "deliverable" candidates we are

reviews that day, no one would receive offers. We were too fast, I wonder?

 

I was especially disappointed. We rejected one of my candidates. Students.

One that I referred to. the best computer science schools in the world, and have done extensive work on open source

draft. He was energetic. It was creative. Hard work. It was sharp. That was true

geek, in the best way.

 

But I had to agree with the rest of the committee: the details were not there. Even if my emphatic

a suggestion would suggest they reconsider, it would certainly be rejected later

stages of the hiring process. There were too many red flags.

 

While interviewers generally believed he was smart enough, he had a hard time

to develop good algorithms. The most successful candidates were able to answer the first question.

tion, which was complicated by a known problem, but he did his best to develop his algorithm.

When it came to one, it did not occur to him to think of solutions optimized for another scenario.

ios. Eventually when he started coding he flew through the code with an initial solution, but

it was full of bugs that it later failed to detect. Although he was not the worst candidate

that we had seen without measure, was not far from meeting "the bar". Rejected.

 

When he asked me for feedback on the phone a few weeks later, he was having trouble with what to do.

Tell him. Be smart? No, I knew it was brilliant. Become a better coder? No, his skills were on par

with some of the best I've seen.

 

Like many motivated candidates, there was good extensive preparation