Obviously, each company can't blindly trust the interviewing practices of everyone's previous employer.
> Ageism - not many seniors are desperate enough or have a free time for Competitive Programming preps.
In my experience, senior developers don't need anywhere near as much prep as junior developers for these interviews. Leetcode problems are difficult when you're a new college grad with zero years of programming experience. They're significantly easier after you've been programming for 10 years.
> Making switching jobs harder - for every next job one has to prepare again
Companies aren't going out of their way to make it harder to hire good employees into their own companies.
Leetcode isn't an industry-wide conspiracy. Companies are using it because they believe it's a good filtering mechanism for candidates. When the Big N companies have higher rejection rates than Ivy League universities, they can afford to be selective.
> Keep in mind that CP != CS.
The problems are designed to test CS skills.
How else would you suggest reorganizing the interviews to test for CS skills?
> How else would you suggest reorganizing the interviews to test for CS skills?
How Caltech, MIT, Harvard, ETH, etc... test for CS skills? Certainly not with CP riddles - unless you take a CP course, which indeed is a separate [optional] course at some of those universities for interview preps specifically.
Very few companies to need people that have very strong CS skills. CS skills are mostly useful for doing CS. For example designing and analyzing an algorithm that’s more efficient than any other algorithm at sorting integers with an average of 10^40 digits on a three tag Turing machine.
While CP skills also aren’t terrible useful for most companies, they are closer than CS skills. What’s really needed are software engineering skills but unfortunately our most prestigious institutions think it’s beneath them to teach that.
I've been programming for 10 years and I'm pretty good at it, at every job I've had I get lots of praise and recognition and accelerated promotions. But I have a hard time with leetcode problems and have failed several interviews because of them. It's not that I can't learn the leetcode tricks, it's that I don't have the motivation or the time to drill for months on them so that I can retain all the tricks.
I don't have a CS degree so I think that might be the difference, I didn't get to spend four years thinking about algorithms and data structures. Leetcode interviews are a form of gatekeeping that CS degree people use to filter out non-CS people.
I also don't have a CS degree, and got hired at a FAANG company. If you want to quickly get up to speed on the data science basics, check out "Cracking the Coding Interview" by Gayle Laakmann McDowell. Her YouTube videos are also useful. Certainly, there are other methods, but this is one that I found useful.
>Obviously, each company can't blindly trust the interviewing practices of everyone's previous employer.
But even two teams within the same company often don't trust each other's interviewing practices though.
Transferring from one team to another often requires doing the same algorithm interview that new hires go through, even though you were good enough to get hired in the first place and are ostensibly a better engineer than when you started with the company.
Obviously, each company can't blindly trust the interviewing practices of everyone's previous employer.
> Ageism - not many seniors are desperate enough or have a free time for Competitive Programming preps.
In my experience, senior developers don't need anywhere near as much prep as junior developers for these interviews. Leetcode problems are difficult when you're a new college grad with zero years of programming experience. They're significantly easier after you've been programming for 10 years.
> Making switching jobs harder - for every next job one has to prepare again
Companies aren't going out of their way to make it harder to hire good employees into their own companies.
Leetcode isn't an industry-wide conspiracy. Companies are using it because they believe it's a good filtering mechanism for candidates. When the Big N companies have higher rejection rates than Ivy League universities, they can afford to be selective.
> Keep in mind that CP != CS.
The problems are designed to test CS skills.
How else would you suggest reorganizing the interviews to test for CS skills?