Love most of the advice I see here, but there's a few quibbles I have here.
> You’re going to have to grind Leetcode. Yes, even the dynamic programming problems.
One trend I've been seeing is the MANGAs have been moving away from leetcode crap - in my org at one of them, I think almost the entire org is against leetcode questions as an insufficient form of candidate assessment.
> Come up with a more, uh, positive reason for why you’re interviewing instead of disclosing that you were laid off.
Honestly, as an engineering manager on the hiring side, I haven't seen any negative perception in these times when candidates disclose they were laid off - its become so common as of late & often not due to the candidates' fault that it's a non-issue for us. I know a manager trying to extend a formal offer to one such candidate who revealed that they were laid off. I especially appreciate honesty in a candidate when they admit they don't know something & try to set the conversation around working with the info they have as presented to them, creating space for an open conversation around questions being asked instead of viewing it as a Q&A session. Those tend to be the candidates who get the highest marks from me.
> You’re going to have to grind Leetcode. Yes, even the dynamic programming problems.
One trend I've been seeing is the MANGAs have been moving away from leetcode crap - in my org at one of them, I think almost the entire org is against leetcode questions as an insufficient form of candidate assessment.
> Come up with a more, uh, positive reason for why you’re interviewing instead of disclosing that you were laid off.
Honestly, as an engineering manager on the hiring side, I haven't seen any negative perception in these times when candidates disclose they were laid off - its become so common as of late & often not due to the candidates' fault that it's a non-issue for us. I know a manager trying to extend a formal offer to one such candidate who revealed that they were laid off. I especially appreciate honesty in a candidate when they admit they don't know something & try to set the conversation around working with the info they have as presented to them, creating space for an open conversation around questions being asked instead of viewing it as a Q&A session. Those tend to be the candidates who get the highest marks from me.