We don't send our kid to school with fever. Sending your kid to school with a low fever used to be very normal. But post-COVID we are more tempted to check the temperature when the head feels warm. But actually the better way to 'measure' a fever is how much a child is playing and energetic.
Having played through Portal 2 again recently, it's like the equivalent of GlaDOS scheming to take back over the Aperture Science Facility while she's only getting 1.1 Volts from the potato.
My pro-tip if you want one of these jobs and are not great at leetcoding, try to get another role at the company and then transfer over.
Apply as a data analyst, theres no leetcoding, you just need to demonstrate sql knowledge and experience working with the business. And faang data analysts are paid as much as many non-faang engineers.
Once you are in, you will be working with engineers, just do a good job, and express interest in working on the software team. The bar will be much much lower than an external candidate.
I would say 20-25% of engineers at these companies come from a non-traditional route like this.
This is absolutely wrong, at least for the FAANG where I work (Amazon).
Not only are data analysis jobs given to business grads and are non-tech roles, they also do not work with software engineers at all and I guarantee you you will hate every second of your job in those positions because of how uninteresting it is.
After that, if you do want to switch roles, you will either have to go through a full interview loop and held to the same standard as an external candidate, or you will have to go through an even more grueling job title change process which will take months, with no guarantee of being approved (and to be fair, if you're a data analyst doing a data analyst's job, has no chance of being approved).
In my experience this is entirely incorrect. Being a strong outside candidate (assuming "strong"=="good at leetcode") is going to make you much more attractive then hoping you're noticed internally.
You're likely to get more bang for your buck by spending your time grinding Leetcode, than learning how to be a data analyst and networking your way into a SWE position.
Context: Was Sr+ at a FAANG, have had offers from 2 others.
yea I find it to be wrong a lot when coding
But its faster for me to fix existing code than to write code from scratch so its still better than nothing for me
> it's about making sure that everyone has an equal chance
How does that look in practice? In most companies it seems that means that under-represented people get green lighted at the resume screen step at a much higher percentage than over-represented people. But the bar is the same at the interview stage.
But don't you see how that is a big dis-advantage for the median over-represented applicant?
If the bar is sufficiently high, the median applicant, over- or under-represented, won't get the job anyway. I've heard from people who work at companies (specifically big tech) that have diversity interview quotas (but not hiring quotas). In practice, you just end up interviewing more people: the candidates you would have interviewed anyway, plus some diverse candidates with closer-to-the-median resumes. And then you end up hiring the people you would have anyway, because interviews are much harder to pass than resume screens. It's a fairly pointless exercise that mostly disadvantages the interviewers, who have to spend more time interviewing, and the "lucky" candidates, who almost never outperform expectations in the interview.
If you're doing this at selection time, you're already late.
* Make sure you have a campus presence on a diverse set of universities. I'm not American, but as I understand it that could mean Historically Black Universities, and not just the Ivy League or a place where the current workforce went
* In line with that, think through which organizations you partner with. An employer that traditionally hired from/sponsored fraternity-like organizations that are mostly white, could also work with student associations that represent a broader spectrum of potential talent, or that specifically represent underrepresented groups
* One job ad I saw had a line "Did you know women are less likely to apply if they don't meet all criteria, whereas men are more likely to apply when they meet a few? If you think you can add value to our team, we encourage everyone to apply". I thought that was helpful.
Anyone can still apply, and the best candidate gets picked. Just not the one that happens to come from a specific background.
I've sat in on group interviews where we usually have a side chat discussing the candidate. Wouldn't you know, every time a candidate of color was being interviewed one guy on our team would take much longer to convince they knew what they were doing.
White women and men, got an ok much more quickly.
I asked my boss if he noticed this, and he said he did not, but when I asked another PoC on the team, he definitely noticed.
This is the way things usually go.
I think that. I am definitely feeling the squeeze myself. I don't like that this works but I cannot deny that it worked on me. Edit: I do not work at Google, can't say much about myself and my own situation more than what I've already shared here, but it seems that every company is going through this now.
Are you expecting people on tiktok to post videos of their actual workday of "Sat behind a screen for 8 hours, tapping on a keyboard"? I get its a bad look, but people purposefully curate their images and lives on social media platforms to look more fun/exciting/interesting than they actually are.
Fun fact. The military started using AR at the start of the Iraq invasion. Product was essentially Google Glass with facial recognition against a static/ local dataset (stored on device), but in 2004 - for identifying wanted suspects at checkpoints.
Was produced by a company called Osterhout Design Group. Ralph Osterhout also had the distinction of creating the PVS-7 Night Vision goggles in 3 months - still used to this day.
Ralph was a pioneer in waveguide technology that went into ODG's AR glasses. The display tech from the Hololens? Licensed from ODG. Time is a flat circle I suppose.
What’ll be interesting to watch there is the learning curve on what should go on an AR display in the middle of a firefight - various branches of the US military seem to follow a similar curve where they get very excited about technology and massively invest, only to find that 70lbs of networked infantry gear or a naval destroyer full of screens or a jet with no guns doesn’t actually enhance lethality the way the guys at General Dynamics said it would. Usually V2 is a bit more sane/practical, so I’ll be interested to see where they land on the HUDs.
post-covid people are more hesitant to send their kids to school slightly sick or when there are sick siblings / parents in the household.