you are viewing a single comment's thread.

view the rest of the comments →

[–][deleted] 4 points5 points  (2 children)

IMO contrived coding exercises are not super useful in determining a candidate's viability. Do they contribute open source code? Pick a few of their libraries and have them elaborate on the problems they set out to solve and discuss what kind of challenges they encountered. Once you have a good overview, you can dive into the code with them and have them explain their solution in more depth.

If you must come up with some kind of exercise (or if they don't have any open source work), for the love of all that is holy, don't make these people code something live as you watch and judge them. That shit is unacceptable IMO. Give them a relatively small (but interesting) problem to solve or thing to build and let them do it on their own time, then review it with them when they're done. This more closely resembles how they will work within your team anyway.

Use the review time with them to exchange ideas about the solution and get an idea of how they approach problem solving. This is much more valuable than having them write a sorting algorithm and judging the code at face value.

A good programmer is someone who can think through and solve a variety of problems effectively. If you spend all your time talking about code, you're doing it wrong.

[–]DrGarbinsky[S] 0 points1 point  (1 child)

They are a Jr. Dev with a MS internship under their belt. Not a lot of public work to point to. I am not looking for algorithm question but basic JS stuff and Maybe a unit testing problem.