Confessions from a Big Tech Hiring Manager: Tips for Software Engineering Interviews

Episode Overview

• The speaker, a former hiring manager at Skyscanner and Uber, shares insights and "confessions" about the "Big Tech" interview process.
• He explains the role of the recruiter and how it differs from the engineering team, advising candidates on how to leverage this relationship.
• The episode provides practical advice on how to prepare for interviews, including recommended books and key areas of focus.
• He emphasizes the importance of adopting the right mindset—focusing on learning rather than succeeding—to reduce stress and have more productive, conversational interviews.

Key Concepts

• Recruiter Experience vs. Company Culture: The speaker argues that your experience with a recruiter is not always representative of what it's like to work in the engineering department, as they are separate functions with different reporting structures (Recruitment to HR, Engineering to the CTO).
• The Recruiter as an Advocate: Once a candidate passes the initial resume screening, the recruiter's goal is to help them succeed. Their performance is measured by hires, making them a valuable ally who can offer advice and preparation resources.
• Typical "Big Tech" Interview Loop: For generalist software engineering roles, the process usually includes a phone screen (coding), followed by an onsite loop with coding rounds, a hiring manager/behavioral interview, a systems design interview (for senior roles), and sometimes a "bar raiser" interview.
• The Importance of a "Learning Mindset": Approaching an interview with a mindset of curiosity and a desire to learn, rather than immense pressure to succeed, can lead to a more relaxed, conversational, and ultimately more successful experience.
• Interviews as a Two-Way Street: The interview is an opportunity for the candidate to evaluate the company just as much as the company is evaluating them. Candidates should ask questions throughout the process to determine if it's the right fit.

Quotes

• At 00:26 - "Your experience with the recruiter themselves, it might not fully be indicative what the experience with the company." - Explaining that a candidate's interaction with recruiting doesn't always reflect the engineering culture.
• At 01:15 - "Tip: ask the recruiter for advice on how succeed on the interview." - Emphasizing that recruiters are on your side after the resume screen and can be a valuable resource for preparation.
• At 01:37 - "Tip: when coming into the interview, think 'I'm excited to learn,' not 'I really need to succeed'." - Advising candidates to adopt a curious, low-pressure mindset to perform better and learn from the experience, regardless of the outcome.

Takeaways

• Leverage Your Recruiter: Once you pass the resume screen, treat your recruiter as an ally. Ask them directly for advice, preparation materials, and insights into where other candidates typically struggle. Their success is tied to yours.
• Adopt a Mindset of Curiosity, Not Pressure: Frame the interview as a learning opportunity rather than a high-stakes test. This reduces stress, encourages a more natural conversation, and allows you to demonstrate curiosity—a highly valued trait.
• Make the Interview a Conversation: Instead of waiting until the end to ask questions, turn the interview into a dialogue. Ask clarifying questions, seek your interviewer's perspective ("How do you do this here?"), and engage them in a collaborative problem-solving discussion. This provides far more positive signals than simply reciting a practiced answer.