Why 90% of Software Engineers Fail Tech Interviews (Even Brilliant Ones) скачать в хорошем качестве

Why 90% of Software Engineers Fail Tech Interviews (Even Brilliant Ones)

Coding Bootcamp: https://StartupHakk.com/?live=2025.05.24 CUSTOM SOFTWARE: https://StartupHakk.com/Spencer/?live... What if I told you that some tech companies are rejecting 90% of qualified candidates who could do the job? Have you ever wondered why a junior software engineer might face 5-7 rounds of interviews, including algorithm tests that have nothing to do with their day-to-day work? Why is it that the hiring process for a software developer can take longer than getting a mortgage or buying a house? The bar for software engineering jobs has reached absurd heights - and it's only getting higher. Top companies are turning away exceptional talent over trivial mistakes in interviews designed to be nearly impossible. Today, I'm going to reveal the truth about why this is happening and what you can do about it if you're trying to land a job or hire great engineers. Let's talk about something that's been bothering me for a while now - the absurdly high bar that companies set for hiring software engineers. This isn't just hurting candidates; it's actively damaging companies and the industry as a whole. I'm going to break down exactly why this is happening and what we can all do about it. Major tech companies have created a hiring culture that's obsessed with avoiding "false positives" - hiring someone who might not work out. According to research, the standard deviation in engineer value is about 40% of the mean salary, which equates to roughly $40,000 for a typical engineer making $100,000. Companies are willing to reject dozens of good candidates (false negatives) to avoid hiring one bad engineer, following the logic that missed opportunities cost less than bad hires. This fear-based approach creates interview processes designed to be exclusionary rather than inclusionary - setting the bar so high that many great engineers fail. In my 25 years building engineering teams, I've found the most damaging hires aren't the ones who lack technical skills - they're the ones with attitude problems that interviews rarely catch. The irony is that these companies have created processes that are terrific at filtering out good engineers but terrible at filtering out the narcissists and toxic personalities. The tech industry loves to pretend it operates as a pure meritocracy where only your skills matter, but the interviewing process reveals that's a complete fantasy. The standard technical interview with algorithm puzzles and whiteboarding exercises has almost nothing to do with the day-to-day work of most software engineers. These interviews effectively test your ability to perform under immense pressure while solving contrived puzzles with a stranger watching you - a skill that's irrelevant to the actual job. I've watched brilliant engineers who built complex systems that served millions of users get rejected because they couldn't invert a binary tree on a whiteboard in 45 minutes. The process heavily favors recent computer science graduates who've just studied these algorithms and those with the privilege of free time to practice leetcode problems for months. After 25 years in this industry, I can confidently say this system has nothing to do with merit and everything to do with arbitrary hazing rituals that have become industry standard. #AI #Hiring #SoftwareDeveloper #SoftwareEngineer #codeyourfuture #coding #learn2Code #learntocode