I recently ran a Twitter poll asking my followers to estimate how many engineers had been laid off from US-based startups and tech companies in 2022 and 2023 so far. Most people overestimated the number by an order of magnitude. Here's what we did to get to the actual number.
interviewing.io is an anonymous mock interview platform and eng hiring marketplace. Engineers use us for mock interviews, and we use the data from those interviews to surface top performers, in a much fairer and more predictive way than a resume. If you’re a top performer on interviewing.io, we fast-track you at the world’s best companies.
We make money in two ways: engineers pay us for mock interviews, and employers pay us for access to the best performers. To keep our engineer customers happy, we have to make sure that our interviewers deliver value to them by conducting realistic mock interviews and giving useful, actionable feedback afterwards. To keep our employer customers happy, we have to make sure that the engineers we send them are way better than the ones they’re getting without us. Otherwise, it’s just not worth it for them.
This means that we live and die by the quality of our interviewers, in a way that no single employer does, no matter how much they say they care about people analytics or interviewer metrics or training. If we don’t have really well-calibrated interviewers, who also create great candidate experience, we don’t get paid.
In this post, we’ll explain exactly how we compute and use these metrics to get the best work out of our interviewers.
interviewing.io is a technical mock interview platform and technical recruiting marketplace, so we have a ton of useful data around technical interviewing and hiring. One of the most useful pieces of data in the current climate is the ever-changing technical interview bar – throughout 2022, it’s gotten progressively harder to pass technical interviews, and it’s only going to keep getting harder. We crunched the numbers and came up with a running index that quantifies where the eng bar will be, as a function of open tech jobs. The bar is clearly going up.
Over the past few months, I’ve seen a number of fear-mongering pieces in the press about how the recession is driving tech layoffs and how tech employees (and engineers specifically) are losing their leverage as a result. The problem is that “tech” can mean anyone working at a tech company. You’re an engineer? Of course, you’re tech. You do ops? Great, you’re tech. You do marketing? You, too, are tech! These are all critical roles at tech companies, and what I take umbrage with isn’t the decision to label non-engineers as tech employees. It’s deliberately misleading your audience by implying that “tech” refers to engineers specifically.
I don’t like imprecision, and I really don’t like fear-mongering. So, we at interviewing.io dug into the data to see if engineers do indeed have a reason to fear.
We recently made the difficult decision to pause our Pay Later Program. In this post, we’ll talk about why we made that call and what we’ll be doing instead to ensure that engineers who can’t afford to pay for practice will still be able to get it. We’ll also explain some things we’ve learned along the way about funnel optimization, some mistakes we made while iterating on this program, and what we’ll do differently when we hopefully unpause it in the future.
interviewing.io is both a mock interview platform and an eng hiring marketplace (engineers use us for technical interview practice, and top performers get fast-tracked at companies), so we have some unique insights into how recent hiring freezes have affected engineers’ behavior. We also have unique insight into which companies are actually hiring. As such, in the spirit of being useful during a hard and uncertain time, we thought it’d be interesting to survey our users to see what’s actually going on in the market. TL;DR There are lots of engineers actively looking. There are also lots of companies who are actively hiring. Read the actual post to see the full list of 447 U.S. companies who are hiring software engineers right now.
During the spring of 2022, I went from being a user of interviewing.io to being one of the engineers on the team.
I discovered interviewing.io in 2021 while preparing for my internship interviews, little did I know that I would end up interviewing for interviewing.io via an interview conducted on interviewing.io to receive an internship opportunity at interviewing.io upon passing the said interview. Yes.
During my 11 weeks, I solved an important business problem, quadrupled my problem-solving skills, and collaborated with the fantastic folks who built the product made for engineers, by engineers.
It looks like we’re entering a recession. One of the hardest things about it is the lack of reliable information about whether companies are still hiring and what hiring freezes even mean. Arguably the two most impactful eng hiring freezes were announced by Facebook (May 4, 2022) and then Google (July 20, 2022). Facebook’s freeze is allegedly partial, targeting roles below L7 and excluding machine learning engineers. Google’s freeze is allegedly all-encompassing but may only last 2 weeks. But what’s actually going on? To make some sense of a bunch of contradictory information about Google’s and Facebook’s hiring freezes in the press and on Blind, we decided to ask the people who, outside of Google …
The interviewing.io platform has hosted and collected feedback from over 100K technical interviews, split between mock interviews and real ones. It’s generally accepted that to pass a technical interview, you have to not only come up with a solution to the problem (or at least make good headway), but you also have to do a good job of articulating your thoughts, explaining to your interviewer what you’re doing as you’re doing it, and coherently discussing tradeoffs and concepts like time and space complexity. But how important is communication in technical interviews, really? We looked at the data, and it turns out that talk is cheap. Read on to find out how and why.
At interviewing.io, we’ve hosted over 100K technical interviews, split between mock interviews and real ones. As it happens, we know where our users currently work – they tell us that when they sign up. Given that we have this data AND given that we know how well people do in their interviews, we thought it would be interesting to see which companies’ engineers are especially good at technical interviews. Our resulting top ten lists are in this post!