破解编程面试：150个问题及策略（第4版）

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"《Cracking the Coding Interview》(第四版)是一本由 Gayle Laakmann 创作并担任创始人兼 CEO 的 CareerCup.com 出品的面试指南书籍。这本书专门针对程序员面试，提供了150个编程面试问题及其解决方案，旨在帮助求职者在技术面试中脱颖而出。书中不仅关注编程算法问题，还包含五个解决难题的实用方法，指导读者如何避免常见的面试错误。该书特别关注候选人在面试中的表现，包括准备行为面试和技术面试的步骤。作者以面试官的视角分享真实的故事，揭示了面试过程中的关键洞察，让读者了解面试官期待的答案和评估标准。此外，版权信息强调所有内容未经书面许可不得复制或再生产，除非用于学术引用或评论。第四版更新至2008年至2010年，具有版权保护，且有专门的网站www.careercup.com供读者获取更多信息。如果你对这本书有任何疑问或需要进一步支持，可以联系support@careercup.com。本书印刷于美国，ISBN号码为978-1-450-59320-5。全书内容丰富，从基础知识到高级技巧，涵盖了广泛的编程面试场景，是任何寻求在技术领域获得成功者的必备参考材料。通过阅读和实践书中的策略，求职者能够更好地准备面试，提高在编码挑战中的表现，从而增加入职优质企业的机会。"

10CareerCup.com

The Google Interview

There are many scary stories oating around about Google interviews, but it’s mostly just

that: stories. The interview is not terribly dierent from Microsoft’s or Amazon’s. However,

because Google HR can be a little disorganized, we recommend being proactive in com-

munication.

A Google engineer performs the rst phone screen, so expect tough technical questions.

On your on-site interview, you'll interview with four to six people, one of whom will be a

lunch interviewer. Interviewer feedback is kept condential from the other interviewers, so

you can be assured that you enter each interview with blank slate. Your lunch interviewer

doesn’t submit feedback, so this is a great opportunity to ask honest questions.

Written feedback is submitted to a hiring committee of engineers to make a hire/no-hire

recommendation. Feedback is typically broken down into four categories (Analytical Ability,

Coding, Experience and Communication) and you are given a score from 1.0 to 4.0 overall.

The hiring committee understands that you can’t be expected to excel in every interview,

but if multiple people raise the same

red ag (arrogance, poor coding skills,

etc), that can disqualify you. A hiring

committee typically wants to see one

interviewer who is an “enthusiastic en-

dorser.” In other words, a packet with

scores of 3.6, 3.1, 3.1 and 2.6 is better

than all 3.1s. Your phone screen is usu-

ally not a strong factor in the nal deci-

sion.

The Google hiring process can be slow.

If you don’t hear back within one week,

politely ask your recruiter for an up-

date. A lack of response says nothing

about your performance.

Denitely Prepare:

As a web-based company, Google cares

about how to design a scalable system.

So, make sure you prepare for questions

from “System Design and Memory Limits”

Additionally, many Google interviewers

will ask questions involving Bit Ma-

nipulation, so please brush up on these

questions.

What’s Dierent:

Your interviewers do not make the hiring

decision. Rather, they enter feedback

which is passed to a hiring committee.

The hiring committee recommends a

decision which can be—though rarely

is—rejected by Google executives.

Cracking the Coding Interview

The Apple Interview

Much like the company itself, Apple’s interview process has minimal beaucracy. The inter-

viewers will be looking for excellent technical skills, but a passion for the position and com-

pany is also very important. While it’s not a prerequisite to be a Mac user, you should at least

be familiar with the system.

The interview process typically begins with a recruiter phone screen to get a basic sense of

your skills, followed up by a series of technical phone screens with team members.

Once you’re invited on campus, you'll typically be greeted by the recruiter who provides an

overview of the process. You will then have 6-8 interviews with members of the team for

which you’re interviewing, as well as key people with whom your team works.

You can expect a mix of 1-on-1 and 2-on-1 interviews. Be ready to code on a whiteboard and

make sure all of your thoughts are clearly communicated. Lunch is with your potential future

manager and appears more casual, but is still an interview. Each interviewer is usually fo-

cused on a dierent area and is discouraged from sharing feedback unless there’s something

they want subsequent interviewers to

drill into.

Towards the end of the day, your inter-

viewers will compare notes and if ev-

eryone still feels you’re a viable candi-

date, you'll interview with the director

and then VP of the organization you’re

applying to. While this decision is rath-

er informal, it’s a very good sign if you

make it. This decision also happens be-

hind the scenes and if you don’t pass,

you'll simply be escorted out of the

building without ever having been the

wiser (until now).

If you made it to the director and VP

interviews, all of your interviewers will

gather in a conference room to give an

ocial thumbs up or thumbs down.

The VP typically won’t be present, but

can still veto the hire if they weren’t im-

pressed. Your recruiter will usually fol-

low up a few days later, but feel free to

ping your recruiter for updates.

Denitely Prepare:

If you know what team you’re interview-

ing with, make sure you read up on that

product. What do you like about it? What

would you improve? Oering specic

recommendations can show your passion

for the job.

What’s Unique:

Apple does 2-on-1 interviews often, but

don’t get stressed out about them - it’s

the same as a 1-on-1 interview!

Also, Apple employees are huge Apple

fans. You should show this same passion

in your interview.

12CareerCup.com

The Yahoo Interview

 While Yahoo tends to only recruit at the top 10 – 20 schools,

other candidates can still get interviewed through Yahoo’s job board (or – better yet – if they

can get an internal referral). If you’re one of the lucky ones selected, your interview process

will start o with a phone screen. Your phone screen will be with a senior employee (tech

lead, manager, etc).

 You will typically interview with 6 – 7 people on the same team for 45

minutes each. Each interviewer will have an area of focus. For example, one interviewer

might focus on databases, while another interviewer might focus on your understanding of

computer architecture. Interviews will often be composed as follows:

5 minutes: General conversation. Tell me about yourself, your projects, etc.

20 minutes: Coding question. For example, implement merge sort.

20 minutes: System design. For example, design a large distributed cache. These ques-

tions will often focus on an area

from your past experience or on

something your interviewer is cur-

rently working on.

 At the end of the day, you

will likely meet with a Program Manag-

er or someone else for a general con-

versation (product demos, concerns

about the company, your competing

oers, etc). Meanwhile, your interview-

ers will discuss your performance and

attempt to come to a decision. The

hiring manager has the ultimate say

and will weigh the positive feedback

against the negative.

If you have done well, you will often

get a decision that day, but this is not

always the case. There can be many

reasons that you might not be told for

several days – for example, the team

may feel it needs to interview several

other people.

Denitely Prepare:

Yahoo, almost as a rule, asks questions

about system design, so make sure you

prepare for that. They want to know that

you can not only write code, but that you

can design software. Don’t worry if you

don’t have a background in this - you can

still reason your way through it!

What’s Unique:

Your phone interview will likely be per-

formed by someone with more inuence,

such as a hiring manager.

Yahoo is also unusual in that it often gives

a decision (if you’re hired) on the same

day. Your interviewers will discuss your

performance while you meet with a nal

interviewer.

Cracking the Coding Interview





For the eager candidate getting ready for a big job interview, Cracking the Coding Interview

is an invaluable reference, containing excellent coaching and prac-

tice material that gives you an inside edge on the interview pro-

cess. However, as you go over your old data structures textbook

and drill yourself with homemade discrete math ash cards, don’t

make the mistake of thinking of the interview as a kind of high-

pressure game show – that if you just give all the right answers to

the tech questions, you too can win a shiny new career (this week,

on Who Wants to be a Software Engineer?)

While the technical questions on computer science obviously are

very important, the most important interview question is not cov-

ered in this guidebook. In fact, it’s often the single most important

question in your interviewers' minds as they grill you in that little room. Despite the ques-

tions on polymorphism and heaps and virtual machines, the question they really want an

answer to is ...

Would I have a beer with this guy?

Don’t look at me like that, I'm serious! Well, I may be embellishing a little, but hear me out.

The point I'm trying to make is that interviewers, especially those that you might work with,

are probably just as anxious as you are. Nonsense, you say, as a nervous young professional,

checking your pants for lint while you bite your ngernails, waiting for the interview team to

show up in the front lobby. After all, this is the big leagues, and these guys are just waiting for

you to slip up so they can rip you apart, laugh at your shriveled corpse, and grind your career

dreams to dust beneath the heels of their boots.

Right? Just like pledge week, back in freshman year? Right? Hmmm?

Nothing could be further from the truth. The team of developers and managers interviewing

you have their own tasks and projects waiting for them, back at their own desks. Believe me,

they’re hoping that every interview is going to be the last one. They'd rather be doing any-

thing else. There might be a batch of upcoming projects looming on their calendar, and they

need more manpower if they’re going to even have a prayer of making their deadline. But

the last guy the agency sent over was a complete ake who railed about Microsoft’s evil for

half an hour. And the one before that couldn’t code his way out of a wet paper bag without

using copy-and-paste. Sheesh, they think, where is HR getting these guys? How hard can it

be to hire one lousy person?

While they may not literally be asking themselves “Would I have a beer with this guy (or gal)”,

they are looking to see how well you would t in with the team, and how you would aect

team chemistry. If they hire you, you’re all going to be spending a lot of time together for

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