编程面试必备：150道题目与解法

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"CareerCup-Top 150 Questions 4th.pdf" 是一本由Gayle Laakmann创作的书籍，专注于编程面试的150个问题及其解决方案。书中不仅包含这些问题，还提供了应对复杂算法问题的五种有效方法，列出了应聘者常犯的十大错误以及如何避免这些错误，给出了准备行为和技术问题的步骤，以及面试官的角度分享的面试故事。《Cracking the Coding Interview》第四版是面向准备IT行业，特别是软件开发岗位面试者的指南。这本书的核心价值在于它提供了一套全面的面试准备策略，旨在帮助求职者在技术面试中取得成功。 1. **编程面试问题和解决方案**：书中列出的150个编程问题涵盖了数据结构、算法、设计模式等多个领域，帮助读者了解并练习实际工作中可能遇到的技术挑战。每个问题通常会伴随详细的解题思路和代码实现，以提升读者的解决问题能力。 2. **解决复杂算法问题的五种方法**：这些方法可能包括分析问题、简化问题、使用递归或迭代、画图或建模以及编写伪代码等。掌握这些方法有助于求职者在面对复杂问题时能更有效地思考和解答。 3. **避免常见错误**：书中列举了十大面试误区，比如不熟悉基础概念、忽视时间/空间复杂度、过度依赖提示等，提醒读者在准备面试时需要注意这些方面，以提高面试表现。 4. **准备行为和技术问题的步骤**：这部分内容将指导读者如何准备回答关于团队协作、问题解决、项目管理等方面的行为问题，以及如何系统地复习和练习技术问题。 5. **面试官的视角**：通过“面试官战争故事”，读者可以从面试官的角度了解面试过程中的观察和考量，这有助于求职者更好地理解面试流程和期望，从而在面试中展现出更专业的一面。此书对于想要进入IT行业，尤其是软件开发领域的求职者来说，是一份宝贵的参考资料，可以帮助他们更好地准备面试，提升成功获得职位的机会。通过深入学习和实践，求职者可以增强自己的技术实力和面试技巧，从而在竞争激烈的市场中脱颖而出。

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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