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首页破解编程面试:150+问题策略与避错指南
"《Cracking the Coding Interview》是一本由 Gayle Laakmann 创作并担任创始人及 CEO 的 CareerCup.com 出版的专业书籍,专注于帮助求职者准备编程面试。该书共收录了150个编程面试问题及其解决方案,特别关注于解决复杂算法问题的五种有效方法。书中还揭示了求职者常犯的十个错误,并提供避免这些错误的策略,以便在技术面试和行为面试中表现出色。 书中不仅涵盖 C/C++ 和 Java 这样的核心编程语言,还包括数据库、网络以及数据结构等重要知识点,这些都是许多 IT 公司如微软、谷歌、亚马逊、苹果和雅虎等在面试过程中可能涉及的关键领域。作者以其丰富的经验,从面试官的角度分享了真实的面试故事,让读者能够更深入地理解面试流程和期望。 第四版的《Cracking the Coding Interview》更新了版权信息,强调所有内容未经许可不得复制或用于其他用途,只允许在引用时保持原意。该书旨在为求职者提供全面的面试准备指南,包括如何准备技术和行为面试,以及提升面试技巧和策略。 这本书对于那些希望在 IT 行业脱颖而出的求职者来说,是一本不可或缺的参考书,它详细的内容和实用的建议对于提升面试成功率具有极大的帮助。无论你是初入职场的新人还是有经验的开发者,都可以通过学习本书来提高自己的面试准备水平,从而在激烈的竞争中脱颖而出。"
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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 dierent 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 condential 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.
Denitely 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 Dierent:
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
11
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 dierent 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
ocial 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.
Denitely 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? Oering specic
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
oers, 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.
Denitely 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 inuence,
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
13
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 aect
team chemistry. If they hire you, you’re all going to be spending a lot of time together for
14CareerCup.com
the next few months or years, and they want to know that they can rely on you – and maybe
even come to consider you a friend and colleague. They want to know that they can depend
on you. And as tempting as it might be to them to just settle and hire the next person who
comes along, they know better.
In many companies, particularly large U.S. companies, it’s harder to re somebody than it is
to hire somebody. (Welcome to the US: Land of Lawsuits!) If they hire a dud, they’re stuck
with them. That person might be unproductive or, even worse, a drain on the team’s produc-
tivity. So they keep interviewing, until they nd the right person. They know that it’s better
to reject a good candidate than hire a bad one.
Some of those interviews are real doozies. Once you’ve interviewed long enough, you build
up a repertoire of horror stories. War stories, of candidates who looked promising on paper
until the interviews went terribly, terribly wrong. These war stories are not only humorous –
they’re also instructive.
Names have been changed to protect the innocent – or downright ridiculous.
2.1 zyxwvutsrqponmlkjihgfedcba
2.2 ZYXWVUTSRQPONMLKJIHGFEDCBA
2.3 spw~~kjlslen
2.4 0987654321+_=-)(*&^%$#@!`~[]{};':”,./<>?
2.5 ABCDEZYXW
2.6 abcdeyxw
2.7 asdabcdezyxwasdf
2.8 ~~
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