破解编程面试：6th版189个问题与解决方案

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"《Cracking the Coding Interview》第六版是一本经典的编程面试指南书籍，由Gayle Laakmann McDowell撰写，她是CareerCup.com的创始人兼CEO。该书专注于帮助求职者准备技术类公司的面试，特别是软件工程师职位。本书共收录了189个编程问题及其解决方案，这些问题覆盖了广泛的算法、数据结构、系统设计、数据库等多个计算机科学基础知识领域。这本书的特色在于它以实战为导向，不仅提供理论知识，还强调在实际面试中的应用技巧。它不仅适合正在寻求技术职位的应聘者，也对面试官和职业发展者具有参考价值。作者通过分享Google、Microsoft、Apple等顶级科技公司的面试经验，为读者揭示了如何在这些竞争激烈的环境中脱颖而出。第六版的内容更新可能包含了新的编程语言特性、面试趋势和最佳实践，确保求职者能够跟上行业的发展步伐。版权方面，所有内容受严格保护，未经作者或出版商许可，禁止任何形式的复制或机械复制，包括电子存储和检索。如果你正在寻找提升自己的编程技能，准备技术面试，或者想要了解顶级公司面试策略，这本书是不可或缺的资源。书中提供的不仅是问题解答，更是思考和解决问题的策略，对于希望在IT行业中取得成功的人来说，这是一本极具实用性和指导意义的书籍。"

The

Interview

Process

At most

the

top

tech companies (and many

other

companies), algorithm and coding problems form the

largest component

the interview process. Think

these

problem-solving questions. The interviewer

looking

evaluate your ability

solve algorithmic problems you haven't seen before.

Very

often, you

might

get

through

only one question in an interview. Forty-five minutes is

not

a long time,

and it's difficult

get

through several different questions in

that

time frame.

You

should

your best

talk

out

loud

throughout

the

prob

lem and explain your

thought

process. Your

interviewer

might

jump

in sometimes

help you; let

them

. It's normal and doesn't really mean

that

you're

doing poorly. (That said,

course

not

needing hints

even better

At the end

the interview, the interviewer will walk away

with

gut

feel for

how

you did. A numeric score

might

be assigned

your performance,

but

not

actually a quantitative assessment. There's no chart

that

says

how

many points you

get

for different things.

just doesn't work like that.

Rather, your interviewer will make an assessment

your performance, usually based on the following:

• Analytical

ills: Did you need much help solving the problem? How optimal

was

your solution? How

long

did

it take you

arrive at a solution?

you had

design/architect a new solution, did you struc-

ture the problem well and

think

through the tradeoffs

different decisions?

• Coding skills: Were you able

successfully translate your algorithm

reasonable code?

Was

clean

and well-organi

zed?

Did you

think

about

potential errors? Did you

use

good

style?

• Technical knowledge / Computer Science fundamentals: Do you have a strong foundation in computer

science and the relevant technologies?

• Experience: Have you made good technical decisions in the past? Have you

built

interesting, challenging

projects? Have you shown drive, initiative, and other

important

factors?

• Culture

fit

/ Communication skills: Do your personality and values

fit

with

the company and team? Did

you communicate

well

with

your interviewe

The weighting

these areas will vary based

the question, interviewer, role, team, and company. In a

standard algorithm question,

might

be almost entirely the first three

those.

Why?

This

one

the most common questions candidates have

they

get

started

with

this process. Why

things this

way?

After all,

Lots

great candidates don't

well in these sorts

interviews.

4 Cracking the Coding Interview, 6th Edition

http://blog.csdn.net/jiongyi1

The

Interview

Process

You

could look up the answer

did ever come up.

You

rarely have

use

data structures such

binary search trees in the real world.

you

did

need to,

you could surely learn it.

Whiteboard coding

an artificial environment.

You

would

never code on the whiteboard in the real

world, obviously.

These complaints aren't

without

merit. In

fact,l

agree

with

all

them, at least in part.

At the same

time, there

reason

things this way for

some-not

all-positions.

It's

not

important

that

you agree

with

this logic,

but

a good idea

understand

why

these questions

are

being asked.

helps

offer a little insight

into

the interviewer's

mind

set.

False

negatives

are

acceptable.

This

sad

(and frustrating for candidates),

but

true.

From the company's perspective, it's

actually acceptable

that

some good candidates

are

rejected. The

company

out

build a great set

employees. They

can

accept that they miss

out

on some good people.

They'd prefer

not

to,

course,

raises

their recruiting costs.

an acceptable tradeoff, though, provided

they can

still hire enough good people.

They're far more concerned

with

false positives: people

who

well in an interview

but

are

not

in fact very

good.

Problem-solving

skills

are

valuable.

you're able

work

through several hard problems (with some help, perhaps), you're probably pretty

good at

developing optimal algorithms. You're smart.

Smart

people tend

good things, and that's valuable at a company. It's

not

the only

thing

that

matters,

course,

but

a really good thing.

Basic

data structure

and

algorithm knowledge

useful.

Many interviewers would argue that basic computer science knowledge

is,

in fact, useful. Understanding

trees, graphs, lists, sorting, and

other

knowledge does come

periodically. When

does, it's really valu-

able.

Could

you learn

needed?

Sure.

But it's very difficult

know

that

you should

use

a binary search tree

you

don't

know

its existence. And

you

know

its existence, then you

pretty

much know the basics.

Other interviewers justify

the

reliance

data structures and algorithms

arguing that it's a good "proxy:'

Even

the skills wouldn't be

that

hard

learn on their own, they

say

it's reasonably well-correlated

with

being a

good

developer.

means

that

you've either gone through a computer science program (in which

case

you've learned and retained a reasonably broad set

technical knowledge) or learned this stuff on

your own. Either

way, it's a good sign.

There's another reason

why

data structure and algorithm knowledge comes up: because it's hard

ask

problem-solving questions

that

don't involve them.

turns

out

that

the

vast majority

problem-solving

questions involve some

these

basics.

When enough candidates know these

basics,

it's easy

get

into

pattern

asking questions

with

them.

CrackingTheCodinglnterview.com

16th

Edition 5

http://blog.csdn.net/jiongyi1

I I

The

nterview

Process

Whiteboards

let

you focus on

what

matters.

It's absolutely true that you'd struggle

with

writing

perfect code on a whiteboard. Fortunately, your inter-

viewer doesn't expect that.

Virtually everyone

has

some bugs or minor syntactical errors.

The nice thing

about

a whiteboard

that,

some

ways,

you

can

focus

the

big

picture.

You

don't

have a

compiler,

you

don't

need

make your code compile.

You

don't

need

write the entire

class

definition

and

boilerplate code.

You

get

focus

the

interesting, "meaty" parts

the code: the function

that

the

question

really all about.

That's

not

say

that

you should just write pseudocode or

that

correctness doesn't matter. Most inter-

viewers aren

okay

with

pseudocode, and fewer errors are better.

Whiteboards

also tend

encourage candidates

speak more and explain their

thought

process. When a

candidate

given a computer, their communication drops substantially.

But it's

not

for

everyone

every company or every situation.

The above sections are intended

help you understand the

thought

process

the company.

personal thoughts?

For

the

right situation, when done well, it's a reasonable

judge

someone's

problem-solving skills, in

that

people

who

well tend

be fairly smart.

However, it's often

not

done very well.

You

have bad interviewers or people

who

just

ask

bad questions.

It's also

not

appropriate for all companies. Some companies should value someone's prior experience more

or need

skills

with

particular technologies. These sorts

questions

don't

put

much weight on that.

also

won

't measure someone's work ethic or ability

focus. Then again, almost no interview process

can

really evaluate this.

This

not a perfect process by any means,

but

what

is?

All interview processes have their downsides.

I'll leave you

with

this:

what

is,

let's

the best we can

with

it.

How

Questions are Selected

Candidates frequently ask

what

the "recent" interview questions are at a specific company. Just asking this

question

reveals a fundamental misunderstanding

where questions come from.

At the vast majority

companies, there are no lists

what

interviewers should

ask.

Rather, each inter-

viewer

selects their own questions.

Since it's somewhat

a "free for all"

far

questions, there's

nothing

that

makes a question a "recent

Google

interview question" other than the fact

that

some interviewer

who

happens

work at Google just

happened

ask that question recently.

The questions asked this year at Google

not

really differ from those asked three years ago. In fact, the

questions asked at

Google generally

don't

differ from those asked at similar companies (Amazon, Facebook,

etc.).

There are some broad differences across companies. Some companies focus on

algorithms (often

with

some

system design worked

in), and others really like knowledge-based questions. But

within

a given category

question, there

little

that

makes

"belong"

one company instead

another. A Google algorithm

question

essentially the same

a Facebook algorithm question.

6 Cracking the Coding Interview, 6th Edition

http://blog.csdn.net/jiongyi1

The

Interview Process

It's All Relative

there's

grading system,

how

are you evaluated? How does an interviewer

know

what

expect

you?

Good question. The answer

actually makes a

lot

sense once you understand it.

Interviewers

assess

you relative

other

candidates on that same question by

the

same interviewer. It's a

relative comparison.

For example, suppose you came

with

some cool

new

brainteaser

math problem.

You

ask

your friend

Alex the question, and

takes

him

minutes

solve it.

You

ask Bella and she takes

minutes. Chris

never able

solve it. Dexter takes

minutes,

but

you had

give

him

some major hints and he probably

would

have taken far longer

without

them

. Ellie takes

lO-and

comes

with

an alternate approach you

weren't even aware of. Fred takes

minutes.

You'll walk away saying, "Wow, Ellie

did

really well. I'll

bet

she's

pretty

good at math:' (Of course,

she

could

have

just

gotten

lucky. And maybe Chris

got

unlucky.

You

might

ask

a few more questions

just

really

make sure

that

wasn't

good

or bad luck.)

Interview questions are much the same way. Your interviewer develops a feel for your performance

comparing you

other

people. It's

not

about

the candidates

she's

interviewing that week. It's

about

all the

candidates

that

she's

ever asked this question to.

For this reason,

getting

a hard question isn't a bad thing. When it's harder for you, it's harder

for

everyone.

doesn't make it any

less

likely

that

you'll

well.

Frequently Asked Questions

I didn't hear

back

immediately after

interview.

rejected?

No. There are a number

reasons

why

a company's decision

might

be delayed. A very simple explanation

that

one

your interviewers hasn't provided their feedback yet.

Very,

very few companies have a policy

not

responding

candidates

they

reject.

you haven't heard back

from

a company

within

3 - 5 business days after your interview, check in (politely)

with

your recruiter.

Can

I re-apply to a

company

after getting

rejected?

Almost always,

but

you typically have

wait

bit

months

a 1 year). Your first bad interview usually

won't

affect you too much when you re-interview. Lots

people

get

rejected from Google

Microsoft and

later

get

offers from them.

CrackingTheCodinglnterview.com 16th Edition 7

http://blog.csdn.net/jiongyi1

Behind

the

Scenes

Most companies conduct

their

interviews in very similar ways.

will offer an overview

how

companies

interview and

what

they're looking for. This information should guide your interview preparation and your

reactions during and after the interview.

Once you are

selected for an interview, you usually

through

a screening interview. This

typically

conducted over the phone. College candidates

who

attend

top

schools may have these interviews in-person.

Don't

let the name fool you; the "screening" interview often involves coding and algorithms questions, and

the bar can be just

high

for in-person interviews.

you'

unsure whether or

not

the interview will

be technical,

ask

your recruiting coordinator what position your interviewer holds (or what the interview

might

cover). An engineer will usually perform a technical interview.

Many companies have taken advantage

online synchronized document editors,

but

others will expect

you

ite code on paper and read it back over the phone. Some interviewers may even give you "home-

work"

solve after you hang up the phone

just

ask

you

email them the code you wrote.

You

typically

one

two

screening interviewers before being

brought

-site.

In an on-site interview round, you usually have 3

6 in-person interviews. One

these

often over lunch.

The lunch interview

usually

not

technical, and the interviewer may

not

even submit feedback. This

good person

discuss your interests

with

and

ask

about

the company culture. Your other interviews will

be mostly technical and will involve a combination

coding, algorithm, design/architecture, and behav-

ioral/experience questions.

The distribution

questions between the above topics varies between companies and even teams due to

company priorities,

size,

and just pure randomness. Interviewers are often given a good deal

freedom in

their interview questions.

After your interview, your interviewers will provide feedback in some form.

In some companies, your inter-

viewers meet together

discuss your performance and come

a decision. In other companies, inter-

viewers submit a recommendation

a hiring manager or hiring committee

make a final decision. In

some companies, interviewers don't even make the decision; their feedback goes

a hiring committee

make a decision.

Most companies

get

back after about a week

with

next steps (offer, rejection, further interviews, or just an

update on the process). Some companies respond much sooner (sometimes same day!) and others take

much

longer.

you have waited more than a week, you should follow up wi

your recruiter.

your recruiter does

not

respond, this does not mean

that

you are rejected (at least

not

at any major tech company, and almost any

Crack

the Coding Interview, 6th Edition

http://blog.csdn.net/jiongyi1

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