/programming-resources

Extra resource, thanks cripd0night#6573: https://docs.google.com/spreadsheets/d/1Jhy88tAln0_NmONsckszB6N6y44xMFGV5Dc4WxBY4Lc/edit?usp=sharing

programming-resources

  1. Programming fundamentals (thenewboston, cherno, programming fundamentals (loops, if else, breaks, switch statements etc) vars... Funcs..
  2. Projects (DS and algos)
  3. Leetcode, grokking, algoexpert, nick white, neetcode, firecode
  4. Apply for Jobs, always be looking (http new link, networking, events, meet people, tailor resume to job, star method, focus on hard technical skills and impact)
  5. Mock interviews, always use whiteboard or pen and paper to write out code.
  6. Practice your weaknesses, and time yourself. Check solution to problem if it takes longer than 45 minutes to figure out and try it again. Repeat.
  7. System design interviews, continious development, test driven development.

https://github.com/jwasham/coding-interview-university

https://www.softwareresidency.com/ https://neetcode.io/ https://inst.eecs.berkeley.edu/~cs61a/sp20/ "Working effectively with legacy code" by Michael C. Feathers was (and is) a practical book. A PHILOSOPHY OF SOFTWARE DESIGN by Osterhout. "When I was in university (back when the dinosaurs ruled the earth), required reading was The Elements of Programming Style by Kernighan and Plauger. Forty one years of active software development, and that monograph still occupies a prominent spot on my bookshelf. I favor a style that is based on a top-to-bottom clear and logical progression of statements, using loops and select/case (or equivalent) elements that are designed to reduce the cyclomatic complexity of the code. My primary rule is never to enforce policy at a point too deep in the hierarchy of logical functions. I avoid side effects, even in loop controls, and stay away from overly complex idioms. "Unit Testing Principles, Practices, and Patterns. Though its name suggests it's about unit testing, it's actually about so much more than this, including clean code and clean architecture. We are going through this book at work right now, and it incites a lot of discussions." ""Refactoring to Patterns" by Joshua Kerievsky. TDD

  1. Feathers: Working Effectively with Legacy Code
  2. Khorikov: Unit Testing Principles, Practices, and Patterns
  • John Ousterhout, A Philosophy Of Software Design (2018)
  • Michael Feathers, Working Effectively With Legacy Code (2004, oof) " think one should read Clean Code but one should read Refactoring and Pragmatic Programmer and Clean Architecture and so on. As the authors of The Pragmatic Programmer suggest that if possible, you should read at least one technical book per month while not forgetting about the non-technical books. In the end, they all expand your understanding and it is left as an excercise to the reader to weed out the do's and don't's from each of them." Brown, Peter C. Make It Stick: The Science of Successful Learning. The Belknap Press of Harvard University Press, 2014. A Life-Saving Checklist | The New Yorker. https://www.newyorker.com/magazine/2007/12/10/the-checklist. Goldratt, Eliyahu M., and Jeff Cox. The Goal: A Process of Ongoing Improvement. 4., rev. Ed., 30. anniversary ed, North River Press, 2014. Kim, Gene, et al. The Phoenix Project: A Novel about IT, DevOps, and Helping Your Business Win. IT Revolution Press, 2013. Ben-Gan, Itzik, editor. Inside Microsoft SQL Server 2008: T-SQL Querying. Microsoft Press, 2009. Because code reviews are often neglected, but a source of immense value, especially with respect to learning. “Google Engineering Practices Documentation.” Eng-Practices, https://google.github.io/eng-practices/ Because time management is so fundamental to being a good developer: DeMarco, Tom. Slack. Random House International ; Hi Marketing, 2002. Maker’s Schedule, Manager’s Schedule. http://www.paulgraham.com/makersschedule.html. eng-practices Google Engineering Practices Documentation Google’s Engineering Practices documentation https://www.joelonsoftware.com/ A weblog by Joel Spolsky, a programmer working in New York City, about software and software companies. Clean Code Code Complete Mythical Man Month Designing Data Intensive Applications Working Effectively With Legacy Code If you're interested in architecture, anything by Martin Fowler is solid. Likewise if you're just interested in paper anything by Robert C Martin is good although "Design Principles and Design Patterns" is one of his best. Head first design patterns The Phoenix Project and The Unicorn Project The Pragmatic Programmer. Recommended to me early in my career, this excellent read will teach you the process of software engineering from a practical, business-oriented perspective. Working Effectively With Legacy Code. While to this day I still have yet to work on a team that does TDD properly, the techniques described in this book have proven invaluable to me while learning new codebases and deciding where I want to start implementing my own changes. Peopleware - because understanding how teams and management work is valuable even if you don't aspire to manage a team yourself. Mythical Man-Month, for sure. First published in 1975, and people managing software projects are STILL making the mistakes covered in it because of corporate dysfunction and short-term thinking. If software engineering is ever to move forward into maturity, we have to impress upon newcomers the importance of not just perfecting small-scale craft, but the more philosophical issues of the discipline. Adaptive Code by Gary McLean Hall Works of Plato. Start with Euthphro. Aristotle for Everybody by Mortimer Adler. Don't read Aristotle himself. Just don't. Peopleware The Fortune at the Bottom of the Pyramid Innovators Dilemma Fluent Python - if you use python The Little Schemer - because it’s fun Something about the command line if you’re not really comfortable with it yet. I like The Linux Command Line by Will Shotts as an ebook and think it’s worth the price and reading it front to back. But it’s also up free as a website. I’d recommend the mostly adequate guide to functional programming even if you are not working in a functional paradigm, at least the first 6-7 chapters. Thinking about pure functions and immutable data are really valuable even working in an OOO setting (I primarily work in Java). As others have said, Designing Data Intensive Applications is a must read, although I think you’ll get more out of it after a year or two of work experience. I’ve seen others recommend Effective Java, and I have used this as a reference at times, but I wouldn’t recommend reading it front to back Crucial Conversations, Peopleware Clean Code Code Complete Mythical Man Month Designing Data Intensive Applications Working Effectively With Legacy Code If you're interested in architecture, anything by Martin Fowler. Robert C Martin is good although "Design Principles and Design Patterns" is one of his best. https://blog.pragmaticengineer.com/preparing-for-the-systems-design-and-coding-interviews/ The Pragmatic Engineer Preparing for the Systems Design and Coding Interview https://thetechresume.com/complimentary-copy.html https://www.rezi.ai/

data structures algorithms grokking algorithms --> data structures

Programming Interview Exposed Cracking The Coding Interview There are many ways to learn how to program, the ways i suggest here might not work for you, i suggest you try it, and if you don't enjoy it, or learn from it, try it a different way. Just don't give up I started off with a sandbox, changed a few values, made a new blob (a ball). I had the idea to make a gamemode out of the ball, called dodgeball. This goal made me learn how kag works, as i had to explore different gamemode rules, how archer code worked etc. So i advise you come up with something simple for your first gamemode, and make steps towards it. If you ever need help, just ask in help

How do i learn then? There are a few ways, the way i learnt was getting the basics from a website like codecademy, and just stopping and moving onto messing around kag. I recommend you learn what variables are, how they work, what methods are and loops Do this with any language you'd like, Angelscript wont be there for most sites, I'd recommend something like C# or Python to begin with

Websites Codecademy (free) https://www.codecademy.com/

Learn-Anything (search engine, useful for any topic) https://learn-anything.xyz/programming

CPlusPlus (Free) http://www.cplusplus.com/doc/tutorial/

PluralSight (Free/paid, students can get it free if their school/college has the offer) https://www.pluralsight.com/

Books Head first into c# (Paid) https://www.amazon.com/Head-First-2E-Real-World-Programming/dp/1449380344/ref=sr_1_2?ie=UTF8&qid=1493732390

Beginners guide to c# (Paid (or download below you darn pirate))

https://cdn.discordapp.com/attachments/568475859086737422/568793215105237032/1-8-programming-c.pdf

careercup.com topcoder.com

https://interviewbuddy.in/ InterviewBuddy™ | Online mock interviews with experts InterviewBuddy™ offers live & on-demand virtual face-to-face mock interview with industry experts. Get constructive feedback and tips to improve. https://www.interviewbit.com/mock-interview/ InterviewBit Free and Anonymous Mock Interviews Practice. Get Confident. Get hired

https://www.pramp.com/

https://techpays.eu/ https://levels.fyi/

10 Books Every Effective Engineer Should Read Peopleware: Productive Projects and Teams by software consultants Tom DeMarco and Timothy Lister. First published in 1987, this book discusses the many dynamics within projects and teams, presenting ideas backed up by actual research. Though somewhat dated, the book provides many pearls of wisdom, like how imposing overtime can destroy a team’s ability to gel and how listening to music while programming can interfere with our ability to focus. Peopleware started me on my path toward thinking about how to build effective engineering teams and great engineering cultures. Team Geek: A Software Developer’s Guide to Working Well with Others by Brian W. Fitzpatrick and Ben Collins-Sussman. In this book, two Googlers who founded Google’s Chicago engineering office share stories and insights about how to work well with your fellow engineers. Covering strategies on how to deal with managers or poisonous team members, and discussing both patterns and anti-patterns on how to lead teams, it’s a worthwhile book for any growing engineer to read. High Output Management by Andrew S. Grove. Grove, the former CEO of Intel, introduced me to the language of leverage and provided me with the lens that I now use to allocate my time. Don’t be turned off by the word “management” in the title. His advice on how to increase your output is relevant to both people managers as well as to those he calls “know-how managers”—people like senior engineers who hold much of the valued knowledge within an organization. Getting Things Done: The Art of Stress-Free Productivity by David Allen. This book thoroughly describes a concrete implementation of how to manage to-dos and task lists. While I don’t subscribe to all of Allen’s ideas, it was eye-opening to read about one possible way of doing things. If you don’t have a good workflow for prioritizing and getting things done, this book can provide you with a baseline. The 4-Hour Workweek: Escape 9-5, Live Anywhere, and Join the New Rich by Timothy Ferriss. Regardless of whether you actually choose to subscribe to the type of extreme lifestyle that Ferriss advocates, this book will teach you two things. First, it shows what’s possible if you relentlessly prioritize your work and focus on the 10% of effort that produces most of your gains. Second, it drives home the importance of creating sustainable systems with low maintenance. That’s a lesson that’s often underemphasized in engineering, where our inclination to build new features with the latest sexy technologies doesn’t necessarily take into account the cost of future maintenance. The 7 Habits of Highly Effective People: Powerful Lessons in Personal Change by Stephen R. Covey. I’m not actually a fan of Covey’s writing style—much of it is a little too abstract and fluffy—but the lasting impact of the ideas in the book compensate for it. From Covey’s third habit of “putting first things first,” I learned that people tend to neglect important but non-urgent activities and spend a lot of time dealing with tasks like emails, phone calls, and meetings that may be urgent but ultimately unimportant. A key takeaway from this habit is to explicitly budget time to invest in yourself, whether it’s by learning new skills, maintaining relationships, reading, etc. Conscious Business: How to Build Value Through Values by Fred Kofman. Kofman taught leadership seminars at companies like Facebook and Google, and his book transformed how I approach difficult conversations with others. Through simple language and well-constructed hypotheticals, Kofman demonstrates that we often conflate the facts of a situation and our own interpretations, resulting in unproductive conversations. Only by separating fact from story can we actually have those difficult conversations where we achieve our goals. Your Brain at Work: Strategies for Overcoming Distraction, Regaining Focus, and Working Smarter All Day Long by David Rock. In this easy�to-read book, Rock combines research on the brain’s functions with actionable advice on how to work more effectively around the brain’s limitations. For instance, this book taught me that because prioritization is a difficult but high-leverage activity that requires substantial cognitive effort, it’s best done at the beginning of the day. Flow: The Psychology of Optimal Experience by Mihály Csíkszentmihályi. In this book, Csíkszentmihályi, a Hungarian professor and the world’s leading researcher on positive psychology, summarizes years of research on what’s required to make someone feel fulfilled and motivated. Criteria include a quick feedback loop, an appropriate level of challenge, and an absence of interruptions. Given how much time we spend working, being conscious of these requirements as we go from job to job and from project to project is very valuable. Succeed: How We Can Reach Our Goals by Heidi Grant Halvorson. Halvorson discusses different frameworks for thinking about goals and how to best frame a goal to increase our chances of success. When is it helpful to be optimistic versus pessimistic in a goal? Is it better to think about why you want to achieve a certain goal, or to think about what steps are necessary to achieve it? Should you visualize what you might gain from achieving a goal or what you might lose by failing to achieve it? It turns out that depending on the type of goal, different ways of mentally framing the goal can significantly affect your chances for success.

Recommended Blogs To Follow http://www.theeffectiveengineer.com/. The Effective Engineer is my personal blog, where I write about engineering habits, productivity tips, leadership, and culture. http://www.kalzumeus.com/. Patrick McKenzie runs his own software business and has written many excellent long-form articles on career advice, consulting, SEO, and software sales. http://katemats.com/. Kate Matsudaira, who has worked at large companies like Microsoft and Amazon as well as at startups, shares advice about tech, leadership, and life on her blog. http://randsinrepose.com/. Michael Lopp has worked for many years in leadership positions at Netscape, Apple, Palantir, and Pinterest, and writes about tech life and engineering management. http://softwareleadweekly.com/. Oren Ellenbogen curates a high-quality weekly newsletter on engineering leadership and culture. http://calnewport.com/. Cal Newport, an assistant professor of computer science at Georgetown, focuses on evidence-based advice for building a successful and fulfilling life. http://www.joelonsoftware.com/. Joel Spolsky, the co-founder of Stack Exchange, provides all sorts of programming pearls of wisdom on his blog. http://martinfowler.com/. Martin Fowler, author of the book Refactoring, writes about how to maximize the productivity of software teams and provides detailed write-ups of common programming patterns. http://pgbovine.net/. Philip Guo, a computer science professor, has written extensively and openly about his graduate school and work experiences

https://sv.wikipedia.org/wiki/Tidskomplexitet#/media/Fil:Comparison_computational_complexity.svg Inom datavetenskapen är tidskomplexitet beräkningskomplexiteten för en algoritm mätt i tid. Tidskomplexitet beräknas genom att man estimerar tidskostnaden för de elementära operationer som krävs i en algoritm. Vanligtvis beror antalet steg på hur stort problemstorleken är, det vill säga indatastorlek, varför man uttrycker tidskomplexitet som en... Tidskomplexitet https://www.csc.kth.se/utbildning/kth/kurser/DD1340/inda09/algorithms/tidskomplexitet/ https://programming.guide/ Programming.Guide Programming Guide provides concise articles with production-quality code examples written by expert programmers. https://yourbasic.org/about/ About This is where Stefan Nilsson writes about coding, algorithms, data structures and Go. About https://www.sluholding.se/en/forskare-blog/374-laerarundantaget-academic-staff-s-intellectual-property-rights TEACHERS´ EXEMPTION (LÄRARUNDANTAGET ) - Academic staff’s intellect... LÄRARUNDANTAGET - Academic staff’s intellectual property rights https://www.joelonsoftware.com/2000/08/09/the-joel-test-12-steps-to-better-code/ The Joel Test: 12 Steps to Better Code http://www.netmeg.net/ The Computer Jargon Dictionary Computer Jargon Dictionary https://www.joelonsoftware.com/2007/10/26/evidence-based-scheduling/ https://dev.to/ https://www.amazon.com/Soft-Skills-software-developers-manual/dp/1617292397 Cherno on youtube https://www.youtube.com/watch?v=Zc54gFhdpLA&list=PLUl4u3cNGP61Oq3tWYp6V_F-5jb5L2iHb&index=2 https://karadev.net/uroci/filespdf/files/a%20book%20on%20c.pdf https://en.wikipedia.org/wiki/The_C_Programming_Language https://www.amazon.com/Programming-Language-2nd-Brian-Kernighan/dp/0131103628 https://www.google.com/search?q=operating+system+design+and+implementation+book&oq=operating+system+design+and+implementation+book&aqs=chrome..69i57j0i22i30l9.7982j0j7&sourceid=chrome&ie=UTF-8 https://www.google.com/search?q=moris+bach+the+design+of+the+unix+operating+system&oq=moris+bach+the+design+of+the+unix+operating+system&aqs=chrome..69i57j0i22i30.5423j0j7&sourceid=chrome&ie=UTF-8 https://www.amazon.com/Design-UNIX-Operating-System/dp/0132017997 http://160592857366.free.fr/joe/ebooks/ShareData/Design%20of%20the%20Unix%20Operating%20System%20By%20Maurice%20Bach.pdf https://www.cs.helsinki.fi/u/kerola/tikra/s2000/luennot/transm_p2.pdf https://www.cs.helsinki.fi/u/kerola/artikkelit/crusoe/transmeta.html https://www.amazon.com/Senior-Software-Engineer-Practices-Effective/dp/0990702804 The Senior Software Engineer: 11 Practices of an Effective Technica... The Senior Software Engineer: 11 Practices of an Effective Technical Leader: 9780990702801: Computer Science Books @ Amazon.com https://www.amazon.com/Managers-Path-Leaders-Navigating-Growth/dp/1491973897/ref=pd_bxgy_img_2/136-9912945-1580412?pd_rd_w=21KsS&pf_rd_p=c64372fa-c41c-422e-990d-9e034f73989b&pf_rd_r=EJ03NDS31FDZ4GTKD9P7&pd_rd_r=a45dbd8a-325e-453b-b7c4-87cdb0aef076&pd_rd_wg=x0se3&pd_rd_i=1491973897&psc=1 Amazon.com: The Manager's Path: A Guide for Tech Leaders Navigating... Amazon.com: The Manager's Path: A Guide for Tech Leaders Navigating Growth and Change (9781491973899): Fournier, Camille: Books https://www.amazon.com/Software-Engineering-Google-Lessons-Programming/dp/1492082791/ref=pd_sbs_3/136-9912945-1580412?pd_rd_w=wx09O&pf_rd_p=3676f086-9496-4fd7-8490-77cf7f43f846&pf_rd_r=EJ03NDS31FDZ4GTKD9P7&pd_rd_r=a45dbd8a-325e-453b-b7c4-87cdb0aef076&pd_rd_wg=x0se3&pd_rd_i=1492082791&psc=1 Software Engineering at Google: Lessons Learned from Programming Ov... Software Engineering at Google: Lessons Learned from Programming Over Time [Winters, Titus, Manshreck, Tom, Wright, Hyrum] on Amazon.com. https://www.amazon.com/Staff-Engineer-Leadership-beyond-management/dp/1736417916/ref=pd_sbs_2/136-9912945-1580412?pd_rd_w=wx09O&pf_rd_p=3676f086-9496-4fd7-8490-77cf7f43f846&pf_rd_r=EJ03NDS31FDZ4GTKD9P7&pd_rd_r=a45dbd8a-325e-453b-b7c4-87cdb0aef076&pd_rd_wg=x0se3&pd_rd_i=1736417916&psc=1

effective engineer, was a book about how to make the best use of your time as a engineer, use leverage to cause greater impact, support your team and you in the same process, be part of the success. Ease onboarding progress, how interview processe can be improved. What kind of problems should you tackle, when & how you should automate, the process vs decision making (batch scripts), running simple scripts regularly to catch problems early on. Have enough time to run scripts say 5-10 minutes. And do check ups with longer intervals. invest in the teams figure out UNIX commands get the fundamentals right, the core principles and basics, to speed up little improvement a day goes a long way don't overburden teams with more than 40 hours of work it decreases productivity over the long term be willing to give up in dire situations thus slow down, and learn from your mistakes learn how to allocate time properly for products break down the time do procedural rewrites/refactoring, instead of doing it all out at once. Best is to incorporate the old and the new at the same time. Working in teams, and in a company with more people there's more resources to tackle different problems of different sizes

peopleware team geek high output management getting things done the four hour work week the 7 habits of highly effective ppl Conscious, business, how to build value through values your brain at work, strageties for overcoming distraction, regaining focus, and working smarter all day flow the psychology of the optimal experience write or tools that you build. Here are some strategies: Avoid one-person teams. Review each other’s code and software designs. Rotate different types of tasks and responsibilities across the team. Keep code readable and code quality high. Present tech talks on software decisions and architecture. Document your software, either through high-level design documents or in code-level comments. Document the complex workflows or non-obvious workarounds necessary for you to get things done. Invest time in teaching and mentoring other team members. BUS FACTOR have a bus factor larger than 1 it takes burden away from yourself and allows you do to do other things individual engineer - senior, team principle, industry SUCCESS

write or tools that you build. Here are some strategies: Avoid one-person teams. Review each other’s code and software designs. Rotate different types of tasks and responsibilities across the team. Keep code readable and code quality high. Present tech talks on software decisions and architecture. Document your software, either through high-level design documents or in code-level comments. Document the complex workflows or non-obvious workarounds necessary for you to get things done. Invest time in teaching and mentoring other team members. Get familiar with UNIX (or Windows) shell commands. Being able to manipulate and process data with basic UNIX tools instead of writing a Python or Java program can reduce the time to complete a task from minutes down to seconds. Learn basic commands like , , , , , , , and , all of which can be piped together to execute arbitrarily powerful transformations. Read through helpful documentation in the pages for a command if you’re not sure what it does. Pick up or bookmark some useful one-liners.

data structures algorithms grokking algorithms --> data structures

Programming Interview Exposed Cracking The Coding Interview

https://simpleprogrammer.com/

ruby on rails react angular js java springboot

https://www.freecodecamp.org/news/coding-interviews-for-dummies-5e048933b82b/

Pragmatic Programmer Clean Code Design Patterns Modern Software Engineering The Art of COmputer Programming The Science of Devops Accelerate the C++ the mythical man mouth refactoring team topologies Domain Driven Design

The Pragmatic Programmer Clean Code Donald Knuth Domain Driven Design

  • The Beginning Of Infinity by DAvid Deutsch Continious Dlivery ....... Pragmatic Programmer. I re-read it every year. That and Michael Feathers book on legacy code. ... The Phoenix Project" by Gene Kim "Unit testing: principles, practices and patterns" by Vladimir Khorikov The first is a "The C++ Programming Language" book - I used it a lot early on when learning programming and it used to be my dad's. The second is a "Programming in Lua" book - it was the first software book that I really delved into, and Lua was the first language I really deeply learned, because I was adding it as a scripting language to my MUD (multiplayer text rpg). I am a student rn, and my first programming book was java by dietel and dietel, that belonged to my dad :) Code Complete, 2nd Edition by Steve McConnell) The Asshole Survival Guide: How to Deal with People Who Treat You Like Dirt", Penguin, 2018. - — 01/01/2022 : The Richest Man in Babylon by George Samuel Clason, The Millionaire Fastlane by MJ DeMarco and The Simple Path to Wealth by JL Collins. The Richest man in Babylon, The greatest salesman in the world and The Monk who sold his ferrari is the package that doesn't leave a person the same if carefully listened and meditated upon. As TD Jakes said, " There is nothing more dangerous than a changed and a made up mind" this is treasure unfolded. I have found is The Prophet - book how successful people think by John Maxwell ’s the same way that it happened for Warren Buffett. He picked up knowledge from Graham’s books and then went to study under him.

https://www.wired.com/2015/04/hire-like-google/ Wired Here's Google's Secret to Hiring the Best People People tend to make snap judgments when they're interviewing job candidates. The problem is, these predictions from the first 10 seconds are useless. Here's Google's Secret to Hiring the Best People https://www.geeksforgeeks.org/google-interview-preparation-for-software-engineer-a-complete-guide/ GeeksforGeeks Google Interview Preparation For Software Engineer - A Complete Gui... A Computer Science portal for geeks. It contains well written, well thought and well explained computer science and programming articles, quizzes and practice/competitive programming/company interview Questions.

https://www.mtu.edu/career/students/networking/interviews/prepare.pdf In 1998, Frank Schmidt and John Hunter published a meta-analysis of 85 years of research on how well assessments predict performance. They looked at 19 different assessment techniques and found that typical, unstructured job interviews were pretty bad at predicting how someone would perform once hired.

Unstructured interviews have an r2 of 0.14, meaning that they can explain only 14 percent of an employee’s performance. This is somewhat ahead of reference checks (explaining 7 percent of performance), ahead of the number of years of work experience (3 percent).

The best predictor of how someone will perform in a job is a work sample test (29 percent). This entails giving candidates a sample piece of work, similar to that which they would do in the job, and assessing their performance at it. Even this can’t predict performance perfectly, since actual performance also depends on other skills, such as how well you collaborate with others, adapt to uncertainty, and learn.

https://www.wired.com/2015/04/hire-like-google/ Here's Google's Secret to Hiring the Best People People tend to make snap judgments when they're interviewing job candidates. The problem is, these predictions from the first 10 seconds are useless. Here's Google's Secret to Hiring the Best People https://www.geeksforgeeks.org/google-interview-preparation-for-software-engineer-a-complete-guide/ GeeksforGeeks Google Interview Preparation For Software Engineer - A Complete Gui... A Computer Science portal for geeks. It contains well written, well thought and well explained computer science and programming articles, quizzes and practice/competitive programming/company interview Questions. https://www.mtu.edu/career/students/networking/interviews/prepare.pdf https://rework.withgoogle.com/guides/hiring-use-structured-interviewing/steps/introduction/ re:Work - Guide: Use structured interviewing Using consistent questions and grading rubrics can improve the candidate experience and be predictive of future performance.

https://hiring.workopolis.com/article/what-google-has-learned-about-hiring/ Workopolis Hiring 6 hiring lessons from Google that every small business needs to kno... Google's recruitment tactics are as renowned as its nap pods. Take your SMB hiring up a notch – or higher – with these six hiring lessons from Google.

https://www.businessinsider.com/google-laszlo-bock-interview-questions-2015-4?r=US&IR=T Business Insider Google HR boss says asking these questions will instantly improve y... The US Department of Veterans Affairs has created an extensive list of interview questions any company can use. Google HR boss says asking these questions will instantly improve y... 04/15/2015 https://www.va.gov/PBI/Questions.asp VA.gov | Veterans Affairs Apply for and manage the VA benefits and services you’ve earned as a Veteran, Servicemember, or family member—like health care, disability, education, and more.

https://www.talscale.com/blog/ultimate-guide-to-structured-interviews Ultimate guide to Structured Interviews | For Technical Recruiters Interviewing is not as easy as it seems—first impressions and “gut feeling” is not enough to make an effective hiring decision. There is always a… Ultimate guide to Structured Interviews | For Technical Recruiters https://www.googleadservices.com/pagead/aclk?sa=L&ai=DChcSEwiNoamKk9j1AhXpBaIDHauRD9QYABAFGgJsZQ&ae=2&ohost=www.google.com&cid=CAESWuD2LVK-N45bZJnK8XEPSReo0ERxtHGO8LMMxwyxeSfSILtqfMlO16i4uXQTaP-GZUPsAq8xlNas2OobVmGi2zH4evYRNsgkzd6rnOKkz9905VZKEfzm0sbEwQ&sig=AOD64_0RPQ-7jphRM7_XHfmiAeZgZzqZZw&ctype=5&q=&ved=2ahUKEwjg2aCKk9j1AhXyiIsKHS4cAr0Q9aACegQIAhBN&adurl= Adlibris Work Rules!: Insights from Inside Google That Will Transform How Yo... From the visionary head of Google's innovative People Operations comes a groundbreaking inquiry into the philosophy of work -- and a blueprint for attracting the most spectacular talent to your business and ensuring that they succeed. We spend more time working than doing anything else in life. It's not right that the experience of work should b... https://en.wikipedia.org/wiki/Laszlo_Bock

The Tao of Programming, by Geoffrey James The Innovator's Dilemma, by Clayton Christensen Only the Paranoid Survive, by Andrew S. Grove

Effective Manager Competing Against Time Business Adventures The Innovators Dilemma

Measure What Matters

https://www.mahesan.tech/

Extra stuff

  1. Give your work meaning.
  2. Trust your people.
  3. Hire only people who are better than you.
  4. Don’t confuse development with managing performance.
  5. Focus on the two tails.
  6. Be frugal and generous.
  7. Pay unfairly.
  8. Nudge.
  9. Manage the rising expectations.
  10. Enjoy! And then go back to No. 1 and start again. Eric Schmidt

"And just as our products can always get better, so can our hiring machine. We constantly review and work to balance our speed, error rate, and quality of experience for candidates and Googlers. For example, Todd Carlisle, now the HR leader for one of our business teams but at the time a PhD analyst on our staffing team, looked at the question of whether having up to twenty-five interviews per candidate was actually helpful or not. He found that four interviews were enough to predict whether or not we should hire someone with 86 percent confidence. Every additional interviewer after the fourth added only 1 percent more predictive power. It simply wasn’t worth the extra time for Google or the suffering for the candidate, so we implemented a “Rule of Four,” limiting the number of interviews a candidate could have on-site (though we allowed exceptions in certain cases). That change alone shaved our median time to hire to 47 days, compared to 90 to 180 days in the past, and has saved employees hundreds of thousands of hours.

  1. Be a good coach.
  2. Empower the team and do not micromanage.
  3. Express interest/concern for team members’ success and personal well-being.
  4. Be very productive/results-oriented.
  5. Be a good communicator—listen and share information.
  6. Help the team with career development.
  7. Have a clear vision/strategy for the team.
  8. Have important technical skills that help advise the team.

  1. My manager gives me actionable feedback that helps me improve my performance.

  2. My manager does not “micromanage” (i.e., get involved in details that should be handled at other levels).

  3. My manager shows consideration for me as a person.

  4. My manager keeps the team focused on our priority results/deliverables.

  5. My manager regularly shares relevant information from his/her manager and senior leadership.

  6. My manager has had a meaningful discussion with me about my career development in the past six months.

  7. My manager communicates clear goals for our team.

  8. My manager has the technical expertise (e.g., coding in Tech, accounting in Finance) required to effectively manage me.

  9. I would recommend my manager to other Googlers. Fortunately, there’s a much better approach to measuring the results of learning programs, and like many great people-management ideas, it’s not a new one. In 1959, Donald Kirkpatrick, who was a professor at the University of Wisconsin and past president of the American Society for Training and Development, came up with a model that prescribed four levels of measurement in learning programs: reaction, learning, behavior,

  10. Have a role-and-responsibilities discussion.

  11. Match your Noogler with a peer buddy.

  12. Help your Noogler build a social network.

  13. Set up onboarding check-ins once a month for your Noogler’s first six months.

  14. Encourage open dialogue.

  15. Ask questions, lots of questions!

  16. Schedule regular 1:1s with your manager.

  17. Get to know your team.

  18. Actively solicit feedback—don’t wait for it!

  19. Accept the challenge (i.e., take risks and don’t be afraid to fail… other Googlers will support you).

"The best predictor of how someone will perform in a job is a work sample test (29 percent). This entails giving candidates a sample piece of work, similar to that which they would do in the job, and assessing their performance at it. Even this can’t predict performance perfectly, since actual performance also depends on other skills, such as how well you collaborate with others, adapt to uncertainty, and learn. And worse, many jobs don’t have nice, neat pieces of work that you can hand to a candidate. You can (and should) offer a work sample test to someone applying to work in a call center or to do very task-oriented work, but for many jobs there are too many variables involved day-to-day to allow the construction of a representative work sample. All our technical hires, whether in engineering or product management, go through a work sample test of sorts, where they are asked to solve engineering problems during the interview. According to Urs Hölzle, “We do our interviewing based on really testing your skills. Like, write some code, explain this thing, right? Not look at your resume, but really see what you can do.” Eric Veach adds, “The interviews are done [by] a large swath of engineers who ask a lot of very data-oriented kinds of questions. They’re not just, you know, ‘Tell me about a time when…’ They’re more like, ‘Write me an algorithm to do this.’ ” The second-best predictors of performance are tests of general cognitive ability (26 percent). In contrast to case interviews and brainteasers, these are actual tests with defined right and wrong answers, similar to what you might find on an IQ test. They are predictive because general cognitive ability includes the capacity to learn, and the combination of raw intelligence and learning ability will make most people successful in most jobs. The problem, however, is that most standardized tests of this type discriminate against non-white, non-male test takers (at least in the United States). The SAT consistently underpredicts how women and non-whites will perform in college. Phyllis Rosser’s 1989 study of the SAT compared high school girls and boys of comparable ability and college performance, and found that the girls scored lower on the SAT than the boys.86 Reasons why include the test format (there is no gender gap on Advanced Placement tests, which use short answers and essays instead of multiple choice); test scoring (boys are more likely to guess after eliminating one possible answer, which improves their scores); and even the content of questions (“females did better on SAT questions about relationships, aesthetics, and the humanities, while males did better on questions about sports, the physical sciences, and business”).xxiv These kinds of studies have been repeated multiple times, and while standardized tests of this sort have gotten better, they are still not great.xxv As a proof point, Pitzer College, a liberal arts college in Southern California, made reporting test scores optional for applicants who had at least a 3.5 grade point average (GPA) or were in the top 10 percent of their high school classes. Since then, their average admitted-student GPA has grown 8 percent and they’ve had a 58 percent increase in students of color. 88 Tied with tests of general cognitive ability are structured interviews (26 percent), where candidates are asked a consistent set of questions with clear criteria to assess the quality of responses. Structured interviews are used all the time in survey research. The idea is that any variation in candidate assessment is a result of the candidate’s performance, not because an interviewer has higher or lower standards, or asks easier or harder questions. There are two kinds of structured interviews: behavioral and situational. Behavioral interviews ask candidates to describe prior achievements and match those to what is required in the current job (i.e., “Tell me about a time…?”). Situational interviews present a job-related hypothetical situation (i.e., “What would you do if…?”). A diligent interviewer will probe deeply to assess the veracity and thought process behind the stories told by the candidate. Structured interviews are predictive even for jobs that are themselves unstructured. We’ve also found that they cause both candidates and interviewers to have a better experience and are perceived to be most fair. 89 So why don’t more companies use them? Well, they are hard to develop: You have to write them, test them, and make sure interviewers stick to them. And then you have to continuously refresh them so candidates don’t compare notes and come prepared with all the answers. It’s a lot of work, but the alternative is to waste everyone’s time with a typical interview that is either highly subjective, or discriminatory, or both. There is a better way. Research shows that combinations of assessment techniques are better than any single technique. For example, a test of general cognitive ability (predicts 26 percent of performance), when combined with an assessment of conscientiousness (10 percent), is better able to predict who will be successful in a job (36 percent). My experience is that people who score high on conscientiousness “work to completion”— meaning they don’t stop until a job is done rather than quitting at good enough—and are more likely to feel responsibility for their teams and the environment around them. In other words, they are more likely to act like owners rather than employees. I remember being floored when Josh O’Brien, a member of our tech-support team, was helping me with an IT issue in my first month or so. It was a Friday, and when five o’clock rolled around I told him we could finish on Monday. “That’s okay. We work to completion,” he told me, and kept at it until my problem was resolved.90 So what assessment techniques do we use? The goal of our interview process is to predict how c"

Always check the documentation Ask for help Break problems into smaller parts Draw, write everything you know down Search on StackOverflow Take a break and come back to the problem later, but don't give it up in your mind. Pomodoro Technique Brain.fm for music when working.

Grow your network Note people you work with Keep a planner, schedule your time. Use spaced repetition and active learning

Sit down and just do the work See Steven Pressfields books for more.

Make projects, always keep learning. Schedule time for it, block distractions. Atomic Habits Know internal vs external motivations.