| October 13, 2016
Cheat Sheet is a regular series that takes you inside the hiring process. This week: Want to help make Facebook’s technology smarter?
See all the cheat sheets here.
First Round:
15- to 30-minute exploratory conversation, usually by phone with a recruiter.
Second Round:
45-minute technical assessment, either on-site or remotely. Examines knowledge of systems, algorithms, and data structures, logic, cleanliness and speed of coding, and interaction with the technical interviewer. “This is also to set them up for success, because we’ll get an idea of what level they’re at, so we can bring them in and give them a fair interview.”
Third Round:
Typically five or more on-site interviews tailored to your background and interests. Interviewers, mostly engineers and maybe some tech managers and leaders, might explore coding, design, and teamwork. “I like to find out what was your best day you ever had at work and specifically what happened that day. Because they had a win or they accomplished something that actually gave them that rush that we all try to get in our job. … That gives us an idea of what their passion is and allows us to line them up with the type of work that could maybe give them that again. And the other one I like to ask is why did they get into the field they got into.” You'll also have the chance to learn more about the company during an information session, perhaps over lunch.
The Score:
People you spoke to submit feedback. There's a group discussion. Hires participate in Facebook’s boot camp and can request the team they’d like to work on afterward. You can also express interest in a team or product during the hiring process. “Our interview process actually serves more than one purpose. It’s to find out if they’d be a good fit, if we share the same values, and if they’d be successful. And then also learning, since we have so many roles open, what role they would be most successful in.”
Do engage with your interviewer. “We’re very team-oriented. And so the people that do well come in with that attitude, thinking not that we’re quizzing them but they’re part of the team, and interact with us in a way that they would as if they had the job.”
Do know the products. “People that come in with a perspective on our products and ideas on how we can make them better—that’s great.”
Do ensure your résumé is current. “We don’t just look at a résumé and go, ‘Oh, hey, this person’s a good candidate.’ We look at it, and we study it, and we want to actually tailor it and set you up for success if you’re a candidate. So it’s important to have that résumé up-to-date, clean, have the right information, have it focus on the things that you think you’re strong at. A lot of people will have the urge to put everything on their résumé to show how much they did. Where it’s better to focus on what your real strengths are, on depth rather than breadth.”
Do know Facebook’s mission. “This company is super mission-driven, and we’re looking for people who want to contribute to that.”
Do practice. “Sometimes people get a little nervous coding on a whiteboard, especially with somebody they don’t know. … Practice connecting your mouth to your brain while you’re doing it and articulating what you’re doing while you’re doing it and why. It’s OK to go down a wrong road and then realize you’re down the wrong road and turn around. We’d rather see that than silence.”
Do acknowledge your weaknesses. “Admit what you don’t know. It’s a plus. Know your strengths,” too
Don’t let yourself get stuck. “It’s OK to ask the interviewer to get their thoughts and … make it conversational, to get hints.”
