Can I challenge the interviewer to give me a proper technical feedback?












2















Recently, I was in a technical interview, and after that, the interviewers gave me a technical task. During the interview, I got the impression the interviewers lacked proper knowledge of the technical task and I really do not want to work in a company with a poor team lead.



I am done with the task now, and wish to ask the interviewer to give me a technical review of my tasks. I want to find out if the interviewer is able to do the task himself.



I am wondering, if it is a weird thing to challenge the interviewer?






interviewing







share|improve this question




















  • 2





    What do you mean by "proper knowledge"? also how is asking the interviewer for a review a "challenge" to the interviewer?

    – Twyxz
    14 hours ago








  • 4





    So your goal is to assess the technical skills of the interviewer giving you the task, and "review my code" is your idea of how to assess that?

    – Erik
    14 hours ago






  • 5





    Sometimes the technical task is given to someone else to check (just to validate you), and the people interviewing are more concerned with your personal behaviour to see if you would fit into the team. Challenging them in this instance would be counter-productive.

    – Smock
    13 hours ago






  • 33





    I manage a whole department of developers and analysts, whom I have hired. There are lots of things they can do well that I can't do well, and I am certainly not the best person to do an expert code review on all of their work. If you're trying to subversively determine the hiring manager's technical capability as a way to judge the technical quality of the workplace, you're barking up the wrong tree.

    – dwizum
    11 hours ago






  • 2





    The reason you hire someone is usually because they can do something better than you.... After all, they'd just do it themselves otherwise.

    – UKMonkey
    9 hours ago
















2















Recently, I was in a technical interview, and after that, the interviewers gave me a technical task. During the interview, I got the impression the interviewers lacked proper knowledge of the technical task and I really do not want to work in a company with a poor team lead.



I am done with the task now, and wish to ask the interviewer to give me a technical review of my tasks. I want to find out if the interviewer is able to do the task himself.



I am wondering, if it is a weird thing to challenge the interviewer?






interviewing







share|improve this question




















  • 2





    What do you mean by "proper knowledge"? also how is asking the interviewer for a review a "challenge" to the interviewer?

    – Twyxz
    14 hours ago








  • 4





    So your goal is to assess the technical skills of the interviewer giving you the task, and "review my code" is your idea of how to assess that?

    – Erik
    14 hours ago






  • 5





    Sometimes the technical task is given to someone else to check (just to validate you), and the people interviewing are more concerned with your personal behaviour to see if you would fit into the team. Challenging them in this instance would be counter-productive.

    – Smock
    13 hours ago






  • 33





    I manage a whole department of developers and analysts, whom I have hired. There are lots of things they can do well that I can't do well, and I am certainly not the best person to do an expert code review on all of their work. If you're trying to subversively determine the hiring manager's technical capability as a way to judge the technical quality of the workplace, you're barking up the wrong tree.

    – dwizum
    11 hours ago






  • 2





    The reason you hire someone is usually because they can do something better than you.... After all, they'd just do it themselves otherwise.

    – UKMonkey
    9 hours ago














2












2








2








Recently, I was in a technical interview, and after that, the interviewers gave me a technical task. During the interview, I got the impression the interviewers lacked proper knowledge of the technical task and I really do not want to work in a company with a poor team lead.



I am done with the task now, and wish to ask the interviewer to give me a technical review of my tasks. I want to find out if the interviewer is able to do the task himself.



I am wondering, if it is a weird thing to challenge the interviewer?






interviewing







share|improve this question
















Recently, I was in a technical interview, and after that, the interviewers gave me a technical task. During the interview, I got the impression the interviewers lacked proper knowledge of the technical task and I really do not want to work in a company with a poor team lead.



I am done with the task now, and wish to ask the interviewer to give me a technical review of my tasks. I want to find out if the interviewer is able to do the task himself.



I am wondering, if it is a weird thing to challenge the interviewer?






interviewing




interviewing






share|improve this question















share|improve this question













share|improve this question




share|improve this question








edited 2 hours ago









Community♦

1




1










asked 14 hours ago









Salman LashkararaSalman Lashkarara

6921621




6921621








  • 2





    What do you mean by "proper knowledge"? also how is asking the interviewer for a review a "challenge" to the interviewer?

    – Twyxz
    14 hours ago








  • 4





    So your goal is to assess the technical skills of the interviewer giving you the task, and "review my code" is your idea of how to assess that?

    – Erik
    14 hours ago






  • 5





    Sometimes the technical task is given to someone else to check (just to validate you), and the people interviewing are more concerned with your personal behaviour to see if you would fit into the team. Challenging them in this instance would be counter-productive.

    – Smock
    13 hours ago






  • 33





    I manage a whole department of developers and analysts, whom I have hired. There are lots of things they can do well that I can't do well, and I am certainly not the best person to do an expert code review on all of their work. If you're trying to subversively determine the hiring manager's technical capability as a way to judge the technical quality of the workplace, you're barking up the wrong tree.

    – dwizum
    11 hours ago






  • 2





    The reason you hire someone is usually because they can do something better than you.... After all, they'd just do it themselves otherwise.

    – UKMonkey
    9 hours ago














  • 2





    What do you mean by "proper knowledge"? also how is asking the interviewer for a review a "challenge" to the interviewer?

    – Twyxz
    14 hours ago








  • 4





    So your goal is to assess the technical skills of the interviewer giving you the task, and "review my code" is your idea of how to assess that?

    – Erik
    14 hours ago






  • 5





    Sometimes the technical task is given to someone else to check (just to validate you), and the people interviewing are more concerned with your personal behaviour to see if you would fit into the team. Challenging them in this instance would be counter-productive.

    – Smock
    13 hours ago






  • 33





    I manage a whole department of developers and analysts, whom I have hired. There are lots of things they can do well that I can't do well, and I am certainly not the best person to do an expert code review on all of their work. If you're trying to subversively determine the hiring manager's technical capability as a way to judge the technical quality of the workplace, you're barking up the wrong tree.

    – dwizum
    11 hours ago






  • 2





    The reason you hire someone is usually because they can do something better than you.... After all, they'd just do it themselves otherwise.

    – UKMonkey
    9 hours ago








2




2





What do you mean by "proper knowledge"? also how is asking the interviewer for a review a "challenge" to the interviewer?

– Twyxz
14 hours ago







What do you mean by "proper knowledge"? also how is asking the interviewer for a review a "challenge" to the interviewer?

– Twyxz
14 hours ago






4




4





So your goal is to assess the technical skills of the interviewer giving you the task, and "review my code" is your idea of how to assess that?

– Erik
14 hours ago





So your goal is to assess the technical skills of the interviewer giving you the task, and "review my code" is your idea of how to assess that?

– Erik
14 hours ago




5




5





Sometimes the technical task is given to someone else to check (just to validate you), and the people interviewing are more concerned with your personal behaviour to see if you would fit into the team. Challenging them in this instance would be counter-productive.

– Smock
13 hours ago





Sometimes the technical task is given to someone else to check (just to validate you), and the people interviewing are more concerned with your personal behaviour to see if you would fit into the team. Challenging them in this instance would be counter-productive.

– Smock
13 hours ago




33




33





I manage a whole department of developers and analysts, whom I have hired. There are lots of things they can do well that I can't do well, and I am certainly not the best person to do an expert code review on all of their work. If you're trying to subversively determine the hiring manager's technical capability as a way to judge the technical quality of the workplace, you're barking up the wrong tree.

– dwizum
11 hours ago





I manage a whole department of developers and analysts, whom I have hired. There are lots of things they can do well that I can't do well, and I am certainly not the best person to do an expert code review on all of their work. If you're trying to subversively determine the hiring manager's technical capability as a way to judge the technical quality of the workplace, you're barking up the wrong tree.

– dwizum
11 hours ago




2




2





The reason you hire someone is usually because they can do something better than you.... After all, they'd just do it themselves otherwise.

– UKMonkey
9 hours ago





The reason you hire someone is usually because they can do something better than you.... After all, they'd just do it themselves otherwise.

– UKMonkey
9 hours ago










4 Answers
4






active

oldest

votes


















35














Team Leads don't have to be able to do everything that their team does. My Team Lead, for example, doesn't code C# - that doesn't mean that he's poorly skilled in the least or incapable of being a really good Team Lead (which he is).



He's asking you to do a task - whether you feel that he could do the same task or not (or up to your standard) is entirely irrelevant to the interview process, as long as he or someone else can validate that you've completed it to a satisfactory level.






share|improve this answer
























  • You might be right, but i want to make sure that, they have a fair judgments with people.

    – Salman Lashkarara
    14 hours ago






  • 12





    I don't understand what you're hoping to achieve. Let's say you manage to prove the team lead isn't capable of doing the task - that still doesn't really tell you anything. You need to evaluate what you gain from that, versus the potential disadvantages. I don't feel that would tell you enough about the company's culture to really inform your decision on them technically, if that's your aim you'd be better off waiting to see if you get an offer and then asking if you could spend a couple of hours in the office meeting the team and seeing what they're working on.

    – delinear
    11 hours ago











  • @SalmanLashkarara - regardless if they rejected you for sound technical reasons, or because they are not able to exercise good technical judgement, the outcome is still the same - you can't work there - it doesn't really matter for that role if it's because they won't let you or because they'd be impossible to work with. In terms of impact on your self esteem, look to other contexts.

    – Chris Stratton
    8 hours ago











  • @delinear The purpose is clear. To assess if the company has capable people by analysing their feedback. OP is wrong thinking it would be interviewer's competence. It doesn't matter who does it as long as there is someone. The only missing thing in this answer is whether or not it's a good idea to ask for the feedback, whoever does the evaluation. I think it's fine, I also think code review reveals a lot about the culture.

    – luk32
    26 mins ago



















27














What is your purpose here? To score points? Prove you are cleverer than the interviewer?



Who says he's the person evaluating your performance on the task? There's a good chance he will have someone more knowledgeable looking at your work.



All "challenging" them will do is show them you're someone who likes to win. You won't have to decide if you want to work for them, because they probably won't offer you the position.






share|improve this answer





















  • 3





    That closing statement is pure gold: "You won't have to decide if you want to work for them, because they probably won't offer you the position."

    – MonkeyZeus
    8 hours ago






  • 1





    The OP said he already knows he is cleverer than the interviewers, so he doesn't need to "prove" that. On the other hand, if the interviewers haven't already figured out that he's the sort of high-maintenance employee that nobody wants to hire, whatever his technical abilities, the proposed idea is an very good way to make that obvious.

    – alephzero
    8 hours ago






  • 1





    What is your purpose here - Interviews are bidirectional. Perhaps he wants to know if he is signing on for a company with crappy staff? Perhaps he wants to work with someone that is heavily skilled in something. I am sure it might be tricky to turn the tables as the interviewee at a technical interview, but your answer seems to imply to me that it is completely out of line for the interviewee to be using this interview to gather information about the employer.

    – Zoredache
    6 hours ago





















4














You don't need to "challenge" the interviewer. Simply ask if they could give you feedback on how well you did on your interview, and an in depth overview on your technical question. It isn't rude as long as they don't find out your intentions, which seem to be that you're trying to find out if the person interviewing you has the same technical skills to determine if you want to work there.



Although I do believe if you already have those red flags telling you that you don't want to work there, it's best to refrain from taking the job.






share|improve this answer































    0














    Something people sometimes forget: interview questions aren't there because they ascertain your technical skill. They're there because the interviewer believes they can use the range of outputs to figure out whether the applicant would be a good hire. Yes, they often are attempts to measure technical skill, but that's indirect: the interviewer believes that if you give A/B/C as an answer, you're not technically proficient, but if you give D/E/F as an answer, you are.



    With that in mind, it's pretty clear: they know how to evaluate your output. If they didn't, they wouldn't be asking that as a question.



    Let me give an example. We're doing interviews, and one of our questions is: "Write some C# code that does X with a file." Nothing complicated... except there are multiple ways of doing it, each with pros/cons. Sure, we'd like to see some code... but what we're really after is 'Does this person think through problems/issues before they start trying to crank out code? Do they try to get additional info if the code requires it? Did they weigh code simplicity vs performance?'



    In our question? I have to admit, while I could freehand write code that would do a read-it-all-into-memory approach with a few lines of code, I don't know off the top of my head how to manually work with a filestream object - I'd have to google it. But that isn't what matters - what matters is, I know how to evaluate the range of outputs a candidate might give for that answer.



    Make sense? It doesn't matter whether your interviewer can actually answer the question, because that's not why they chose the question. It matters whether they can use your answer to figure out whether you'd be good at the job. (Or phrasing it another way: if their goal was to always be smarter than the interviewee, they could just ask questions they all knew the answer to already. But that's not what the goal is.)






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      4 Answers
      4






      active

      oldest

      votes








      4 Answers
      4






      active

      oldest

      votes









      active

      oldest

      votes






      active

      oldest

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      35














      Team Leads don't have to be able to do everything that their team does. My Team Lead, for example, doesn't code C# - that doesn't mean that he's poorly skilled in the least or incapable of being a really good Team Lead (which he is).



      He's asking you to do a task - whether you feel that he could do the same task or not (or up to your standard) is entirely irrelevant to the interview process, as long as he or someone else can validate that you've completed it to a satisfactory level.






      share|improve this answer
























      • You might be right, but i want to make sure that, they have a fair judgments with people.

        – Salman Lashkarara
        14 hours ago






      • 12





        I don't understand what you're hoping to achieve. Let's say you manage to prove the team lead isn't capable of doing the task - that still doesn't really tell you anything. You need to evaluate what you gain from that, versus the potential disadvantages. I don't feel that would tell you enough about the company's culture to really inform your decision on them technically, if that's your aim you'd be better off waiting to see if you get an offer and then asking if you could spend a couple of hours in the office meeting the team and seeing what they're working on.

        – delinear
        11 hours ago











      • @SalmanLashkarara - regardless if they rejected you for sound technical reasons, or because they are not able to exercise good technical judgement, the outcome is still the same - you can't work there - it doesn't really matter for that role if it's because they won't let you or because they'd be impossible to work with. In terms of impact on your self esteem, look to other contexts.

        – Chris Stratton
        8 hours ago











      • @delinear The purpose is clear. To assess if the company has capable people by analysing their feedback. OP is wrong thinking it would be interviewer's competence. It doesn't matter who does it as long as there is someone. The only missing thing in this answer is whether or not it's a good idea to ask for the feedback, whoever does the evaluation. I think it's fine, I also think code review reveals a lot about the culture.

        – luk32
        26 mins ago
















      35














      Team Leads don't have to be able to do everything that their team does. My Team Lead, for example, doesn't code C# - that doesn't mean that he's poorly skilled in the least or incapable of being a really good Team Lead (which he is).



      He's asking you to do a task - whether you feel that he could do the same task or not (or up to your standard) is entirely irrelevant to the interview process, as long as he or someone else can validate that you've completed it to a satisfactory level.






      share|improve this answer
























      • You might be right, but i want to make sure that, they have a fair judgments with people.

        – Salman Lashkarara
        14 hours ago






      • 12





        I don't understand what you're hoping to achieve. Let's say you manage to prove the team lead isn't capable of doing the task - that still doesn't really tell you anything. You need to evaluate what you gain from that, versus the potential disadvantages. I don't feel that would tell you enough about the company's culture to really inform your decision on them technically, if that's your aim you'd be better off waiting to see if you get an offer and then asking if you could spend a couple of hours in the office meeting the team and seeing what they're working on.

        – delinear
        11 hours ago











      • @SalmanLashkarara - regardless if they rejected you for sound technical reasons, or because they are not able to exercise good technical judgement, the outcome is still the same - you can't work there - it doesn't really matter for that role if it's because they won't let you or because they'd be impossible to work with. In terms of impact on your self esteem, look to other contexts.

        – Chris Stratton
        8 hours ago











      • @delinear The purpose is clear. To assess if the company has capable people by analysing their feedback. OP is wrong thinking it would be interviewer's competence. It doesn't matter who does it as long as there is someone. The only missing thing in this answer is whether or not it's a good idea to ask for the feedback, whoever does the evaluation. I think it's fine, I also think code review reveals a lot about the culture.

        – luk32
        26 mins ago














      35












      35








      35







      Team Leads don't have to be able to do everything that their team does. My Team Lead, for example, doesn't code C# - that doesn't mean that he's poorly skilled in the least or incapable of being a really good Team Lead (which he is).



      He's asking you to do a task - whether you feel that he could do the same task or not (or up to your standard) is entirely irrelevant to the interview process, as long as he or someone else can validate that you've completed it to a satisfactory level.






      share|improve this answer













      Team Leads don't have to be able to do everything that their team does. My Team Lead, for example, doesn't code C# - that doesn't mean that he's poorly skilled in the least or incapable of being a really good Team Lead (which he is).



      He's asking you to do a task - whether you feel that he could do the same task or not (or up to your standard) is entirely irrelevant to the interview process, as long as he or someone else can validate that you've completed it to a satisfactory level.







      share|improve this answer












      share|improve this answer



      share|improve this answer










      answered 14 hours ago









      Snow♦Snow

      62.8k52206252




      62.8k52206252













      • You might be right, but i want to make sure that, they have a fair judgments with people.

        – Salman Lashkarara
        14 hours ago






      • 12





        I don't understand what you're hoping to achieve. Let's say you manage to prove the team lead isn't capable of doing the task - that still doesn't really tell you anything. You need to evaluate what you gain from that, versus the potential disadvantages. I don't feel that would tell you enough about the company's culture to really inform your decision on them technically, if that's your aim you'd be better off waiting to see if you get an offer and then asking if you could spend a couple of hours in the office meeting the team and seeing what they're working on.

        – delinear
        11 hours ago











      • @SalmanLashkarara - regardless if they rejected you for sound technical reasons, or because they are not able to exercise good technical judgement, the outcome is still the same - you can't work there - it doesn't really matter for that role if it's because they won't let you or because they'd be impossible to work with. In terms of impact on your self esteem, look to other contexts.

        – Chris Stratton
        8 hours ago











      • @delinear The purpose is clear. To assess if the company has capable people by analysing their feedback. OP is wrong thinking it would be interviewer's competence. It doesn't matter who does it as long as there is someone. The only missing thing in this answer is whether or not it's a good idea to ask for the feedback, whoever does the evaluation. I think it's fine, I also think code review reveals a lot about the culture.

        – luk32
        26 mins ago



















      • You might be right, but i want to make sure that, they have a fair judgments with people.

        – Salman Lashkarara
        14 hours ago






      • 12





        I don't understand what you're hoping to achieve. Let's say you manage to prove the team lead isn't capable of doing the task - that still doesn't really tell you anything. You need to evaluate what you gain from that, versus the potential disadvantages. I don't feel that would tell you enough about the company's culture to really inform your decision on them technically, if that's your aim you'd be better off waiting to see if you get an offer and then asking if you could spend a couple of hours in the office meeting the team and seeing what they're working on.

        – delinear
        11 hours ago











      • @SalmanLashkarara - regardless if they rejected you for sound technical reasons, or because they are not able to exercise good technical judgement, the outcome is still the same - you can't work there - it doesn't really matter for that role if it's because they won't let you or because they'd be impossible to work with. In terms of impact on your self esteem, look to other contexts.

        – Chris Stratton
        8 hours ago











      • @delinear The purpose is clear. To assess if the company has capable people by analysing their feedback. OP is wrong thinking it would be interviewer's competence. It doesn't matter who does it as long as there is someone. The only missing thing in this answer is whether or not it's a good idea to ask for the feedback, whoever does the evaluation. I think it's fine, I also think code review reveals a lot about the culture.

        – luk32
        26 mins ago

















      You might be right, but i want to make sure that, they have a fair judgments with people.

      – Salman Lashkarara
      14 hours ago





      You might be right, but i want to make sure that, they have a fair judgments with people.

      – Salman Lashkarara
      14 hours ago




      12




      12





      I don't understand what you're hoping to achieve. Let's say you manage to prove the team lead isn't capable of doing the task - that still doesn't really tell you anything. You need to evaluate what you gain from that, versus the potential disadvantages. I don't feel that would tell you enough about the company's culture to really inform your decision on them technically, if that's your aim you'd be better off waiting to see if you get an offer and then asking if you could spend a couple of hours in the office meeting the team and seeing what they're working on.

      – delinear
      11 hours ago





      I don't understand what you're hoping to achieve. Let's say you manage to prove the team lead isn't capable of doing the task - that still doesn't really tell you anything. You need to evaluate what you gain from that, versus the potential disadvantages. I don't feel that would tell you enough about the company's culture to really inform your decision on them technically, if that's your aim you'd be better off waiting to see if you get an offer and then asking if you could spend a couple of hours in the office meeting the team and seeing what they're working on.

      – delinear
      11 hours ago













      @SalmanLashkarara - regardless if they rejected you for sound technical reasons, or because they are not able to exercise good technical judgement, the outcome is still the same - you can't work there - it doesn't really matter for that role if it's because they won't let you or because they'd be impossible to work with. In terms of impact on your self esteem, look to other contexts.

      – Chris Stratton
      8 hours ago





      @SalmanLashkarara - regardless if they rejected you for sound technical reasons, or because they are not able to exercise good technical judgement, the outcome is still the same - you can't work there - it doesn't really matter for that role if it's because they won't let you or because they'd be impossible to work with. In terms of impact on your self esteem, look to other contexts.

      – Chris Stratton
      8 hours ago













      @delinear The purpose is clear. To assess if the company has capable people by analysing their feedback. OP is wrong thinking it would be interviewer's competence. It doesn't matter who does it as long as there is someone. The only missing thing in this answer is whether or not it's a good idea to ask for the feedback, whoever does the evaluation. I think it's fine, I also think code review reveals a lot about the culture.

      – luk32
      26 mins ago





      @delinear The purpose is clear. To assess if the company has capable people by analysing their feedback. OP is wrong thinking it would be interviewer's competence. It doesn't matter who does it as long as there is someone. The only missing thing in this answer is whether or not it's a good idea to ask for the feedback, whoever does the evaluation. I think it's fine, I also think code review reveals a lot about the culture.

      – luk32
      26 mins ago













      27














      What is your purpose here? To score points? Prove you are cleverer than the interviewer?



      Who says he's the person evaluating your performance on the task? There's a good chance he will have someone more knowledgeable looking at your work.



      All "challenging" them will do is show them you're someone who likes to win. You won't have to decide if you want to work for them, because they probably won't offer you the position.






      share|improve this answer





















      • 3





        That closing statement is pure gold: "You won't have to decide if you want to work for them, because they probably won't offer you the position."

        – MonkeyZeus
        8 hours ago






      • 1





        The OP said he already knows he is cleverer than the interviewers, so he doesn't need to "prove" that. On the other hand, if the interviewers haven't already figured out that he's the sort of high-maintenance employee that nobody wants to hire, whatever his technical abilities, the proposed idea is an very good way to make that obvious.

        – alephzero
        8 hours ago






      • 1





        What is your purpose here - Interviews are bidirectional. Perhaps he wants to know if he is signing on for a company with crappy staff? Perhaps he wants to work with someone that is heavily skilled in something. I am sure it might be tricky to turn the tables as the interviewee at a technical interview, but your answer seems to imply to me that it is completely out of line for the interviewee to be using this interview to gather information about the employer.

        – Zoredache
        6 hours ago


















      27














      What is your purpose here? To score points? Prove you are cleverer than the interviewer?



      Who says he's the person evaluating your performance on the task? There's a good chance he will have someone more knowledgeable looking at your work.



      All "challenging" them will do is show them you're someone who likes to win. You won't have to decide if you want to work for them, because they probably won't offer you the position.






      share|improve this answer





















      • 3





        That closing statement is pure gold: "You won't have to decide if you want to work for them, because they probably won't offer you the position."

        – MonkeyZeus
        8 hours ago






      • 1





        The OP said he already knows he is cleverer than the interviewers, so he doesn't need to "prove" that. On the other hand, if the interviewers haven't already figured out that he's the sort of high-maintenance employee that nobody wants to hire, whatever his technical abilities, the proposed idea is an very good way to make that obvious.

        – alephzero
        8 hours ago






      • 1





        What is your purpose here - Interviews are bidirectional. Perhaps he wants to know if he is signing on for a company with crappy staff? Perhaps he wants to work with someone that is heavily skilled in something. I am sure it might be tricky to turn the tables as the interviewee at a technical interview, but your answer seems to imply to me that it is completely out of line for the interviewee to be using this interview to gather information about the employer.

        – Zoredache
        6 hours ago
















      27












      27








      27







      What is your purpose here? To score points? Prove you are cleverer than the interviewer?



      Who says he's the person evaluating your performance on the task? There's a good chance he will have someone more knowledgeable looking at your work.



      All "challenging" them will do is show them you're someone who likes to win. You won't have to decide if you want to work for them, because they probably won't offer you the position.






      share|improve this answer















      What is your purpose here? To score points? Prove you are cleverer than the interviewer?



      Who says he's the person evaluating your performance on the task? There's a good chance he will have someone more knowledgeable looking at your work.



      All "challenging" them will do is show them you're someone who likes to win. You won't have to decide if you want to work for them, because they probably won't offer you the position.







      share|improve this answer














      share|improve this answer



      share|improve this answer








      edited 13 hours ago

























      answered 14 hours ago









      HorusKolHorusKol

      17.8k63576




      17.8k63576








      • 3





        That closing statement is pure gold: "You won't have to decide if you want to work for them, because they probably won't offer you the position."

        – MonkeyZeus
        8 hours ago






      • 1





        The OP said he already knows he is cleverer than the interviewers, so he doesn't need to "prove" that. On the other hand, if the interviewers haven't already figured out that he's the sort of high-maintenance employee that nobody wants to hire, whatever his technical abilities, the proposed idea is an very good way to make that obvious.

        – alephzero
        8 hours ago






      • 1





        What is your purpose here - Interviews are bidirectional. Perhaps he wants to know if he is signing on for a company with crappy staff? Perhaps he wants to work with someone that is heavily skilled in something. I am sure it might be tricky to turn the tables as the interviewee at a technical interview, but your answer seems to imply to me that it is completely out of line for the interviewee to be using this interview to gather information about the employer.

        – Zoredache
        6 hours ago
















      • 3





        That closing statement is pure gold: "You won't have to decide if you want to work for them, because they probably won't offer you the position."

        – MonkeyZeus
        8 hours ago






      • 1





        The OP said he already knows he is cleverer than the interviewers, so he doesn't need to "prove" that. On the other hand, if the interviewers haven't already figured out that he's the sort of high-maintenance employee that nobody wants to hire, whatever his technical abilities, the proposed idea is an very good way to make that obvious.

        – alephzero
        8 hours ago






      • 1





        What is your purpose here - Interviews are bidirectional. Perhaps he wants to know if he is signing on for a company with crappy staff? Perhaps he wants to work with someone that is heavily skilled in something. I am sure it might be tricky to turn the tables as the interviewee at a technical interview, but your answer seems to imply to me that it is completely out of line for the interviewee to be using this interview to gather information about the employer.

        – Zoredache
        6 hours ago










      3




      3





      That closing statement is pure gold: "You won't have to decide if you want to work for them, because they probably won't offer you the position."

      – MonkeyZeus
      8 hours ago





      That closing statement is pure gold: "You won't have to decide if you want to work for them, because they probably won't offer you the position."

      – MonkeyZeus
      8 hours ago




      1




      1





      The OP said he already knows he is cleverer than the interviewers, so he doesn't need to "prove" that. On the other hand, if the interviewers haven't already figured out that he's the sort of high-maintenance employee that nobody wants to hire, whatever his technical abilities, the proposed idea is an very good way to make that obvious.

      – alephzero
      8 hours ago





      The OP said he already knows he is cleverer than the interviewers, so he doesn't need to "prove" that. On the other hand, if the interviewers haven't already figured out that he's the sort of high-maintenance employee that nobody wants to hire, whatever his technical abilities, the proposed idea is an very good way to make that obvious.

      – alephzero
      8 hours ago




      1




      1





      What is your purpose here - Interviews are bidirectional. Perhaps he wants to know if he is signing on for a company with crappy staff? Perhaps he wants to work with someone that is heavily skilled in something. I am sure it might be tricky to turn the tables as the interviewee at a technical interview, but your answer seems to imply to me that it is completely out of line for the interviewee to be using this interview to gather information about the employer.

      – Zoredache
      6 hours ago







      What is your purpose here - Interviews are bidirectional. Perhaps he wants to know if he is signing on for a company with crappy staff? Perhaps he wants to work with someone that is heavily skilled in something. I am sure it might be tricky to turn the tables as the interviewee at a technical interview, but your answer seems to imply to me that it is completely out of line for the interviewee to be using this interview to gather information about the employer.

      – Zoredache
      6 hours ago













      4














      You don't need to "challenge" the interviewer. Simply ask if they could give you feedback on how well you did on your interview, and an in depth overview on your technical question. It isn't rude as long as they don't find out your intentions, which seem to be that you're trying to find out if the person interviewing you has the same technical skills to determine if you want to work there.



      Although I do believe if you already have those red flags telling you that you don't want to work there, it's best to refrain from taking the job.






      share|improve this answer




























        4














        You don't need to "challenge" the interviewer. Simply ask if they could give you feedback on how well you did on your interview, and an in depth overview on your technical question. It isn't rude as long as they don't find out your intentions, which seem to be that you're trying to find out if the person interviewing you has the same technical skills to determine if you want to work there.



        Although I do believe if you already have those red flags telling you that you don't want to work there, it's best to refrain from taking the job.






        share|improve this answer


























          4












          4








          4







          You don't need to "challenge" the interviewer. Simply ask if they could give you feedback on how well you did on your interview, and an in depth overview on your technical question. It isn't rude as long as they don't find out your intentions, which seem to be that you're trying to find out if the person interviewing you has the same technical skills to determine if you want to work there.



          Although I do believe if you already have those red flags telling you that you don't want to work there, it's best to refrain from taking the job.






          share|improve this answer













          You don't need to "challenge" the interviewer. Simply ask if they could give you feedback on how well you did on your interview, and an in depth overview on your technical question. It isn't rude as long as they don't find out your intentions, which seem to be that you're trying to find out if the person interviewing you has the same technical skills to determine if you want to work there.



          Although I do believe if you already have those red flags telling you that you don't want to work there, it's best to refrain from taking the job.







          share|improve this answer












          share|improve this answer



          share|improve this answer










          answered 13 hours ago









          LukaliLukali

          64315




          64315























              0














              Something people sometimes forget: interview questions aren't there because they ascertain your technical skill. They're there because the interviewer believes they can use the range of outputs to figure out whether the applicant would be a good hire. Yes, they often are attempts to measure technical skill, but that's indirect: the interviewer believes that if you give A/B/C as an answer, you're not technically proficient, but if you give D/E/F as an answer, you are.



              With that in mind, it's pretty clear: they know how to evaluate your output. If they didn't, they wouldn't be asking that as a question.



              Let me give an example. We're doing interviews, and one of our questions is: "Write some C# code that does X with a file." Nothing complicated... except there are multiple ways of doing it, each with pros/cons. Sure, we'd like to see some code... but what we're really after is 'Does this person think through problems/issues before they start trying to crank out code? Do they try to get additional info if the code requires it? Did they weigh code simplicity vs performance?'



              In our question? I have to admit, while I could freehand write code that would do a read-it-all-into-memory approach with a few lines of code, I don't know off the top of my head how to manually work with a filestream object - I'd have to google it. But that isn't what matters - what matters is, I know how to evaluate the range of outputs a candidate might give for that answer.



              Make sense? It doesn't matter whether your interviewer can actually answer the question, because that's not why they chose the question. It matters whether they can use your answer to figure out whether you'd be good at the job. (Or phrasing it another way: if their goal was to always be smarter than the interviewee, they could just ask questions they all knew the answer to already. But that's not what the goal is.)






              share|improve this answer




























                0














                Something people sometimes forget: interview questions aren't there because they ascertain your technical skill. They're there because the interviewer believes they can use the range of outputs to figure out whether the applicant would be a good hire. Yes, they often are attempts to measure technical skill, but that's indirect: the interviewer believes that if you give A/B/C as an answer, you're not technically proficient, but if you give D/E/F as an answer, you are.



                With that in mind, it's pretty clear: they know how to evaluate your output. If they didn't, they wouldn't be asking that as a question.



                Let me give an example. We're doing interviews, and one of our questions is: "Write some C# code that does X with a file." Nothing complicated... except there are multiple ways of doing it, each with pros/cons. Sure, we'd like to see some code... but what we're really after is 'Does this person think through problems/issues before they start trying to crank out code? Do they try to get additional info if the code requires it? Did they weigh code simplicity vs performance?'



                In our question? I have to admit, while I could freehand write code that would do a read-it-all-into-memory approach with a few lines of code, I don't know off the top of my head how to manually work with a filestream object - I'd have to google it. But that isn't what matters - what matters is, I know how to evaluate the range of outputs a candidate might give for that answer.



                Make sense? It doesn't matter whether your interviewer can actually answer the question, because that's not why they chose the question. It matters whether they can use your answer to figure out whether you'd be good at the job. (Or phrasing it another way: if their goal was to always be smarter than the interviewee, they could just ask questions they all knew the answer to already. But that's not what the goal is.)






                share|improve this answer


























                  0












                  0








                  0







                  Something people sometimes forget: interview questions aren't there because they ascertain your technical skill. They're there because the interviewer believes they can use the range of outputs to figure out whether the applicant would be a good hire. Yes, they often are attempts to measure technical skill, but that's indirect: the interviewer believes that if you give A/B/C as an answer, you're not technically proficient, but if you give D/E/F as an answer, you are.



                  With that in mind, it's pretty clear: they know how to evaluate your output. If they didn't, they wouldn't be asking that as a question.



                  Let me give an example. We're doing interviews, and one of our questions is: "Write some C# code that does X with a file." Nothing complicated... except there are multiple ways of doing it, each with pros/cons. Sure, we'd like to see some code... but what we're really after is 'Does this person think through problems/issues before they start trying to crank out code? Do they try to get additional info if the code requires it? Did they weigh code simplicity vs performance?'



                  In our question? I have to admit, while I could freehand write code that would do a read-it-all-into-memory approach with a few lines of code, I don't know off the top of my head how to manually work with a filestream object - I'd have to google it. But that isn't what matters - what matters is, I know how to evaluate the range of outputs a candidate might give for that answer.



                  Make sense? It doesn't matter whether your interviewer can actually answer the question, because that's not why they chose the question. It matters whether they can use your answer to figure out whether you'd be good at the job. (Or phrasing it another way: if their goal was to always be smarter than the interviewee, they could just ask questions they all knew the answer to already. But that's not what the goal is.)






                  share|improve this answer













                  Something people sometimes forget: interview questions aren't there because they ascertain your technical skill. They're there because the interviewer believes they can use the range of outputs to figure out whether the applicant would be a good hire. Yes, they often are attempts to measure technical skill, but that's indirect: the interviewer believes that if you give A/B/C as an answer, you're not technically proficient, but if you give D/E/F as an answer, you are.



                  With that in mind, it's pretty clear: they know how to evaluate your output. If they didn't, they wouldn't be asking that as a question.



                  Let me give an example. We're doing interviews, and one of our questions is: "Write some C# code that does X with a file." Nothing complicated... except there are multiple ways of doing it, each with pros/cons. Sure, we'd like to see some code... but what we're really after is 'Does this person think through problems/issues before they start trying to crank out code? Do they try to get additional info if the code requires it? Did they weigh code simplicity vs performance?'



                  In our question? I have to admit, while I could freehand write code that would do a read-it-all-into-memory approach with a few lines of code, I don't know off the top of my head how to manually work with a filestream object - I'd have to google it. But that isn't what matters - what matters is, I know how to evaluate the range of outputs a candidate might give for that answer.



                  Make sense? It doesn't matter whether your interviewer can actually answer the question, because that's not why they chose the question. It matters whether they can use your answer to figure out whether you'd be good at the job. (Or phrasing it another way: if their goal was to always be smarter than the interviewee, they could just ask questions they all knew the answer to already. But that's not what the goal is.)







                  share|improve this answer












                  share|improve this answer



                  share|improve this answer










                  answered 8 hours ago









                  KevinKevin

                  2,526819




                  2,526819






























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