We put significant effort into developing these criteria to ensure that, regardless of who grades the exercise, the score is an accurate reflection of the quality of the work. We’re looking for code that is clean, readable, performant, and maintainable. The exercise is graded against a rigorous set of over 30 predetermined criteria. Since we don’t do any whiteboard coding during the onsite interview, the technical exercise is one of the best ways we’ve found to evaluate programming competency. This varies by position, but generally you’ll have a week to complete a technical exercise and submit the code and working solution back to us. There are great engineers at big name companies and at small ones, so this gives everyone a chance to shine independent of where they are now. Granted, the Slack codebase is larger and more complicated than any technical exercise, but we have found the technical exercise to be a good indicator of future performance on the job. We’d like to get an idea of how you write code in the real world, since we feel this is the best indicator of how you’d write code day to day here at Slack. This takes around 30 minutes and covers high-level questions about what you’re looking for and why you’re interested in Slack. A phone call with one of our technical recruiters We aren’t concerned with where, or even if, you went to college as much as your experience and the passion for your work.Ģ. We follow the same process for all web engineering candidates, regardless of position or level of experience:Īt a high level, we’re evaluating if you’re a good fit for the role you applied for - there are many amazing, talented people, but not all will be a great fit for Slack (and Slack won’t be a great fit for everyone). The Slack SF cafeteria What does the interview process look like?Ĭandidates do their best in interviews when they know up front what to expect, so here’s an outline of our process. People who are highly collaborative and understand the value of a diverse team with different backgrounds, thoughts, ideas, and lived experiences do very well at Slack, as well as those who take personal responsibility for their decisions and get stuff done. We value those who can level up their whole team rather than just themselves, and who have a passion for exploration and inquisitiveness about how things work and what our customers need. What we look for in intervieweesįirst and foremost we look for skilled engineers who are passionate about programming and display a high degree of craftsmanship. To date we’ve found it successfully identifies people who will succeed here - those with a high degree of technical competence who also embody Slack’s values: empathy, courtesy, craftsmanship, solidarity, playfulness, and thriving. We’ve put a great deal of effort into designing our interview process so that it is comprehensive and consistent, and are working hard to remove as many points of bias as possible. But why on earth would anyone want that? They should be a chance for you to show your best self and to find out if you want to work somewhere. Or, at least, that’s the traditional model. Interviews, eh? Horrid, stressful ordeals that fly by in a sweaty mess and then linger long in the memory.
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