I have been looking for a job for more than a month, and now I have a satisfactory offer in hand. I can start to summarize some questions I met in the interview process and how I answered them, and give some reference to the students who will be interviewed or will be interviewed in the future.

What do you want to ask the interviewer after the interview? Do you want to ask the interviewer after the interview? Or the interviewer may feel that you are not interested in the position or their company.

The following is a summary of my problems at the first, second, third, HR, CTO or Boss meetings:

One interview and two interviews with the interviewer

(One interviewer is usually the team leader or team leader, and the other interviewer may be the department head) :

  • If you don’t know what they do, ask them what they do and what they are responsible for.
  • What is the size of the team, how many people are there on mobile, how many people are there on Android, how are the tests tested, etc.?
  • If I were hired, what would I probably be responsible for and what would I mainly do?
  • How many people does the team want to grow to?
  • Do you usually have technology sharing or other sharing meetings?
  • You can also ask or discuss questions or technical points that you don’t know, but that you can’t find online immediately or have a fixed answer.
  • If the conversation is relatively high, the interviewer is more approved of their own, there is a kind of brief encounter or familiarity. It’s ok to ask personal questions, like how does he like working here? What are your plans for the future? What about the fact that programmers need to transform at 35? Or what’s going on in other countries or other companies.
  • If possible, I would like to know, do you have any comments or suggestions on my interview? (This isn’t a taboo question, either — if the interviewer thinks well of you, they’ll give you a positive review, but if they’re sure they don’t want you, it doesn’t hurt to ask yourself. If the interviewer is willing to comment, they can be very honest and give valuable advice. After all, a trip to interview is worthwhile if you can get some useful interviews.

Here are a few examples of point 8: For example, when I was in an interview, I asked the interviewer for the following evaluation:

  • The interviewer of A said that I was not fast enough in writing code. If I was given an algorithm question, I would expect me to give the result within 10 minutes. However, I wrote for half an hour, which inspired me to improve my ability to write code on A whiteboard.
  • B The interviewer thinks that as a highly skilled developer, he should be familiar with the Framework layer. For example, view event distribution, he wanted me to know how to get from the hardware layer to the software layer, not just the application layer distribution;
  • C The interviewer felt that SOME of my answers were too simple, and it would be better if I could expand on them or draw the flow on a blackboard/paper. This inspired me to give the big picture first and then ask if you need to talk about any specific aspects. Some interviewers may not want you to go that far and have trouble interrupting you, while others may think you only know the surface. So ask yourself if you want to go deeper. At the same time, bring a pen and paper, draw/write on the paper and say, because the interviewer’s thinking is not necessarily in line with you, it is likely that the other party has something to wander off a little, forget what you said before, if you are sure of it, draw or write it out, the interviewer will understand better;
  • D The interviewer thinks THAT I am irresponsible for the product I made, because my resume says THAT I have some research on performance optimization. However, after seeing my product, he thinks its performance is just so-so. This also told myself, do your own product is his own image spokesperson, the representative products, it is easy to make the interviewer feel you are a irresponsible people for their products, also how can I trust you to the next job responsible, so you must be able to show their ability to work, and don’t play your face…

Three interviewers, usually the business leader or the department leader

  • The future development direction of the product? What’s the plan?
  • Problems or difficulties that the product or business line needs to deal with?
  • You can also ask about team size, how many people does the team want to grow to?

HR side

  • What are the other benefits besides salary, such as meal supplement, supplementary medical insurance?
  • How many months will the annual bonus and performance be distributed?
  • The proportion of insurance and housing fund?
  • Staff development, grading, etc.?
  • How often is a salary adjustment?
  • Do you have stock or options?
  • Salary: before the interview to determine their expected salary price, how much they can accept, how much is not, and then in the lowest price they can accept 1~5 thousand, or HR a bar price, the final salary can only be lower than expected. After all, to change a job is to change a job they are satisfied with, a grievance in their own, why, unless they are very want to enter the company or team.

CTO or Boss

  • What is the profit model and business model of the company?
  • The future development direction of the company, 3 years and 5 years plan, etc.?
  • If the company is not listed, is there a listing plan?

You have any good questions, you can also add comments to tell me oh ~ ~