Chad Perrin: SOB

11 May 2010

15 Stupid Google Interview Questions

Filed under: Cognition,Geek,Profession — apotheon @ 12:17

Okay, so the title isn’t exactly accurate. They aren’t all stupid. Some of them are actually kind of clever. Others are obviously just designed to see how the interviewee works. Some, however, are definitely stupid.

I ran across an old article at Business Insider: 15 Google Interview Questions That Will Make You Feel Stupid. In short, they did not make me feel stupid. They did, however, make me hope that the smart people at Google are smart enough to not take someone being stumped by a single question as a black mark on their interview, since anyone can be stumped by something that might appear simple in retrospect later.

Without further ado, here are the questions:

How many golf balls can fit in a school bus?

This question is evidently asked of applicants for a product manager position.

The answer is actually really simple. Develop a mathematical expression used to estimate. If they want a more exact number, tell them “Give me a school bus and an effectively unlimited supply of golf balls, and I’ll tell you.” Otherwise, your expression should allow for variable input based on the internal volume of the school bus. You may need to tell the interviewer that you need to look up something about how roughly spherical objects pack together, and you may have to ask whether you’re allowed to grind the golf balls into dust to fit more of them inside the school bus.

How much should you charge to wash all the windows in Seattle?

This question is also evidently asked of applicants for a product manager position.

$50 per window (then pay other people $30 per window to actually do the work). Tell them you want to double-check the market standard rate for window-washing before giving a final answer, though.

In a country in which people only want boys every family continues to have children until they have a boy. If they have a girl, they have another child. If they have a boy, they stop. What is the proportion of boys to girls in the country?

This is evidently yet another question asked of applicants for a product manager position, though I think it’s probably a good one for “software engineers”.

It’s time for another simple mathematical expression. This one might benefit from a little recursion. No, I’m not doing your work for you. The end result will, however, be very close to 50% each, with a negligible edge for boys — assuming a 50% gender split for birth rate.

How many piano tuners are there in the entire world?

How many of these target product managers? Here’s another one.

“I need more detail for project requirements. Let’s start with your definition of ‘piano tuner’. For instance — is every person who has ever tuned his own piano a ‘piano tuner’ for purposes of this? If you’re only talking about professionals, tell me how much money the person has to be making to be a ‘piano tuner’. Do we include out-of-work piano tuners? Details, man! I need details.”

That, or: “As many as there needs to be. There may be a few extra, or slightly fewer than there ‘needs’ to be, depending on externalities if people are trying to ‘manage’ the piano tuning economy, or something like that.”

One could always just start doing math based on assumptions of how long it takes to tune a generic “piano”, what constitutes a “piano tuner”, and what percentage of pianos actually get tuned, among other things. Such assumptions will almost certainly lead to inaccurate results, though.

Why are manhole covers round?

Hallelujah, this one is not for product managers. It’s a question for software engineer applicants. Funny how the first “software engineer” question strikes me as a “reverse engineering skills test” question.

If they were square, they might fall through the hole and kill someone working in the sewers.

Design an evacuation plan for San Francisco

Google must hire a lot of product managers. This is another question for such job applicants.

The way I thought of it was this:

“I’d just start working on details and ideas, and let them watch, since I’m sure what they want to see is how I work.” As a friend of mine put it when I posed the question to him, though, “Sure.” Poe-tay-toe, poe-tah-toe.

In any case, a number of questions would have to be asked (or assumptions made) at the start of the planning stage. I’m sure the questions you ask or assumptions you make (if questions other than basic question clarification aren’t allowed) are what they really want out of your “answer”.

How many times a day does a clock’s hands overlap?

Here we go again. Product managers galore.

“22, assuming a twelve hour circular analog clock with an hour hand and a minute hand. Let me know if the requirements differ, or if you want a mathematical expression that can take variable inputs for other clock designs.” The minute hand doesn’t cross the hour hand in the hour leading up to one o’clock, nor in the hour leading up to twelve, but it does cross at twelve. Thus, you have one overlap per hour on the clock, minus one.

Also: s/does/do/

Please make your interview questions grammatically correct.

Explain the significance of “dead beef”

Applicant type: Software engineer! There’s another one that isn’t a product manager.

I have two answers to this:

  1. Dead beef doesn’t fight you as much as live beef when you try to throw it on the grill.

  2. It’s a hexidecimal representation of a fairly big number. If you lop off two of those characters, depending on which pair (assuming you’re counting in twos rather than just picking characters at random), you also get the hexadecimal RGB code for one of several shades of nearly-gray.

The most annoying thing about this question is that they’re probably not really testing your abilities so much as your exposure to certain cultural phenomena — particularly the once-traditional use of 0xDEADBEEF as a test memory address. I’d fire the fucker asking this question of interviewees if that was his reason for asking, or at least ensure that he doesn’t get any say in who’s hired, because letting him keep good people out based on their lack of exposure to this one cultural tradition or let people in based on their exposure to it is a great way to get false positives and negatives in the interviewing process, and thus result in a lower overall value of employee pool.

A man pushed his car to a hotel and lost his fortune. What happened?

This is a question for people applying for a software engineer position.

My first question was “What the heck do these two things have to do with each other?” It occurs to me, after a little thought, that they might be completely unrelated.

You need to check that your friend, Bob, has your correct phone number, but you cannot ask him directly. You must write the question on a card which and give it to Eve who will take the card to Bob and return the answer to you. What must you write on the card, besides the question, to ensure Bob can encode the message so that Eve cannot read your phone number?

This question is evidently asked of applicants for a software engineer position.

First, I’d offer to rewrite the question so the interviewer doesn’t embarrass himself when giving it to other applicants. Then, I’d probably just send Bob a note that said something like “Call me on my cell, or have Eve tell me if you don’t have my number.” It’s not technically a question, but I suspect the interviewer wouldn’t complain. If he would, I probably don’t want to work for him. This is problem solving, not Jeopardy. Anyway, out-of-band confirmation if you’re trying to avoid letting Eve in on the secret seems like the most reasonable answer, so I’m pretty sure I win the prize here.

You’re the captain of a pirate ship and your crew gets to vote on how the gold is divided up. If fewer than half of the pirates agree with you, you die. How do you recommend apportioning the gold in such a way that you get a good share of the booty, but still survive?

This question is evidently asked of engineering manager applicants.

“Figure out how to give everyone exactly even shares — but don’t do it. Now take the money from the shares for a number of crew members equal to half minus two, and spread that money amongst the rest of the crew, so that more than half of them are happy with you. Take the share from the last guy, and put it in your own pot, just for a CEO golden parachute. Since we’re apparently being asshole CEOs about this, follow that up by asking Uncle Sam for TARP funds, then retire.”

The answer they actually want is probably to split the dough evenly amongst the smallest number of crew members that is more than exactly half. That’s slightly safer than my answer, but I think the difference is negligible and if you’re going to be an asshole about it you might as well make out like a bandit.

I wouldn’t give anyone who answered this question this way as if it’s how he actually does his job any kind of management position. Sociopaths need not apply. Nobody who actually believes they should conduct their personnel management duties like this should be let within a hundred miles of an engineer manager position.

You have eight balls all of the same size. 7 of them weigh the same, and one of them weighs slightly more. How can you find the ball that is heavier by using a balance and only two weighings?

This question is (again) for project manager applicants.

Ooh, sorting algorithm stuff.

  • Weigh three of the eight balls on each side of the balance.

    1. If one side is heavier, weigh one of the three on each side of the balance.

      • If one of them is heavier, you win.

      • If they’re the same, it’s the other ball, and you still win.

    2. If neither side is heavier, weigh the other two balls, one on each side of the balance.

      • One of them will be heavier. You win.

No matter how it works out, you’ve only done two weighings. I notice, after writing this answer, that it’s damned near pseudocode already.

You are given 2 eggs. You have access to a 100-story building. Eggs can be very hard or very fragile means it may break if dropped from the first floor or may not even break if dropped from 100th floor. Both eggs are identical. You need to figure out the highest floor of a 100-story building an egg can be dropped without breaking. The question is how many drops you need to make. You are allowed to break 2 eggs in the process.

Get ready for something different: a question for project manager applicants.

I really hope the problems with the clarity and grammar in these questions is a Business Insider problem, and not a Google problem.

This is another sorting algorithm kinda thingie. I’m less certain of this one, off the top of my head. I guess I’d start by dropping one from either the 13th or 14th floor, depending on which I figured would take less time to get to my goal (I’d have to do math for that, or guess based on my mood at the time, and I’m not doing much math today). Then, I’d do something like this:

Given N = (14 or 13) and n = N:
until N > 100,
set N = (current + (n -= 1))

Thus, if we assume N is 14, we drop first from the 14th, then from the 27th, then from the 39th, and so on, until the egg breaks or we get to 100 without it breaking. If it never breaks, our answer is 100. If it breaks, take a step back to the last floor where we dropped it and it didn’t break and start going up one floor at a time until the second egg breaks. Intuitively, I’d say that with either 13 or 14 as the starting value we shouldn’t end up with more than about 15 tries before we figure out which floor, and we’d end up breaking either two eggs total or no eggs. I think.

Explain a database in three sentences to your eight-year-old nephew.

Why does a product manager need to explain a database to his eight year old nephew?

“Say you have a bunch of checkerboards and a crapton of checkers, each of which has a different piece of information on it, and you store your checkers with their information in the squares of the checkerboards. Each board is sort of a categorical topic area, with each column and row corresponding to a value type so that when you combine the value types you get unique values that correspond to each piece of information. There, I did it in two.”

Yes, any eight year old nephew of mine that would get my explanation of a database would be pretty smart. If he was dumb, I’d say “It’s like a well-organized bucket that you fill up with things you know.”

Note that nobody said it had to be a relational database, and I went beyond the call of duty assuming it was a technical implementation of a database as one uses with a DBMS anyway so that there’d be something to explain (otherwise it really is just a bucket of information).

I’m sorry. This is really just an incredibly stupid question. Maybe I should have used one sentence: “Here’s the URL for the Wikipedia page for ‘database’.” Yes, a question that tests one’s ability to explain technical things in simple terms can be very important, but there’s not nearly enough context here to actually give an answer that will suit the needs of whatever scenario the interviewer has in his head.

You are shrunk to the height of a nickel and your mass is proportionally reduced so as to maintain your original density. You are then thrown into an empty glass blender. The blades will start moving in 60 seconds. What do you do?

What do questions like this have to do with being a product manager?

Considering the dimensions I’d have at that point, I might just try lying down and letting the blades whir over my head. I’d hold on tight for good measure. This is assuming I couldn’t disable the blender, of course. This is a terrible question. Maybe they’d be happy with the answer “fire the guy who shrank me and put me in the blender, and get his replacement to get me out,” since this question is so stupid.

The Rest of the Story

I looked at the provided answers after I wrote the rest of this SOB entry. The answer to the question about the guy pushing the car is an even stupider, more culturally dependent answer than the thing about dead beef, and if getting hired depends on the answer to that, there’s something deeply fucking wrong in Google’s hiring process. Seriously. What if I pushed my wookie, instead of my car? Maybe I’m playing the Star Wars Edition, numbnuts.

Before the list of fifteen questions from Google interviews that are supposed to make you feel stupid, the Business Insider article offered three criteria for getting hired at Google that have nothing to do with these questions:

  • Google prefers Ivy Leaguers.
  • It cares about your GPA, even if you’re in your 30s.
  • It wants people who want to change the world.

I’m okay with the last item in that list, but the first two are ridiculous. Seriously? This is another case of that tendency hiring managers and HR people have to believe that something that narrows the field is good even if it doesn’t actually test for something particularly relevant to job performance. Sure, a higher GPA may correspond to a slightly higher tendency toward good job performance, but by throwing out anyone whose GPA sucked (or may not have attended college at all), you may be ignoring a completely different, more directly relevant metric that could have a much more important and reliable impact on your ability to hire the very best. Don’t even get me started on the Ivy League school preference. Remember that correlation does not imply causation, and you’ll avoid these asinine mistakes that major corporations all seem dead-set on making.

I’m also not sure the last item on the list has led to good things. How exactly do these people want to change the world? Judging by Google’s performance, this requirement has resulted in better-than-average outcomes for the “don’t be evil” motto, and for the corporation’s success, but “better-than-average” for a major tech corporation isn’t saying much when you’re comparing it against examples like Microsoft and Oracle. If average is somewhere south of -85% on the Goodness Scale, I don’t think a “better-than-average” result of -80% is a “good” outcome. Maybe Google should change that motto to “Don’t be as evil as Microsoft.” At least then it’ll probably correlate more strongly with results.

11 Comments

  1. I would fail miserably (hiring requirements not withstanding).

    Also, the dead beef thing I knew had to do with hex, but past that I had no clue.

    Also, the question says eight-year-old, but in the first sentence of your response you move to three year old, which is it? I could probably explain it to an 8 year old, but a 3 year old? That’s asking for a lot.

    Comment by Joseph A Nagy Jr — 12 May 2010 @ 07:17

  2. It’s supposed to be an eight year old. Consider the three year old thing a typo, even though I made the same mistake twice.

    Comment by apotheon — 12 May 2010 @ 07:57

  3. In my Google interview (product manager), I was asked to design an ATM for a three-year-old. I did not get the job.

    Comment by Anon — 12 May 2010 @ 08:30

  4. …It’s not technically a question, but I suspect the interviewer wouldn’t complain. If he would, I probably don’t want to work for him. This is problem solving, not Jeopardy. Anyway, out-of-band confirmation if you’re trying to avoid letting Eve in on the secret seems like the most reasonable answer, so I’m pretty sure I win the prize here.

    If he complains you might point out it doesn’t state that you need to give him your phone number on the chance that he doesn’t have it, so an un-encoded card that says “Do you have my number?” should work.

    Comment by Mina — 12 May 2010 @ 01:06

  5. Whoops disregard that, skipped reading half a sentence there.

    Comment by Mina — 12 May 2010 @ 01:44

  6. I was a Google interviewer, and served on its hiring committee where I saw hundreds and hundreds of applicants (and thousands of interview reports).

    I’m 99% sure these questions are fake, and posted by people who want to get a bunch of traffic by saying “oh my god look at the crazy questions that Google asks.” For example, that “Why are manholes covers round?” question? Fake. It was a very old MICROSOFT interview question. I find it very hard to believe that Google has asked this on anything nearing a representative basis.

    Want proof that these questions are fake? Check out sites like CareerCup and Glassdoor, where REAL candidates are posting their questions. You’ll notice that most of these questions aren’t on there.

    With the exception of maybe 3 of these questions, the rest on the “15 google questions” list are fake.

    Comment by Gayle — 16 May 2010 @ 07:28

  7. Furthermore, let’s look at these criteria.

    “Google prefers Ivy Leaguers.”

    School name does matter for recent alumni, yes. But, Ivy League? Uh, no. Google hires more engineers than anything else, and Ivy Leagues aren’t particularly good at engineering.

    “It cares about your GPA, even if you’re in your 30s”

    Not in the hiring committee I was on. I never remember discussing someone’s GPA, even for recent grads. For older candidates, we would very rarely even know their GPA.

    Comment by Gayle — 16 May 2010 @ 07:33

  8. Good to know. If that’s the case, Business Insider (or its source) would appear to be basically making up its stories, which strikes me as a pretty sketchy way to run things. According to the article at Business Insider, the questions were part of a list of many more that were reported to a job coach by people who went to Google interviews, which would seem to suggest much the same ultimate source for questions as used by the sites you mentioned, though.

    I’ll have to give the sample questions at the sites you mentioned a look at some point.

    Comment by apotheon — 18 May 2010 @ 06:23

  9. Business Insider got the questions, as you said, from an interview coach’s listing of interview questions. Business Insider says that these are “a list of 140 questions his clients have been asked by Google.” In fact, this interview coach never says that these were questions asked by his clients. He merely says that these are Google interview questions, and that he coaches people on Google interview questions. People are left to draw their own conclusions. At the bottom of the article, he provides a long list of sources – all of which are other websites / blogs.

    So, in fact, despite Business Insider’s claim, these were not asked by this interview coach’s clients, but rather merely stolen from other sources.

    I wrote up a response to this (and general google interview myths) at http://www.technologywoman.com/2010/05/17/debunking-the-google-interview-myth/.

    Comment by Gayle — 18 May 2010 @ 07:49

  10. The question about why manholes are round made me think of some of the workers here in town. Have you seen the size of some of the construction workers? They get rounder every day!!! I wonder if they’ll have to start making the holes bigger before someone yells discrimination!

    Comment by Andrea — 20 May 2010 @ 01:55

  11. The questions are pretty stupid and irrelevant for any of the positions you described.

    They do however ensure that Google hires the same type of applicant, that is, people with the same lame thinking and reasoning. I suppose they can work much better as a team given they communicate on the same wavelength. Many of the questions are silly and immature which is the kind of applicant Google hires.

    So to summarize, I have a GPA above 3.5 but I would fail hopelessly to get a job at Google because I could never fit into a company with this type of culture.

    Google must be a very depressing place to work at unless you are very young and inexperienced. Growing up in an affluent family would probably also help. No thanks!

    Comment by John Gabriel — 8 November 2011 @ 05:38

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All original content Copyright Chad Perrin: Distributed under the terms of the Open Works License