Four technical rounds on C++ went well. The scheduled fifth round (tech managerial) was cancelled, stating the candidate "doesn't have good C++ concepts." Though I felt I didn't do badly.

When asking about detailed feedback, HR didn't have any answer.

The most amusing part was in the second round, taken by a Senior Tech Staff member. It started by asking my percentages in 10th and 12th grade. When I replied with my percentages, he asked why they were less, and so on.

Then he asked which college, my favorite subjects, and year-wise percentages. I was kind of thinking, "What is wrong with this guy?"

He seemed to be thinking, "How come a tier-3 college guy can reach this far?"

I wasn't understanding why he was asking all these nonsensical questions, which didn't check the technical capability of a candidate who has been in the industry for more than 10 years. It seemed he was forced by his manager to take the interview.

The fourth round was again taken by senior staff. He asked me to implement a shared pointer, which I did. But while I was writing the cleanup logic in the assignment operator overloading, he said it wasn't required. Though he was incorrect, he wasn't ready to accept it. He gave feedback at the end, stating my concepts were not clear. I requested the interviewer to kindly Google it and clear his understanding.

In a nutshell, this is the truth when companies keep long-timers: they think the company belongs to them, their positions are all secured, and whatever they know is correct.

I request the managers and HRs to streamline the process and send technical panels who are really interested in taking interviews and listening to the candidates.

1. Count bit set and unset.
2. Shared pointer impl (Interviewer got hurt in assignment operator overloading).
3. IPv4/IPv6 validation function.
4. Balanced Parenthesis check.
5. Design Patterns.
6. Check pair sum equals to target.
7. Threads to handle the input uniformly and calculate the sum at the end.