DSA Crash Course [Part 44] - Tree Sum Walkthrough

In this lesson, Alvin walks through the python implementation for the *tree_sum* problem.

Code along and test your work in the following editor workspace: <https://structy.net/problems/tree-sum?language=py>

If you need additional support taking these DSA skills and actually applying them, take [**Alvin's**](https://www.linkedin.com/in/alvin-zablan-b73a92117/) *complete* data structures and algorithms course on [**Structy**](https://structy.net/?utm_source=taro). You can try out the concepts yourself in their interactive code editor and learn advanced DSA patterns like stack exhaustive recursion.

Use [**this link to get 20% off**](https://structy.net/purchase?promo_code=taro20) the entire Structy DSA learning experience.

Follow Alvin on LinkedIn: <https://www.linkedin.com/in/alvin-zablan-b73a92117/>

How to Crack System Design Interviews - Part 11: Conclusion

This concludes the System Design Interview course! To maximize your performance in upcoming interviews, we recommend:

- **Reviewing the course content:** Shortly before your interview, revisit the course material and use it as a checklist to ensure you've grasped the key concepts.

- **Focusing on communication:** Remember that the interview assesses your ability to communicate effectively, demonstrate knowledge of existing systems, and showcase problem-solving skills.

- **Practicing and preparing:** Thorough preparation is crucial for success in system design interviews. Utilize the resources and strategies discussed throughout the course to enhance your skills and increase your confidence.

- **Remembering your value:** Regardless of the interview outcome, your competence and skills as an engineer remain valuable.

Good luck with your interviews!

[Gaurav Sen](https://www.linkedin.com/in/gkcs/) has conducted 1000s of system design interviews while working at Uber and building his [YouTube channel](https://www.youtube.com/@gkcs) to 500K+ subscribers. His platform [InterviewReady](https://interviewready.io/?_aff=JOINTARO) combines video explainers, live Zoom classes, and an automated System Design Judge.

How to Crack System Design Interviews - Part 8: Technical Competence

This video analyzes the technical aspects of a system design interview, focusing on how our design choices are evaluated. Here's what we need to keep in mind:

- **Thoughtful design choices:** We must justify our technology choices (e.g., Cassandra) with clear reasoning connected to the system's needs and demonstrate awareness of alternative solutions.

- **Multiple solutions and trade-offs:** We should showcase our technical depth by considering various solutions (e.g., push vs. pull models) and understanding their trade-offs (e.g., SQL vs. NoSQL databases).

- **Real-world examples:** We need to incorporate practical, real-world examples of technologies and products to illustrate our design choices and demonstrate practicality.

- **Deep technical knowledge:** We should possess a strong understanding of the technologies we propose, including their internal workings and how they compare to alternatives.

- **Feedback and iteration:** We must be receptive to feedback on our design choices and demonstrate the ability to adapt and improve our solutions based on the interviewer's input.

[Gaurav Sen](https://www.linkedin.com/in/gkcs/) has conducted 1000s of system design interviews while working at Uber and building his [YouTube channel](https://www.youtube.com/@gkcs) to 500K+ subscribers. His platform [InterviewReady](https://interviewready.io/?_aff=JOINTARO) combines video explainers, live Zoom classes, and an automated System Design Judge.

How to Crack System Design Interviews - Part 3: Building The Basic Design

After gathering requirements, we move on to creating a basic design for the system. This allows for flexibility and gives the interviewer insight into our strengths and areas for growth. Here's how we approach this stage:

- **Request-driven design:** We let the flow of requests through the system guide our design choices, identifying necessary components and databases along the way.
- **Leverage existing technologies:** We utilize familiar technologies and design patterns, treating them as black boxes that can be explored further if the interviewer wishes.
- **Maintain a balanced level of detail:** We provide a high-level design without being too vague, mentioning specific technologies and protocols where appropriate.
- **Expose relevant APIs:** We identify the necessary APIs for the system and consider whether multiple services and databases are needed.
- **Offer multiple options:** We demonstrate our understanding of trade-offs by suggesting multiple technologies or protocols and discussing their potential benefits and drawbacks.

[Gaurav Sen](https://www.linkedin.com/in/gkcs/) has conducted 1000s of system design interviews while working at Uber and building his [YouTube channel](https://www.youtube.com/@gkcs) to 500K+ subscribers. His platform [InterviewReady](https://interviewready.io/?_aff=JOINTARO) combines video explainers, live Zoom classes, and an automated System Design Judge.

Taro Book Club: The Pragmatic Programmer - Session 5

Session Led by [Bikram Kashyap](https://www.linkedin.com/in/kashyapbikram/)

In this #taro-bookclub discussion, we'll go over [**"The Pragmatic Programmer"**](https://www.amazon.com/Pragmatic-Programmer-Journeyman-Master/dp/020161622X) by Andrew Hund & David Thomas

Here's the agenda:

- Decoupling
- Juggling the Real World
- Transforming Programming
- Inheritance Tax
- Configuration

Please send your questions ahead of time to [**Bikram Kashyap**](https://www.linkedin.com/in/kashyapbikram/) in the [**Taro Premium**](https://www.jointaro.com/membership/) Slack, so that they can be included in the discussion. *If you don't have the book or want more details on how this all works, check out the #taro-bookclub channel in the Taro Premium Slack as well!*

Get ready for another engaging and informative session!

Why Don't More Big Tech Engineers Contribute To Open Source?

The modern software industry runs on open source software. Should more software engineers (especially those in Big Tech) contribute back to open source?

This Facebook Engineering Director Quit To Sail The World

After more than 10 years working at Meta (Facebook), James quit to work on his boat full-time. While sailing, he also contributes to open-source! <https://github.com/tinyplex/tinybase>

How Managers Hire Great Engineers [Part 24] - Recommended Tools

Many tools need to come together for a successful hiring campaign. From this lesson, you will:

- Learn about key tools for recruitment: LinkedIn Premium for unlimited profile searches, Mixmax and Ashby for email scheduling and outreach, and RocketReach for obtaining personal email addresses
- Understand how AI could change recruitment practices by automating personalized outreach, potentially making it more challenging to stand out among recruiters
- Recognize the importance of adapting strategies, such as increasing in-person engagements, to maintain effectiveness in recruitment as AI evolves

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

How Managers Hire Great Engineers [Part 23] - Building Relationships

Social capital is incredibly important when hiring. From this lesson, you will:

- Learn about the importance of building relationships in recruitment, similar to how VCs generate deal flow
- Discover the strategy used by Benjamin Nazad, who leveraged academic directories to network with potential contacts in the VC industry
- Understand that cultivating relationships with each candidate can significantly enhance the likelihood of closing them during the hiring process
- Recognize the long-term value of maintaining relationships even when there are no immediate job openings, facilitating quicker recruitment when positions become available

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

How Managers Hire Great Engineers [Part 22] - Building Diverse Teams

Tech has a massive diversity problem, and as a hiring manager, you shouldn't make that problem any worse (especially as diverse teams are scientifically proven to be better than homogeneous ones). From this lesson, you will:

- Recognize that common sourcing tactics like source-a-thons and friend-of-friend methods may introduce biases by yielding candidates similar to existing networks
- Learn strategies to actively promote diversity during the sourcing process, such as explicitly focusing on diversity in sourcing sessions to influence the diversity of the candidate pipeline
- Understand the importance of ensuring the top of the recruitment funnel is diverse, as this sets the stage for diverse hiring outcomes
- Discover ways to prioritize efforts in closing candidates, potentially focusing extra effort on diverse or outstanding candidates to ensure equitable recruitment practices

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

How Managers Hire Great Engineers [Part 21] - Level-Specific Info

Hiring great engineers gets exponentially harder the more senior the headcount you are looking for. From this lesson, you will:

- Understand the need to adjust sourcing tactics for different engineering levels, such as using root sourcing primarily for more seasoned engineers (L6 and above).
- Learn that junior roles (L3, L4) may not benefit as much from certain tactics like source-a-thons due to senior engineers typically not having extensive networks of junior engineers.
- Recognize that closing efforts must be scaled according to the candidate's level, with more senior candidates (L7 and above) requiring more extensive efforts to secure their acceptance.

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

How Managers Hire Great Engineers [Part 20] - Tips For Interviewing

It's critical as a hiring manager to make sure that an engineer candidate is the right fit during the interview. From this lesson, you will:

- Learn to avoid hypothetical questions in favor of inquiries about concrete experiences to gain accurate insights into a candidate's actual work behavior
- Understand the importance of building rapport and appearing friendly throughout the interview process, as candidates are also evaluating their fit with the team
- Discover the value of maintaining a curious mindset, encouraging thorough exploration of a candidate's responses, especially when initial impressions may suggest a red flag

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

How Managers Hire Great Engineers [Part 3] - Why Recruiting Matters

Recruiting is a critical responsibility for managers, especially in high-growth companies. After this lesson, you will:

- Understand the high leverage impact of hiring decisions on a company’s long-term success
- Learn why recruiting is crucial in high-growth environments where more work exists than people to do it
- Discover the significant difference between top engineers and low-performing ones, and how this impacts team performance
- Gain insight into when recruiting matters most and when it may not be as critical

Connect with John Egan on LinkedIn: [**https://www.linkedin.com/in/jwegan/**](https://www.linkedin.com/in/jwegan/)

How Managers Hire Great Engineers [Part 2] - John's Success With Recruiting

If you want to hire great engineers, you're in great hands by taking this course. From this lesson, you will:

- Learn about [John's](https://www.linkedin.com/in/jwegan/) journey from an engineer to managing an organization of around 100 engineers
- Understand the challenges and strategies involved in doubling an engineering team year after year
- Discover how [John](https://www.linkedin.com/in/jwegan/) personally contributed to hiring dozens of engineers and conducted over 300 interviews
- Gain insights into shaping engineering processes and promoting the company’s brand through recruiting events and meetups

Connect with John Egan on LinkedIn: [**https://www.linkedin.com/in/jwegan/**](https://www.linkedin.com/in/jwegan/)

How Managers Hire Great Engineers [Part 19] - Speed

Great engineers don't stay on the market for a long time. From this lesson, you will:

- Understand that reducing the time from initial contact to offer acceptance can significantly improve your chances of closing a candidate
- Learn that a faster process can position your company advantageously against competitors who may have longer hiring cycles
- Discover how streamlining your recruitment process to make decisions quicker can prevent candidates from pursuing or waiting for other offers

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

How Managers Hire Great Engineers [Part 18] - Going Above & Beyond

Top engineers can be insanely hard to close, especially as you're often competing with FAANG for them. From this lesson, you will:

- Learn the importance of building a personal relationship with candidates throughout the interview process to increase the chances of closing them successfully
- Discover strategies for multiple touchpoints, such as sending personal emails from the team or senior leaders, to make candidates feel valued and wanted
- Understand how unique gestures like meeting in person or sending personalized gifts can significantly enhance the candidate's experience and likelihood of accepting the offer

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

How Managers Hire Great Engineers [Part 17] - Push & Pull Factors

It's hard convincing great engineers to leave their current jobs. From this lesson, you will:

- Understand the importance of increasing your candidate acceptance rate, which can significantly reduce workload throughout the recruitment funnel
- Learn how to identify and leverage push and pull factors that influence a candidate's decision to leave their current role or join your company
- Discover the value of tailoring your closing approach to individual candidate motivations to enhance offer acceptance rates
- Gain insights into conducting honest Q&A sessions during the closing call to ensure a good fit, thereby increasing long-term retention on your team

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

How Managers Hire Great Engineers [Part 16] - Follow Up

If at first you don't succeed, try try again. From this lesson, you will:

- Learn the impact of follow-up emails, which can significantly enhance response rates when sent in addition to an initial email
- Discover tools like Mixmax and features within ATS systems like Ashby that can automate the follow-up process and track email openings
- Understand the strategy of escalating outreach, involving higher levels of management, to engage high-value candidates effectively

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

How Managers Hire Great Engineers [Part 15] - Initial Contact

You only get one first impression, so you must make that initial outreach message count. From this lesson, you will:

- Discover how to craft an engaging subject line and personalize the content to stand out from typical recruiter communications.
- Understand the importance of keeping the email concise, with a clear, brief point that invites the recipient to engage further.
- Learn optimal timing for sending emails to maximize response rates, avoiding busy times like early Monday or late Friday.

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

How Managers Hire Great Engineers [Part 14] - ATS Lookup

When recruiting, you should do your best to ensure the best candidate experience. This is critical during the outreach phase. From this lesson, you will:

- Understand the necessity of verifying candidate information in the ATS to ensure they have not been recently rejected or contacted for other roles
- Learn about different ATS platforms like Greenhouse and Ashby, and how they can help manage candidate interactions
- Discover how to coordinate with recruiting teams to cross-check a list of potential candidates to avoid redundant or inappropriate contacts
- Gain insights into the typical cooling-off periods between rejections and new outreach, which can range from 6 to 12 months depending on company policy

Connect with John Egan on LinkedIn: <https://www.linkedin.com/in/jwegan/>

Tech Career Growth Videos

Our instructional videos provide software engineers with insights needed for career growth. Masterclasses go incredibly in-depth on a specific tech topic while case studies are real examples from established engineering leaders.