Dear experts,
I know that I am asking a strange question which, is irrelevant in this
group.
Can anyone tell me that where can I get Interview question on Windows
driver development.
If you have please send me, or please send me the link.
Regards,
RAR
Sorry, but what you want, or need, is unclear. Do you want to ask questions about driver development? If so then here is about as good as it gets. Search the list for other discussions for books that are available as well as seminars that are taught.
–
The personal opinion of
Gary G. Little
“ravali AR” wrote in message news:xxxxx@ntdev…
Dear experts,
I know that I am asking a strange question which, is irrelevant in this group.
Can anyone tell me that where can I get Interview question on Windows driver development.
If you have please send me, or please send me the link.
Regards,
RAR
ravali AR wrote:
Dear experts,
I know that I am asking a strange question which, is irrelevant in
this group.Can anyone tell me that where can I get Interview question on Windows
driver development.If you have please send me, or please send me the link.
Interviewer: Are you member of the ntdev list?
Interviewee: Yes.
Interviewer: Then obviously you are a highly intelligent and ultimately
qualified driver developer. Welcome to our company. Here are the keys
to your company car and your reservations on the corporate yacht…
–
Tim Roberts, xxxxx@probo.com
Providenza & Boekelheide, Inc.
I think the OP wants to interview someone for a driver development
position, and is looking for technical questions to ask. I’m wondering how
he’ll be able to evaluate the answer.
- Dan.
At 11:38 AM 9/2/2005 -0500, you wrote:
Sorry, but what you want, or need, is unclear. Do you want to ask
questions about driver development? If so then here is about as good as it
gets. Search the list for other discussions for books that are available
as well as seminars that are taught.–
The personal opinion of
Gary G. Little
“ravali AR” <mailto:xxxxxxxxxx@gmail.com> wrote in
>message news:xxxxxnews:xxxxx@ntdev…
>Dear experts,
>
>I know that I am asking a strange question which, is irrelevant in this group.
>
>Can anyone tell me that where can I get Interview question on Windows
>driver development.
>
>If you have please send me, or please send me the link.
>
>
>Regards,
>RAR
>
>
>—
>Questions? First check the Kernel Driver FAQ at
>http://www.osronline.com/article.cfm?id=256
>
>You are currently subscribed to ntdev as: unknown lmsubst tag argument: ‘’
>To unsubscribe send a blank email to xxxxx@lists.osr.com</news:xxxxx></mailto:xxxxx>
Dan Kyler wrote:
I think the OP wants to interview someone for a driver development
position, and is looking for technical questions to ask. I’m
wondering how he’ll be able to evaluate the answer.
Right. This is a pet peeve of mine. I don’t have all the answers
memorized, but by golly I know where to look. If someone asked me in an
interview, “what’s the maximum size of an MDL”, or “is it the
NotificationEvent or the SynchronizationEvent that is automatically
reset”, I’d have to say “duuuuh, I dunno,” but when I need to know, it
only takes me 30 seconds to find the answers.
In my opinion, the best questions are the open-ended questions. “Tell
me about the kinds of drivers you’ve worked on in the last couple of
years.” Or “tell me about a few of the really nasty problems you’ve
encountered, and how you solved them.” Or “tell me about the resources
you typicall rely on when developing and debugging a driver.”
Intel is particularly good at training its folks to ask this kind of
question. A two-day interview session at Intel was enough to leave me
mentally and physically exhausted. Although, I do have to admit that
they also asked one of the worst questions I’ve been asked: “Give me an
example of a time in which you used structured programming to provide
maximum benefit for your customer.” Well, let me contrast that with a
time in which I used UNstructured programming. Oh, wait, I don’t USE
unstructured programming.
–
Tim Roberts, xxxxx@probo.com
Providenza & Boekelheide, Inc.
xxxxx@lists.osr.com wrote on 09/02/2005 11:15:08 AM:
Intel is particularly good at training its folks to ask this kind of
question. A two-day interview session at Intel was enough to leave me
mentally and physically exhausted. Although, I do have to admit that
they also asked one of the worst questions I’ve been asked: “Give me an
example of a time in which you used structured programming to provide
maximum benefit for your customer.” Well, let me contrast that with a
time in which I used UNstructured programming. Oh, wait, I don’t USE
unstructured programming.
Intel does train employees pretty hard at “behavioral interviewing”. I’ve
been through that course myself. My favorite one was when I was being
interviewed for an internal transfer, one of the interviewers repeated,
verbatim, the example question about resolving conflicts with cow-orkers.
I considered having a “conflict” over his thoughtless interviewing
technique right then and there, but thought better of it. 
I got the
job anyway.
Phil
Philip D. Barila
Seagate Technology LLC
(720) 684-1842
From an experienced manager of kernel software development: don’t ask such questions. They’re counterproductive. If you know drivers as well as the interviewee, you will be inserting your own bias into the process. If you don’t, your questions will inevitably be out of focus. Or you may be one of those who believes to know drivers but don’t really, and you end up asking silly questions disguised as technical and contrived to defeat the candidate. The net result will be, you won’t be able to judge and you will be throwing away perfectly good people.
And the converse is true: I’ve seen over and again situations where the candidate knows way more than the manager, and hence he or she answers in ways that the manager doesn’t understand. Now interviewers are often arrogant, hence disaster: a good candidate is wasted.
What I do is to ask them to describe their last project to me. I then coach the interview in the direction I want. By the tone of the answers, by the depth of what the candidate says, by the body language, by the security he or she shows while talking, I normally can gauge pretty well whether the individual is worth hiring. And mind you, it’s amazing how many people can’t talk about something if you don’t pester them with petty questions at a rapid-fire speed.
One more thing: when I find a candidate I feel worth pursuing, I try to contrive a situation where I can see him or her at the machine, doing something relatively technical and relatively deep. It’s amazing how much one can figure out just by watching how the interviewee behaves with a system!
Again: leave the questions behind. I’ve seen plenty of not-so-technical managers waste away very good candidates just because they hadn’t memorized the particular page of the Algorithms book the manager treasures, or the API call they had a problem with it yesterday. There are much more effective ways to gauge people’s abilities!
Alberto.
----- Original Message -----
From: ravali AR
To: Windows System Software Devs Interest List
Sent: Friday, September 02, 2005 12:04 PM
Subject: [ntdev] A strange question about driver development.
Dear experts,
I know that I am asking a strange question which, is irrelevant in this group.
Can anyone tell me that where can I get Interview question on Windows driver development.
If you have please send me, or please send me the link.
Regards,
RAR
— Questions? First check the Kernel Driver FAQ at http://www.osronline.com/article.cfm?id=256 You are currently subscribed to ntdev as: unknown lmsubst tag argument: ‘’ To unsubscribe send a blank email to xxxxx@lists.osr.com
From my little experience being on the hot seat, it appears managers are interested in checking the candidates’ core programming skills, does he bungle with pointers, debugging skills (not necessarily windbg,gdb just generic), comp architecture sense and yes some software engineering principles. The rest such as DDK specific or linux kernel specific information can be picked up in the course of time. Besides most large companies have their own abstractions sitting so a newcomer doesnt have to write a DriverEntry or DMA routine from scratch. As an example an experienced gdb user would know what to expect from a decent debugger so its just mapping concepts over to kd.
bank
“ravali AR” wrote in message news:xxxxx@ntdev…
Dear experts,
I know that I am asking a strange question which, is irrelevant in this group.
Can anyone tell me that where can I get Interview question on Windows driver development.
If you have please send me, or please send me the link.
Regards,
RAR
I always find agreeing with Alberto about anything an uncomfortable
situation, however I do have to agree with him here. I hardly ever go into
an interview with a prepared set of in depth detailed ‘how much do you know
about x’ questions and prefer instead to let the interviewee describe their
last project to me and see where that takes us. I’m rarely disappointed by
the results of this method.
=====================
Mark Roddy DDK MVP
Windows 2003/XP/2000 Consulting
Hollis Technology Solutions 603-321-1032
www.hollistech.com
From: xxxxx@lists.osr.com
[mailto:xxxxx@lists.osr.com] On Behalf Of Alberto Moreira
Sent: Saturday, September 03, 2005 11:55 PM
To: Windows System Software Devs Interest List
Subject: Re: [ntdev] A strange question about driver development.
From an experienced manager of kernel software development: don’t ask such
questions. They’re counterproductive. If you know drivers as well as the
interviewee, you will be inserting your own bias into the process. If you
don’t, your questions will inevitably be out of focus. Or you may be one of
those who believes to know drivers but don’t really, and you end up asking
silly questions disguised as technical and contrived to defeat the
candidate. The net result will be, you won’t be able to judge and you will
be throwing away perfectly good people.
And the converse is true: I’ve seen over and again situations where the
candidate knows way more than the manager, and hence he or she answers in
ways that the manager doesn’t understand. Now interviewers are often
arrogant, hence disaster: a good candidate is wasted.
What I do is to ask them to describe their last project to me. I then coach
the interview in the direction I want. By the tone of the answers, by the
depth of what the candidate says, by the body language, by the security he
or she shows while talking, I normally can gauge pretty well whether the
individual is worth hiring. And mind you, it’s amazing how many people can’t
talk about something if you don’t pester them with petty questions at a
rapid-fire speed.
One more thing: when I find a candidate I feel worth pursuing, I try to
contrive a situation where I can see him or her at the machine, doing
something relatively technical and relatively deep. It’s amazing how much
one can figure out just by watching how the interviewee behaves with a
system!
Again: leave the questions behind. I’ve seen plenty of not-so-technical
managers waste away very good candidates just because they hadn’t memorized
the particular page of the Algorithms book the manager treasures, or the API
call they had a problem with it yesterday. There are much more effective
ways to gauge people’s abilities!
Alberto.
----- Original Message -----
From: ravali AR mailto:xxxxx
To: Windows System Software Devs Interest mailto:xxxxx List
Sent: Friday, September 02, 2005 12:04 PM
Subject: [ntdev] A strange question about driver development.
Dear experts,
I know that I am asking a strange question which, is irrelevant in this
group.
Can anyone tell me that where can I get Interview question on Windows driver
development.
If you have please send me, or please send me the link.
Regards,
RAR
— Questions? First check the Kernel Driver FAQ at
http://www.osronline.com/article.cfm?id=256 You are currently subscribed to
ntdev as: unknown lmsubst tag argument: ‘’ To unsubscribe send a blank email
to xxxxx@lists.osr.com
—
Questions? First check the Kernel Driver FAQ at
http://www.osronline.com/article.cfm?id=256
You are currently subscribed to ntdev as: unknown lmsubst tag argument: ‘’
To unsubscribe send a blank email to xxxxx@lists.osr.com</mailto:xxxxx></mailto:xxxxx>
“How do you understand MDLs, and please tell us everything you know on MDLs”.
Then listen for the narrative
Maxim Shatskih, Windows DDK MVP
StorageCraft Corporation
xxxxx@storagecraft.com
http://www.storagecraft.com
----- Original Message -----
From: ravali AR
To: Windows System Software Devs Interest List
Sent: Friday, September 02, 2005 8:04 PM
Subject: [ntdev] A strange question about driver development.
Dear experts,
I know that I am asking a strange question which, is irrelevant in this group.
Can anyone tell me that where can I get Interview question on Windows driver development.
If you have please send me, or please send me the link.
Regards,
RAR
— Questions? First check the Kernel Driver FAQ at http://www.osronline.com/article.cfm?id=256 You are currently subscribed to ntdev as: unknown lmsubst tag argument: ‘’ To unsubscribe send a blank email to xxxxx@lists.osr.com
The good (and rather usual) way is that only HR and the future boss (professional developer) are involved to the interview. HR alone can only do the first-time preliminary interview, the real-world interview must be runned by the professional.
Maxim Shatskih, Windows DDK MVP
StorageCraft Corporation
xxxxx@storagecraft.com
http://www.storagecraft.com
HR will be screening many thousands of resume in a big company. They will
screen most of the time First level as: Does this resume have “C or C++”
word? Does this have “Driver” word? Does this have “WinNT” word? Does this
candidate have more then 70% in all subjects? And does this candidate have
Master degree?
Once they are satisfied with this, they will send resume to some technical
manager. ------ You can assume even many knowledgeable candidate might go
off in first level itself. Since, this is will not screen good candidate;
who ever have those keywords will come to next level. Real knowledgeable
might not.
Will HR understand mentality of System programmers? Nope.
They follow this HR method coz they do not want to waste time of technical
manager in screening candidates, since it takes too much time.
As Alberto said right, Manager itself may not have enough knowledge to gauge
candidate. Same way even HR don?t have enough knowledge to gauge in first
level.
Note: I never dare to go through HR, I always gone thru reference of some
technical person in company. I know, if I go through HR, my qualification
prevents HR to screen me
Regards,
Satish K.S
From: xxxxx@lists.osr.com
[mailto:xxxxx@lists.osr.com] On Behalf Of Maxim S. Shatskih
Sent: Monday, September 05, 2005 6:09 AM
To: Windows System Software Devs Interest List
Subject: Re: [ntdev] A strange question about driver development.
??? The good (and rather usual)?way is that only HR and the future boss
(professional developer) are involved to the interview. HR alone can only do
the first-time preliminary interview, the real-world interview must be
runned by the professional.
?
Maxim Shatskih, Windows DDK MVP
StorageCraft Corporation
xxxxx@storagecraft.com
http://www.storagecraft.com
Tell your HR people that their approach doesn’t hold water. The
way to prescreen candidates is this:
-
Do they have a computer science degree from a reputable
institution, or, do they have lots of kernel programming
experience, on ANY operating system and language ? Who care if
they know NT or C/C++, but, can they program ? If they can, the
rest comes. I recently met a young UNH graduate, himself a Unix
driver writer, who picked up Windows drivers in less than a
month. -
Are they fast learners ? Things change fast and abruptly in
our field. -
Are they self-learners ? Can they learn without going to
formal courses ? Sorry, OSR, but some people just can’t afford
the time or the expense! -
Can they work without supervision, without a support structure
? Managers who know kernel stuff are the exception, not the
rule. People who need a corporate support to thrive aren’t
necessarily going to like doing drivers or kernel work. -
Do they have experience handling hardware ? Can they wield a
scope ? A VMetro ? Some of the best device drivers I have met
came from the embedded world. -
Can they do multithreaded stuff ? Can they even “see” things
parallel ? This is a key ability in our world. -
Do they know the underlying technology ? Many of you work on
USB, Firewire, ATA, PCI Express, or some other hardware
standard. Would anyone fit the bill if they didn’t know that
technology ?
So, your people got it inverted. It’s up to the technical guys
to worry about C, or C++, or “Driver”, or “WinNT”. His or her
school grades are irrelevant. A Master’s Degree is irrelevant
too. What your HR should be doing is to do their job properly,
learn what to look for and go actively select candidates based
on real life needs, and not to do the quick and dirty - and flat
wrong - approach of preselecting candidates based on
technically-sounding buzzwords that mean nothing in real life.
Because, C, C++, Drivers, WinNT, can be picked up on the fly. A
degree may or may not help, many of the best driver writers I
met didn’t have one. But independence, willpower,
stick-to-itness, ability to learn fast, willingness to dig,
ability to visualize large and complex pieces of code, ability
to think parallel, and so on.
I’ve had many battles with my own HR on those grounds, and I
learned my ropes through losing candidate after candidate
because of misuse of personnel resources. And sadly, many senior
managers operate in the same frequency.
Alberto.
----- Original Message -----
From: “Int3”
To: “Windows System Software Devs Interest List”
Sent: Tuesday, September 06, 2005 1:29 AM
Subject: RE: [ntdev] A strange question about driver
development.
HR will be screening many thousands of resume in a big company.
They will
screen most of the time First level as: Does this resume have “C
or C++”
word? Does this have “Driver” word? Does this have “WinNT” word?
Does this
candidate have more then 70% in all subjects? And does this
candidate have
Master degree?
Once they are satisfied with this, they will send resume to some
technical
manager. ------ You can assume even many knowledgeable candidate
might go
off in first level itself. Since, this is will not screen good
candidate;
who ever have those keywords will come to next level. Real
knowledgeable
might not.
Will HR understand mentality of System programmers? Nope.
They follow this HR method coz they do not want to waste time of
technical
manager in screening candidates, since it takes too much time.
As Alberto said right, Manager itself may not have enough
knowledge to gauge
candidate. Same way even HR don’t have enough knowledge to gauge
in first
level.
Note: I never dare to go through HR, I always gone thru
reference of some
technical person in company. I know, if I go through HR, my
qualification
prevents HR to screen me
Regards,
Satish K.S
________________________________________
From: xxxxx@lists.osr.com
[mailto:xxxxx@lists.osr.com] On Behalf Of Maxim S.
Shatskih
Sent: Monday, September 05, 2005 6:09 AM
To: Windows System Software Devs Interest List
Subject: Re: [ntdev] A strange question about driver
development.
The good (and rather usual) way is that only HR and the future
boss
(professional developer) are involved to the interview. HR alone
can only do
the first-time preliminary interview, the real-world interview
must be
runned by the professional.
Maxim Shatskih, Windows DDK MVP
StorageCraft Corporation
xxxxx@storagecraft.com
http://www.storagecraft.com
—
Questions? First check the Kernel Driver FAQ at
http://www.osronline.com/article.cfm?id=256
You are currently subscribed to ntdev as: unknown lmsubst tag
argument: ‘’
To unsubscribe send a blank email to
xxxxx@lists.osr.com
I love your way of selection alberto, gives a lot of *high school drop out
yet computer experts* hope.!!!
As a professional interviewee, I say a hearty AMEN, Alberto!!
“Alberto Moreira” wrote in message news:xxxxx@ntdev…
From an experienced manager of kernel software development: don’t ask such questions. They’re counterproductive. If you know drivers as well as the interviewee, you will be inserting your own bias into the process. If you don’t, your questions will inevitably be out of focus. Or you may be one of those who believes to know drivers but don’t really, and you end up asking silly questions disguised as technical and contrived to defeat the candidate. The net result will be, you won’t be able to judge and you will be throwing away perfectly good people.
And the converse is true: I’ve seen over and again situations where the candidate knows way more than the manager, and hence he or she answers in ways that the manager doesn’t understand. Now interviewers are often arrogant, hence disaster: a good candidate is wasted.
What I do is to ask them to describe their last project to me. I then coach the interview in the direction I want. By the tone of the answers, by the depth of what the candidate says, by the body language, by the security he or she shows while talking, I normally can gauge pretty well whether the individual is worth hiring. And mind you, it’s amazing how many people can’t talk about something if you don’t pester them with petty questions at a rapid-fire speed.
One more thing: when I find a candidate I feel worth pursuing, I try to contrive a situation where I can see him or her at the machine, doing something relatively technical and relatively deep. It’s amazing how much one can figure out just by watching how the interviewee behaves with a system!
Again: leave the questions behind. I’ve seen plenty of not-so-technical managers waste away very good candidates just because they hadn’t memorized the particular page of the Algorithms book the manager treasures, or the API call they had a problem with it yesterday. There are much more effective ways to gauge people’s abilities!
Alberto.
----- Original Message -----
From: ravali AR
To: Windows System Software Devs Interest List
Sent: Friday, September 02, 2005 12:04 PM
Subject: [ntdev] A strange question about driver development.
Dear experts,
I know that I am asking a strange question which, is irrelevant in this group.
Can anyone tell me that where can I get Interview question on Windows driver development.
If you have please send me, or please send me the link.
Regards,
RAR
— Questions? First check the Kernel Driver FAQ at http://www.osronline.com/article.cfm?id=256 You are currently subscribed to ntdev as: unknown lmsubst tag argument: ‘’ To unsubscribe send a blank email to xxxxx@lists.osr.com
Alberto,
I agreed with most of your opinions but HARDCORE NT
kernel experience does NOT grow in months for anyone.
NTOS is way way more complicate than any embedded and
desktop OS I’ve worked with. I can write production
drivers for many OS’s but I never dare say I am good
at these OS’s. There are cases one needs to dig into
the very bottom of the OS to figure out an isuue of
the driver. I can only do that for NT. IMO, there’s no
way one can reach the competency level of Jamie
Hanrahan, Brian Catlin, Peter GV, Tony Mason or
whoever in months. It really depends on which level of
expertise you expect from the candidate. In real
world, not much companies need that level of expertise
to get the job done.
My current employer seems to be very concerned
candidate’s hand-on experience in both H/W and NTOS.
Potential won’t fly in my case. I was asked some PCI
related questions like these because I claimed I know
PCI well:
What’s the value of PCI-E completion timeout? What
happen if occurred?
What can a bus analyzer do? When do you need a logic
analyzer?
You see a bunch of “unsupported transactions” in the
bus analyzer after PCI-E Link Training, what do you
think these transactions are and why?
What does split transaction do?
You have enabled memory-read-multiple on your device,
but you see Target Disconnects between each cacheline
fill, what could be wrong or what are you going to
look into?
What does PCI Latency timer do?
Explain in detail how does INTA get to the CPU and
eventually invoke your ISR.
The more you answer, the more tougher questions they
shot…
The guy who asked these question is not a H/W people.
Of course, I was asked a lot of tricky OS kernel
related questions which I’ve never been asked in any
of my interviews before. Another NDIS guru was asking
a lot of NDIS specific questions. Fun an exhausted,
isn’t it?
Of course, anyonce can pick up these stuff but they
expect you to fix showstoppers right after you’re out
of the new hire orientation:)
Calvin
— Alberto Moreira wrote:
> Tell your HR people that their approach doesn’t hold
> water. The
> way to prescreen candidates is this:
>
> - Do they have a computer science degree from a
> reputable
> institution, or, do they have lots of kernel
> programming
> experience, on ANY operating system and language ?
> Who care if
> they know NT or C/C++, but, can they program ? If
> they can, the
> rest comes. I recently met a young UNH graduate,
> himself a Unix
> driver writer, who picked up Windows drivers in less
> than a
> month.
>
> - Are they fast learners ? Things change fast and
> abruptly in
> our field.
>
> - Are they self-learners ? Can they learn without
> going to
> formal courses ? Sorry, OSR, but some people just
> can’t afford
> the time or the expense!
>
> - Can they work without supervision, without a
> support structure
> ? Managers who know kernel stuff are the exception,
> not the
> rule. People who need a corporate support to thrive
> aren’t
> necessarily going to like doing drivers or kernel
> work.
>
> - Do they have experience handling hardware ? Can
> they wield a
> scope ? A VMetro ? Some of the best device drivers I
> have met
> came from the embedded world.
>
> - Can they do multithreaded stuff ? Can they even
> “see” things
> parallel ? This is a key ability in our world.
>
> - Do they know the underlying technology ? Many of
> you work on
> USB, Firewire, ATA, PCI Express, or some other
> hardware
> standard. Would anyone fit the bill if they didn’t
> know that
> technology ?
>
> So, your people got it inverted. It’s up to the
> technical guys
> to worry about C, or C++, or “Driver”, or “WinNT”.
> His or her
> school grades are irrelevant. A Master’s Degree is
> irrelevant
> too. What your HR should be doing is to do their job
> properly,
> learn what to look for and go actively select
> candidates based
> on real life needs, and not to do the quick and
> dirty - and flat
> wrong - approach of preselecting candidates based on
>
> technically-sounding buzzwords that mean nothing in
> real life.
> Because, C, C++, Drivers, WinNT, can be picked up on
> the fly. A
> degree may or may not help, many of the best driver
> writers I
> met didn’t have one. But independence, willpower,
> stick-to-itness, ability to learn fast, willingness
> to dig,
> ability to visualize large and complex pieces of
> code, ability
> to think parallel, and so on.
>
> I’ve had many battles with my own HR on those
> grounds, and I
> learned my ropes through losing candidate after
> candidate
> because of misuse of personnel resources. And sadly,
> many senior
> managers operate in the same frequency.
>
>
> Alberto.
>
>
>
> ----- Original Message -----
> From: “Int3”
> To: “Windows System Software Devs Interest List”
>
> Sent: Tuesday, September 06, 2005 1:29 AM
> Subject: RE: [ntdev] A strange question about driver
>
> development.
>
>
>
> HR will be screening many thousands of resume in a
> big company.
> They will
> screen most of the time First level as: Does this
> resume have “C
> or C++”
> word? Does this have “Driver” word? Does this have
> “WinNT” word?
> Does this
> candidate have more then 70% in all subjects? And
> does this
> candidate have
> Master degree?
>
> Once they are satisfied with this, they will send
> resume to some
> technical
> manager. ------ You can assume even many
> knowledgeable candidate
> might go
> off in first level itself. Since, this is will not
> screen good
> candidate;
> who ever have those keywords will come to next
> level. Real
> knowledgeable
> might not.
>
> Will HR understand mentality of System programmers?
> Nope.
>
> They follow this HR method coz they do not want to
> waste time of
> technical
> manager in screening candidates, since it takes too
> much time.
>
> As Alberto said right, Manager itself may not have
> enough
> knowledge to gauge
> candidate. Same way even HR don’t have enough
> knowledge to gauge
> in first
> level.
>
> Note: I never dare to go through HR, I always gone
> thru
> reference of some
> technical person in company. I know, if I go through
> HR, my
> qualification
> prevents HR to screen me
>
> Regards,
> Satish K.S
>
> ________________________________________
> From: xxxxx@lists.osr.com
> [mailto:xxxxx@lists.osr.com] On Behalf
> Of Maxim S.
> Shatskih
> Sent: Monday, September 05, 2005 6:09 AM
> To: Windows System Software Devs Interest List
> Subject: Re: [ntdev] A strange question about driver
>
> development.
>
> The good (and rather usual) way is that only HR and
> the future
> boss
> (professional developer) are involved to the
> interview. HR alone
> can only do
> the first-time preliminary interview, the real-world
> interview
> must be
> runned by the professional.
>
> Maxim Shatskih, Windows DDK MVP
> StorageCraft Corporation
> xxxxx@storagecraft.com
> http://www.storagecraft.com
>
>
>
>
>
> —
> Questions? First check the Kernel Driver FAQ at
> http://www.osronline.com/article.cfm?id=256
>
> You are currently subscribed to ntdev as: unknown
> lmsubst tag
> argument: ‘’
> To unsubscribe send a blank email to
>
=== message truncated ===
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> I agreed with most of your opinions but HARDCORE NT
kernel experience does NOT grow in months for anyone.
There is one more problem: let say, you got some 6 years of experience in
developing Drivers, and then you change your job, if you got interviewed
from some manager’s where they got less knowledge then you(often happens in
most companies). They will hire soon and they will make you manager coz they
find you that u have more skills then rest of the team there - where you
will be start doing paper work and managing people most of the time and
nothing related to HARDCORE NT.
Result: you will not get time to think or do something related to HARDCORE
and end up being no-where and most of the people will continue in the
manager kind of jobs further once they got more number of years experience.
If you do not do work for company as a manager you will be labeled
_NOT_LOYAL. If you work loyally to company, then you are loosing the skills
since it is not related to something technical rather more paper work and
people manager related. *This problem will continue further too*
I have seen, more people are converted from Intelligent to Dumb, especially,
in service oriented companies in my part of the world (India). Hire for
kernel programming and end up coding HTML/JSP and other stuffs (Myself
joined for NT kernel stuffs and after some months I was doing
HTML/JAVA/JSP).
To become HARDCORE or remain HARDCORE you need to enter right companies,
especially Product companies. To Dig deep and do something better one needs
to have Interests and also somebody has to provide environment for that
person to do?
Regards,
Satish K.S
I guess that’s the reason why some people in our group
refuse to be promoted to managers. My former manager
even de-moted himself to developer:). Many guys in our
group are the brightest engineering talents I’ve ever
known. Make no mistake, we have a great leadership
here that we all respect. I guess that’s one reason
why such a small group of individuals are able to
start with nothing and beat our giant competitor so
badly within 5 years.
Calvin
— Int3 wrote:
>
>
> > I agreed with most of your opinions but HARDCORE
> NT
> > kernel experience does NOT grow in months for
> anyone.
>
> There is one more problem: let say, you got some 6
> years of experience in
> developing Drivers, and then you change your job, if
> you got interviewed
> from some manager’s where they got less knowledge
> then you(often happens in
> most companies). They will hire soon and they will
> make you manager coz they
> find you that u have more skills then rest of the
> team there - where you
> will be start doing paper work and managing people
> most of the time and
> nothing related to HARDCORE NT.
>
> Result: you will not get time to think or do
> something related to HARDCORE
> and end up being no-where and most of the people
> will continue in the
> manager kind of jobs further once they got more
> number of years experience.
>
> If you do not do work for company as a manager you
> will be labeled
> _NOT_LOYAL. If you work loyally to company, then you
> are loosing the skills
> since it is not related to something technical
> rather more paper work and
> people manager related. This problem will continue
> further too
>
> I have seen, more people are converted from
> Intelligent to Dumb, especially,
> in service oriented companies in my part of the
> world (India). Hire for
> kernel programming and end up coding HTML/JSP and
> other stuffs (Myself
> joined for NT kernel stuffs and after some months I
> was doing
> HTML/JAVA/JSP).
>
> To become HARDCORE or remain HARDCORE you need
> to enter right companies,
> especially Product companies. To Dig deep and do
> something better one needs
> to have Interests and also somebody has to provide
> environment for that
> person to do?
>
> Regards,
> Satish K.S
>
>
>
> —
> Questions? First check the Kernel Driver FAQ at
> http://www.osronline.com/article.cfm?id=256
>
> You are currently subscribed to ntdev as:
> xxxxx@yahoo.ca
> To unsubscribe send a blank email to
> xxxxx@lists.osr.com
>
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