The leetcode grind is playing a game in some respects, and I don't see this as any different. Management was doing this before leetcode was a thing though.
>Once these climbing yes men start getting promoted, they show a preferential treatment to their own kind, and the organization's days are numbered.
I don't think so. If there were actually company-ending consequences, you'd see this stuff around a lot less.
I see a lot of preferential treatment for stuyding/passing leetcode interviews as well. There's also a counter-culture to it which has preferential treatment for people who don't like leetcode.
To me this just seems like company culture in America and instead of ending the company, it keeps it going.
I didn't mean leetcode-ability when I was talking about technical competence.
Why I think leetcode has its place (in interviewing), I think there are far better measures to determine ones technical contributions inside the company, like if someone writes a tool or script to automate a major hurdle saving tons of hours, or is capable of consistently providing high quality insight or elegant solutions, that is a very good benchmark for technical ability.
>Once these climbing yes men start getting promoted, they show a preferential treatment to their own kind, and the organization's days are numbered.
I don't think so. If there were actually company-ending consequences, you'd see this stuff around a lot less.
I see a lot of preferential treatment for stuyding/passing leetcode interviews as well. There's also a counter-culture to it which has preferential treatment for people who don't like leetcode.
To me this just seems like company culture in America and instead of ending the company, it keeps it going.