为什么要让人类完成编码测试，而他们只需借助 AI 就能搞定？Anthropic 工程经理 Felix Rieseberg 表示，他已不再为团队使用传统的编码面试。“能够快速定义问题并找到优雅解决方案，曾是你能否在我的团队取得成功的一个微弱但有用的预测指标，”Rieseberg 周二在一篇博文中解释道。“在真实代码中的小型编码挑战确实能告诉我们一些关于候选人的有意义的信息。”他说，现在不再如此。
Why ask a human to complete a coding test when they can just use an AI to help them? Anthropic engineering manager Felix Rieseberg says he has stopped using traditional coding interviews for his team. "Being able to quickly define problems and find elegant solutions was a weak but useful predictor for how successful you’d be on my teams," Rieseberg explained in a blog post on Tuesday. "Small coding challenges in real code did tell us something meaningful about candidates." No longer, he says.
就他而言，编码面试已死。“给你出个小小的 React 挑战，和考问人们汇编语言一样毫无意义；Claude 现在在这两方面都更强，”他坚称。“我们最有影响力的建设者无论在这些测试中表现如何，都能取得成功。”Google 首席工程师 Jaana Dogan 在社交媒体发文回应时，表达了大致相同的观点。“我现在不怎么做编码面试了，但我有兴趣面试人们如何使用编码代理，”她写道。
The coding interview is dead, as far as he's concerned. "There’s no more point in giving you a little React challenge than there is in quizzing people about assembly; Claude is now better at both," he insisted. "Our most impactful builders are successful regardless of how good they are at these tests." In a response posted to social media, Jaana Dogan, principal engineer at Google, said much the same. "I’m not doing a ton of coding interviews nowadays but I’d be interested to interview how people use coding agents," she wrote.
“这本身能给我更多关于候选人编码技能的信号。”据报道，几个月前 Google 开始重新评估其编码面试的方式以及在候选人身上寻找什么。虽然如果其他已展示出 AI 代理编码能力的大型科技公司尚未进行类似讨论，那将令人惊讶，但科技行业其余部分似乎比 AI 爱好者行动得更谨慎。“我们没有看到科技公司在整个行业大规模放弃技能评估——至少目前还没有，”ZipRecruiter 劳动经济学家 Nicole Bachaud 在发给 The 的邮件中表示。
"That itself gives me more signals about candidates' coding skills." Several months ago, Google reportedly began reevaluating how it conducts coding interviews and what it looks for in candidates. And while it would be surprising if similar conversations haven't already occurred at other large technology companies where AI agents have demonstrated their coding capabilities, the rest of the tech industry appears to be moving more cautiously than the AI enthusiasts. "We are not seeing tech companies abandon skills assessments widely across the industry—at least not yet," said Nicole Bachaud, labor economist at ZipRecruiter, in an email to The.
事实上，根据我们对1500家雇主进行的2026年10月雇主调查，科技行业（具体指信息行业）实际上最有可能测试技能，62.5%的雇主要求在初始申请时进行正式技能测试。
"In fact, based on our October 2026 Employer Survey of 1,500 employers, we see the tech industry (Information sector specifically) is actually the most likely to test for skills, with 62.5 percent of employers requiring formal skill tests on initial applications."
微软的编程面试，以及后来谷歌、亚马逊、Facebook和其他科技巨头的面试，各有不同，取决于招聘方旨在评估什么。它们可能考察与特定学科相关的技术知识、某种编程语言的编码能力、通用解决问题的技能、团队导向的行为，或其他技能。据Educative介绍，Stripe的软件工程师面试流程包括电话筛选阶段、技术电话面试，以及若干轮现场面试。
Coding interviews at Microsoft, and later Google, Amazon, Facebook, and other tech giants, vary, depending on what the hiring organization aims to evaluate. They may probe technical knowledge related to a specific subject, coding ability in a particular language, general problem-solving skills, team-oriented behavior, or other skills. Stripe's software engineer interview process, according to Educative, consists of a phone screening stage, a technical phone interview, and several further on-site interviews.
Rieseberg曾在那里工作，他描述了创始人Patrick Collison如何敦促新员工关注那些看似不合理的地方。“他的赌注是，新来者会发现老员工早已不再注意到的摩擦点和机会，”他说。而Rieseberg似乎已内化了这种基于对经验的轻视而形成的观点：“饥饿感胜过资历，”他说，或许并未意识到，科技公司因抛弃昂贵的资深员工、改用饥渴且成本更低的年轻专业人士而陷入法律麻烦。
Rieseberg actually worked there and describes how founder Patrick Collison urged new hires to pay attention to things that seemed out of place. "His bet was that newcomers would spot friction and opportunities that old-timers had long stopped noticing," he said. And Rieseberg appears to have absorbed that viewpoint based on his dismissal of experience: "Hunger beats tenure," he said, perhaps unaware that technology companies have gotten into legal trouble for jettisoning costly veteran employees so they can be replaced by hungry, less expensive young professionals.
技术面试很少仅关乎技术精通。毕竟，员工除了可测试的计算机科学技能外，还有许多其他方式能为组织增加价值。而且当员工能使用比求职者更擅长回答技术问题的AI模型时，更仔细地审视人们带来的创造力和社交技能就合情合理了。“Anthropic的这一变化可能反映了从技术技能向更多的人类软技能转变，”Bachaud说。
Technical interviews are seldom just about technical mastery. There are after all many other ways that employees can add value to an organization beyond testable computer science skills. And when employees have access to AI models that can answer technical questions better than job candidates, it makes sense to look more closely at the creativity and social skills people bring to the table. "The change at Anthropic might be reflecting a shift away from technical skills towards more human, soft skills," said Bachaud.
“随着 AI 完全具备编写代码的能力，科技雇主可能正从死记硬背式的技术测试转向，大幅倾重人本的软技能。”她认为，虽然 AI 可能写得出好代码，但无法取代批判性思维。“高达 61.5% 的信息行业雇主现在表示，‘批判性思维’是当今候选人群体中主要缺乏的一项技能，”她说。
"As AI becomes fully capable of writing code, tech employers may be pivoting away from rote technical testing and heavily toward human-centric soft skills." She argues that while AI may be able to code well, it can't replace critical thinking. "A staggering 61.5 percent of Information employers now report that 'critical thinking' is a primary skill lacking in today's candidate pool," she said.
“我不认为编程面试会卷土重来，”Rieseberg 说。“人们很容易产生感伤情绪，毕竟买了那么多本《算法与数据结构》，指望借此打开好工作、通往更美好未来的大门——又或者，编程面试的消亡是软件工程达到新抽象层级的又一里程碑。”与此同时，他也不确定什么会取而代之。“我大概不是唯一一个在琢磨如何面试‘善于与 AI 协作构建产品’的人，”Rieseberg 写道。
"I don’t think the coding interview is going to come back," said Rieseberg. "It's easy to get sentimental given how many copies of 'Algorithms and Data Structures' were bought in hopes of unlocking good jobs and a better future — or how the death of the coding interview is another milestone in software engineering reaching a new level of abstraction." At the same time, he's not certain what will replace it. "I’m probably not the only manager trying to figure out how to interview for people who build well with AI," Rieseberg wrote.
“我还没完全想通——但我正在简历和作品集里寻找那些能体现品味、同理心和原则性思维的小型原型。如果你想出了更好的办法，我很乐意听听。”
"I haven't quite gotten there yet — but I’m scanning resumes and portfolios for little prototypes that exhibit taste, empathy, and principled thinking. If you have figured out something better, I’d love to hear how."
Bachaud 认为技术评估是形式在变而非消失，她指出，70% 的信息行业雇主已改用监考或线下技能测评，以防止利用 AI 作弊。“归根结底，科技公司未必是在减少测试，而是测试方式在变，”她说。“随着 AI 自动化了工作中大量手工和技术环节，工作技能可能变得更加通用。一旦经济环境好转，这可能导致跳槽和人员流动增加。在我们最近对从业者的调查中，我们发现，四分之一的从业者因与 AI 相关的工作担忧，开始考虑下一份工作。而随着评估方式和技能要求的变化，他们面临的可选岗位可能比以往任何时候都更不一样。” ®
Bachaud sees technical evaluations changing instead of going away, noting that 70 percent of Information sector employers have switched to proctored or in-person skill assessments as a way to deter cheating with AI. "Ultimately, tech companies aren't necessarily testing less, but the way they are testing is changing," she said. "As AI automates a lot of manual and technical components of jobs, work skills may become more universal. That could lead to an increase in job switching and turnover once economic conditions improve. In our recent survey of workers, we found that AI-related work concerns are causing a quarter of workers to start thinking about their next role. And as assessments and skills are changing, what roles are available to them might look more different than ever before." ®