Those who pass that test will get invited to Facebook proper for a series of four tightly scripted interviews where, no surprise, more coding will be expected. Indeed, two of the interviews are purely programming exercises, says Goldfein. The other two will depend on the expertise of a candidate, but they will involve "solving hard problems" and "engaging on a technical level," she says. In at least one of the interviews, Facebook will be taking a "behavioral" look at how candidates tackle a problem, how they break it down, how they ask for help.

通过编码测试的应聘者将受邀到Facebook公司，参加四轮紧凑的结构化面试。毫无疑问，应聘者将接受更多的编码测试。戈德费恩称，其中的两场面试是纯粹的编程测试。另外两次面试则主要针对应聘者的实际能力：“解决棘手的问题”和“技术问题”。面试官将至少利用其中的一次面试，从“行为学”角度判断应聘者解决、分析问题和寻求帮助的能力。

Unlike Google (GOOG), where CEO Larry Page still reviews every offer, Zuckerberg is not typically involved in approving most hires. But detailed reports from the interviews go up to a hiring review committee of Facebook's top technologists. "The most common reason for us to pass on a candidate is that they just are not up to the technical bar," Goldfein says.

目前，谷歌CEO拉里 佩奇仍会审核每一份《入职通知书》；与谷歌公司不同，扎克伯格通常不会参与《入职通知书》的审核事宜。但是，有关面试的详细报告将会提交至（由Facebook顶级技术专家组成的）招聘评审委员会。戈德费恩表示，“应聘者被淘汰的原因大多是因为他们的技术水平不过关。”

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