https://blog.fultonsoftwaregroup.com/Recent content in Home on Fulton Software Group BlogHugo -- gohugo.ioen-uscontact+blog@fultonengineeringservices.com (J. Patrick Fulton)contact+blog@fultonengineeringservices.com (J. Patrick Fulton)Tue, 03 Nov 2026 00:00:00 +0000https://blog.fultonsoftwaregroup.com/posts/2026/02/interview-processes-leet-code-a-study-of-real-quicksort/Thu, 19 Feb 2026 00:00:00 +0000contact+blog@fultonengineeringservices.com (J. Patrick Fulton)https://blog.fultonsoftwaregroup.com/posts/2026/02/interview-processes-leet-code-a-study-of-real-quicksort/When a LeetCode interviewer asks you to &lsquo;implement quicksort,&rsquo; you are being asked to produce a toy. The production sorting implementation that ships with the JVM is a 4,430-line adaptive system containing seven distinct algorithms, twelve empirically derived thresholds, IEEE 754 compliance, and parallel execution support — authored over fifteen years by four engineers whose combined contributions define modern Java. This page examines that implementation, in detail, and asks a simple question: why are we testing for this?https://blog.fultonsoftwaregroup.com/posts/2026/02/interview-processes-cited-works-behavioral/Thu, 19 Feb 2026 00:00:00 +0000contact+blog@fultonengineeringservices.com (J. Patrick Fulton)https://blog.fultonsoftwaregroup.com/posts/2026/02/interview-processes-cited-works-behavioral/Over 90% of candidates engage in faking behavior during behavioral interviews. Self-presentation tactics inflate ratings without predicting job performance. Interview ratings correlate twice as strongly with impression management as with job-related competence. The STAR method, now universally taught, has made the format so transparent that it grades preparation skill, not work ability. Four decades of research converge on a single finding: behavioral interviews measure the wrong thing, and they measure it reliably.https://blog.fultonsoftwaregroup.com/posts/2026/02/interview-processes-cited-works-unstructured/Thu, 19 Feb 2026 00:00:00 +0000contact+blog@fultonengineeringservices.com (J. Patrick Fulton)https://blog.fultonsoftwaregroup.com/posts/2026/02/interview-processes-cited-works-unstructured/Decades of peer-reviewed research — including work by a Nobel laureate — converge on a single finding: traditional unstructured interviews are foundationally flawed as a method of evaluating candidates, frequently performing worse than random selection from a qualified pool.https://blog.fultonsoftwaregroup.com/posts/2026/02/interview-processes/Thu, 19 Feb 2026 00:00:00 +0000contact+blog@fultonengineeringservices.com (J. Patrick Fulton)https://blog.fultonsoftwaregroup.com/posts/2026/02/interview-processes/The research is not ambiguous. Unstructured interviews perform worse than random selection. Behavioral interviews measure impression management, not competence. LeetCode exercises test rote memorization in a context disconnected from the work. The methods that would work are known — and have been for decades. The industry has chosen not to adopt them. This post examines why.https://blog.fultonsoftwaregroup.com/about/Fri, 16 Jan 2026 00:11:20 +0000contact+blog@fultonengineeringservices.com (J. Patrick Fulton)https://blog.fultonsoftwaregroup.com/about/<p>Authored by J. Patrick Fulton, focusing on software engineering, cloud architecture, and technical leadership topics.</p> <p>I write as a career software engineer and technology leader who has spent more than two decades building and scaling SaaS products—most recently as a Chief Technology Officer in the healthcare technology vertical. I&rsquo;ve led engineering, quality assurance, and DevOps organizations through high-growth phases, guided architectural overhauls into cloud-native platforms, and worked the intersection of product strategy, technical design, and real-world delivery.</p>