181–190 of 1001 posts
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Hey, I tried your website, it selected 314 jobs. Doesn't look like is matching correctly. Or I am a jack of all trades.
No the website doesn't work at all. It shows me the same 314 jobs. Not a single one relevant.
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They prefer stealth layoffs here in the Netherlands. The end result is the same: you’re out, but with no severance and gaslit AF. Thanks Rutte, I guess?
Yeah but that is only in large corporations right? I have one friend that works at KPN and survived 3 rounds of lay-offs. I personally could not cope with that kind of stress. I only work at and for smaller companies. Currently I am the only employee at my company. It's only me and my employer.
I was laid off in August 2022, and it took me 6 months to find a new job. I was able to land a decent number of interviews but I interviewed poorly and didn't get any offers. Doing interview prep actually helped a lot -- now having been on the other side it is very apparent when someone hasn't prepared and practiced interviewing. It really is a skill in and of itself. I found my current job through the January HN Who…
> now having been on the other side it is very apparent when someone hasn't prepared and practiced interviewing. It really is a skill in and of itself. And now that you can recognize that skill in isolation, do you use it as a major factor when choosing candidates? If you do, why? Do you think the people interviewing you could recognize that you were specifically bad at interviewing, and not at everything?
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> now having been on the other side it is very apparent when someone hasn't prepared and practiced interviewing. It really is a skill in and of itself. And now that you can recognize that skill in isolation, do you use it as a major factor when choosing candidates? If you do, why? Do you think the people interviewing you could recognize that you were specifically bad at interviewing, and not at everything?
> do you use it as a major factor when choosing candidates? If you do, why? I do, yes. IME, candidates that take the time to learn the skill will take the time to learn other skills required for the job. If a candidate can't be bothered to learn a skill to get a job, why should I hire them for a senior position? If it's entry-level, that's a different story.
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I also had good results with recruiters. They will actually get you at the door, so you better be prepared. Seems to be a decent strategy for people who are bad at networking like I am.
Recruiters get a lot of flak here and elsewhere, but having recently interacted with a few for a recent job change, their incentives are aligned to have some skin in the game, and they can do the emotionally draining part of pushing the company to speed up the process for you without having to send multiple emails or waiting for months for your rejection.
I suspect a lot of it has to do with the type of companies that tend to hire 3rd party recruiters. Namely, startups, and typically early stage startups who don't have any in-house recruiting staff. There's nothing at all wrong with early stage startup companies, except that my experience seems to indicate they don't actually know what they're even looking for. That's in addition to the likelihood that they just haven't been around long enough to develop a structured hiring process.
I don't know. What I will say is that your incentives and a 3rd party recruiter's are not the same. They want to place you quickly and get the commission, regardless if it's the best company or the most competitive offer. You're right that they do want to keep you at least somewhat happy, because if they get a reputation for treating candidates badly, that can be fatal in their profession. But, the people they really want to keep happy are the ones writing the checks. And, in this situation, that ain't you. You are quite literally the product here.
Just the past two months I've gotten four offers (granted two was from the same company), but they are straight up job offers, not asking me to do interviews and I'm an average SRE/operations person.
So I think it depends on the area and whether or not you're want to work for small to midsize companies outside the bigger metro areas. Some of the jobs also isn't that exciting, but it beat doing nothing.
I know this is completely off-topic but I am Dutch and never MET anyone that was laid off. Non of my friends, family and even colleague's (and I work in IT-consultancy so I see loads of people). How common is this in America? Is it normal that in your career your are fired at least once?
They prefer stealth layoffs here in the Netherlands. The end result is the same: you’re out, but with no severance and gaslit AF. Thanks Rutte, I guess?
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> This is what it has come to. There are thousands of resumes being sent at my company, yet the recruiter can't find anyone. Why? Because no one is applying through her link. It sounds like your recruiter is purposely ignoring any resume that is not explicitly sent to her personally. It sounds like a job security move at the expense of both the company and candidate's best interests.
> It sounds like your recruiter is purposely ignoring any resume that is not explicitly sent to her personally. Curious, how does one ignore something that is never actually sent to them, explicitly or not?
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> do you use it as a major factor when choosing candidates? If you do, why? I do, yes. IME, candidates that take the time to learn the skill will take the time to learn other skills required for the job. If a candidate can't be bothered to learn a skill to get a job, why should I hire them for a senior position? If it's entry-level, that's a different story.
Why is the skill required for the job? Or is it required mostly to stroke your ego about them having to crawl over some arbitrary glass to please you?
For example, I went from web-hosting software to fitness industry software. There is very little overlap in skills beyond 'writing software'. At hosting job, scale was the biggest issue (dealing with hundreds of millions of events per second) where now, legal/insurance type issues are the biggest hurdles. It requires a totally different way of thinking and knowledge set to be effective at a senior level. If you're just focused on 'writing software' then you're not senior material, you're just a programmer ... not an engineer.
If you're not even getting interviews, neither of those things is responsible and there's so something wrong with your strategy. Definitely try linkedin, as they said, and talking to your contacts (outside of LinkedIn, I mean). Basically don't spam the same thing but treat it as scientific experiment and try different things. Also prepare yourself for the different interviews. When you get those, remember not to work…
Create a custom datepicker following a strict design (that is the best part of a week minimum to make it polished perfect)
The other one wanted me to learn a complex product on my own, with no knowledge base and demo their own platform to them. All this while they knew I was working a full-time demanding engineering manager job.