31–40 of 43 posts
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> who can find a contractor work for me Not sure I understood this. Meaning someone who can find contract work for you? Or find you a dev?
I apologize, I am seeking employment or contractor work.
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Do you freelance now? And when you're looking for a job, how do you go about it? (recruiters?)
I don't now but I tried in the past. Working with individual clients is worse than my day job, so I want to make more per hour, not less. I don't think it can be worthwhile, unless I find myself REALLY needing the money (i.e. unexpected debilitating medical bills). I use my free time for music and family (not in that order)
I can fully relate to this. For this reason, I generally prefer to work with just one "primary" client at a time.
Doing any moonlighting alongside a job though is playing on hard mode.
With regards to finding a full time job, how do you go about it (when you do)? Just hit up your network?
I had a similar idea. I think it's very annoying to have to decrypt incoming linkedin messages to tell if it's interesting or not. However, just browsing, it's clear that the job market for devs is on the down low and I think I will work on my idea later
meaning you think a new platform will have a hard time finding traction right now because there's an oversuppply of devs?
1. As with any social network system, the most difficult part is that you need a critical mass of users before the system becomes worthwhile, but to be able to get users, you already have to have traction in the first place, so it's a bit of a chicken/egg issue.
2. You say you're building a directory that features experienced devs. The next question is naturally - how are you going to verify these devs? Everyone is going to have their own definition of what it means to be an "experienced dev".
The fact that everyone just "lists themselves" means that by definition there's really no trust or verification in the process itself from a potential employer perspective.
3. It sounds like your goal is to basically be the white pages of experienced devs which is laudable enough, however, I'm still not sure I understand the buy value from an employer perspective. Why would they take the time to visit this random website as opposed to just running searches on people's LinkedIn resumes filtered by years of experience?
Here are the main issues I see with something like this: 1. As with any social network system, the most difficult part is that you need a critical mass of users before the system becomes worthwhile, but to be able to get users, you already have to have traction in the first place, so it's a bit of a chicken/egg issue. 2. You say you're building a directory that features experienced devs. The next question is naturall…
The chicken and egg is real. My plan to counter that is to only focus on the dev side first and find leads for them by brute force, i.e., initially I don't expect any employers to go to the platform.
I want to keep the verification light by design. Most employers aren't going to trust a platform's verification anyways. All these guarantees of top 2% devs are bullshit. I believe that basic resume review and occasionally asking an extra question or two takes care of the 80%. I think that's not a bad place to be since no platform is going to be perfect. My goal with verification is to make sure the platform isn't infiltrated by early career or devs who wouldn't pass the muster of most recruiter resume reviews.
You're exactly right. I want to build the whitepages of experienced devs. I'm not under any delusion that employers will just flock to this. I think if it at all works, much of the finding will have to be done on behalf of the employer, i.e., they tell what they want and we go scour the directory and send them leads.
I'd love to get your thoughts on the above.
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Fair criticism. But the part I'm not understanding is that you seem imply that recruiters are better at selection/vetting than a directory or platform that's run by experienced engineers who are selecting other experienced engineers. I also don't think this is an either/or. Most managers only care about quality candidates coming through the door. So there can be multiple solutions. This isn't a winner take all market…
Good recruiters vet people, and jobs, and match them up. And good recruiters have relationships and inside tracks with employers. Not all recruiters, of course. Experienced developers, on the other hand, have little incentive to vet their peers, and may do a worse job than a good recruiter because they will focus on different things. Developers and employers have different definitions of quality, in other words. Of c…
Here are the main issues I see with something like this: 1. As with any social network system, the most difficult part is that you need a critical mass of users before the system becomes worthwhile, but to be able to get users, you already have to have traction in the first place, so it's a bit of a chicken/egg issue. 2. You say you're building a directory that features experienced devs. The next question is naturall…
Thanks for your thoughtful feedback. The chicken and egg is real. My plan to counter that is to only focus on the dev side first and find leads for them by brute force, i.e., initially I don't expect any employers to go to the platform. I want to keep the verification light by design. Most employers aren't going to trust a platform's verification anyways. All these guarantees of top 2% devs are bullshit. I believe th…
You can perhaps bootstrap your site with experienced developers from Who is Hiring monthly posts.
How would you make sure only experienced devs sign up? How would you prove to companies that your venting system is valid? How is this different from LinkedIn?
Experience can be assessed by asking for LinkedIn/website/resume and checking that. This will probably suffice for the 90%. It's not going to be foolproof. Just because someone has good experience in their background doesn't mean they're good. But neither are interviews foolproof. They can be gamed. I wouldn't need to prove to companies that the vetting is valid. They can see the results themselves. The platform woul…
Anyone can put whatever on a resume. I can pay some guy in a 3rd world country to build me a nice looking website. You would be doing even less than a recruiter to vet my experience.
You would absolutely need to prove to companies - your customers - that your vetting process - your product - is valid. How are you going to get it going if your only argument is "look, it's been 3 days and I'm still in business ".
As a hiring manager,you would literally be taking value away from me since I would be reaching a smaller pool of candidates and still need to interview them.
Earlier quoted context omitted.
Good recruiters vet people, and jobs, and match them up. And good recruiters have relationships and inside tracks with employers. Not all recruiters, of course. Experienced developers, on the other hand, have little incentive to vet their peers, and may do a worse job than a good recruiter because they will focus on different things. Developers and employers have different definitions of quality, in other words. Of c…
I've never met a good recruiter. The best ones hire experienced developers to talk to me.