151–160 of 242 posts
C# + js /w react a plus Oil and Gas
Trading or Physical? Where are you based? I was once a Front office dev (Microsoft Stack) for commodity trading house. If you are in USA, Canada, or Japan, I'm interested in learning more about your business.
And we're a consulting company that works with mostly oil and gas companies.
I work at Real World React. We specialize in training engineers on front-end web development, specifically React, Redux, RxJS, and related technologies. We've trained engineers from Twilio, OpenTable, NerdWallet, Tesla, Esurance, and many more. We are based in SF. Since we also do private consulting and project-based work in addition to our workshops, we have recently got to talking with our clients about helping the…
Interesting. Lots of picky responses here--people prepared to wait it out and go through tons of candidates looking for perfection: Need this language. And that platform. Must know such and such database. And DevOps. Front end and backend. Full stack. And these four key abilities. And passion. Prepare for the interview. Be ready to explain this and that. Be good at whiteboard coding. Went through 400 candidates. If y…
Though I don't do recruiting myself I have a few friends in tech HR here in Berlin. It is not the total number of developers available that makes the problem, it's the high percentage of incompetence.
I am 100% owner of an internet company making 7 figure profits annually. I am extremely secretive of my business, almost to the point that some would consider a pathology. However, I will divulge my hiring strategy, because even if everyone uses my method, there will still be many employees for me to choose from. I look to hire people who just need a job. People who are qualified, but not overly qualified. People I k…
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Not op, but: IMO somewhat uninformed opinion (longtime dev on two of the biggest platforms, played a bit with node etc a few times) the Javascript ecosystem has seems to have numerous issues. Here is my impression: - being equally bad or worse than php in a number of ways (I used to write php, the right way ; ) -to: having bad dependency management -to: the complete ecosystem being in a churn, always. Like if php con…
Agree with all of this, apart from Gradle. It has saved my life a few times. Gradle plus the BuildShip plugin [1] for Eclipse is a great combo IMHO. [1] - https://projects.eclipse.org/projects/tools.buildship
Compared to mvn or ant or something else or compared to not using a build system?
Honest question. I'm trying to figure out if I have missed something when I dismissed Gradle last time.
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That's exactly right. If you are a competent engineer, you have your pick of jobs. And for every one of you, there are 100 others on the market, probably 80 whose resumes I'll throw away after 30s, 15 who won't make it through an initial code screen, and 4 who will fail in final round interviews.
What makes you throw away a resume?
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Tech skills are only one dimension of a multidimensional process that employers like me use to make decisions. I am here to offer contrarian advice that might be helpful to someone early in his career who might be a great programmer but may also be dismayed because he thinks the only path to a successful tech career is devoting your life to your job or going to an ivy league school and I am here to say that is not th…
I don't understand why (forgive me for the generalization) blue collar work ethic and blue collar loyalty are so often dismissed in the tech field. Some of the best advice I ever received was 'execute in the seat your in'. Sure there are higher order strategies to work out but grow into it and growth is around growing into the company, not just growing into your specific vertical profession. Kudos on your directness.
I wouldn't work for this guy, I want to work with people who are smarter than me and from whom I can learn new things. That said, he's right to not want someone like me, I get bored pretty quickly when I'm the smartest guy in the room so I try like hell to avoid that situation. But to each their own of course.
Intelligence. Tenacity. Ambition. Judgement. Bonus points for recognizing the bullshit parade that is the current startup world. e.g.: NodeJS has value, but it's mostly the same wheel we've had for 20+ years. Or that MongoDB's changelog has consisted of standard SQL features for the past five years and that pgsql would have been just fine (had people read some boyce-codd anyhow).
Interesting. Lots of picky responses here--people prepared to wait it out and go through tons of candidates looking for perfection: Need this language. And that platform. Must know such and such database. And DevOps. Front end and backend. Full stack. And these four key abilities. And passion. Prepare for the interview. Be ready to explain this and that. Be good at whiteboard coding. Went through 400 candidates. If y…
American companies front-end static pickiness for rando applicants. A snapshot a month ago by a non-technical HR associate indicates the ideal applicant would be experienced with the following list of 25 emacs extensions, prefer while loops over until loops, have memorized everything in Knuth but use none of it on the job, and wear a size 10.5 shoe preferably eee width.
The real world dynamic work experience over the past couple decades is someone comes to with some sob story about "one of our execs went golfing with one of their execs and I know you've never used freetds or mssql but you need it up and running and integrated with out stuff by the end of the week" "what is it?" "I don't know but just get it connected as best you can". Another classic was being on rotating pager duty and getting midnight calls about a product I literally did not know existed, I mean I'm used to handling problems with no training or documentation, that's to be expected, but I didn't even know we were selling this thing. Both stories are true and honestly not very surprising. This is pretty much how "real world" IT works AFTER you're hired. And I'm extremely good at that, its like a giant self solved puzzle, so I don't mind, but I assure you, no one interviews rando applicants for that, even though its the most important part of keeping the job.
Mostly I get work from old coworkers and the first month is just like six months of normal change rate rolled into one, its not really a big deal. Its a forklift upgrade. I've worked thru several of those, a new job is just a forklift upgrade along with a new chair. I could walk into any dev job on the planet and be productive in a month and stay productive there as long as I want. I know three people that experienced up front picky because I got my current gig because I know some folks and HR had to go thru the motions, so they sat thru insane tier interviews that I skipped. Hours of HR style "You reach down and flip the tortoise over on its back, Leon." and it goes on and on.
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Though I don't do recruiting myself I have a few friends in tech HR here in Berlin. It is not the total number of developers available that makes the problem, it's the high percentage of incompetence.
I don't know--It looks to me that people have a very, very narrow view of "competence" then. When you define a role so narrowly, with so many requirements and conditions, don't be surprised when you reject 399 out of 400 resumes, and don't call it a shortage of talent.