521–530 of 653 posts
Your job, as a job seeker, is to get passed HR to a hiring manager. You can go through HR, around HR (a buddy ships your res to a hiring manager) or over HR (an exec or VC flips your res to a hiring manager). You will not be working for HR. They are merely an impediment to be overcome. If you wish, you can think of it as the border. You can apply for legal immigration (lengthy and dicey; think of the immigration and…
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I don't even disagree with this. It's just also an admission that you don't hire the best. We can argue about whether there are 10x developers or not, but it doesn't matter for this discussion. If you assume that a developer is going to be with you for a year or more, then it starts to be worth a week or more of your (collective) time to improve the expected productivity of the people you hire by 10%. Not 2x, not 10x…
If you have 100 candidates for a job, then doing a half-hour phone screen for all 100 of them is 50 hours of work -- a bit more than one whole work-week. And if you're committed to not missing a candidate who might be really good but your heuristics would lead to a false negative on, how much does a half-hour phone screen really tell you? I mean, can you really reject more than half of the candidates based on a half-…
At my last company, we "screened" ~200-500 candidates per job with a work sample. It was really hard to put together, and worked amazingly well once we had it going. We did a structured interview everyone who passed the work samples and it never felt like a waste of time.
My problem was that I was doing it "the right way" which turns out to be the wrong one. The application process is terribly broken, as somebody noted above.
Which makes me think, as developers we get this entire hiring thing wrong. Next time I want a job, I will think hard about a way to hustle it without entering the application process.
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i overheard this in an elevator, "our HR department tosses the bottom half of resumes in the pile into the trash because we refuse to hire unlucky people"
Have you ever seen a pile of one thousand resumes that you have to go through? I will give you a tip. You can't read them all. Don't even bother trying.
So here's the thing... hiring at larger, growing companies often means weeding through a stack of a hundred resumes, for one or two or five roles. Most of those resumes need to go away. The interview process, for competent candidates, is going to cost you at bare minimum a half hour of one person's time for initial screening. A quality interview is going to take a couple of hours each for a few important people - man…
I'm a web developer who has been thinking about engineering hiring and culture a LOT over the last 6 months. I'm confused about employers' desire to cast a wide net, only to filter through applicants thoughtlessly. Instead, why don't engineering teams save time and energy by articulating their specific engineering values, and sharing that information up front? Be honest. Say divisive things. This will allow job-seeke…
?? The problem is not employers casting a wide net, but everyone applying for the job.
So here's the thing... hiring at larger, growing companies often means weeding through a stack of a hundred resumes, for one or two or five roles. Most of those resumes need to go away. The interview process, for competent candidates, is going to cost you at bare minimum a half hour of one person's time for initial screening. A quality interview is going to take a couple of hours each for a few important people - man…
About that heuristic, when hiring for sysadmins in the early 2000s, I found there to be an inverse relationship between résumé quality and candidate quality (with one notable exception — résumés written in LaTeX were usually of high quality and almost always indicated a quality candidate). Originally I had a similar conception about résumés — they should be one or two pages max, should look nice, and should contain n…
Perhaps this is selection bias?
Their resume being bad caused them to not be able to get a job at other companies, even though they are good. The only reason the resume ended up on your desk was because nobody else wanted to spend 30 minutes of their time interviewing them, therefore they were passed up.
So here's the thing... hiring at larger, growing companies often means weeding through a stack of a hundred resumes, for one or two or five roles. Most of those resumes need to go away. The interview process, for competent candidates, is going to cost you at bare minimum a half hour of one person's time for initial screening. A quality interview is going to take a couple of hours each for a few important people - man…
I'm a web developer who has been thinking about engineering hiring and culture a LOT over the last 6 months. I'm confused about employers' desire to cast a wide net, only to filter through applicants thoughtlessly. Instead, why don't engineering teams save time and energy by articulating their specific engineering values, and sharing that information up front? Be honest. Say divisive things. This will allow job-seeke…
... get sued or prosecuted by the EEOC. There are reasons things are stated in a certain way and the net has to be cast wider than necessary. First fix the landscape of U.S. labor law, and then a discussion of efficiency and values can be productive
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A few notable organizations offer paid continuing education (Masters degrees) and have extensive in-house training, with career progression mapped out. Here are some: - Accenture - Booz Allen Hamilton - Deloitte - Department of Defense - Lockheed Martin - Northrop Grumman - Raytheon It’s not just consulting companies and the defense industrial complex, these are just the only companies I have exposure to that offer m…
Defense has career progressions? Is this for management? From what I've seen engineers are treated like cattle and hired and fired for the whims of every project.
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Defense has career progressions? Is this for management? From what I've seen engineers are treated like cattle and hired and fired for the whims of every project.
Having spent the first 5 or so years at defense companies, I agree. There was no career progression,especially without switching companies. They want you to have a degree so they can charge more, but that's about it. You can easily work on the same project doing the same things for 20 years; I worked with people who did.