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Earlier quoted context omitted.
These aren't "technical recruiters" they're recruiter's of technical professionals.
They used this term for themselves. > Greg Banks: Recruiting Manager at Digit, previously a technical recruiter at CourseHero. > Lana Herzig: Technical Recruiter at Dia&Co, previously at Quartet.
> Watch for spelling and grammar. [..] After conducting my own A/B tests on this matter, the data showed that candidates who had untidy resumes faired less (sic!) than those with well written ones.
Edit: I was going to write a longer post about what I am more interested in seeing as an engineer who does the interviewing. But most of it was obvious stuff. Instead, here's what I don't look at:
- What libraries you used. Languages, maybe -- libraries? If you're past junior level, I expect you'll be able to pick up a complex one, in a field you're familiar with, in a week or two.
- Length of past tenures. I gave favourable feedback for a lot of kids who, early in their careers, left from two or three jobs in a row because they were hired by large companies who then proceeded to give them completely uninteresting work that was entirely below their programming skills, without any mentoring, any meaningful source of professional growth and any timeframe for when they'll get to do some actual programming. I'm talking kids who, fresh out of school, could write a decent kernel driver, but were asked to write automated tests for REST APIs. I was never wrong about this.
- Hackatons, coding competitions and the like. The former are entirely unverifiable. I've seen plenty of people claiming they went to this hackathon and wrote this application that could potentially solve the problem of water crisis in Africa, using advanced GIS algorithms and numerical optimization and machine learning and whatnot. One of them even showed me the app on their phone. Then they don't know how to iterate through a list or find the race condition in three lines of code which contain literally nothing but a function name, an initialization, and a race condition. Copy-pasting from Stack Overflow is a useful skill to have when it sits on top of other skills. The latter tend to be completely unrelated to programming in the real world.
- The length of the resume. If you have enough relevant experience to fill four pages of resume, then write four damn pages of resume. A one-page resume that drops three pages of relevant stuff will put you in the same basket as someone who can barely fill that page. It's not ballast, it's stuff I can ask you about in an interview.
- Layout creativity, cleanliness, typography, visual identity and the like. Pick a CV template for Word (or, if you want me to instantly like you, LaTeX). This is Andrew S. Tanenbaum's resume: https://www.cs.vu.nl/~ast/home/cv.pdf . When you can sport one that's more impressive than his in terms of content, look into making it pretty, too.
I think recruiters should actually start giving a shit about the lives of engineers before making demands. - Actually try to get to know and understand a person - Dont use fill-in templates - Have some actual knowledge of tech (java != .net) - Dont make offerings for positions I worked on 10 years ago during college. - Dont be greedy. To just name a few...
Literally in my linkedin messages right now: "Hi we're looking for a python/clojure/go/dart/react senior developer. We need 5 years of experience and a college degree in CS" "I have none of those but forward my resume if you think I'd be a good fit" "Alright, I'll get your resume over to them ASAP!" Several days later "Sorry, they said you wouldn't be a good fit" No fucking shit, I am shocked
FFFFFFFFFFFFFFFFFFFFFF
In my opinion: - designing your resume - EQ - having a deep, enthusiastic, and genuine interest in some aspect of the company - Think of your resume like a poem - visual representation of their experience/resume These are great criteria for hiring a designer or marketing personnel, but these are TERRIBLE criteria for hiring a technical person. In my fantasy world, a technical resume is in a monospaced font and is emi…
In my opinion: - designing your resume - EQ - having a deep, enthusiastic, and genuine interest in some aspect of the company - Think of your resume like a poem - visual representation of their experience/resume These are great criteria for hiring a designer or marketing personnel, but these are TERRIBLE criteria for hiring a technical person. In my fantasy world, a technical resume is in a monospaced font and is emi…
Earlier quoted context omitted.
I’ve been consulting the past year and a half. Recently I decided to contact some companies just to see what the landscape was like, and if I could maybe find an interesting opportunity that also paid well. On one of the first calls I had, the recruiter heavily implied that I was “not a culture fit” after I explained that I’m only interested in a job if it pays more than I currently make consulting (this particular j…
"I like having multiple clients over one employer. I like that there are no “interviews,” just my own confidence and sales skills to pitch proposals to clients. I like the autonomy, the lifestyle." I agree the comments on salary are ridiculous, but the last paragraph implies heavily that you are not actually a "good culture fit" for a non-consulting job.
I would absolutely love to see a thoughtful 'what engineers want from technical recruiters' post.
Recruiter: "Hi you seem like a perfect fit for can I set you up with them?"
Me: "Yeah sure why not"
Recruiter: "Actually you aren't a good fit for that role but how about "
What's most annoying is that between the bait, and the switch, I've not talked to anyone new or given them any new information about my skills or technical past. They knew what they were gonna do from the beginning.