91–100 of 105 posts
I work remote, and love my job. But if something ever happened to change that, I'd be glad to work for another company.
The other company just has to allow remote workers. Given that, I think there's probably a big pool of talent to draw from.
Earlier quoted context omitted.
I'd like to talk more about (1). We do a homework assignment that in fact does takes a few hours, but only for candidates who don't have experience developing in our core stack. If you can code in the languages and frameworks we use, it's a step we bypass. It tells us if they can solve a problem well using the tools and setup of their choice. If we clearly see they did well at this, the on-site can then focus on the…
That's nice. If your recruiter called me I would pass unless I happened to be unemployed. And even if I were unemployed, I'd tell your recruiter that I'm interested but I'd prioritize all of the other companies I'm talking to that don't have a homework assignment. If I failed their code challenges, only then would I do your homework assignment. Most developers I know would do the same exact thing. You have to realize…
Earlier quoted context omitted.
> There is no such thing as a labour shortage. bullshit. we are looking for talent as hard as we can and we pay premium rates compared to market. 90% of the people that enters the door can't code a for loop. a lot of the candidates, especially those on the younger side, have terrible work ethics, like they find hard to work in a team or under direction and to follow instructions; they won't listen to anything and the…
Pay 10x $ for a 10x programmer.
As a developer who has recently been through the hiring process, I think the problem is not a shortage of talent, but rather that companies are awful at hiring. Here are a few of the main issues: 1. Don't limit your potential talent pool to the miserable and the unemployed. In theory, any developer who is currently employed might be interested in leaving their job to work for you. Perhaps you will offer them more mon…
I got it! We will hire anyone who sounds good, and fire them within a month if it turns out they're not up to our standards. Then, we will ensure we never get anyone who isn't already employed and anyone just looking for a paycheck or three. If you heard that even 20% of people were fired within the first month, how likely would you be to take that job? Note: It's usually called contract to hire. And it just takes th…
I don't ask for coding problems and don't have a strict interview structure. Instead, I try to make a conversation about the candidate and tailor interview around their experience. I also try find similar problems they face that we have and talk about solutions that we apply which helps me see how flexible they are or do they outright reject different viewpoints.
Ultimately, the main goal is finding the people that I would like working with because it trumps pure technical skills in importance. It might not work well where some highly specific and rare skills are required, however it works in average enterprise environment.
The interviewer should be a pretty good conversationalist, though.
As a product manager, I have gotten to the last round of multiple interviews (3 or more, meeting full teams and different departments). Then been turned down as they are "going with other candidates", only to see the job reposted. This has happened on multiple occasions. Maybe I wasn't the right person for the role. One specific role has now been up for 5 months. Which likely means the company is looking for an unrea…
1- Gather information from candidates about how other companies are doing the same job or about their strategies
2- Go deeper into discussion with candidates who work for a competitor.
3- Look to be hiring for investors/competitors..etc
As a developer who has recently been through the hiring process, I think the problem is not a shortage of talent, but rather that companies are awful at hiring. Here are a few of the main issues: 1. Don't limit your potential talent pool to the miserable and the unemployed. In theory, any developer who is currently employed might be interested in leaving their job to work for you. Perhaps you will offer them more mon…
I'd estimate (without bothering to sit down and crunch the numbers) I've had a 30% success rate interviewing for programming jobs. I usually get about 2 rejections before I get an acceptance (and, of course, when I get accepted, I stop interviewing). Based on that, I'd be led to conclude that I was a _dismal_ programmer, probably not fit for the industry at all. If there was as tight a tech shortage as they keep insi…
Then you only ever have a sequence of rejections ending with a job offer. Of course you will feel terrible if this is your strategy.
Do a few more interviews and you'll find that sometimes you get two or three offers in a row.
As a product manager, I have gotten to the last round of multiple interviews (3 or more, meeting full teams and different departments). Then been turned down as they are "going with other candidates", only to see the job reposted. This has happened on multiple occasions. Maybe I wasn't the right person for the role. One specific role has now been up for 5 months. Which likely means the company is looking for an unrea…
Some companies post "non-existing jobs" for the following reasons: 1- Gather information from candidates about how other companies are doing the same job or about their strategies 2- Go deeper into discussion with candidates who work for a competitor. 3- Look to be hiring for investors/competitors..etc
There is no such thing as a labour shortage. There is only an unwillingness to pay. If you can't afford to attract talent at market rates then your business model as it is exists isn't viable. A big aspect to this is that the equity lottery of startups is largely gone because companies going public is increasingly rare, companies stay private longer (which presents real problems for the liquidity of employee options)…
> There is no such thing as a labour shortage. bullshit. we are looking for talent as hard as we can and we pay premium rates compared to market. 90% of the people that enters the door can't code a for loop. a lot of the candidates, especially those on the younger side, have terrible work ethics, like they find hard to work in a team or under direction and to follow instructions; they won't listen to anything and the…
we are looking for talent as hard as we can
Earlier quoted context omitted.
> There is no such thing as a labour shortage. bullshit. we are looking for talent as hard as we can and we pay premium rates compared to market. 90% of the people that enters the door can't code a for loop. a lot of the candidates, especially those on the younger side, have terrible work ethics, like they find hard to work in a team or under direction and to follow instructions; they won't listen to anything and the…
we are looking for talent as hard as we can ... and yet you neither mention details nor have any contact info here or in your profile.