This article is true for jr devs too. I program and study everyday. I've been trying to get into tech lately and it seems pointless. HR only wants senior devs and recruiters want to make a buck filling those positions. Seems like a racket.
We Don't Have a Talent Shortage. We Have a Sucker Shortage
691–700 of 810 posts
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#692Earlier quoted context omitted.
Sure, if you enjoy being unemployed because you only want to work at a mythical company that tailors their HR processes to your obscure formatting preferences, or is so undesirable that they have time to read all resumes that come in.
I don't know if enjoy is the right word, but prefer is certainly correct. Sending someone a resume as a PDF file generated from LaTeX is far from an obscure format.
Now a days, pretty much everyone uses an automated resume parser.
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#693Earlier quoted context omitted.
> A high school student with a week of JavaScript and HTML could write AirBnB I actually love it when a developer says something like this, because it tells me way more than even 2 full days of pairing or interviewing could: They know absolutely nothing about software at scale, and are probably extremely arrogant to boot.
I don't know - I still think that you can replace twitter in a weekend. You just need a couple of markov chain outrage bots shouting at each other, porn scraping bot and a bare metal web server that can process couple of million requests per second. Jokes aside - the biggest error this software developer makes is not realizing that software is not the crtitcal part of AirBNB success. It is the thousand manyears of bo…
Great software has never cause a company to succeed. Bad enough software will always cause a company to fail.
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#694Earlier quoted context omitted.
You honestly sounds like a broken record, looking at the cynicism from your comment history. If someone coming from just trainings on "code.org" is threatening your job safety, or god forbid making you "blue collar" like "those people", perhaps you should rethink whether your skill sets are adequate. Stop blaming other people.
I don't think it's that cynical. It's a known fact that Google and Apple created an agreement not to poach each other's talent to keep salaries low.
Maybe it would be a good time to unionize more to have bigger hammer to fight with..
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#695Earlier quoted context omitted.
I'll never understand why these companies are letting inexperienced employees take any part in interviewing people with significantly more experience. If I owned a company I would never let some inexperienced fresh grad interview a senior engineer. They are letting some kid take part in one of the most important parts of their business. It's yet another area of software development hiring where all logic and reason h…
I started interviewing candidates (including senior level) about 3 years after starting there. Despite being one of the youngest people on the team, the management knew that I had a good grasp on what the people we are interviewing should know to be successful at the company. I'm never the only person interviewing them, but I do have a strong say about whether someone moves to the next round.
Its all context dependent of course. If you are at a place for three years doesn't mean you can't interview. Three years at an organization is a long time. I've seen people interview after 6 months at an organization. Depends on the organization. Having a person start interviewing people after three years development experience total is probably not a good idea - depending on what you are interviewing for.
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#696Earlier quoted context omitted.
It's incomparably harder to judge the output of a coder vs a truck driver (where you pretty much have 100% visibility into work performance). Hence, companies are wary of hiring slackers or people of low talent, because they know that if they hire one, his low performance may never be detected afterwards. This leads to interviews checking for raw ability (whiteboard tests) and "passion" (show me your github etc.), as…
how in the hell would you "never detect a poor performer"? It's one of the most obvious things about the workplace if it is going on.
Colleagues can usually tell, tech lead less so, and manager is often clueless. Basically the only way to judge someone’s output is to work alongside him for a couple months, and only a few colleagues in the team do that. Maybe methodically reviewing someone’s commits every 6 months or so would also work, but that ignores one’s input into decision making, help and mentoring of colleagues etc.
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#697Earlier quoted context omitted.
I did this with an interview recently and I think it was the only reason why I got an offer. I think the challenge is that you need to have related experience in order for this to work; if you don't, you will be scrambling for an answer. I didn't even realize I was doing this when I started directing the hiring manager to my related experience until after the interview. It worked out that I didn't have direct experie…
I recently had a mentoring session with a person going for a lead position, but they haven’t been an “on paper lead” before. I had to talk them through it but I think they understood at the end how to position themselves. I do not find most people know how to adequately fill in the dots for people on the other side of the table because businesses aren’t always terribly forethcoming about what they are looking for. If…
Honestly, I think it comes down to personal values.
I like doing unit testing even though my current employer doesn't; in that regard, when I was asked about testing experience, because I spent time writing packages in python, php, node, and ruby with full unit tests, it was really an easy question to answer.
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#698One important point I didn't see mentioned was the other side: engineers also think they're worth more than they are. I posit the big VC-backed or FAANG companies 1) can offer huge initial salaries to not have to deal with competition 2) hire juniors at high salaries because they can afford to spend 1-2 years training them. Combine with the sheer volume of hiring they all perform, and it starts to set some false expe…
There’s a lot of brain drain going on at consulting companies as everyone flees a dying industry for 30% raises at FAAMG companies as they start to tackle vertical industry offerings. They’re all aggressively attacking the enterprise space. These companies just have profit margins high enough to afford to blow everyone out of the water with their offers. They’re competing with each other for the top talent, and it ma…
I like FAAMG but it's not pronounceble.
I always though Netflix was a odd company next to the giants. MS is a better one. Maybe IBM should be included as well.
"FAGAMI" ... maybe "FAMAGI" to be less profound.
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#699Earlier quoted context omitted.
> We do the usual 5 or 6 questions But what metric are you determining that those 5 or 6 questions are correct? For example, have you put together a pool of current workers that are successful at your type of work at different companies and seen how many can pass your interview test? Its pretty easy to find a recruiter that will reach out to their network and you pay 10 employed quality engineers $1,000 that do simil…
I think it’s illegal to hire based on IQ score.
Are you being sarcastic?
At least in the US, you aren't allowed to discriminate based on a protected class(race, religion, sex, age, physical/mental handicap) but iq isn't a protected class.
Re: We Don't Have a Talent Shortage. We Have a Sucker Shortage
#700Earlier quoted context omitted.
This - we really need a law requiring companies post what the jobs pays. It would solve so many problems - including ones like this, gender discrimination, etc.
In California, employers are required to disclose salary ranges for jobs if asked by prospective employees.
How do you know they’re disclosing the budgeted range and not just what they “want” to pay?