Most 3rd party recruiters I've worked with straight out lied about the salary range of the positions they were shilling. I don't work with 3rd party recruiters anymore.
You can fix that by having a contractually guaranteed maximum overhead they can charge for you. Make it a % and it incentives them to max out your pay. You can probably only demand those kinds of terms of you're highly sought after though.
The recruiter doesn’t work for you. Their contract is with the company. You’re the product.
Can we agree this idea of a "personal brand" is both harmful and oxymoronic? You are a person, not a product. You have a reputation. This is like adding fuel to the idea that management should look upon the people who work for them as "resources".
Can't agree, sorry. Hear the critique of the abstraction but there is a reason it exists, and to deny is to deny reality. "Personal brand" is just another way of saying "personality, but online." It is the nature of intelligence itself to distill and compress complex, messy stimulus/data/phenomena into shorthand. One must recognize that this is what people do when interacting with oneself, both f2f and online. This i…
If this is all about online expression, why borrow something from advertising with this horrid neologism, then? We can use regular english, like "persona". We don't need this, and I think it's harmful.
This is terribly useless for anyone else. I’d go so far as to say it is not, in fact, a data point for anyone. - 65 days is a very very short time to be on the market - the coding interview experience of this applicant and requirements of the companies appears to be far more lax than most experiences in tech hiring - it took place right around the pandemic / unemployment / layoff time period which is a nasty confound…
> 65 days is a very very short time to be on the market Wait what? Is this just an SF/Valley thing? 60 days on the market is a long time IMO. Long enough that my experience with east coast recruiting is that by the time you hit 30 days offers start evaporating so it makes it difficult to play them off of each other for negotiating purposes.
I’m on the east coast and over 20 years and 6 job changes (first one was based on an internship). I’ve had multiple offers within three weeks maximum after I started looking. The shortest was 4 days.
None have required any serious algorithm/LeetCode type of interview.
I am curious what counts for “mid career”, he started coding ~6 years ago. Presumably he is in his 20s. Here him talking about leaving philosophy: https://www.philosophicalhacker.com/2014/04/22/why-im-glad-m... Edit: LinkedIn ~agrees with this estimate
I was also curious, as they didn't mention their age. As the age of retirement is currently ~67 (depends on the country but unlikely to go down in the future) and we assume you start your career after college in your early 20s - let's say 22 - you get ~45 years of work. Let's say the above is closer to a maximum than an average & "generously" go with a round 40 years of work; Then mid-career would be in your 40s.
I gave up on my midcareer job hunt once COVID19 hit because it was obvious that it would be a crowded pack, and salaries would go down, and desparate visa holders would be waaaay better at leetcode than me. I think I also did 16 companies or so but being exposed to them took longer than before. In the past I've also gone through 16 companies in one month through one recruiter before, fielded one or two offers and lan…
I think market now has moved on to leetcode DP/hard in ~30 mins.
I got this in my last phone screen at tier 2-3 shop
Generalizations galore on both sides? There are probably as many 40hr Devs that just want to phone it in as there are effective ones. It's possible youve learned to weed out the former but they do exist. Similarly I'm probably one of those Workaholics, but I make an active effort not to waste time. However I do work with good effective 40hr devs and I try to make sure that we are all on the same velocity. The remaini…
> Similarly I'm probably one of those Workaholics I was too, from the age of 16 to about 26. Burnout doesn't always happen quickly. In my case, I was able to work 80-100 hrs/wk for months at a time. Eventually I realized that my one-dimensional life wasn't getting any more work done. Your brain needs to recharge, which can mean sleep, daydreaming, paying attention to the drone of exercise, socializing, watching TV, o…
I replied above, but I think there are some distinctions - 80 is probably the barely acceptable sustainable max you can work in a week. More importantly it's not just working longer hours, extra hours need different mental management of that time to be effective, and I got those lessons from my professors during my PhD. Probably why I haven't burned out till now.
Indeed. One needs to have an exit strategy for after 40s. In this case, early 30s would be mid career.
Am a programmer. Mid 40s, switched jobs to a better one not long ago(was headhunted/didn't actively look for it). Still coding, don't really plan to stop soon. I guess it depends for everyone, and yes lots of people prefer to go into management, but it's not compulsory by any means.
same here. I do feel a little embarrassed sometimes that i am being manager by someone 10 yrs younger than me. I have to remind myself to no think like that.
Not sure if its cultural/genetic to feel like that or what.
Indeed. One needs to have an exit strategy for after 40s. In this case, early 30s would be mid career.
Am a programmer. Mid 40s, switched jobs to a better one not long ago(was headhunted/didn't actively look for it). Still coding, don't really plan to stop soon. I guess it depends for everyone, and yes lots of people prefer to go into management, but it's not compulsory by any means.
I'm in the mid-40's, though I went the management route because that's what I enjoy. I recently interviewed at MS and a couple FAANGs and was very happy to see that all of them had people older than me as core members of their tech teams. Now, on the startup side of things, I'm pretty sure I had domain names older than nearly all of my interviewers.
I like the framing of a career into thirds of 15 years. 20-35: Find and build your skills/industries/networks and start to align that into a career. Don't be afraid to make mistakes to enhance learning. 35-50: Double down on the skills you have in the industry you know, build your personal brand, achieve your career goals. 50-65++: Give back to those earlier in their career, pay it forward, pass the torch etc. With t…
I think in "our" line of work you tend to see at most 30-some year olds actually talk about the job; I don't know what happens to people in the tech industry beyond that, they seem to have a lot less "presence". Mind you, maybe there's just less of them because access to education and work in tech has improved so much over time?
computers have been taking over the world for decades. so over the past several decades the demand for programmers has increased a great deal. this means that older programmers are going to remain in the minority for as long as computers keep taking over everything, because as the demand keeps increasing, every new generation of programmers will be larger than the one before.