51–60 of 142 posts
Next, hop on LinkedIn. Sort for individual profiles. Try different keywords, industries/verticals/markets. Use titles, ex: CTO, VP or Director of Engineering, etc…
Very quickly you should have a hit list of interesting potential employers.
Now— Reach out to them direct for an exploratory conversation.
Unfortunately, LinkedIn is the only game in town. It's pretty worthless though. In 2019 I received 6,000+ contacts from headhunters, maybe 25 were relevant and 3 were actually worth responding to. LinkedIn's bread and butter seems to be spammers in India with addresses from New Jersey. You will probably not find a good job on LinkedIn. Find niche-specific slack job boards and network with people. LinkedIn is mostly a…
> LinkedIn's bread and butter seems to be spammers in India with addresses from New Jersey. I've had to deal with those. The answer is to ruthlessly block/reject anyone you have doubts about. Thankfully most of these put up a very poor show and just a quick look at the quality of their website will tell you whether they're telling the truth. Frankly, you don't even need to dig that far - even just the quality/suitabi…
LinkedIn feels a lot like Myspace at the end, when it had been completely overrun by spammers and the company itself stopped caring.
Try Google for Jobs: https://www.google.com/search?q=wfh&uact=5&oq=wfh&sclient=gw... It's creation pushed me out of niche job boards. I imagine it will do the same to Indeed, and LinkedIn. All the major job boards syndicate jobs there.
That is new for me! Do you know for how long it has been on the air? Yeah I think it will push Indeed harder than LinkedIn, tbh. On LinkedIn the most valuable interactions it has been directly with the recruiters, besides the usual crap, and it has been mostly a positive net for me.
LinkedIn yes, Indeed no. Almost all recruiters (internal and external) are active on LinkedIn. It definitely doesn't hurt to have a good profile... people will reach out to you . Recruiters get a lot of scorn, but I've had good experiences with them as long as you understand their incentives. They usually get some percentage of your starting salary, so let's say they make 15k if your offer is 100k (making up these nu…
I would say they mostly suck. Very slimy, unwilling to divulge basic information and will ghost you in a heartbeat.
If they work for a (recruitment) company, I'll look at vacancies on their web site. If I don't like them, I'll either tell them why (if I feel like they may be of use later), give them an annoyed reply (if they annoyed me) or ignore them.
Sometimes, I literally tell them to either give me more info up front, because I can't keep having phone calls just so you can tell me you have 10 vacancies that I might be a good fit. I'd be on the phone talking about Java jobs all day long (I don't have any Java experience). If they don't send me more info, that's fine. If they do, I'll give them some feedback and possibly schedule a call if I like it.
In short, this means I ignore most recruiters and the ones I've spoken to have mostly been pretty pleasant.
In my opinion, LinkedIn's most valuable assets are the ability to get discovered by recruiters/hiring managers and as a way to conduct outreach. I would not recommend posting resumes on Indeed, as that may cheapen your brand a bit. Let the recruiters come to you. Optimize your LinkedIn profile so you get incoming traffic. Make sure keywords that a recruiter would search for are on the profile, in the body and skills…
Also, some recruiters are so bone-headed that you can list 5 programming languages in your work experience, and they will drop you because you don't have any 'development experience' or whatever term they received from their client.
Earlier quoted context omitted.
When recruiters search for candidates they definitely see photos. Photos which should have absolutely nothing to with finding a job
I think you're overestimating it. Recruiters usually use LinkedIn's tools to send automated messages to people based on some criteria (years of experience, current job title, location etc). They aren't sifting through profiles and judging people, least of all based on their profile pictures. And the way you look affects hiring anyway - at some point you'll have to talk to someone over video or in person.
LinkedIn is pretty good, however I really do hate the photos. The main reason we don't have photos on resumes in the West, is because it opens you up to discrimination. My physical appearance should have nothing to do with my hireabilty I also very much hate how people keep trying to turn it into Facebook. Stop it. Get your validation somewhere else. Now with that said, I've found almost all of my recent jobs via Lin…
Earlier quoted context omitted.
When recruiters search for candidates they definitely see photos. Photos which should have absolutely nothing to with finding a job
I think you're overestimating it. Recruiters usually use LinkedIn's tools to send automated messages to people based on some criteria (years of experience, current job title, location etc). They aren't sifting through profiles and judging people, least of all based on their profile pictures. And the way you look affects hiring anyway - at some point you'll have to talk to someone over video or in person.
The problem is that you probably won't get that far if an employer doesn't like the color of your skin, your gender, that you're in a wheelchair, etc. Your resume will probably go in the trash as soon as they see your photo.
But if you can at least get into an interview, you have an opportunity to sell yourself as a candidate.
The short answer is: yes. Especially LinkedIn. The longer answer is somewhat unrelated. If you never really interviewed or applied after college, it's going to be crappy if you take all the resume/application/interview classes seriously. On the resume part, fill up your resume/LinkedIn profile. If you've done 'various QA and product roles' and 'project management to product management', make sure to write them all do…
Lots of what you said resonates and is what I've done, so I'm happy to see some of that validation.
Having been on the interview end of things a handful of times, I 100% agree on the two-way street analogy. I've somewhat prided myself for at least trying to make interviews conversational, both because it seems to organically bring about more interesting (and relevant) parts about their job history, but also because it's a way for myself and the interviewee to get a feel for the professional culture.
That said, having not interviewed for a job in nearly a decade, I have little idea if that's the norm. Especially given how much "resume" and "interview" training from school was centered around spinning negatives into positives and glowing up a job history, both conflicting with the organic, and maybe too transparent style or resume and interviewing I gravitate towards.
Thanks for the reply and the assurance I'm not too far off track :)
LinkedIn yes, Indeed no. Almost all recruiters (internal and external) are active on LinkedIn. It definitely doesn't hurt to have a good profile... people will reach out to you . Recruiters get a lot of scorn, but I've had good experiences with them as long as you understand their incentives. They usually get some percentage of your starting salary, so let's say they make 15k if your offer is 100k (making up these nu…
> They usually get some percentage of your starting salary Why they get a percentage instead of a flat per-head fee? Its not in companies' best interest to agree to a percentage, and recruiters have no leverage to push it.