121–130 of 633 posts
Add NYC to that list as well. There's no reason to move to either of those cities in 2022.
Oops, just moved to NYC last year! :)
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That's the career advice I would give, build good bridges and make friends with people. Everyone is moving around enough that you'll be able to cross into new companies and skip whole song and dance prior. You also get the benefit of having a heads up on the company you're joining too. I don't have a professional network per se, just a bunch of friends I clicked with at various companies. I know if they're enjoying s…
> I don't have a professional network per se, just a bunch of friends I clicked with at various companies. You might not want to label it as such, but that is exactly what a professional network is. People can genuinely be your friends and still be part of your network.
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"No" reason is probably an overstatement. But it's certainly a different lifestyle than e.g. living in a suburban / rural area and working remotely. Many of us would consider it a step backwards unless the net increase in income was life-changing.
Step backwards in take home pay and square footage. Step forwards in social life, romantic life, culture (if you weren't getting it elsewhere). If you're married with kids, NYC doesn't make sense. If you're single with passions outside work - it's great.
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Former recruiter here. You are spot-on about referrals, and having an insider advocating for you or just their willingness to make the recommendation starts things off at a great spot. Here's where I disagree. You haven't doubled your salary BECAUSE of your policy of not working with recruiters, but rather DESPITE this policy. Deciding to disregard any recruiter opportunity is just shutting out quite a few things tha…
Deciding to disregard any recruiter opportunity is just shutting out quite a few things that you probably won't hear about otherwise and that policy is doing nothing to advance your position (career, earnings, etc.) Are readers supposed to read this as a suggestion that missing out is synonymous with losing out ? I kind of take exception to these phrases because it strips a lot of agency out of otherwise exceptional…
You can get better data points from levels.fyi and teamblind
Those are great for larger companies but most smaller places won't have much listed there
Most of the recruiter traffic comes from LinkedIn, which is not particularly surprising. The very first line of my profile there reads: Please do not contact me about cryptocurrency, blockchain, NFTs, or associated technologies. Almost all recruiters who contact me on LinkedIn are talking about... cryptocurrency, blockchains, or NFTs etc. If a recruiter isn't prepared to read even the first line of my profile then I…
I have one line from 2017 about working on blockchain proposals. I never wrote any blockchain code. But it is half of my LinkedIn inbox.
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Former recruiter here. You are spot-on about referrals, and having an insider advocating for you or just their willingness to make the recommendation starts things off at a great spot. Here's where I disagree. You haven't doubled your salary BECAUSE of your policy of not working with recruiters, but rather DESPITE this policy. Deciding to disregard any recruiter opportunity is just shutting out quite a few things tha…
Deciding to disregard any recruiter opportunity is just shutting out quite a few things that you probably won't hear about otherwise and that policy is doing nothing to advance your position (career, earnings, etc.) Are readers supposed to read this as a suggestion that missing out is synonymous with losing out ? I kind of take exception to these phrases because it strips a lot of agency out of otherwise exceptional…
For example, if you don't have a LinkedIn profile, you will probably get far less incoming inquiries from hiring entities (external/internal recruiters, hiring managers, etc.). That's a decision many people make.
Everyone has autonomy in who they interview with - I'm not sure where that comment is coming from.
This isn't about autonomy or interviews. It's about the ability to say "yes" or "no" to additional information about opportunities. Nothing more.
EDIT: To address the Great Resignation thing, agreed there as well. I'm a resume writer/career advisor now and my business has been brisk. Lots of clients are changing industries to find more impactful work, better working conditions, etc. Obviously if someone IS leaving the workforce they aren't calling me to write their resume, but I'm seeing a lot of activity from people looking to find work they "feel better" about in one way or another.
Strong disagree. I've made it my policy to never work with a recruiter that isn't affiliated with the company they're hiring for. Recruiting farms like Cyber Recruiters (yuck) will do everything in their power to waste your time out of sheer incompetence and disinterest. I've "doubled" my salary plenty of times through this policy. But the real secret sauce is referrals. Companies always prioritize a strong referral,…
Ah, but if someone doesn't have the secret sauce, are you then suggesting that person is doomed? Industry sanctioned nepotism doesn't feel like a good look for the SWE industry, especially given our diversity problems.
Is it nepotism though? Your friends are not your family. Unless I'm missing some fine details of what nepotism means as a non native English speaker.
Besides, if you are a reliable employee, I doubt any reasonable company would miss out on an opportunity to consider a strong referral. Regardless of industry.
Strong disagree. I've made it my policy to never work with a recruiter that isn't affiliated with the company they're hiring for. Recruiting farms like Cyber Recruiters (yuck) will do everything in their power to waste your time out of sheer incompetence and disinterest. I've "doubled" my salary plenty of times through this policy. But the real secret sauce is referrals. Companies always prioritize a strong referral,…
As the article said, most of the time, you're not actively job searching, but you generally do care about salary data points and what sort of roles are available. For unicorns, you can find salary info through levels.fyi, but for those not making those 300k+/yr, the pool of better paying jobs is much larger and recruiters still remain a useful source of data. Sniffing for roles is an underused technique. Recruiters have like 3 paragraphs to catch your attention, so they optimize for bang-for-the-buck. Which means they aren't going to offer EM roles if you don't already hold that title, even if the company has an opening. A lot of times, if your next career ladder rung is a title upgrade or a role pivot, you need to ask explicitly.
As for your policy, I feel like it's attributing all your chips into one thing while ignoring everything else you've done. Like many here, I've had my share of salary bumps over the course of my career, and each time it was through different methods (diagonal internal move, OSS lead, unicorn recruitment, promotions). It'd be naive to not have more than one tool in the arsenal.