191–200 of 455 posts
And of course, how many days a week you should be in office, and how many days remote should be in the contract too. Usually I would also ask what are the working hours and add this to the contract, because the clearer everybody's expectations are, the better it will be for you and the company.
If you get to the point you get an offer, always make sure to get that in the contract. I was working remotely for a company that went through some re-org and ended up with a different manager who wasn't very excited about having remote team members. Unfortunately for him it was part of my contract so he couldn't force me to relocate.
Very few workers in the U.S. have actual employment contracts. If you work in the tech sector in the U.S. you almost certainly don't. Instead, your employment is "at-will"; i.e. terminable by either party, with or without cause or notice (unless you live and work in Montana). You may have received a written offer of employment when you were hired (outlining your title, salary, hiring bonuses, etc.), but that is not a…
scene, ten years ago I apply for a job at a university. Job description says a college degree is required. I state in the cover letter that I do not have a degree, but hoped my experience would make up for it. HR emails a few days later. Phone interview? I disclose NoDegree. Not a problem, she says. Phone interview with her goes fine. She passes me off to the department and a C-level dude who apparently has to sign o…
In the future, I would suggest not even mentioning that you don’t have a degree (unless there’s a legal/licensing requirement for one).
Simply do not include an “education” section on your resume.
You’re not being dishonest, and given sufficient work experience, most people won’t even notice the section’s absence. The few that do notice, won’t care.
Earlier quoted context omitted.
And?
Can confirmed the others that pointed out ex-Amazonians aren't pleasure to work with/for. Will avoid 10/10. I believe they were molded to survive the Amazon culture, unfortunately.
Sorry for you to be in that situation. Unsolicited advice for next time: interview with several companies and get multiple offers. The additional leverage would have definitely strengthened your position in this and also would have given you more options in case things turned out equally disappointing with employer A.
Earlier quoted context omitted.
> One FAANG I wouldn't work at under any circumstances. Uh Amazon? I hope it's Amazon, not Facebook. > One FAANG has been very clear that they want employees on site. Both Netflix and Apple. > One FAANG has a recruiting proc where you are hired once you pass the interviews, you can figure out your team later. Google? > One FAANG doesn't really fit in the FAANG acronym. Amazon? Apple? Facebook because they've changed…
>One FAANG has a recruiting proc where you are hired once you pass the interviews, you can figure out your team later. I suppose Google fits here, but Facebook is even stronger in that you generally have to accept the offer not knowing what you're going to work on and team match after boot camp.
FAANG recruiters will lie with a straight face. Not surprised at all by this.
When you find a recruiter that is honest and genuinely wants what's in the best interest of all concerned, hang onto them. Keep in touch with them. When you're thinking about changing things up, make them your first call. They are gold.
Treat all others with great care and suspicion.
Earlier quoted context omitted.
Focusing on remote-only, remote-first, remote-from-scratch companies is how I ended up at my current, and literally best company I've ever worked for, gig. Obviously the pool of such companies is smaller than in-person and they tend to have more competition for roles, but my unscientific guess is that pool is growing larger. Bonus points for those companies because they didn't have to "figure it out" or change upper…
I am still flabbergasted that more companies have not gotten it through their skulls yet. Even if you keep an office, all-remote is simply a better model. Not only do you have access to a global labor pool (including the best candidates), the communication is better and work is more flexible (which literally everyone appreciates), you can lower overhead or even hire people for less based on location. The only major d…
So they just can't, and I mean CAN'T, handle the idea of all-remote.
At all.
Recruiters and hiring teams are hardly ever on the same page. Always get your information straight from the company, not a third party that is enticed to land interviews for higher chance of converting to landing a candidate. I do think the bait and switch of offering employees who entered the workforce full time employment and then asking them to come into the office two years later is disgusting. There's something…
I remember the hiring manager walking me out of a prospective employer's high security area after a really successful interview, and I asked him in the hallway about the full employee conversion process. He said the entire team is interviewing to keep their current jobs and they'd be shutting down their office to consolidate on the east coast. No way I'd accept after that. I still wonder if he was lying to me since I've talked to their kubernetes people at DevOps Days, so I know they have a team here still.