21–30 of 243 posts
I interviewed with 3 companies all remote positions and have been ghosted by all 3 of them.
Don't take it personally. You should expect a large number of companies to ghost you. It's just part of the process. Keep going and believe in yourself.
For Parkmobile, we have been battling to hire in the past year's ultra competitive market. We still have a ton of hiring to do and are probably even looking to accelerate our recruiting. I would imagine there are a number of companies that for one reason or another aren't freezing hiring because of the economic climate.
I think we have been very productive since going remote but I do miss the camaraderie in the office and I believe our "culture" has taken a bit of a hit. There are less interactions outside of what is specifically scheduled on the calendar. This leads to more focus during the day but I am one who thinks great things come out of casual conversations with people in the office that I don't directly work with every day.
One of my clients at a large bulge bracket said “if these people insist on not being in the office we may just outsource the job for a tenth of the comp”. I think more companies will take that view personally.
Our attrition is sub 5% over trailing twelve months. I get what works for us isn’t what will work for everyone else.
Earlier quoted context omitted.
were you referred by recruiters or did you come in the front door?
Nope i applied through their sites. Did 2-4h long take home assignments and went through 3-4 rounds and then never heard again from them.
Earlier quoted context omitted.
Personally I never use easy apply or go through websites, I always talk to a recruiter on LinkedIn. Usually I'll get 1-2 messages per week from recruiters about a position, I'll politely decline but tell them I would like to keep in touch. Whenever I go looking for another gig, all those recruiters are hit up. IMO, having a recruiter helps you cut through a ton of BS like filling out job applications, recruiter takes…
How do you go looking for recruiters?
If you don't want to switch jobs right now, just reply to the recruiters that contact you and say "I'm happy with my current position." or something similar--short, to the point, professional, not dismissive.
The recruiter will keep your email in the system and follow up later. (Sometimes they'll follow up immediately, you can safely ignore immediate followups without explanation.) You can also follow up later and say that you're now interested.
You should also know the difference between internal and external recruiters. Internal recruiters tend to be easier to work with just because their incentives are more likely to be aligned with the company that they are hiring with--so if you have some recruiter emails saved in your inbox, start by contacting internal recruiters for companies that you would consider working for.
Personally I have young kids and therefore prefer flexible times, fully remote etc.
Being in Europe, I think fully remote is getting embraced. It‘s the third company where I get US level salary plus all the benefits (30 days vacation, unlimited sick leave etc).
I see a strong trend from young families moving to the country side and paying off a house from one tech salary. At least in my circle.
I hope it stays.
Thus being said, I am a bit nervous moving away from tech hubs and having to hope this remote trend truly stays. What if there are no good remote jobs in a few years or I get laid off? Being in a tech hub still seems, somewhat, more secure to me.
Personally I enjoy being in the office 2-3 days a week as long as the commute isn't too bad, but I'm seriously considering going full remote as it opens up a lot of life possibilities.
Early on (during Covid) I made the decision that remote work was not for our company (SAAS for financial services) and two years in have zero regrets about it. We are clear about our expectations so there are no surprises to employees and new hires (or we filter out people that want it). Most of our clients in financial services have reached the same conclusion. One of my clients at a large bulge bracket said “if the…
1. as a manager, I need to be able to manage people when I can't see them. I need to look at what they're outputting, what results they get, not just whether they're moistening a chair for enough hours in the day.
2. people aren't fungible. Or rather, if they are, then I've recruited the wrong people. If I could outsource the job for a tenth of the salary and get the same results, then I absolutely should do that immediately. If I'm paying 90% of this person's salary just so they can moisten a chair in the office, then I'm not doing my job right.