421–430 of 544 posts
If it’s out of their range neither of us waste our time interviewing each other.
Or possibly, the company has no idea what they should be paying. In telling them what I expect they too may adjust their expectations.
My former employer had a lot of trouble hiring and getting applicants even though we paid very high wages. They asked for my help. Naturally, they hadn't posted the salary range. I changed up the listing to talk about what we provided as a company for the employee and why we were such a great place to work and included our high salaries. We immediately had trouble keeping up with the number of applicants. If you pay…
In Canada, there is this weird faux pas where asking for market rate gets you flagged for a position that requires in reality less than 4 years of experience require significantly more as it is very much still a employer's market. (4 year experience job requires now 8~10 year exp without the salary to reflect this) I can see significant strains in hiring because of this cultural backward thinking. If you don't list y…
> In Canada, there is this weird faux pas where asking for market rate gets you flagged for a position that requires in reality less than 4 years of experience require significantly more as it is very much still a employer's market.
We just went through a large hiring cycle. We posted two versions for every job posting- one with salary ranges and one without. The ads performed equally well in regard to total responses with the better candidates responding to the ones without salary ranges. And... before you say, perhaps your salary ranges were bad, they weren't. Our salary offerings are very aggressive to the developer's benefit. In my opinion,…
Candidates is a red herring. What was the quality of the actual hires from one branch versus the other?
Earlier quoted context omitted.
Dont mold your interview process after a FAANG, if you're not going to offer FAANG money and incentives.
This is precisely what you should filter out: 2nd-tier non-FAANG companies who have obviously and unthinkingly adopted SV/FAANG interview processes and expectations when they aren't required.
When tasked with new hires, I was often biased by startup-culture to make sure everyone was fed at my table. However, this also led to overpaying inexperienced kids with senior level salaries, and often incurred a lack of work ethic from some (money makes some people stupid). In general, we found firing the counter-productive after 1 month was the most effective means at reminding everyone of their obligations, as ha…
Tenure is not equivalent to performance, contra your "inexperienced kids" rhetoric. The idea that you can judge someones performance well enough in 1 month to fire frequently within that time frame sounds like bogus to me.
We just went through a large hiring cycle. We posted two versions for every job posting- one with salary ranges and one without. The ads performed equally well in regard to total responses with the better candidates responding to the ones without salary ranges. And... before you say, perhaps your salary ranges were bad, they weren't. Our salary offerings are very aggressive to the developer's benefit. In my opinion,…
I’ll regularly take specific language from a job posting and search on it to see what information is where.
Earlier quoted context omitted.
Honestly I'm considering the $70k place where as right now I have the $500k total comp. I can't say I hate my job but I have zero interest in it. Where as I had lots of The biggest reason I haven't pulled the trigger is there's no guarntee that taking the $70k will actually be fun this time. I have my criteria for taking the jump though and if they're met I'd do it in a heartbeat.
Save for one year then take 6 years off and come out roughly the same. That seems like an absolute no-brainer to me.
Except now you have a 6 year gap on your resume to explain and probably a 6 year degradation of skills unless you're really disciplined.
Or the hiring engineers are holding candidates to insanely high standards that they themselves couldn’t be held to. I did a 4.5 hour interview with Capital One where I had to design a full system diagram from a text description. I thought I did great on it because I’ve done it several times in previous roles for real. Then with a different interviewer I had to solve a Python challenge which I passed and then was aske…
When tasked with new hires, I was often biased by startup-culture to make sure everyone was fed at my table. However, this also led to overpaying inexperienced kids with senior level salaries, and often incurred a lack of work ethic from some (money makes some people stupid). In general, we found firing the counter-productive after 1 month was the most effective means at reminding everyone of their obligations, as ha…
You sound like someone I would never want to work with and certainly for. Tenure is not equivalent to performance, contra your "inexperienced kids" rhetoric. The idea that you can judge someones performance well enough in 1 month to fire frequently within that time frame sounds like bogus to me.
To "judge someones performance" one needs to understand how systems work in detail, and empathize with individual situations. In general, I prefer ex-service personnel, as they typically are self disciplined and require minimal oversight.
I still respect your opinion, but disagree because it sounds like someone who has never had to manage teams, projects, and or budgets.
Enhance your calm. =)