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I know someone who's getting a 20% cut for any US-only remote jobs he secures for an offshore team of developers who otherwise can't get such jobs. All he does is interview and get gigs for these people he doesn't even know, they do all the work. Probably something you're experiencing the other side of? AIUI they found him on LinkedIn just based on his skills overlapping theirs while being in the US, no prior connect…
i admire those people who can get away with this because it makes an absurdity of the rotten system.
Things we encountered:
- candidates that were clearly talking to someone between getting asked a question and answering
- entirely different person interviewing than showed up to the job
- one person on the coderpad, another person on camera (and hiding this fact)
A surprising amount of comments trashing companies for trying to protect themselves from fraudulent candidates —- reality check required. If the person who interviews and the person who shows up for the job are different, companies are well within their right to terminate that employment. The point of the interview is to see if that person should be hired. If you’re unhappy about this, you’re probably in on the scam.
I know someone who's getting a 20% cut for any US-only remote jobs he secures for an offshore team of developers who otherwise can't get such jobs. All he does is interview and get gigs for these people he doesn't even know, they do all the work. Probably something you're experiencing the other side of? AIUI they found him on LinkedIn just based on his skills overlapping theirs while being in the US, no prior connect…
Hard to feel much sympathy with the remote (but only in the US) crowd.
Very aggressive screening at the outset, with all the submissions in an easy to read list. At my last job, we would ignore every single submission that didn't have a cover letter. If the cover letter has even the slightest red flag; for example if it doesn't mention anything specific about the company, then onto the next one. The next step would be an equally aggressive phone screen. It's ruthless and you might miss…
Outside of the US that would be very risky. You’d be opening yourself up to litigation.
> recently we dismissed developer after discovering he was working (also full time) at another company (we coordinated termination on both sides - I'm not even sure if it made him without work or just removed 2 out of N jobs)
I don't think I've ever heard a reasonable objection to this, assuming 1. the person's second job is not with a competitor, 2. they are not sharing confidential information (keep both jobs air gapped and separate) and 3. the person is performing up to expectations at both jobs.
We applaud low income service workers who bust their butts working multiple jobs (often 40 hours each) to make ends meet, but when it comes to office workers getting a second job, that's taboo. Doesn't make sense.
It's one thing to ask if they currently work there and provide the same info, but coordinating to terminate them from both companies seems like an antitrust issue.
> we coordinated termination on both sides Outside of the US that would be very risky. You’d be opening yourself up to litigation.