191–200 of 274 posts
Here in Europe I have noticed that the task of auditing software for safety/privacy compliancy is going to lawyers, chartered accountants, and business consultants. Is it because they are cheaper? Not really, in most of Western Europe these people make the same or more than software developers. We tech people need to be more assertive and protective of our cake. Why does the EverybodyShouldLearnToCode™ movement even…
Earlier quoted context omitted.
An hour? Why would a phone screen be an hour. I don't want a hiring manager to ask tech questions and I don't want to talk to one for a whole hour.
Are you thinking of a recruiter screen? I absolutely want to talk to the hiring manager for an hour, or more. This person will be my new boss, the more I know about them the better.
Earlier quoted context omitted.
Are you thinking of a recruiter screen? I absolutely want to talk to the hiring manager for an hour, or more. This person will be my new boss, the more I know about them the better.
What do you talk about?
Some of this is stuff that the actual engineers will give you a more accurate picture (ex what's the day to day like), but even for those things asking both the engineers and the manager and comparing them can give you an idea of how in touch the manager is with the realities of the team.
If people added their location it would be a lot more useful.
Location is irrelevant to most, if not all, forms of knowledge work. The pandemic pushed remote work style and it's unlikely to put that genie back in the bottle. Butt-in-seat mentality is for dinosaurs.
If people added their location it would be a lot more useful.
Location is irrelevant to most, if not all, forms of knowledge work. The pandemic pushed remote work style and it's unlikely to put that genie back in the bottle. Butt-in-seat mentality is for dinosaurs.
Not just you. I would guess, optimistically, I’m averaging a 5% conversion rate of applications to recruiter chats/“stage 0 interviews”. That is, ~95% of applications yield silence or a generic email rejection without any human contact. ~15 YOE, FAANG experience, usually only applying to roles I feel I’m at least a halfway good fit for (i.e. not a complete scattergun approach). I’m (financially) fine for now, which i…
Hiring manager here with open REQs. I've been doing multiple phone screens daily, and it's been brutal on my end, too. I structure the hour-long phone screen to be 1/3 coding, 1/3 behavioural questions, and 1/3 career growth and questions for me. We rarely get out of the coding question block. It's a fairly simple question that ChatGPT solves easily. The tightest solution is about 10 lines of code. It can be answered…
ChatGPT is passing quantum physics tests. "ChatGPT can answer it" should not be a thing that we say. ChatGPT can recite every single algorithm known to man, wondering about your interview process.
Hiring manager here with open REQs. I've been doing multiple phone screens daily, and it's been brutal on my end, too. I structure the hour-long phone screen to be 1/3 coding, 1/3 behavioural questions, and 1/3 career growth and questions for me. We rarely get out of the coding question block. It's a fairly simple question that ChatGPT solves easily. The tightest solution is about 10 lines of code. It can be answered…
> We rarely get out of the coding question block. It's a fairly simple question that ChatGPT solves easily. well I guess now we know why its all so brutal. We are being compared to a state of the art AI. Also we gotta have a compiler installed on our heads. That aside, if you are a hiring manager, ask yourself what your company really needs. Because this format of interview is so outdated, its insane.
As for compensation differences, the total comp went crazy upwards the last 3 years thanks to the billions of dollars going into a few company that decides to pay 30-50% above market and everyone else need to keep up.
The downside is that the cost structure for many companies ended up to be too high to ever have a profitable company. It'd be great to get back to the early 2010s... where cash burn is the right level and equity is the upside versus startups are paying cash more than some very profitable companies.
We are actively looking and I read all my DMs on LinkedIn so please take a look here. https://boards.greenhouse.io/getbuilt if your actually have the tech experience we're looking for, send me a DM and I'll make sure you get a phone screen! But please look at the Guiding Principals as well to make sure your values align with it. Everyone company is different make sure it's a great fit from both sides.
Another thing that I do screen people out is too many short stints at companies. Unless your startup when under or some personal emergencies, I look for people that stay at least 3 years at a given company before switching. It takes at least 1 years to learn a domain and be proficient at it. Year 2 or 3 is where you're learning and implementing technologies with deep understanding. By this time you should be at the point to be promoted or get next equity grant. Sometimes it is worth the wait and sometime it's not so definitely understand if people changes company after 3 or 4 years.