Why on earth is the standard notice 3 months but the company can let you go instantly? How did Sweden get like that?
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Finding a new software developer job
281–290 of 322 posts
Re: Finding a new software developer job
#282Earlier quoted context omitted.
That's not crazy. Some of these are probably what 30 minutes? Tech interviews 60 mins? So what, five hours? Remember when on-site interviews meant an hour total commute plus say six hours of total interview plus lunch event. Some high demand companies put candidates through more than one round of that. Not to mention if you were flying from out of town... I remember a friend who interviewed with Google and got stuck…
I'm kind of an old guy but I remember having interviews, just shooting the shit with the hiring manager and maybe a team lead present. Whole thing would last about 30 minutes and end with a handshake and an offer in 24-48 hours or a call to let me know I wasn't chosen. Between 1999 and 2019 I worked for 5 different companies and the interview process was basically the same. These were not small companies either. If s…
last time I interviewed for a job (and I am a sr developer with lengthy resume and all the 'right' skills for the job I was applying), after initial interview with recruiter and then hiring manager the recruiter said I had to take a coding test like I was some entry level programmer - I said no way, and thanks for your time - they made me an offer a few days later anyway.
Sometimes you just need to push back - won't always work - but at least you can have some control over the process.
Re: Finding a new software developer job
#283I'm a ML Engineer at FAANG and I have been passively looking for the last half year. Common wisdom might make you think that I should be having companies throwing wads of cash at me, but my experience has been very different. * It's true that my profile attracts many messages from recruiters. However ghosting is the name of the game. More than half of recruiters have ghosted me at different stages of the process. Ove…
To note, staff position requirements are very high. One because they cost a lot, and two because they're looking for proven people. Going from senior to staff or principal is a huge leap. Personally I have no idea how people expect to get staff at 6 years of experience. I'd expect a minimum of 8-10. You just need experience there. Below that you better be a genius.
I think if you want a "staff" level role, you have to have been doing this since before there was such a thing as a "staff" level role.
Re: Finding a new software developer job
#284Earlier quoted context omitted.
I agree. My employer disproportionately lays off US citizens and preferentially hires in Latin America. I spent part of today looking at my employer’s main competitors. One has a bunch of programming jobs available in Mexico. Another is hiring primarily in India. It isn’t ChatGPT that will take US engineering jobs. It is cheaper devs in other countries. And plenty of them have reasonable English and programming skill…
As a Vietnamese developer currently interested in remote opportunities, I am a little concerned. I hope people like us won't face any discrimination at work due to being thought of as "stealing an American's job".
If you do, it's because they feel threatened - because it's working.
Cost of success.
Re: Finding a new software developer job
#285Being a software developer today feels like constantly dealing with a bunch of bullcrap. Honestly, how are you folks doing? Are you alright? Frankly, I feel so exhausted. Job searching is such a soul-crushing activity. Sending applications is time-consuming, needlessly cumbersome, utterly Sisyphean, and essentially feels like a complete waste of your life. You don't learn anything useful, you're not building anything…
I'd be very curious to hear from other highly paid/desirable careers like doctors and lawyers (and even "real" engineers) about how their hiring pipeline works - is this unique to software developers?
Re: Finding a new software developer job
#286Earlier quoted context omitted.
Confused, what are you implying?
There's bias towards certain big name institutions. Perhaps we should prevent discrimination on this basis by omitting those references.
Also, because those big name institutions have bias towards certain types of students - and train them to think/act in certain ways.
It often works, which is why they do it.
Re: Finding a new software developer job
#287Earlier quoted context omitted.
From germany here. I removed the photo from my CV a few years ago. Never got asked about it during hiring. Obviously I don't have any numbers whether/how often I got sorted out due to that. But I hope the expectation to have a photo on your CV also dies out here.
I also hope that this dies out. While I used to put my photo as usual for years because this is how we do Lebenslauf, then one of my immigrant friend got severely discriminated(with clear evidence, guess the HR lady was new hire), so I started leaving my photo out in protest. While I got some issues for a while about “better knowing our colleague and avoid hiring scam(?)”, eventually this stopped after I got some exp…
HR being openly discriminatory is only an issue if someone actually penalizes them for it. The DOL is openly requiring companies to discriminate (affirmative action), and ignoring 'desirable' discrimination claims (which is required for affirmative action to work in a down economy), so why should they care?
And to be frank - did you sue them? Or try to sue them? Seems to be working no?
Re: Finding a new software developer job
#288Earlier quoted context omitted.
> I remember a friend who interviewed with Google and got stuck in SF for three weeks due to snow storms on the east coast This is literally unbelievable. I cannot remember a time when the east coast was inaccessible for three weeks…
There was a year (maybe 2012? I was in Philadelphia at the time) where we had back to back snow storms of more than 12" accumulation, about a week and a half apart. It came at a bad time of poor investment in snow clearing equipment and services, so many places had done no cleanup of the first storm before the second one hit. I don't know how the airports faired, but the roads were a deathtrap for weeks.
I was in NJ during that time, and it was really bad. One meter of snow accumulation everywhere was normal, roads were unsafe for days.
Re: Finding a new software developer job
#289>For a typical job there were four or five interviews: an initial interview with a recruiter, an interview with a hiring manager, one or two technical interviews (either live coding, or going through a take-home assignment). There could also be an interview with a product manager, and/or one with a CTO or founder. All in all, quite a time commitment. This is not news at this point, but it is pretty crazy.
It's a long day for sure, but honestly I don't really mind it as a candidate, and that boils down to a few reasons (1) The time cost isn't as high as it seems. If I get as far as a phone screen I'm getting an offer, nearly guaranteed. The flow chart then looks like (a) if I don't get a phone screen, that awful process is no worse than the status quo, (b) if I do, I just find out in the phone screen if the battery of…
> If I get as far as a phone screen I'm getting an offer
Wow, I didn't observe this myself even back when the market was "hot". I had a _lot_ of phone screens that didn't lead to offers.
Re: Finding a new software developer job
#290Earlier quoted context omitted.
> Photos really don't belong in hiring in the US. Sounds like someone needs to reread Don Burleson's professional dress code tips: https://www.dba-oracle.com/dress_code.htm Presenting a polished, professional appearance makes a real difference to employers. They can and will legally fire you (or choose not to hire you) for failure to do so.
I think it's more a problem of visible disabilities or just not looking attractive, than of a dress code.
You're thinking of it from the 'should' (aka I wish) and employee perspective, not the competitive 'what do employers actually want' perspective.
If employers want their numbers to match some stat, then of course they're going to optimize for that. Which if your picture doesn't match, that's a problem. For you.
If employers have some pre-baked idea of what type of worker works for them, and getting things actually done matters to them (as compared to some diversity stat), then of course they're going to optimize for that. If your picture doesn't match, that's a problem. For you.
And maybe them if they can't actually find what they want because of their own pre-conceptions, but I guarantee they'll be the last ones they blame. It takes a very open minded individual to look past their own preconceptions. Sometimes too open minded. In times of stress, people default to what they are most comfortable with.
Now, if workers want that or not is up to them - most of the labor code is all about forcing employers to do things they don't want to do to protect themselves.
Most of contract and penal code is employers/owners trying to protect themselves from things they don't want others to do to them.