Earlier quoted context omitted.
how is that discrimination other than signaling you know the language, have a job permit and so on.
Because then employers will treat the absence of that signal as a potential concern?
yes, because it is
Finding a new software developer job
311–320 of 322 posts
Re: Finding a new software developer job
#312Earlier quoted context omitted.
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.
I remember dragging my desktop to a friend's house to prep for getting snowed in by the storm because I had just moved to the area and was living alone and didn't have much food at the time.
Re: Finding a new software developer job
#313Earlier 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".
You'd have a hard time finding a educated tech employee who would discriminate against a population based on regional hiring trends. Like yourself, we can all see through the fog and realize that only the employer is benefiting here.
Everyone's gotta feed their families, you're doing the same work we would do, and all else equal, only the pay is different.
My favorite coworkers to speak with day to day are IN team in analogous role. Very amicable,and we all work to make each other secure.
Re: Finding a new software developer job
#314Earlier quoted context omitted.
The discrimination in Europe works slightly differently than in the US, as having a native sounding name is just as, or even more, important than having a "right" skin color. So to be certain you'll avoid discrimination, you'd need to omit both the photo and the name from the CV, and that's not common at all.
Should we also hide the names of the universities we went to and the names of former employers we worked at?
Sure! Why not? Especially if we all know that that is the main determining factor of the recruiter, and the recruiter is completely protected from any discrimination. You can simply lie, regardless.
If the employer won't digitally sign their denial of my resume,or even acknowledge the reason for my denial, I'm not digitally signing mine; which means it's a theatre of discrimination disguised as "filtering" from BOTH sides.
I'm surprised so many prolific firms beyond FAANG still treat hiring like the big accounting firms of yore did/do.
Re: Finding a new software developer job
#315Earlier quoted context omitted.
Because you’re assuming just from the name or photo thay someone knows the language and have job permit. This means children from immigrant families growing up in Europe would be discriminated against simply because of how they look and what their last name is. That’s classic discrimination.
this you will see on their education history though, but sure thats the same for europeans in china too and so on
Okay, so if I put down that education history, then what? I can lie.
My points are that hiring should be more based on applied challenges and gauging recruit success in context. The heavy cost of vetting should be part of the onboarding, not recruiting; which would put the onus on the employer and away from the often discriminated employee.
Re: Finding a new software developer job
#316Earlier quoted context omitted.
Because then employers will treat the absence of that signal as a potential concern?
yes, because it is
Look, "potential concerns" shouldn't matter unless they're real concerns. Judging someone based on "potential concerns" is discrimination. Judge someone based on who they are, not who you think they might be.
Re: Finding a new software developer job
#317Earlier quoted context omitted.
yes, because it is
Look, "potential concerns" shouldn't matter unless they're real concerns. Judging someone based on "potential concerns" is discrimination. Judge someone based on who they are, not who you think they might be.
in theory yes but people judge you for school or whatever on a CV anyway
Re: Finding a new software developer job
#318Earlier quoted context omitted.
Look, "potential concerns" shouldn't matter unless they're real concerns. Judging someone based on "potential concerns" is discrimination. Judge someone based on who they are, not who you think they might be.
in theory yes but people judge you for school or whatever on a CV anyway
Which is why discrimination laws exist. The fact that people do it doesn't make it right.
Re: Finding a new software developer job
#319I'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 never heard of people aiming at Staff+ positions with 6 yoe, but surely sounds like a stretch. I'd say that 5 years from new grad to senior at big tech is a fast-ish progression; a bit quick, but doable with skills, hard work and some luck.
I personally have +15 yoe total and I'm currently Staff in my company.
Re: Finding a new software developer job
#320Earlier quoted context omitted.
Are you only looking regionally or across your whole country? (Presumably the US)
US, yes, and I'm in a particularly bad region for tech, so I'm searching across multiple states and also across the country. I'm currently employed as a remote worker and it's killing me. It gives me very few opportunities to network. I did high school online and graduated college online due to the pandemic, so my network is already super suffering as it is.
Late to this thread, but if you're filling out forms, be sure to set your location lived to wherever the company you're applying to is. Also set your linkedin location to your preferred tech hub location. Even that helped me get through a lot of resumes filters when I was looking.
Also, there's really not a substitute to getting out to a place in person. For me at least, it really helped getting out of my smallish Arizona town and moving to Phoenix. There's several reddit threads and apps where you can couch surf, just be honest that you're having a hard time getting your career started and that will open some doors for you.
Once you're there though, get out and meet people. Go to as many professional and special interest meet ups as you can and talk to people saying that you're new to the area and looking for work. Even events like non-fiction book clubs indirectly led me to meeting people that have given me job leads. Research companies in the area on linkedin that interest you and cold call/twitter DM engineers or leads in the company and offer to buy them a cup of coffee and pick their brain. Having this unique interest in their company and bringing a bit of enthusiasm when learning about it goes miles. I honestly believe two weeks in a location is worth two months cold applying online; especially for someone just starting out.
edit: Final thing, have at least one project you're proud of that you can demo and show off to people that you meet. It doesn't have to be perfect, but you have to be able to talk about it with enthusiasm. A web-app. A video of a circuit you made if you're EE. Something that shows you can execute and aren't just someone that's all talk.