691–700 of 884 posts
I'm a software manager that has been doing some form of interviewing/hiring for 13 years. I did two rounds of hiring software engineers last year, one in spring that seemed normal, and one in the fall that was was brutal. The fall hiring had a flood of applicants, and in retrospect, most seemed like AI was used in some way. For the fall round, I suddenly had a higher percentage of applicants that qualified after resu…
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I had a recruiter basically hold onto me after I passed more than one technical screen, even though I clearly did get all the way through the hiring process at either role. They were maintaining a pool of competent people.
If only they could crowd source/gpg web of trust such a designation. We solved this for email by aggregating spam/not spam ratings from tons of recipients. It’d be great if we could do that here.
I'm a software manager that has been doing some form of interviewing/hiring for 13 years. I did two rounds of hiring software engineers last year, one in spring that seemed normal, and one in the fall that was was brutal. The fall hiring had a flood of applicants, and in retrospect, most seemed like AI was used in some way. For the fall round, I suddenly had a higher percentage of applicants that qualified after resu…
fwiw the article seems to describe a pretty mild type of automation to deal with tons of job ads and mundane stuff like cover letters that often get completely ignored by all sides, so why not try to automate that in good faith? didn't find anything about fake or cheating or misrepresenting one's skills in there.
First point: you won't like what they say. You won't like it at all. You'll probably absolutely hate it, and even start to hate him a little in the process.
Second point: you'll have a job in under 6 months.
I'm seeing a lot of back in forth in the comments between hiring managers and employees discussing who is more responsible for the current situation, but from the perspective of someone looking for a job what should I be doing? I've been pretty aggressively looking for a job for the past six months or so. I have 10+ years of professional software dev experience so I've mostly been looking at senior dev positions. I h…
> I have 10+ years of professional software dev experience so I've mostly been looking at senior dev positions. Is the job market just as bad for juniors, people looking to enter the field right now?
IMO job boards are almost entirely useless. Going to meetups and making friends in open source communities is the way to go.
I'm seeing a lot of back in forth in the comments between hiring managers and employees discussing who is more responsible for the current situation, but from the perspective of someone looking for a job what should I be doing? I've been pretty aggressively looking for a job for the past six months or so. I have 10+ years of professional software dev experience so I've mostly been looking at senior dev positions. I h…
During my last job hunt I applied to nearly 300 jobs. Then I recruiter I met at a tiny JavaScript meetup messaged me about a position, and boom. New job.
It’s just one anecdote, but it changed my perspective, that’s for sure. When I’m getting serious about my next hunt I’m just gonna attend tons of meetups and get real active in open source
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What's so bad about a "generic" resume? I assume this means one that just honestly describes your experience rather than tailoring it to the job applied for to make it seem you're a better fit than you really are. It's up to the person (hopefully) reading your resume to decide whether you're enough of a potential fit to take to the next step (technical screening call?).
A cover layer is there to show how you fit the role. This cannot be done with a genetic cover layer Telling facts about yourself is done in the CV, not cover layer
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>There is a shortage of good tech workers. I wish someone quantified what 'good' is. Ask 2 tech workers to rate each other and they are most likely to rate each other mediocre by each's standards. Each would nitpick on what the other didn't know.
This does not match my experience. Most of the time it's quite clear who is a high performer/multiplier in a team
Find someone over the age of 50 and ask them how to get a job. First point: you won't like what they say. You won't like it at all. You'll probably absolutely hate it, and even start to hate him a little in the process. Second point: you'll have a job in under 6 months.
"Ask HN: How are those of you over 50 years of age getting jobs?"