> The company is now hiring again for a few roles and domain familiarity is not a strong differentiator anymore. We used to list "Software Engineer - Area". Now it's just "Software Engineer" and the team assignment comes after the offer is accepted. > Of course, this is good for brilliant engineers that never had the chance to get deep into the domain and now have better chances at getting a job, but it's also sad to…
If you’ve been lucky enough to get jobs that expose you to the right things then you have a big advantage when the interviewers are looking for those specific things instead of your generic abilities or potential. It feels nice because you’re competing against a much smaller pool of people.
Unless you are not lucky enough to have been exposed to those specific domains yet. You can be a great engineer and even someone who learns quickly, but if you can’t point to the lines on your resume that match the job description then nothing else matters when the interviewers are playing experience bingo with your resume.
The move to generic coding interviews changed that. It was no longer enough to say that you had exposure to a topic at a past job. You had to show your coding skills, too. It wasn’t enough to ride on your credentials any more, which was highly frustrating to the well-credentialed.
However if you didn’t have the exact experience then the world of job opportunities becomes much larger. The people I know who like coding interviews the most (other than the rare competitive programming enjoyer) are people who are highly talented but came from less credentialed backgrounds: They don’t have an amazing university on their resume, they had to work at some company you’ve never heard of in their small town, but they are great at programming and just want a chance to prove that so they can move up to better companies. They’re never going to be picked by a company that’s looking for exact domain experience, but as companies open up job listings to people without that exact experience they have a chance to prove themselves.
The other people who relied on that domain experience to lock other candidates out of the hiring process don’t like it at all, though.