21–30 of 245 posts
Well, it's really simple FB's (and Google's and Yahoo's) definition of talent is whoever passes their "quiz show" interview However, yes, you don't need to know the worse case complexity of shell sort for most tasks, especially at the beginning of a project where load demands are smaller.
This post is largely about discrimination and uses Brian Acton as a timely centerpiece. The truth is however more complex (IMHO): - Culture matters a lot in hiring. By this I mean a Stanford grad is much more likely to hire another Stanford grad in a field of qualified candidates. This isn't simply a form of nepotism as such. Two grads from the same college will share a larger common cultural base; - The culture the…
I agree mostly, but for a different reason. I see a lot of people who have experience in years, but not in work. They were basically hired out of school, learned their job in 6 mos. and repeated the same job every 6 mos. for 5 years. Their knowledge is still 6 mos. out of school even though they have been working for 5 years.
This problem is the fault of both the employer and the employee. The employee for not taking control of their own destiny and the employer for being so risk adverse to never move forward.
Interesting article. Whenever an article like this pops up the usual chorus is, there is no skill shortage, just a shortage at the price the employer is willing to pay. Sadly I've seen myself as someone on the hiring side of the table fall into a few of these traps listed in the article. A newly minted Phd, is one type of person that I've found myself having trouble hiring. Same with an newly minted Masters. The reas…
Why are there not enough roles for senior devs? It's not like someone with ten years of experience wants to do the same thing over and over.
It's like experience is undesirable in the tech industry.
Very well written article and I can add some context being in the unhired category of engineers. I graduated from Georgia Tech sometime in the last couple of years with a 3.64 GPA. I know that GPA doesn't mean much but really at Georgia Tech they make you work for it like a dog. I have some projects on GitHub and well I thought companies would come knocking at my door. Boy was I mistaken. So I started applying late i…
Although it is a top school, a recent graduate has lots of "gotchas" for companies.
The corporate world has a lot of differences from the academic world, and in my point of view, it is, on average, better.
This post is largely about discrimination and uses Brian Acton as a timely centerpiece. The truth is however more complex (IMHO): - Culture matters a lot in hiring. By this I mean a Stanford grad is much more likely to hire another Stanford grad in a field of qualified candidates. This isn't simply a form of nepotism as such. Two grads from the same college will share a larger common cultural base; - The culture the…
The H1B lets you transfer your visa very easily. The frustrating thing is that people aren't aware they can do it.
Earlier quoted context omitted.
Perhaps this is why tech companies have so little ambition: a constant stream of new blood ensures some things change (yak shaving), but never anything substantial that requires extensive experience. Instead, everyone just props up the technological status quo for their CRUD website.
That's why every new non-CRUD idea requires a new startup and starry-eyed investors.
Very well written article and I can add some context being in the unhired category of engineers. I graduated from Georgia Tech sometime in the last couple of years with a 3.64 GPA. I know that GPA doesn't mean much but really at Georgia Tech they make you work for it like a dog. I have some projects on GitHub and well I thought companies would come knocking at my door. Boy was I mistaken. So I started applying late i…
Interesting article. Whenever an article like this pops up the usual chorus is, there is no skill shortage, just a shortage at the price the employer is willing to pay. Sadly I've seen myself as someone on the hiring side of the table fall into a few of these traps listed in the article. A newly minted Phd, is one type of person that I've found myself having trouble hiring. Same with an newly minted Masters. The reas…
Does this mean that you don't even give these people an offer, or do they reject your offer citing low salary (or other reasons, but you suspect it's actually low salary)?
I'm asking because many examples in the article (WhatsApp founders, females, Hispanics) seem like they weren't given an offer in the first place, not that they rejected an offer because their current position was rationally a better option.
This post is largely about discrimination and uses Brian Acton as a timely centerpiece. The truth is however more complex (IMHO): - Culture matters a lot in hiring. By this I mean a Stanford grad is much more likely to hire another Stanford grad in a field of qualified candidates. This isn't simply a form of nepotism as such. Two grads from the same college will share a larger common cultural base; - The culture the…
It allows bodyshops to hire people from, say, China and India and pay them a pittance The H1B lets you transfer your visa very easily. The frustrating thing is that people aren't aware they can do it.
The nature of the country-based priority dates means that Chinese and Indian nationals wait years for the green card application is approved, during which time they (mostly) cannot move.
So if you're strictly on a H1B, yes, it's trivial to switch jobs. If you have a green card application in-process and aren't from China, India, or the Philippines, it's also pretty easy to move (you might have to wait a few months for the right moment). For people from the above three countries it's just pain and misery.
Interesting article. Whenever an article like this pops up the usual chorus is, there is no skill shortage, just a shortage at the price the employer is willing to pay. Sadly I've seen myself as someone on the hiring side of the table fall into a few of these traps listed in the article. A newly minted Phd, is one type of person that I've found myself having trouble hiring. Same with an newly minted Masters. The reas…
Perhaps you should instead consider that their specialization is a specific example of them applying themselves to a difficult new problem and solving it. It seems unlikely to be able to constantly hire people already experienced with what you're doing. Wouldn't you rather hire someone who's demonstrated an ability to learn something new and succeed at it?