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Most of the questions and answers seem aimed at college seniors planning for Google-style Big O cross examination. For experienced developers it's a bit simpler: build a portfolio, craft a cashflow-oriented elevator pitch, build a network, and plan ahead for a bit of buzzword compliance in your desired niche as needed.
Most of the questions and answers seem aimed at college seniors planning for Google-style Big O cross examination. For experienced developers it's a bit simpler: build a portfolio, craft a cashflow-oriented elevator pitch, build a network, and plan ahead for a bit of buzzword compliance in your desired niche as needed.
when you say portfolio do you mean having a github account or a blog or a live website running? what kinds of projects should I have?
Some people don't know what github is and won't care, others really like live sites even if they're modest, and still others really just want to see resume bullet points about dollars saved / created. Eventually you can put all of that together, but naturally it'll help when your prospective hiring manager has the same ideals you're demonstrating with your portfolio.
Portfolios are secondary to name recognition and social proof. Let me reemphasize that sharing your goodwill, your skills, and your successes with your professional network is probably more valuable than anything else you can do - develop a local or national reputation as a top gun and work will come to you as long as you keep your connections warm.
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It's how they get around labor laws.
I don't understand; can you elaborate on that?
Personally, I find it terribly unlikely that any such filtering is intentional on any level.
Earlier quoted context omitted.
It's how they get around labor laws.
I don't understand; can you elaborate on that?
Earlier quoted context omitted.
It's how they get around labor laws.
I don't understand; can you elaborate on that?
This coincidentally depresses the marketability (for a certain class of job) of older workers and demographics less likely to achieve a degree from a top N computer science program.
Certainly you could read between the lines and say that observably favoring e.g. Stanford 2012 CS majors effectively disadvantages some protected minorities (age, gender, race). By placing the emphasis on a particular credential rather than on demographics a hiring company gets a level of plausible deniability from such claims.
Disclaimer: I have an MSci in CS and I'm only 30, so I'm not too worried about the things implied above. Yet.
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I don't understand; can you elaborate on that?
My guess is that he subscribes to the theory that companies use questions that would normally be taught in college to filter out older applicants. Ie, some assume that time since college isa major factor in people knowing these answers. Personally, I find it terribly unlikely that any such filtering is intentional on any level.
Earlier quoted context omitted.
I don't understand; can you elaborate on that?
My guess is that he subscribes to the theory that companies use questions that would normally be taught in college to filter out older applicants. Ie, some assume that time since college isa major factor in people knowing these answers. Personally, I find it terribly unlikely that any such filtering is intentional on any level.
- What little experience they have is effectively all relevant to the job and hence easier to justify paying for. If a neophyte can do 80% of a veteran's work for 50% of the pay, it's a tempting tradeoff. A software veteran's second decade of experience may not be worth the increased sticker price if you're asking them to perform low- and mid-level tasks.
- They are less likely to have personal entanglements (kids, family, medical).
- They are an easily appraised and substituted commodity: standard salary scales apply.
- They are less likely to know their market value and hence less likely to negotiate for increased compensation or time off.
If you want a job in software development - do software development. There is no substitute for coding. I interviewed with Google a little while ago and the first thing they asked me was "How many hours do you code a day?". That set the tone for the rest of the interview. CLRS has some very useful information and by all means, every developer should know it, but using that theory in practice is what makes the knowled…
But all of that is secondary to playing a lot of basketball.