What in the world is a poetry lockfile
Python dependencies file, see also package-lock.json
Panic at the Job Market
181–190 of 1001 posts
Re: Panic at the Job Market
#182AI is increasingly used to prescreen resumes for a lot of these high-applicant jobs in tech. The Hiring Manager is probably looking at 10% of the resumes that come in after AI has screened them. I'm working on a side project that tailors each resume for the job description to get past these AI filters. It's called https://CustomizedResumes.com. I'd love to hear your feedback on the idea.
Re: Panic at the Job Market
#183> manage yourself and manage your peers, but you also have an engineering manager and a project manager and the CEO is your skip-level manager and the CEO’s brother is also your skip-level manager too This is hilarious and I’m sad I’ve seen versions of this more than once. Overall I enjoyed most of this article but disagree about the objection to behavioral interviews. I think they’re an important part of the modern…
Behavioral interviews seem like the new way to reject candidates based on "culture" without saying that though, because saying a candidate was rejected due to "culture incompatibility" can be taken as a bias or discrimination.
I interviewed at Netflix. The market is tough right now and they pay really well. I really wanted to pass.
I did great on their tech rounds. Their "culture round" is notoriously hard, people throw out advice like "read the culture memo". I did. Now I have no idea what I did "wrong" in the culture/behavioral interview with the first hiring manager, they passed, they gave me no feedback, but they still booked me for an interview with another team. I also failed with that hiring manager.
Is it because my "EQ" is bad?
Re: Panic at the Job Market
#184[flagged]
"What are you going to do to fix it?", ask the people who broke it.
This has been a strategy for decades now. https://front.moveon.org/20-years-of-gop-strategy-in-one-lit...
Re: Panic at the Job Market
#185I generally like the article but the author seems to have a really inflated view of what jobs are paying. At one point he’s claiming that a stable non tech company like a tractor manufacturer is paying 5k-10k. Even assuming that’s including taxes so divide by two, and constraining to just software employees for that claim. There is no way the average pay is nearly a million a year. The average software engineer in th…
Average salary? Salaries are determined by the size of the company, how much value software engineers add, supply of software engineers, and the location of the office.
Re: Panic at the Job Market
#186[flagged]
Which 2020-2024 policies have harmed the economy?
Re: Panic at the Job Market
#187I will add my two cents for people who believe that this might be related only to the SWE and tangent industries: It's really not. I have many friends (in Europe) who are trying to get through to different jobs in unrelated industries ranging from finance to fashion, or just trying to get promoted vertically (or horizontally), failing rather miserably. Most jobs are now hoops after hoops, not taking into consideratio…
> I have many friends (in Europe) EU kind of in a recession though. And there's a well known link between interest rates and unemployment. So it's really not surprising to hear that employment in the EU is harder after the ECB raised rates. And good news: they're lowering them now. What really needs explaining is why, despite the unusually strong general US job market[1] for several years now, the US tech market spec…
> a proper explanation (which I didn't find skimming the article) needs to cover why tech is more influenced by that than say travel & leisure sectors.
Sure - the explanation goes like this: in the tech industry, a larger number/proportion of these jobs are in pre-revenue/growth stage companies (as acerbically categorized by OP). The difference between a growth stage company and an established company is that the growth stage one needs more capital to fund its growth. The cost of capital has risen rather dramatically, therefore the total workforce these companies are able to fund has shrunk.
P.S. Love the "slugs through the hourglass" meta tag find!
Re: Panic at the Job Market
#188He lost me when he boldly declared that correlation IS causation based on one chart.
Complex systems are a lot more .. um .. complex than he suggests
Re: Panic at the Job Market
#189> manage yourself and manage your peers, but you also have an engineering manager and a project manager and the CEO is your skip-level manager and the CEO’s brother is also your skip-level manager too This is hilarious and I’m sad I’ve seen versions of this more than once. Overall I enjoyed most of this article but disagree about the objection to behavioral interviews. I think they’re an important part of the modern…
Behavioural interviews are extremely effective provided you do them properly. Running behavioural interviews properly is extremely difficult and takes legitimate skill and experience to orchestrate. It's not something you can pull off by simply following a few rote questions in an interview pack. As a result, most behavioural interviews are ineffective and absolutely riddled with bias.
That's one of the reasons that they are best done by experienced HR personnel.
Good HR people are worth their weight in platinum. I used to work with one whose thumbs down became an automatic "no" from the team because we discovered that she was so good at reading people that everyone she didn't like inevitably threw off massive red flags in the rest of the interviews.
Re: Panic at the Job Market
#190>According to all the interviews I’ve failed over the years (I don’t think I’ve ever passed an actual “coding interview” anywhere?), the entire goal of tech hiring is just finding people in the 100 to 115 midwit block then outright rejecting everybody else as too much of an unknown risk. As a (now) senior/staff-level engineer back out on the job market for the first time in a while, I'm begrudgingly coming to accept…
Imo, there are two kinds of programmers: people who can write code to build stuff, and people who can write code to build stuff and are also conversationally fluent in the theory behind writing code. The second group is 5x more useful than the first, and coding interviews are testing which group you're in. Often the first group doesn't think the extra skill of fluency is important, which is fine, think what you want, but they're definitely wrong, and I wouldn't want to work with those people; when there are actual problems to solve I'm going to go looking for people in the second group to figure them out. A terrible situation is to end up with a team of entirely people who can code but can't theorize about code, because they'll build a mountain of crap that other people have to rebuild later.
(Now it's true that some people can't theorize quickly, or in front of someone else, or especially in a stressful interview where there's a lot on the line. Those are real issues with the format that need solving. Not to mention the "esoteric trivia" sorts of questions which are pointless.
But the basic objection that "coding tests aren't testing the skills you need in your day job" is absurd to me. They're not the skills you use everyday, they're the skills you need to be able to pull out when you need them, which backstop the work you do every day. Like your mechanic doesn't use their "theory of how engines work" every day to fix a car, but you wouldn't want a mechanic who doesn't know how an engine works working on your car for very long either...)