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Finding a new software developer job

henrikwarne.com

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Re: Finding a new software developer job

#301

Post by mgaunard »

fbdab103 wrote: post #178
mgaunard wrote: post #5

Earlier quoted context omitted.

Now think about being the people doing the recruiting, offering to 1% of the candidates they interview and still failing 30% of them during their trial period. Hiring is a huge time sink for all people involved. The best people are hard to find and the best jobs are hard to get.

All I can think of is the recruiters who cannot have the courtesy to tell the other 99% they are no longer under consideration.

They get paid 30% of the salary of whoever they secure an offer for.

They act according to whatever they think befits their interests.

Re: Finding a new software developer job

#302

Post by sokoloff »

lazide wrote: post #230
Clubber wrote: post #225

Earlier quoted context omitted.

God I couldn't imagine conducting 6+ hours of interviews for a candidate I knew failed it within the first 30 minutes. Ain't nobody got time for that.

I literally couldn’t let it happen. The thought was roughly as palatable as intentionally ‘groining’ a coworker on a guardrail or letting a kid walk into traffic. After getting chewed out, I never walked them out early though. I guess that is why FAANG told us to not talk between ourselves and put everything into the system for the HC independently - so we wouldn’t know what we were in for, and would give each indivi…

In the late 90s, I worked at a place that would walk people out as soon as we'd reached a hard-no decision. As the first tech interviewer left the room, in the hallway, the second would ask some innocuous yes/no question. ("Hey, my car's at the shop; can you give me a ride over there later?") The answer to that question was whether or not to continue the interview slate [and was almost always "yeah, sure, no problem"]. If it was yes, go into the room and introduce yourself. If it was no, they'd walk off together to find the recruiter who would walk the candidate out.

That place never stopped doing the practice, but other places I've worked (including the current) have decided against that pretty brutal candidate experience. (And, as you say, have also had a policy not to share any information about the candidate's performance until after submitting the write-up and recommendation from the interview.)

Re: Finding a new software developer job

#303

Post by rsynnott »

justech wrote: post #162
bradly wrote: post #41

> One company used an IQ test This is interesting. I haven't had that one yet, but last week I had an application with a "personality" test that asked whether I tend to vote for left-leaning candidates or right-leaning candidates. This company was in the healthcare space. GitHub asking for approval for AI to review my resume was a bit of a beat too. I did not give permission, and it definitely left me feeling at a di…

I don't know where I found it, but I saw a job ad for a dev role that asked for an MBTI test first (it's about personality types thing like INFJ INFP etc). Asking for this in a job for coding was... something else. And I thought leetcode was all I had to study

Why not just go all the way and ask for your star sign?

Re: Finding a new software developer job

#304

Post by rsynnott »

bradly wrote: post #172
simantel wrote: post #99

Earlier quoted context omitted.

It has to technically be an aptitude test, but they really toe the line. Vista Equity, for instance, requires all their companies to use the CCAT in hiring: https://www.criteriacorp.com/candidates/ccat-prep

This is the test I was given: https://github.com/rubynor/bigfive-web https://ipip.ori.org/AlphabeticalItemList.htm Search for politics, sex, god, religion to see some of the questions.

… Are you sure you were applying for a job, and not, er, Scientology?

Re: Finding a new software developer job

#305

Post by aurareturn »

hnrodey wrote: post #294
deprecative wrote: post #276

Earlier quoted context omitted.

RTO doesn't change anything about that. It'll still be cheaper to hire in low cost areas.

RTO won't change everything, but I suppose I agree with the sentiment. US employees will never be the lowest wage compared to foreign labor so we'll have to find ways to compete against the global labor market in which we can win. Being in-office is a solid trump card and upper management loves to see their employees in the office space.

Yes, right. It’s a lot easier to fire someone without any human connection.

Re: Finding a new software developer job

#306

Post by deprecative »

aurareturn wrote: post #305
hnrodey wrote: post #294

Earlier quoted context omitted.

RTO won't change everything, but I suppose I agree with the sentiment. US employees will never be the lowest wage compared to foreign labor so we'll have to find ways to compete against the global labor market in which we can win. Being in-office is a solid trump card and upper management loves to see their employees in the office space.

Yes, right. It’s a lot easier to fire someone without any human connection.

Wasn't there stories from the FAANG utopia that people in office found out they were fired by their key cards not working at the doors?

Re: Finding a new software developer job

#307

Post by usr1106 »

sgustard wrote: post #123
Clubber wrote: post #12

Earlier quoted context omitted.

I remember when on-site interviews were an hour and that was it. All this stuff companies do now is insane. If a person isn't performant, you'll know within 30 days, but you'll never know by interviewing them. I haven't had to cold interview in 20+ years. I hope I never have to based on how it works now. I get all my jobs from previous colleagues. Companies are closing the door to a lot of great talent based on this…

Microsoft in the early 90s was a half day of onsite interviews with 5 or 6 people, plus lunch. And this was for a summer internship.

In the late eighties I got an internship at IBM with no interview at all. Just sent in my university papers via a student organization.

Re: Finding a new software developer job

#308

Post by hnrodey »

mech422 wrote: post #297
hnrodey wrote: post #200

I believe the current hiring woes in the US are more nefarious than just being picky. First, I believe US companies are figuring out how to hire foreign teams at lower cost. I get multiple emails per week from companies offering us their team at low rates. South America and India are common places. I personally witnessed this at my last company where they drastically cut US/North America staff in favor of Indian team…

>>First, I believe US companies are figuring out how to hire foreign teams at lower cost. FWIW - they figured that out ...15? 20? years ago with the first wave of out sourcing to India.

Offshoring and outsourcing aren't new trends. While offshoring to India was tried many years ago, there was a boomerang effect that many of those jobs came back to the US after failed attempts at offshoring.

It feels different this time around. India is still in the mix due to low wages and skilled labor, now South America is showcasing a real capability for skilled SE's. South America has the time zone advantage that most of the team will be online that overlaps their NA managers.

Re: Finding a new software developer job

#309

Post by hnrodey »

aurareturn wrote: post #305
hnrodey wrote: post #294

Earlier quoted context omitted.

RTO won't change everything, but I suppose I agree with the sentiment. US employees will never be the lowest wage compared to foreign labor so we'll have to find ways to compete against the global labor market in which we can win. Being in-office is a solid trump card and upper management loves to see their employees in the office space.

Yes, right. It’s a lot easier to fire someone without any human connection.

Approach it from the positive. Even with all of the remote tools and fancy apps, the connection of team that is in-person every day is night and day compared to a fully remote team. In-person, we can easily build relationships and have random conversions, assist team members without being a bother and make it easy for the frontline dev teams to meet and get to know their upper management team. Many companies will pay a premium for labor if they believe to be getting something in return for it.

Re: Finding a new software developer job

#310

Post by pwb25 »

j7ake wrote: post #235
pwb25 wrote: post #179

Earlier quoted context omitted.

how is that discrimination other than signaling you know the language, have a job permit and so on.

Because you’re assuming just from the name or photo thay someone knows the language and have job permit. This means children from immigrant families growing up in Europe would be discriminated against simply because of how they look and what their last name is. That’s classic discrimination.

this you will see on their education history though, but sure thats the same for europeans in china too and so on
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