431–440 of 623 posts
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This is why we can't have nice things. Or in other words, why we must usually do a coding test per company we apply for, and not just 'point them at the Github'.
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Why downvote my experiences?
I didn’t, but I suspect people were hoping for something more substantive. What about it don’t you like? Is there something specific to this thread that relates to your role and reminds you why you hate it? Your comment did nothing to further the conversation or take it in an interesting direction.
I asked for examples. I replied to that response stating that I'm already DevSecOps. Not sure what else they would be looking for. If they had additional info, maybe they should chime in.
I've been a hiring manager for remote positions for a long time. If your recruiting channels are good, most of your candidates are going to be honest and good intentioned. But interview enough people, and you'll start encountering people trying to abuse remote work. They're not interested in contributing to your company. They're only interested in collecting paychecks while they do as little work as possible for as l…
Even the "90-day probationary" periods are not really useful. I think the only thing that they do, is if the employee quits before the 90 days are up, then they have to pay the company back for all the expenses incurred by the company (I had this happen to someone we hired. They were not expecting that. Too bad. They were actually very good, and dumped us for a job in a location they preferred. I felt bad about that. I actually didn't hold any rancor towards them).
I suspect startups can be a lot more likely to be able to give someone the boot in an efficacious manner.
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Goodluck getting her to help solve an issue in her code in a timely manner
It sounds like, if that timely manner is at least a day long then she'd get it done reliably. I think the only issue you could possibly see here is one of labour exploitation if she was sending the work off to someone else - it might be that she specifically shouldn't be paid but you as a company would really like to get in touch with whoever is on the other side. Or it might just be that some people are introverted…
It's a story a friend told me a long time ago. I didn’t and couldn’t fact-check it. The husband’s theory came from the fact she apparently mentioned her husband was also a software consultant.
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I don't think the majority of hires at large companies in the past were corrupt. Certainly that hasn't been my experience hiring people at large tech orgs in the present, and the process hasn't changed terribly much really. Given the scarcity of technical ability, we simply can't afford the corruption. You seem to be discounting the meritocratic process by which people end up graduating from high-ranking schools. Pre…
I guess it depends on your definition of "corrupt" and where you draw the line between corrupt and not corrupt. Would it be the tech recruiter's fault if there were, for instance, a pipeline problem that sharply limited the diversity of their candidate pool? I don't think so, but that wouldn't change the reality that the pool itself is a reflection of corruption elsewhere in the system. I don't know how you could pos…
I've been a hiring manager for remote positions for a long time. If your recruiting channels are good, most of your candidates are going to be honest and good intentioned. But interview enough people, and you'll start encountering people trying to abuse remote work. They're not interested in contributing to your company. They're only interested in collecting paychecks while they do as little work as possible for as l…
Large corporations can have a lot of hysteresis. Once someone is hired, it can be quite difficult to fire them. Even the "90-day probationary" periods are not really useful. I think the only thing that they do, is if the employee quits before the 90 days are up, then they have to pay the company back for all the expenses incurred by the company (I had this happen to someone we hired. They were not expecting that. Too…
This is what the large Indian IT-outsourcing companies do at scale. When they need to win the contract, they bring in bright and very qualified people to win the client-org over. After the contract is won and the work begins, they replace them with completely unqualified staff, managed/whipped by moustache-wielding blue-shirts to read from support-scripts.
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Large corporations can have a lot of hysteresis. Once someone is hired, it can be quite difficult to fire them. Even the "90-day probationary" periods are not really useful. I think the only thing that they do, is if the employee quits before the 90 days are up, then they have to pay the company back for all the expenses incurred by the company (I had this happen to someone we hired. They were not expecting that. Too…
This is a horrible idea and is likely illegal in many jurisdictions.
And I really don't appreciate being dinged for the actions of my corporation. I was not involved at all in that part of things, and only heard about it afterwards. I had many disagreements with our HR department, which could be rapacious. However, it was run by highly skilled and experienced lawyers, and everything they did was legal (if not always what I considered ethical; but I have high ethical standards).
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In the software industry it should be pretty easy to track tickets someone is working on and compare that to how long similar tickets are completed by coworkers.
With low level coding cogs that might be somewhat feasible, if you have enough of them. But there are a few things that I've seen which get in the way of that kind of metric. 1. Story pointing is not granular enough, i.e. one 2-point story is not necessarily the same as the next one. Freeloaders pick off the easy ones and pace themselves to keep their 'productivity' in the acceptable range. 2. I've seen a lot of team…
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I wonder why they didn't just call it the "Indian Switcheroo". Why would it be named after a religion?
India is derived from "Hindu". It rhymes and in some languages, it is the same.