831–840 of 884 posts
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In my whole career I've seen 0 correlation between effort and rewards.
I've seen a strongly positive correlation over a 30+ year career. It's not perfect, but it's far from zero in my experience.
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If you can't stand out from an LLM then why can't it do your job? Also, not using LLMs might be a red flag. I wouldn't want a dev that is not open to this technology...
LLMs just lie way too much. Like completely fabricate what they need for a plausible answer from thin air. As of now they do more harm than good.
Reminds me of a guy I used to work with. He just made stuff up all the time. Turns out, the answers never actually mattered, people were just bored at their desk and wanted to give the appearance of doing work. I think he's in management at Apple now.
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> I have 10+ years of professional software dev experience so I've mostly been looking at senior dev positions. Is the job market just as bad for juniors, people looking to enter the field right now?
It’s always hard for juniors, but it’s always possible as well. IMO job boards are almost entirely useless. Going to meetups and making friends in open source communities is the way to go.
In the middle of fruitless multi-month job search, I manually view LinkedIn/indeed job sites daily and look for new positions, going through requirements, making sure I have the skills and experience (also helps with understanding if I need to upskill in certain areas), then look up the company, the industry it's in, etc. By the time I'm ready to apply to the position I know I'm interested in and a good fit for, ther…
I've been told the LinkedIn count is absolutely not what you think it is. I can't remember the details, but I stopped taking it seriously.
In a similar way, recruiters post ghost jobs to gather data and make companies look like they are growing.
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If I get 500 applications to a role and spend 1 minute writing each person a personalised no sorry, that’s 20% of my week just writing rejection emails (never mind actually reviewing the resume). I’ve hired for 3 companies for engineers from entry level to staff level, and for non technical candidates for other departments. Applicant tracking systems like greenhouse send me an email for every application that comes t…
I don't assume it "wasn't looked at", but I absolutely do think that a lot of the time it "wasn't understood" because the recruiters reading it only have very simply "keyword lookup" ability, instead of actually reading the resume. I don't fill my my resume with a bunch of spam buzzwords for every adjacent technology I've ever used, because certain things are kind of implied by other things. If I put "set up multiple…
If a posting gets 500 applications (which is about how many apps the last 4 roles I’ve listed got before we closed them) and we have an engineer spend 5 minutes per resume reading through each resume, that’s a full week of engineer time spent on screening alone. That’s not a good use of time when most of the resumes are a straight no.
I’m assuming your writing style is different in professional environments, but if it’s not, and I saw even like 10% of the snark you’ve put here, I’d instantly dismiss you unless we were hiring for a principal into fellowship IC role and you were a 100% match.
If you’re writing your resume to be read by software engineers or sysadmins, you’re writing for the wrong audience. That’s not their fault for being “incompetent”, it’s yours.
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It's absolute insanity. Something has to give, or we're about to see some big changes in how hiring is done. I don't want to retype my recent experiences, but I have a thread from about 6 weeks ago that goes into my specific details here https://news.ycombinator.com/item?id=42137229 I was in a good position so I could take my time, but I honestly don't know what I would have done if I had needed a position quickly.
Software should have some universal competency baseline, like a license. If AI resume spamming is that straw that breaks the camel’s back then so be it. The best defense against AI would be a license number that identifies a person uniquely, provides their relevant job history from a database, proves some minimal common competency baseline, and confirms conformance to some ethical norm against known liabilities.
Come to think of it, this might be a good way for software unions to get a hold in the US. The Union will have a process to validate the competency if its members, and validate their careers, meanwhile hiring managers who are looking for guaranteed engineering quality will be able to find them, and unemployed engineers will be able to find work quickly, only bye the may benefit from the power of collective bargaining.
Kinda like a recruiting agency, but without for-profit motives and the shareholders will be the union members.
I don't see any downsides, except dkr the usual "corrupt men on top" problem which plagues any hunan organization, though mandating that leaders have extencive industry experience could slightly mitigate that.
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Or, better yet, literally knocking on doors.
I tried that too e.g. messaging talent recruiter managers on LinkedIn - never got a reply or “accepted” to start chatting
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interesting paper and lots of really well done bits. As a senior dev that uses LLM extensively: This paper was using copilot in 2023 mostly. I used it and chatgpt in that timeframe, and took chatgpts output 90% of the time; copilot was rarely good beyond very basic boilerplate for me, in that time period. Which might explain why it helped jr devs so much in the study. Somewhat related, i have a good idea what i can a…
Another factor not brought into consideration here may be that there are two uses of "senior dev" in this conversation so far; one of them refers to a person who has been asked to work on something they're very familiar with (the same tech stack, a similar problem they've encountered etc.) whereas the other one has been asked to work on something unfamiliar. For the second use case, I can easily see how effectively p…
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> I have 10+ years of professional software dev experience so I've mostly been looking at senior dev positions. Is the job market just as bad for juniors, people looking to enter the field right now?
It’s always hard for juniors, but it’s always possible as well. IMO job boards are almost entirely useless. Going to meetups and making friends in open source communities is the way to go.
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It's absolute insanity. Something has to give, or we're about to see some big changes in how hiring is done. I don't want to retype my recent experiences, but I have a thread from about 6 weeks ago that goes into my specific details here https://news.ycombinator.com/item?id=42137229 I was in a good position so I could take my time, but I honestly don't know what I would have done if I had needed a position quickly.
Software should have some universal competency baseline, like a license. If AI resume spamming is that straw that breaks the camel’s back then so be it. The best defense against AI would be a license number that identifies a person uniquely, provides their relevant job history from a database, proves some minimal common competency baseline, and confirms conformance to some ethical norm against known liabilities.
But it comes with requirements like 4-year degrees, having worked under a PE, etc.