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Adoption makes it entirely possible for an Asian-presenting person to have a European first name _and_ surname and, frankly, is not something you should be asked about in an interview.
It's very rare for kids adopted from Asia to Europe to have an Asian accent.
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It's very rare for kids adopted from Asia to Europe to have an Asian accent.
I know more than one, and I don’t even live in Europe. Please avoid racial profiling, it’s a fool’s errand.
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Certainly someone of obvious Asian descent and accent who introduces themselves as “Simon” is not a red flag. As you say, some people understandably prefer not to hear their real name mangled every day. But someone of obvious Asian descent and accent who introduces themselves as “Simon Cartwright” and has vague tales of growing up in London… again, it’s possible, and we should treat each individual with respect and a…
There is simply more noise than signal with this style of racial profiling and I implore you to do some soul-searching and reconsidering because you are probably harming people without even intending to with your current behavior.
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I know more than one, and I don’t even live in Europe. Please avoid racial profiling, it’s a fool’s errand.
It's not racial profiling to say that people usually have an accent similar to where they grew up. Or that they usually don't have the accent of somewhere thousands of miles from where they grew up.
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There is simply more noise than signal with this style of racial profiling and I implore you to do some soul-searching and reconsidering because you are probably harming people without even intending to with your current behavior.
It's really not that complicated...
> What tipped us off > 5. Background noise during their interview that indicated other people speaking in an interview-like setting The rest maybe false flags, but this really seals the deal. (or... maybe it's just a recent day in Starbucks. But I don't take the risk) Also, how dare those people apply jobs for an US based cybersecurity firm? Don't they know what cybersecurity firms do? Go apply a Web3 companies, they…
It must be like a lottery for North Korean devs. Get a job somewhere, you earn dollars for the regime. Get a job with a US cybersecurity firm and pull off a Jia Tan? Now that would be worth a medal from Kim Jong Un himself.
> We also noticed vague cover letter language: Sadly, the examples in the article are as good as, or better, than letters I've received from US-based devs.
When you’re getting your foot in the door, job applications are mostly a numbers game - especially with how many postings are completely bogus (job doesn’t exist, or is already going to an internal hire). MOST of the time I think the cover letter either gets a brief glance or doesn’t get read at all. If you’ve got to churn out as many job applications as possible just to get an interview with a real company, you’ll g…
That might very well be the case for a big company that receives a ton of applications but the numbers game works both ways: as the person looking to hire somebody, I find it well worth the time to weed out people based on poor spelling, grammar, etc. It only takes a few seconds to spot the bad ones, and it ensures I don't have to waste my time with somebody who has poor communication skills to begin with.
First, I highly doubt this story, because it’s just too perfect of a fodder for your puff piece marketing blog post. Second, you did not find any confirmed North Koreans at all! Come on, now. How trustworthy are you with such a clickbait title?
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There is simply more noise than signal with this style of racial profiling and I implore you to do some soul-searching and reconsidering because you are probably harming people without even intending to with your current behavior.
It's really not that complicated...
IANAL, but this sounds 100% illegal to me. From https://www.eeoc.gov/prohibited-employment-policiespractices:
> An employer may not base hiring decisions on stereotypes and assumptions about a person's race, color, religion, sex (including gender identity, sexual orientation, and pregnancy), national origin, age (40 or older), disability or genetic information.