3 ms·

> even if we don’t have a sense of ethics we do have a problem of numbers, and more desks and seats and spots than people to fill them I get this a lot, but it

> even if we don’t have a sense of ethics we do have a problem of numbers, and more desks and seats and spots than people to fill them I get this a lot, but it is amazingly self-inflicted. Almost all of the random job offers i seem to be getting from people i don't know are from clients who: - underpay - demand on-site only - don't even look at the copious provided code samples, only at the CV The reason for that is simple: A lot of companies view developers as identical to factory workers. There is nothing more to it. -- Sadly i think this is not something that writing blog posts about can possibly help. The people making these mistakes when looking for developers make them because they are ignorant and do not care enough to gather the required knowledge. Until they realize their "illiteracy" and wish to fix it themselves, the scale of this education problem makes it unassailable.

ubernostrum 11y ago
I left out some of my frustrations simply because there wasn't room for everything and the piece was already getting long. I've also run into the "OK, you got through all the interviews, here's an offer for a contracting slot rather than employment". I've run into impossibly-broad non-compete agreements that I simply can't sign without risking my livelihood if the position doesn't work out. I've run into interviewers who didn't know basic things about the tech they were interviewing me on. I've also gotten a few speculative recruiters who are just obviously going off a list of auto-slurped email addresses from GitHub and not taking the time to match up positions to skills (including one person who very persistently wanted me to look into a job writing C++ all day). And on the flip side I've applied speculatively to a few smaller shops that looked like they were doing interesting stuff, only to get the "we think you're overqualified and can't afford you" reply.
xacaxulu 11y ago
>> demand onsite only!! The companies making the most demands usually offer the least. My favorite new flavor is recruiters saying "well for remote the pay rate is lower" to which I answer, "will I be doing less work in that case?".
- MCRed 11y ago
  Interesting... as I have taken to giving the random LinkedIn recruiters two rates-- one an on site rate and one a remote rate. The remote rate is my normal rate, which is lower than the on-site rate which has a healthy have-to-go-into-an-office premium. When you couple that with the higher productivity of remote work, the smart employer will let me work remotely (at least most of the time.)
  - Mithaldu 11y ago
    Same here, i quote them my current rate for remote work, and for on-site work they get a markup.

ubernostrum 11y ago

I left out some of my frustrations simply because there wasn't room for everything and the piece was already getting long. I've also run into the "OK, you got through all the interviews, here's an offer for a contracting slot rather than employment". I've run into impossibly-broad non-compete agreements that I simply can't sign without risking my livelihood if the position doesn't work out. I've run into interviewers who didn't know basic things about the tech they were interviewing me on. I've also gotten a few speculative recruiters who are just obviously going off a list of auto-slurped email addresses from GitHub and not taking the time to match up positions to skills (including one person who very persistently wanted me to look into a job writing C++ all day). And on the flip side I've applied speculatively to a few smaller shops that looked like they were doing interesting stuff, only to get the "we think you're overqualified and can't afford you" reply.

xacaxulu 11y ago

>> demand onsite only!! The companies making the most demands usually offer the least. My favorite new flavor is recruiters saying "well for remote the pay rate is lower" to which I answer, "will I be doing less work in that case?".

MCRed 11y ago
Interesting... as I have taken to giving the random LinkedIn recruiters two rates-- one an on site rate and one a remote rate. The remote rate is my normal rate, which is lower than the on-site rate which has a healthy have-to-go-into-an-office premium. When you couple that with the higher productivity of remote work, the smart employer will let me work remotely (at least most of the time.)
- Mithaldu 11y ago
  Same here, i quote them my current rate for remote work, and for on-site work they get a markup.