3 ms·

I can only speak for myself, but as someone who interviews developers for a small-medium company (<20 in my office, ~100 total), I have to say that this is bad

I can only speak for myself, but as someone who interviews developers for a small-medium company (<20 in my office, ~100 total), I have to say that this is bad advice if applying to a place like mine. I need some formalized experience document, even if your resume just looks like bullet points. It gives me discrete items/events/projects/education/skills that I can consider and discuss with you. If I don't have that as a reference point when talking with you, all I can say is "So, tell me why you're awesome", which is not useful. If I'm not starting out with some idea of what we can drill down into, some table of contents, I have too little to work with and I'm not going to bother. Perhaps more relevantly, HR probably won't even bring you to my attention.

robinson_k 10y ago
have you thought about your hiring process in general? you don't you have something to talk about with people applying, coming from the same industry?
barnacs 10y ago
I'm not suggesting that the applicant should withhold any relevant information. Obviously, the whole point of the application process is to get to know each other. I believe if I see your job posting, research your company a bit and get in touch describing why I'm interested in that specific position and what I think I could bring to the table, that's a better starting point for a discussion than me sending a generic list of buzzwords, positions, qualities, etc. trying to sell myself. And maybe the next step could be grabbing a coffee rather than an overly formal interview where we're both trying to see through each other's distortion of reality. We're human after all.