I’ve found most high end hires work this way: - Person A and person B work together, both are fairly senior - Person B moves on to a new company. New company

I’ve found most high end hires work this way: - Person A and person B work together, both are fairly senior - Person B moves on to a new company. New company is hiring for a senior/lead/staff/director/whatever role. Person B says “we should recruit person A, I’ve worked with them before and they’re great” - Person A gets recruited for a great position, gets it as long as they do well in the interview On the flip side, I haven’t seen “experience with specific hot new tech” play much of a role in hiring for senior positions. I’ve conducted around 150 dev interviews, plenty of them for senior+ positions, and we’ve always taken the opinion “let’s just hire a smart, experienced, mature person, who knows what it takes to ship software, and knows how to balance technical priorities with business priorities. Ideally with a glowing referral from someone we trust.” We always assume that someone like this can learn our tech stack fairly quickly. Like at my current workplace we use a lot of Scala, MySQL, Redis, Kafka, K8s and gRPC, but would happily hire someone senior who’s used none of those technologies, but who has used similar enough ones, say Java, any relational db, any key value store, any queue/pub-sub system, VMs and REST.