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To be honest, I don't even see myself as a junior but more of an entry level, because there are junior openings that assume some experience. My only experience

To be honest, I don't even see myself as a junior but more of an entry level, because there are junior openings that assume some experience. My only experience comes from personal projects and github contributions.

zebnyc 5y ago
Ageismm is illegal. Leaving that aside, I think you are selling yourself short here about entry level / junior positions. If you tell the recruiter you are entry level that is what they are going to do. Instead of just focussing on the tech, think about a framework for the transferable skills you bring to the table. To clarify transferrable skills there are two aspects: I am assuming you have prior experience in an unrelated field here. - I would recommend you learn about the software development life cycle (SDLC) and reflect on work you have done in a prior role which can be contextualized into planning, analysis, design, execution, maintenance phases. Write down that story and practice it till you can narrate it in a believable manner - Behavioural interviews: This is where companies try to probe your prior experience to see if you would be a good fit. Learn about the STAR method and see what experience / stories you can have in your aresnal that you can commmunicate effectively. You need to communicate that you are a good team player, collaborate well, are adaptable and a quick learner. If you can do these well, you are far ahead of most other candidates. Regarding the ageism question: I suggest reflecting on what is the question behind the question. Many engineers change jobs often and hence many companies have even given up on investing on recruiting entry level / junior folks. So if a company is willing to recruit junior engineers, then they might be wondering why should I invest in this person who might be in a different stage in their life / career? It is understood in most companies that entry level / junior positions require a lot of hand holding. Not just in the tech but in how to work in the SDLC and collaborate well, reach for help when they are stuck etc.

zebnyc 5y ago

Ageismm is illegal. Leaving that aside, I think you are selling yourself short here about entry level / junior positions. If you tell the recruiter you are entry level that is what they are going to do. Instead of just focussing on the tech, think about a framework for the transferable skills you bring to the table. To clarify transferrable skills there are two aspects: I am assuming you have prior experience in an unrelated field here. - I would recommend you learn about the software development life cycle (SDLC) and reflect on work you have done in a prior role which can be contextualized into planning, analysis, design, execution, maintenance phases. Write down that story and practice it till you can narrate it in a believable manner - Behavioural interviews: This is where companies try to probe your prior experience to see if you would be a good fit. Learn about the STAR method and see what experience / stories you can have in your aresnal that you can commmunicate effectively. You need to communicate that you are a good team player, collaborate well, are adaptable and a quick learner. If you can do these well, you are far ahead of most other candidates. Regarding the ageism question: I suggest reflecting on what is the question behind the question. Many engineers change jobs often and hence many companies have even given up on investing on recruiting entry level / junior folks. So if a company is willing to recruit junior engineers, then they might be wondering why should I invest in this person who might be in a different stage in their life / career? It is understood in most companies that entry level / junior positions require a lot of hand holding. Not just in the tech but in how to work in the SDLC and collaborate well, reach for help when they are stuck etc.