4 ms·

There's a lot of woo-woo going on in this thread. You need to find the actual problem. You're making it to the interview, so all these companies feel you're at

There's a lot of woo-woo going on in this thread. You need to find the actual problem. You're making it to the interview, so all these companies feel you're at least minimally qualified for the job. Are you just getting unlucky that all these companies are in a hiring freeze and aren't willing to commit right now? Have you changed up your interviewing, tried anything new? Are you having further post-interview discussions that are turning sour? Money discussions? I would look at doing a few paid practice interviews online. Their services are designed to provide you honest feedback to help you. There may be something going on that you're not aware of and interviewers don't want to tell you.

apohn 4y ago
>There may be something going on that you're not aware of and interviewers don't want to tell you. 100% Agree.
Kranar 4y ago
>There may be something going on that you're not aware of and interviewers don't want to tell you. This is absolutely key, and when OP says something like: "I often get praises during interviews, but never an offer." I kind of feel bad because honestly, many people will give praise to a person just to kind of end the conversation, and I will admit to being guilty of it myself. It avoids the situation where you then have to justify why you didn't like something as if the burden is on me to explain myself, instead of the burden being on them to prove themselves. Kind of sucks but it is a reality one should be aware of.
- singron 4y ago
  I've noticed that for some interviewers, praise during the interview is inversely correlated with the rating they give (I did a lot of pair interviews, which have similar tradeoffs to pair programming). Good candidates breeze through the main topic, get through some follow ups, and then we let them ask questions. Bad candidates have trouble with the material, so you might have to cut them off early to transition to their questions and some praise makes that feel smoother.
- antisthenes 4y ago
  - Kranar 4y ago
    - gopher_space 4y ago
      You don't need to appreciate an applicant's point of view to see how your hiring process wastes resources. Why isn't every candidate in front of you a competent software developer? Why are you passing bad candidates on to your co-workers? Refining your process would save calculable amounts of money and obviate complaints like this.
      - Kranar 4y ago
        >Why isn't every candidate in front of you a competent software developer? If every candidate in front of me were competent enough to fulfill the role, I wouldn't need an interview process period. For some hires there's no need for an interview process, but most do, and the benefit of an interview process is that it's open to anyone. >Why are you passing bad candidates on to your co-workers? How does this follow from anything I've said? >Refining your process would save calculable amounts of money and obviate complaints like this. How does refining my process have anything to do with not wanting to give advice to every candidate I interview with who fails?
        gopher_space 4y ago
        I'm not thinking about your interview process so much as I'm thinking about your role in it. Why is an incompetent developer staring at you, personally? Information is available to both parties about each other at the very beginning, so why are you in a position where you'd be asked for career advice? You didn't say anything about passing bad candidates forward, that was my mistake and thanks for catching it!
    - antisthenes 4y ago

apohn 4y ago

>There may be something going on that you're not aware of and interviewers don't want to tell you. 100% Agree.

Kranar 4y ago

>There may be something going on that you're not aware of and interviewers don't want to tell you. This is absolutely key, and when OP says something like: "I often get praises during interviews, but never an offer." I kind of feel bad because honestly, many people will give praise to a person just to kind of end the conversation, and I will admit to being guilty of it myself. It avoids the situation where you then have to justify why you didn't like something as if the burden is on me to explain myself, instead of the burden being on them to prove themselves. Kind of sucks but it is a reality one should be aware of.

singron 4y ago
I've noticed that for some interviewers, praise during the interview is inversely correlated with the rating they give (I did a lot of pair interviews, which have similar tradeoffs to pair programming). Good candidates breeze through the main topic, get through some follow ups, and then we let them ask questions. Bad candidates have trouble with the material, so you might have to cut them off early to transition to their questions and some praise makes that feel smoother.
antisthenes 4y ago
- Kranar 4y ago
  - gopher_space 4y ago
    You don't need to appreciate an applicant's point of view to see how your hiring process wastes resources. Why isn't every candidate in front of you a competent software developer? Why are you passing bad candidates on to your co-workers? Refining your process would save calculable amounts of money and obviate complaints like this.
    - Kranar 4y ago
      >Why isn't every candidate in front of you a competent software developer? If every candidate in front of me were competent enough to fulfill the role, I wouldn't need an interview process period. For some hires there's no need for an interview process, but most do, and the benefit of an interview process is that it's open to anyone. >Why are you passing bad candidates on to your co-workers? How does this follow from anything I've said? >Refining your process would save calculable amounts of money and obviate complaints like this. How does refining my process have anything to do with not wanting to give advice to every candidate I interview with who fails?
      - gopher_space 4y ago
        I'm not thinking about your interview process so much as I'm thinking about your role in it. Why is an incompetent developer staring at you, personally? Information is available to both parties about each other at the very beginning, so why are you in a position where you'd be asked for career advice? You didn't say anything about passing bad candidates forward, that was my mistake and thanks for catching it!
  - antisthenes 4y ago