I have to reiterate another comment: try to avoid recruiters (especially the ones that match based on keywords). I do technical interviews for Java positions,

I have to reiterate another comment: try to avoid recruiters (especially the ones that match based on keywords). I do technical interviews for Java positions, and even though we do have an enterprise app, that yes might use Hibernate and Spring (spit!) I've never asked anything to do with that stuff in an interview. I don't expect recruits to know that stuff or learn it on their own, because my own best efforts to learn those things on my own were pretty pathetic. Those monstrosities are best learned by seeing them in action. In an interview, from a Java perspective, I basically want to see if I like the way you think in Java. In essence, I'm looking for the person who has read and can apply Effective Java vs the person who simply knows the syntax in and out. I also want to see if you value the same things I value in code. I've interviewed a couple of people who knew Java, but worked for years on Java ME. They valued micro optimizations over correct and maintainable code. They would use arrays over lists, that kind of stuff. That might be right for your old job, but not for an enterprise app. But again, all this assumes you can get your foot in the door, which I have no control over! The best way to avoid a recruiter is to have somebody refer you. Call up other people who have left your old company. They might be hiring but aren't actively reaching out to their past colleagues because they're not allowed to (the stupid "don't steal talent" clause in many of our contracts). If you approach them, they're in the clear.