fecak

35 ms·

271.
by fecak 10y ago
Usually, in my experience anyway, it doesn't get that far. The blog post just refers to interviewees saying "I wouldn't want to work with the interviewer" when they mistakenly feel that they did poorly in the interview.
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by fecak 10y ago
>I think interviews would be less terrible if interviewers actually told you at the end that you did above/as well as/below expectations This happens quite often in phone interviews. My clients have regularly told candidates &q
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by fecak 10y ago
>I absolutely judge a company by the interview process and the questions they ask. And rightfully so. The term these days is "candidate experience" for the overall interview process, which can include everything from a company&
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by fecak 10y ago
>some portion of interviewees are losing interest in joining your company just because they didn’t think they did well, despite the fact that they actually did. This is the key takeaway for me. This is IMO and experience probably based o
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by fecak 10y ago
Your first mistake is having a profile on Monster. Recruiters that use Monster are probably the bottom-feeders most in the industry hate, and the reason they are on Monster is that is where you can generally find the bottom of the talent po
276.
by fecak 10y ago
This is great advice. I'm a recruiter known for being critical of recruiter behavior, and when people claim that recruiters are mostly worthless to them, I encourage them to simply use recruiters for this kind of information. An experi
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by fecak 10y ago
Recruiter here, though of the agency variety (even less popular than the internal recruiters). Google has no real excuse not to have a better candidate database in place where this kind of thing doesn't happen. This person's infor
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Agents for Software Developers, Revisited(jobtipsforgeeks.com)
1 points by fecak 10y ago|0 comments
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by fecak 10y ago
I'm a mod on Reddit's /r/cscareerquestions, and we get questions like this so often that we created a specific weekly "Big4" thread to address them. Even if your BS in SW had been heavy on math, it wouldn'
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by fecak 10y ago
As a recruiter (who is highly critical of most of the recruiting industry), I don't think the issue of off-topic LinkedIn memes and stupidity are solely a problem with recruiters. The top post on LinkedIn almost every time I log in is
281.
by fecak 10y ago
I'm not sure if you got your answer, but I am a founder of Resume Raiders (www.resumeraiders.com) and I have almost 20 years of recruiting experience in the software industry. Feel free to reach out at daveATresumeraidersDOTcom
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by fecak 10y ago
The key for you will likely be getting in the door. The hurdle is not so much your age (especially for Assembly) as it is your lack of experience. I don't think you'll find the same level of ageism for Assembly jobs as you might f
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by fecak 10y ago
This is solved with a resume. The short answer is "no, they won't care generally", but employers may care a little bit very early in your career and that level of caring will eventually fade to zero. In order for them to care
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by fecak 10y ago
I'm someone who has recruited mostly for startups for almost 20 years, and two years ago I launched a resume review and writing service (resumeraiders.com). My focus is on tech resumes, and I've done work for at least a few HN rea
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by fecak 10y ago
That would be a complicated algorithm. Market rates are tricky.
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by fecak 10y ago
By "fair amount" of time, I wasn't trying to imply "most". I think at least a slight majority of the population have fairly reasonable expectations based on my years of experience. For them to be a client though (ba
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by fecak 10y ago
I like that idea, and I definitely would like to see an element of incentive like your model includes, but I imagine I'd also spend a fair amount of time either (a) saying no to people with unrealistic expectations or (b) trying to man
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by fecak 10y ago
I see these things too. Most developers believe they are much smarter than the average recruiter (which is certainly true) and probably think they can negotiate at least as well with even minimal training or reading. It's a matter of c
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by fecak 10y ago
A pure hourly rate would seem easy to figure, but I dislike that there is no financial incentive for the negotiator to actually get results. The ideal situation would be for the negotiator to also benefit financially from the result, as he&
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by fecak 10y ago
I wrote a post a few years ago about agents ( https://jobtipsforgeeks.com/2012/09/17/disrupt/ ) and actually had some people from HN approach me to see if I'd started that service. At the time I hadn&
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by fecak 10y ago
Thanks for sharing, and I hope employees keep us updated on this experiment (because transparency). My reference to negotiations was mostly for a negotiation upon hire. A job is advertised at a certain range, and the applicant expects the t
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by fecak 10y ago
>One nice thing about being transparent and consistent with salaries is that you can have an objective conversation with someone about the reasons that they're making less, versus having to rely on vague, irrelevant, or harmful expl
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by fecak 10y ago
There are more than a few cases where working for below market rate can be something other than "terrible" on the part of the employer. Non-profits are the obvious example where the business typically just can't afford to pay
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by fecak 10y ago
>if the argument is that employees “value” is shown by salary and Jane is unhappy based on her perception of contribution, isn’t that a fault with management for not recognizing that and fixing accordingly? I think we're assuming Ja
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by fecak 10y ago
I agree there are lots of positives. But with increased transparency, what we won't likely see is someone saying "Joe is a better employee than me and I unfairly make more than him. Please reduce my salary." The adjustment re
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by fecak 10y ago
I didn't say it was "wrong" - it could be a good thing for the labor market, as you say. I said it may cause some issues for the employer. Some of those issues will be related to things like confidence, willingness to speak o
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by fecak 10y ago
Companies that filter out candidates that prioritize money as a high criteria are potentially doing themselves a disservice by not hiring on ability. An excellent coder who wants to maximize their compensation shouldn't be penalized fo
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by fecak 10y ago
As someone in recruiting and hiring, I love the concept of salary transparency on many levels, and I hope more companies at least make attempts like this to provide insight. That said, salary ranges and transparency can create two obvious i
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by fecak 10y ago
>I don't think there is any debate that, in general, someone who tinkers, explores, and codes outside of work will be relatively better than someone who doesn't. I've found that the truth of this depends almost entirely on
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by fecak 10y ago
The ATS doesn't care where the words are usually, it's just trying to find certain words. If you're applying to smaller firms it's less likely to be an issue. As long as you incorporate any buzzwords (usually languages,

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