fecak

122 ms·

871.
by fecak 14y ago
The hardest part of this is turning people down. Everyone feels they are high talent (almost everyone) or top 10%, but obviously they can't all be right. The amount of people they will have to reject could be enough to give people a negat
872.
by fecak 14y ago
Adding an extra layer to the sales process that will be handling the entire sales process should cost you no additional time at all - actually, the inverse is what they are proposing. The services I provide to my clients as a recruiter sav
873.
by fecak 14y ago
Agreed, just like you can be a celebrity and not have any skills whatsoever in the entertainment or reality TV world. I think their message isn't necessarily about celebrity status but about the quality of work. It says they've done code
874.
by fecak 14y ago
Easy now. That was a movie line from Office Space.
875.
by fecak 14y ago
Points well made, and in my position I'm able to argue both sides on this one. I should probably preface my comments with the fact that I have done contract work in the past, but for the last couple years I've focused almost entirely on pe
876.
by fecak 14y ago
Transparency is critical in all things related to recruiting (and tech talent management if it is to become a 'thing'). Most of the problems that arise are due to a lack of transparency and the recruiter's incentives. You wouldn't pay some
877.
by fecak 14y ago
Fair recruiter reward for a flat percentage? Fair to the talent, certainly, but assuming I'm getting a low flat percentage that is much better for the talent. If I'm at 10%, you ask me for $100, and I get you $300 because I'm a master neg
878.
by fecak 14y ago
I think the disconnect on this is how one will define celebrity/rock star type developers. I'm sure that ideally they feel they will be the agent to some of the bigger names in the business, who certainly don't need an agent for finding wo
879.
by fecak 14y ago
Most contracts for technologists are much less complex than contracts for artists/athletes. Actors/athletes might have incentives for performance, receipts, merch, etc that are very complex. Tech contracts are usually rates, duration, per
880.
by fecak 14y ago
I laid out something similar here on HN last summer and Atlay (of 10x) was one of the first to comment. ( https://news.ycombinator.com/item?id=4555165 ) As a longtime tech recruiter, what I find most valuable about the model is that it is
881.
by fecak 14y ago
Or Tesla
882.
Enterprisey Developers, Acronyms, and Discrimination(jobtipsforgeeks.com)
1 points by fecak 14y ago|0 comments
883.
by fecak 14y ago
You could probably stand to have a writer/editor look at this for some style issues. Nothing major, but if you're expecting lots of eyes on this you'd want to make sure your viewers think the company cares enough to edit their marketing ma
884.
A Guide to Lifelong Employability for Tech Pros(jobtipsforgeeks.com)
8 points by fecak 14y ago|0 comments
885.
by fecak 14y ago
Not sure I follow. You don't have a LinkedIn, so you have no LinkedIn profile to share. There is no reason to tell someone you have no interest in sharing something that doesn't exist, is there? Maybe I am misunderstanding. If you want
886.
by fecak 14y ago
Recruiter here. I've written on this topic before (notably here http://jobtipsforgeeks.com/2012/09/17/disrupt/ ), but a major part of the problem is the incentives built into the contingency recruiting model. It's a competitive rat race th
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The Stigma of Tech Certifications (and their real value)(jobtipsforgeeks.com)
1 points by fecak 14y ago|0 comments
888.
Ask HN: What part of job search is most difficult for software engineers?
1 points by fecak 14y ago|0 comments
889.
by fecak 14y ago
I'm happy to provide more insight, but not sure exactly what you are referring to in asking for a challenge to your thesis but then using my quote as your thesis? I may have missed something, clarify and I'm happy to respond. I find it int
890.
by fecak 14y ago
Recruiter here. I think managers do have a careful balance between helping candidates (providing full disclosure as to why they rejected) and potential exposure (being sued or coming across the wrong way), so they tend to err on the side o
891.
by fecak 14y ago
Recruiter here, came to say this. About 90% of hiring managers will tell recruiters 'good candidate but not a fit at this time' and nothing more, as any additional information could lead to all kinds of problems (cries of ageism is a curre
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I Dunno - Recovering From A Botched Technical Interview Answer, Postmortem(jobtipsforgeeks.com)
1 points by fecak 14y ago|0 comments
893.
by fecak 14y ago
Good points. I was under the impression that this was referring to a scenario where you send a résumé to a recruiter ad, and you either get a reply that the job was filled (a lie here) or no reply at all (impolite if you were qualified). No
894.
by fecak 14y ago
Agreed on the realtor analogy, and for contingency recruiters closing the deal is a must. Again though, if you use a recruiter and don't get enough stock/vacation/etc, don't take the job. Max salary - tell a candidate a salary range, and th
895.
by fecak 14y ago
Speaking in absolutes about recruiters is never useful (see what I did there?). Recruiter here with 15 years in the biz, and I've written lots on my jobtipsforgeeks.com blog about the perils of working with recruiters. I'm also working on
896.
by fecak 14y ago
I'd never suggest lying on a resume, but I don't consider omission lying if the omission is for a reason. Should I include the job I had when I was 16 in a deli once I have 20 years of experience in another industry? I think most people w
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Tips to Overcome Ageism in Hiring as a Software Professional(jobtipsforgeeks.com)
5 points by fecak 14y ago|3 comments
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by fecak 14y ago
What I think candidates tend to miss is some of the potential ulterior motives that employers have when asking esoteric questions or certain task requests. The list of what candidates label as 'inappropriate' for interviews has become long
899.
by fecak 14y ago
I've noticed that more and more topics are being labeled as inappropriate in interviews for developers. I have heard complaints about interviewers asking candidates to complete short programming tasks, producing past code samples, doing a
900.
What If We ___ Like We Hire Programmers - What Questions Are Appropriate?(jobtipsforgeeks.com)
6 points by fecak 14y ago|0 comments

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