fecak

30 ms·

241.
by fecak 10y ago
This anecdote is exactly the type of cautionary tale that recruiters use to scare candidates and dissuade counteroffer acceptance. You're a natural!
242.
by fecak 10y ago
Good to hear. Most recruiters stick to the "counteroffers are bad" script pretty closely in all the articles they post. It's just dishonest and makes us all look bad.
243.
by fecak 10y ago
I believe it. Especially when it's a young recruiter, not used to people changing their minds, and really needing the money. Once you've been recruiting for a while you realize that you don't celebrate a placement until they
244.
by fecak 10y ago
This is actually part of the recruiter's script when trying to overcome a candidate accepting a counteroffer. I think the line I was taught was "you only got a raise because you held a gun to their head". This isn't a li
245.
by fecak 10y ago
I think it's important to differentiate what type of counter it is and whether or not it solves the problem reasonably. A counter can be a pay raise, new role/promotion, or even something like letting someone telecommute. Those ar
246.
by fecak 10y ago
I've been through two periods of it being bad (2000 and the later recession) but I managed to do well enough. Lots of recruiters leave the market during the down cycles, and when it's up we get tons of newbies. You only need a pho
247.
by fecak 10y ago
The poster is the author, and in this thread he posted the type of recruiter cited (and recruiter reported) surveys that I refer to in my comment. I wasn't suggesting the author is a recruiter. Only that the usual source of these types
248.
by fecak 10y ago
20-25% of salary isn't uncommon, and salaries of 120 K in technology is seniorish developer range where I work (Philly and NYC). My business model is different now, but when I did pure contingency work a 30K fee wasn't uncommon.
249.
by fecak 10y ago
Look at how poorly these articles describe the surveys. One mentions a Pittsburgh recruiting firm - they couldn't even give the firm's name? These surveys are mysterious - nothing even on sample size.
250.
by fecak 10y ago
Recruiter here, almost 20 years. Do a search for articles warning about counteroffers and you'll find almost all are written by agency recruiters. Why is that? It's because agency recruiters lose probably millions in fees every ye
251.
The Families That Launch Their Own Autism Studies(theatlantic.com)
3 points by fecak 10y ago|0 comments
252.
Why Developers Leave Big Name Software Companies(techbeacon.com)
3 points by fecak 10y ago|2 comments
253.
by fecak 10y ago
Part of this depends on where you are, if we're strictly talking about "old" in the engineer sense. 35 wouldn't be considered old in most parts of the country.
254.
by fecak 10y ago
Thanks. Feel free to contact me, info is in my HN profile, would love to see your site succeed. I find myself advocating for the older engineers on a regular basis, so a site like yours is a welcome change.
255.
by fecak 10y ago
I wrote the piece here, but commenting because I'm genuinely curious how you decide how a company qualifies as 'friendly' to old geeks. Is it just a matter of saying so in their job spec?
256.
“We Love Older Programmers”(jobtipsforgeeks.com)
30 points by fecak 10y ago|8 comments
257.
by fecak 10y ago
I think the "No" answer to this question will quickly weed out anyone who isn't incredibly driven by the task at hand, whereas a "Yes" answer is obviously not considered any type of guarantee that someone will act
258.
Negotiations in Contract-to-Hire Scenarios(jobtipsforgeeks.com)
1 points by fecak 10y ago|0 comments
259.
by fecak 10y ago
Not impossible, but you'd be looking for the same caliber of recruiter as you were looking for engineers. Perhaps even more rare.
260.
by fecak 10y ago
It's my last name, the name of one of my companies, and it's always available.
261.
by fecak 10y ago
The game wasn't at all about learning new skills or improving existing skills. It was a means to demonstrate existing skills, to Starfighter first and then to employers. That's a fundamental difference.
262.
by fecak 10y ago
The outbound sourcing work is the worst part without doubt, but the game took care of that for you. That, and the fact that it was backed by people with good industry names, was the beauty of Starfighter. I told Patrick that you already had
263.
by fecak 10y ago
Their good standing in the community would have obviously helped them approach players/candidates (or at least led to a high response rate - even if the response was 'no thanks'), but it's unfair to accuse them of sellin
264.
by fecak 10y ago
I met with Patrick for a couple hours this spring to talk about Starfighter and recruiting and such (I've been in recruiting for almost 20 years), and I shared some of the challenges the industry has faced. Patrick shared some anecdote
265.
by fecak 10y ago
How about "Is there anything in your situation right now that would prevent you from accepting a solid competitive offer?" That's a little less salesy IMO.
266.
by fecak 10y ago
My comment was as a 3rd party recruiter, and the blog post was based on feedback from anonymous interviewees after anonymous interviews. I don't expect that candidates would give negative feedback to a company directly without having a
267.
by fecak 10y ago
There is a cultural element, and I've worked with candidates using longer form CVs to shorten them to the preferred US length. It's part formatting, part redundancy, and usually just sharing more information than is necessary. The
268.
by fecak 10y ago
I'd be curious what percentage accept/reject on the spot, but I'd never ask a candidate to provide an answer either way if you present an offer right away. It's too important a decision for them not to at least take the
269.
by fecak 10y ago
>Or perhaps by actually reading resumes instead of keyword-filtering them This one is a two-way street. I launched a resume writing side-business a couple years ago (resumeraiders.com) because I saw how poor many developer resumes were a
270.
by fecak 10y ago
That's a solid idea, so long as the VP trusts the devs' judgement and ability to make a decision on something this important quickly. The one issue I see with this is that you'd need the "I'm all for hiring" to

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