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Dude you're basically just harassing her now. If you don't want to engage with her posts just put her on ignore.
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Mar 8, 2018 03:17
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Pollyanna posted:which leads me to ask: has anyone here been in the position to hire people and rejected anyone? if so, what kinds of reasons have you decided against hiring them? what kinds of things can people at large work on and improve in order to better their odds? i've rejected people because i felt i wouldn't jive with them even if they were qualified 
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Mar 8, 2018 03:30
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cis autodrag posted:Dude you're basically just harassing her now. If you don't want to engage with her posts just put her on ignore. Lol.
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Mar 8, 2018 03:43
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As I said before, companies will never tell you anything because the only thing they stand to gain from it is a lawsuit
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Mar 8, 2018 04:23
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cis autodrag posted:Dude you're basically just harassing her now. If you don't want to engage with her posts just put her on ignore. ?
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Mar 8, 2018 05:34
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qhat posted:The solution is to interview somewhere at least every six months, even if you don't have any intention of accepting. Keeps your head in the game. I should do this. Also, I absolutely, 100% hypocritically, hold it against candidates who admit to doing this.
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Mar 8, 2018 05:51
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cis autodrag posted:Dude you're basically just harassing her now. If you don't want to engage with her posts just put her on ignore. :holy-poo poo:
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Mar 8, 2018 05:54
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Yospos 
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Mar 8, 2018 05:55
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TimWinter posted:I should do this. admitting to it would be pretty loving stupid so that's actually justified "oh yeah I thought I'd just come by and probably waste your time make me an offer lol"
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Mar 8, 2018 06:21
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you never know, you might be surprised and accept it. it's up to them to sell you.
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Mar 8, 2018 07:03
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Notice how he edited the list down to the two that could be construed as specific personal criticisms. Notice also how he has responded to her throughout the thread, above and beyond what anyone else is doing. Harassment doesn't have to be intentional you know. It can just be an inadvertent pattern of behavior that nevertheless targets an individual.
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Mar 8, 2018 07:12
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You could almost say he's "trolling" for responses. A "troll" so to speak.
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Mar 8, 2018 07:14
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qhat posted:You could almost say he's "trolling" for responses. A "troll" so to speak. Less funny when the person targeted has as much as admitted to anxiety and mental health challenges.
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Mar 8, 2018 07:21
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just cause he says it doesn’t mean he’s right
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Mar 8, 2018 13:47
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cross-post from BFC careers thread: I’m looking for a product manager role in tech. If I’m planning to stay with my current company until June 1 for vesting reasons, when is the earliest I should start applying to other positions? I assume that smaller companies are probably looking to staff up for a specific project, so they won’t be willing to wait more than a month. But can I start applying sooner to big companies that have dozens of projects going?
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Mar 8, 2018 16:55
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Large Hardon Collider posted:cross-post from BFC careers thread: you should start applying right now. big companies often take 3-6 months to get through the process. the worst that can happen is you have some discussions about timing. if folks really badly want you earlier than the week of june 1st, they may tempt you with a signing bonus to offset the lost stock.
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Mar 8, 2018 17:04
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I've not been the decision-maker for hiring, but I have had to say, "did not pass the second half of the whiteboard tapdance due to choking, but if they have the experience they claim to and the intelligence they displayed in the first half of the interview, they absolutely would be an asset to the team." the other interviewers: "choked during whiteboard, do not hire" Of course, other people picked the interview format (three people observe 1 candidate at the whiteboard???) and saying "negative, but I think this is a false negative" is awkward at best Bonus points if you can guess 1. the hiring decision; 2. whether the other interviewers spoke at all during the interview
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Mar 8, 2018 17:29
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once interviewed a guy that seemed pretty knowledgeable and got all of our questions right, but he didn't have a lot of experience in the specific job functions. my director said since we only had one opening we should hold out for someone "expert level". I don't think they ever found anyone, because expert level people weren't willing to work there
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Mar 9, 2018 03:46
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cheque_some posted:once interviewed a guy that seemed pretty knowledgeable and got all of our questions right, but he didn't have a lot of experience in the specific job functions. my director said since we only had one opening we should hold out for someone "expert level". why werent they willing to work there? why did the company decide to waste time looking for a perfect fit instead of developing a greener engineer?
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Mar 9, 2018 15:05
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Pollyanna posted:why werent they willing to work there? why did the company decide to waste time looking for a perfect fit instead of developing a greener engineer? this is left as an exercise for the reader. i expect your answers in the thread by monday or you will be given a 0 on the assignment
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Mar 9, 2018 15:17
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playing devil's advocate according to my experience: training people is annoying and some people (even if they show great potential) are just not open to learning anything
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Mar 9, 2018 15:51
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Symbolic Butt posted:playing devil's advocate according to my experience: training people is annoying and some people (even if they show great potential) are just not open to learning anything having open positions forever is clearly the correct solution to this issue
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Mar 9, 2018 15:52
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Boiled Water posted:having open positions forever is clearly the correct solution to this issue I know it's not, I'm just trying to give a different perspective here of the risks
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Mar 9, 2018 15:59
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Symbolic Butt posted:I know it's not, I'm just trying to give a different perspective here of the risks the risk I’m seeing in my office (which as every office refuses to hire juniors or pay enough for senior devs) is people leave in droves because of overwork
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Mar 9, 2018 16:01
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goondolences don't want to sound too pedantic, but I'm not saying to never hire juniors, just that maybe it's not a good idea to rely on hiring inexperienced people expecting they'll grow into the job they'll probably leave in 1/2 years and get a better job anyway
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Mar 9, 2018 16:10
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I'm not sure why I'm arguing this, I'm just deeply bored I guess
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Mar 9, 2018 16:10
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lol yeah the answer to 'juniors will just leave anyways' is pretty drat obvious
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Mar 9, 2018 17:19
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we need more experienced devs! *offers below market*
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Mar 9, 2018 17:21
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A good reason to hire junior devs is that they likely have experience with very new technologies and can bring those ideas to the company. Obviously you have to be weary of them but seniors can be pigeonholed into one tech stack and unwilling to learn new poo poo, whereas a junior will be more malleable. Just don't hire loving idiots, but that goes for all devs.
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Mar 9, 2018 17:28
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nah junior devs usually don't know anything which is good if you're looking to train them properly, but bad if you don't have the resources to train them
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Mar 9, 2018 17:29
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We're hiring co-ops at the moment and trying to find ones that can even program at all is very difficult. I have to keep reminding myself that even though we need more hands doing the easy stuff, the cost of wasting my time on someone who cannot grasp the very basics of programming will far outweigh any benefit of an additional person.
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Mar 9, 2018 17:34
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I've been applying to data scientist positions at a big company here locally for 6 months without any responses. They just keep re-posting the advertisements, and adding more even. People have recommended it as a place to work for years. Now those same people are recommending against it. I just got hired at a company because of my credentials and domain expertise, but I know jack poo poo about the business itself. I'm getting the sense that they know what they are doing. Sure hope so -- first job out of academia.
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Mar 9, 2018 17:36
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what is it that junior devs dont know? specifics about the tech theyre working with? soft skills?
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Mar 9, 2018 17:46
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Pollyanna posted:what is it that junior devs dont know? specifics about the tech theyre working with? soft skills? everything
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Mar 9, 2018 17:47
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It's the difference between knowledge and wisdom. I can know how to solve this problem as a junior dev, but being wise enough to see how my decisions will play out or what makes them good decisions or bad- that's all stuff you just need to fail repeatedly at for decades to figure out.
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Mar 9, 2018 18:57
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i'm guessing the emails linkedin keeps sending me about the 130,000 fantastic new jobs in my area are somehow related to companies that keep reupping the same job postings also its me, the junior dev that can't get junior dev interviews
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Mar 9, 2018 19:18
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Shaman Linavi posted:i'm guessing the emails linkedin keeps sending me about the 130,000 fantastic new jobs in my area are somehow related to companies that keep reupping the same job postings what they want is to get all that useless junior dev time out of the way at intern wage rates. hence the requirement for 2 years experience for junior devs
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Mar 9, 2018 19:26
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hobbesmaster posted:what they want is to get all that useless junior dev time out of the way at intern wage rates. hence the requirement for 2 years experience for junior devs I would have been ok taking an internship to break in as a junior dev, but it seems like those are only for college kids
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Mar 9, 2018 19:38
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Pollyanna posted:what is it that junior devs dont know? specifics about the tech theyre working with? soft skills? They cannot program. I don't mind if they are bad as long as it's fixable, but I shouldn't have to explain what inheritance is to a new graduate.
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Mar 9, 2018 19:39
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Analytic Engine posted:I would have been ok taking an internship to break in as a junior dev, but it seems like those are only for college kids hella same also seen a lot of places where the only junior positions specify "must have graduated college in the last year" or something
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Mar 9, 2018 19:39
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