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TimWinter posted:I'm new here but I'll allow it. This is recommended practice if you are white and male.
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Jul 22, 2018 00:35
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I want to post my resume here but it's a fact that nerds will Google search phrases in it to find my LinkedIn which is basically identical. And I do not want that.
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Jul 22, 2018 00:37
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qhat posted:This is recommended practice if you are white and male. That was bait, dumbarse.
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Jul 22, 2018 00:40
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alright here it is, pls don't dox me: https://www.dropbox.com/s/74w28tllu9mric6/Anonymized.pdf?dl=0 i'm trying to get into a more security engineering role but i guess i'll do webshit for the right amound of figgies basically looking for anything that sounds weird. also maybe i should list categories of technologies (e.g. relational databases, version control, "serverless" "architecture")?
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Jul 22, 2018 05:46
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cheque_some posted:There has to be some kind of economic indicator of how many recruiter messages you get in a day. I think I got 5 in the last 24 hours. Through the grapevine chat with in-house recruiters suggests that it's more just business cycle stuff: recruiters (especially those employed by companies in a growth spurt) get quarterly and annual targets for inbound candidates. If it's near the end of the quarter and they're not meeting their target for some particular req, they'll be more liberal in how many "hey, I'm rando recruiter here's our company pitch" messages they send. Earlier in the quarter they'll try to mostly use referrals, especially for candidates that closely meet the job description, but as pickings get slim they send feelers out to any linkedin profile that looks maybe viable. Quarter-end behavior is further amplified around the end of the business year. General economic trends influence how many recruiters with a bunch of unfilled reqs exist and will increase/decrease how many contacts you get, but when the contacts happen is still pretty cyclical.
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Jul 22, 2018 06:51
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anatoliy pltkrvkay posted:Through the grapevine chat with in-house recruiters suggests that it's more just business cycle stuff: recruiters (especially those employed by companies in a growth spurt) get quarterly and annual targets for inbound candidates. If it's near the end of the quarter and they're not meeting their target for some particular req, they'll be more liberal in how many "hey, I'm rando recruiter here's our company pitch" messages they send. Earlier in the quarter they'll try to mostly use referrals, especially for candidates that closely meet the job description, but as pickings get slim they send feelers out to any linkedin profile that looks maybe viable. Quarter-end behavior is further amplified around the end of the business year. And now I understand the origin of literally every hit I've ever gotten on the screaming hellsite which is LinkedIn. 
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Jul 22, 2018 07:06
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qhat posted:I want to post my resume here but it's a fact that nerds will Google search phrases in it to find my LinkedIn which is basically identical. And I do not want that. seriously, never ever ever ever post anything even vaguely personal online or someone who didnt like a post you made one time absolutely will use the barest of details to track down your whole family and start harassing them at work. dude who put your resume up, id urge you to pull it down.
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Jul 22, 2018 08:42
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Schadenboner posted:And now I understand the origin of literally every hit I've ever gotten on the screaming hellsite which is LinkedIn. yo if you’re drawing validation from the number of cold recruiter contacts you get on LinkedIn you’ve already lost the plot. there are many ways to evaluate your worth as a technologist but that is absolutely not one of them. hiring is a total crapshoot on both ends and recruiters’ gambling strategies are cyclical. that’s all it is.
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Jul 22, 2018 13:02
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a recruiter from google reached out to me directly last friday and gently caress it let’s see where this goes. the last time i interviewed with them it went horribly but that was just due to crazy circumstance rather than anything else. the problem now, if you can call it that, is that i’m extremely happy with my current job and it’ll take a lot for them to convince me to switch. i normally ignore recruiters even from semi-prominent companies and i’m only talking to them because they’re google. i’m just trying to think up of a way to diplomatically tell them this without coming across as a smug rear end in a top hat but also making sure they get the point because i don’t want to waste my time if they’re not serious. i’m really busy with work and i know googles process is time consuming
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Jul 22, 2018 15:51
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google's hiring process is hosed and they're just going to waste your time. best case is you get to go work on a backend system for storing PII that's sold to advertisers.
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Jul 22, 2018 16:04
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Rex-Goliath posted:a recruiter from google reached out to me directly last friday and gently caress it let’s see where this goes. the last time i interviewed with them it went horribly but that was just due to crazy circumstance rather than anything else. iiwy i’d really sit down and figure out what “a lot” specifically means and whether you could potentially find it at google, and then go from there
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Jul 22, 2018 16:24
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Rex-Goliath posted:a recruiter from google reached out to me directly last friday and gently caress it let’s see where this goes. the last time i interviewed with them it went horribly but that was just due to crazy circumstance rather than anything else. I'm in the process of looking and responded to a recruiter from google that reached out on linkedin. I have about 10 years experience writing geospatial data processing systems so maybe it could be something cool. It was effectively a tech support position. Oof, my ego  On the bright side, I'm chatting with a major agtech company that sounds like they're doing some really cool stuff, so I hope that goes somewhere. edit: About finding something great at Google... I seriously doubt you will. I have some friends there and they describe a bleak, intensely bureaucratic scene. The best case is you'd be working on a team hyper-focused on one particular aspect of a (probably dull) product, using a bunch of in house tools to integrate half working code from other teams. ADINSX fucked around with this message at 19:29 on Jul 22, 2018 |
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Jul 22, 2018 17:27
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my vibe from google (have not worked there just from people I know) is that it’s absolutetly infested with the kind of smart people who are incessantly trying to assert how much more intelligent (or hardworking, productive, etc) they are than their colleagues (who do the same), and the bonus/promotion culture there seems to reinforce that kind of behavior. it just all seems incredibly toxic to me and especially not worth it when your company exists to sell people’s personal info apologies to any google peeps if you’ve found this to not be the case
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Jul 22, 2018 17:51
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GenJoe posted:it’s absolutetly infested with the kind of smart people who are incessantly trying to assert how much more intelligent (or hardworking, productive, etc) they are than their colleagues (who do the same) tbf isn't this like pretty much every IT company, computer touchers are bad etc
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Jul 22, 2018 20:09
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Symbolic Butt posted:tbf isn't this like pretty much every IT company, computer touchers are bad etc it's yospos
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Jul 23, 2018 02:40
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yeah i’m thinking i’m just gonna be really upfront about what it will take to get me to move and that i doubt they have what i’m looking for- but they’re welcome to give me their pitch if they think it won’t be a waste of time
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Jul 23, 2018 03:42
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One of my hobbies has become engaging with and then ghosting 3rd party recruiters and it's pretty much the only reason I still have a linkedin.
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Jul 23, 2018 16:41
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guys guys, the list of questions for interviewers in the OP is a little bare bones. people have posted good stuff in the past so if you all Speak thine Words of Judgement, maybe boiled water can add them to the first post where they can be easily found
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Jul 23, 2018 22:06
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A newish California law requires recruiters to give out salary ranges when they solicit you if you ask for them. What's the proper way to do this?
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Jul 23, 2018 22:41
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ShadowHawk posted:What's the proper way to do this? i believe the generally accepted approach is to respond with "figgies or gtfo"
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Jul 23, 2018 23:18
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i emailed the recruiter i worked with for my current job with my new company e-mail after the first week but he never got back to me and it made me a little sad =(
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Jul 24, 2018 00:23
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how the gently caress do i do a phone screen im supposed to screen someone this week
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Jul 24, 2018 01:13
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Bloody posted:how the gently caress do i do a phone screen im supposed to screen someone this week ask basic questions like "did you lie on your resume?" and "are you sure you didn't lie?" or even "look I won't even be mad, just don't make me waste my time interviewing you"
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Jul 24, 2018 01:17
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Bloody posted:how the gently caress do i do a phone screen im supposed to screen someone this week the only question you're answering is "is it worth flying this person out and burning X hours from Y engineers/managers for an onsite" the bar can be really low. you want some of the normal "is this resume a pack of lies" I've done all of the following on systems phone screens: 1) function to convert big-to-little endian 2) shared code pad, simple coding exercises like popcount/word count (note that word count is not counting spaces) 3) shared word doc, drew up a block diagram for a fitness tracker at the end of 30~60 minutes, you need enough signal to justify bringing them on-site or ending the process
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Jul 24, 2018 01:19
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Bloody posted:how the gently caress do i do a phone screen im supposed to screen someone this week
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Jul 24, 2018 01:19
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Bloody posted:how the gently caress do i do a phone screen im supposed to screen someone this week ask them what they are doing to bring about the fall of capitalism
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Jul 24, 2018 01:31
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carry on then posted:ask them what they are doing to bring about the fall of capitalism is “I listen to chapo trap house” an acceptable answer? also post in cspam
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Jul 24, 2018 02:50
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Bloody posted:how the gently caress do i do a phone screen im supposed to screen someone this week - verify that they have time for the call - what are you looking for in your job search - any questions about the position or the company verify their use of required technologies by asking questions of absolutely basic everyday knowledge, e.g. when does a finally block run, what's a foreign key constraint, what happens when a web server sends a page with a <script> tag (that last one might be too subtle, the idea is to check whether they know that the browser, not the server, executes the script) - tell them when they can expect to hear back Gazpacho fucked around with this message at 14:07 on Jul 24, 2018 |
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Jul 24, 2018 07:22
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ShadowHawk posted:A newish California law requires recruiters to give out salary ranges when they solicit you if you ask for them. CurrentSalary +25% to CurrentSalary + 50%
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Jul 24, 2018 10:05
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Gazpacho posted:- what are you looking for in your job search gee idk doing something i don't hate too much in exchange for not starving to death
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Jul 24, 2018 15:37
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Sapozhnik posted:gee idk doing something i don't hate too much in exchange for not starving to death honesty is not appreciated in the job search process
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Jul 24, 2018 16:00
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I mean why ask this question if hr is not forcing you to
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Jul 24, 2018 16:04
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it gives you a sense of whether the candidate is clever enough to think up a suitable non-response for standard questions ahead of time. see also, "why are you leaving your current job?" but agreed, it's essentially a useless question.
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Jul 24, 2018 16:18
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i need help decoding some standard interview-speak: when interviewing candidates sometimes they'll ask "what's your day to day like?" and i know that "idk, come to work, do work, go home" is not an acceptable answer to this, but i'm not sure what they're actually asking.
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Jul 24, 2018 16:29
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raminasi posted:i need help decoding some standard interview-speak: when interviewing candidates sometimes they'll ask "what's your day to day like?" and i know that "idk, come to work, do work, go home" is not an acceptable answer to this, but i'm not sure what they're actually asking. they want to know how often your manager talks to you and how many meetings you have to go to
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Jul 24, 2018 16:34
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raminasi posted:i need help decoding some standard interview-speak: when interviewing candidates sometimes they'll ask "what's your day to day like?" and i know that "idk, come to work, do work, go home" is not an acceptable answer to this, but i'm not sure what they're actually asking. Do you do a daily standup meeting, at what time? How much time do you spend in meetings? How much time do you spend code reviewing vs programming vs pair programming? Do people take long lunch breaks, or everyone eats at their desk?
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Jul 24, 2018 16:36
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raminasi posted:i need help decoding some standard interview-speak: when interviewing candidates sometimes they'll ask "what's your day to day like?" and i know that "idk, come to work, do work, go home" is not an acceptable answer to this, but i'm not sure what they're actually asking. they want to know if you spend most your day writing code, or like half writing code and half sitting in meetings, or weeks doing nothing waiting on some fucker to do something
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Jul 24, 2018 16:38
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the talent deficit posted:they want to know how often your manager talks to you and how many meetings you have to go to also expected work hours
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Jul 24, 2018 16:39
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also how toxic is your environment. do you get yelled at a lot? is your boss demeaning?
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Jul 24, 2018 18:38
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Ploft-shell crab posted:also expected work hours this. for my current job i asked about day-to-day during the interview and was told something like "some people just do 9-5, and that's perfectly fine, but of course every project is different" which should have been a big ol' red flag.
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Jul 24, 2018 18:40
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