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Munkeymon posted:I had some luck responding to "What is your current salary?" with "I'd rather not say but is there a salary band for this position?". I've found that a great response to this is "my employer has asked that I keep my salary confidential, as I'm sure you request the same of your employees." It's 100% true, and there's not much they can say in response. They're sure as gently caress not going to say "oh, we don't care if our employees talk about their salaries."
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Feb 15, 2019 01:04
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runupon cracker posted:"my employer has asked that I keep my salary confidential, as I'm sure you request the same of your employees." It's 100% true 
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Feb 15, 2019 01:08
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Star War Sex Parrot posted:That’s illegal too. I'm sure it is, but I still haven't had a single prospective employer argue with it.
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Feb 15, 2019 01:23
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What's the deal with third party recruiters being so goddamn cagey about who it is they are recruiting for? If you don't tell me up front who it is then I'm not interested. Are they afraid that I'm going to cut them out of the loop? Or do they just know that they are recruiting for garbo companies and want to get a hook in first? I'm casually on the hunt, and I'm only dealing with companies I initiate with or internal first-party recruiters. I've got a couple of things lined up already. It doesn't feel like I am, but am I shooting myself in the foot by ignoring pretty much all third party recruiters? Guinness fucked around with this message at 01:41 on Feb 15, 2019 |
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Feb 15, 2019 01:39
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Just ask who they’re recruiting for. I’ve never had them refuse to tell me. The thirstier ones will beg you not to apply directly but that’s it. Good third-party recruiters are great, but most are garbage. If you can get a referral from a friend to a decent recruiter, absolutely use them. It owns having somebody else negotiate for you.
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Feb 15, 2019 03:30
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Most of them find openings the same way you would, by going to a company's website or searching job boards. The only service they really provide is submitting your resume for you. If they tell you who their client is before they've established a relationship, you could go find the job posting on your own and apply without them. I generally haven't had third-party recruiters provide much value to a job search. The exception is that some companies in my area are known to use 3rd party contracts as a trial for FT employment and some staffing firms have good relationships with them, so they can be a foot in the door that way.
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Feb 15, 2019 03:36
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Them contacting you is a signal, but you don't need to respond
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Feb 15, 2019 03:40
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Achmed Jones posted:The thirstier ones will beg you not to apply directly but that’s it. This is it right here; (some) recruiters won't get their commission if it's a direct hire.
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Feb 15, 2019 11:57
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A recruiter asked me to pay him if I got hired for some crummy job in the middle of nowhere for a really boring Hadoop job (who does Hadoop for new projects in 2018?). He had like a 10 minute spiel up to that point unrelated to whether or not I’m even suitable or interested in the job telling me about how he got the position dumped on him by his manager and that he wouldn’t be making any commission. I know recruiting can be a completely awful industry too itself but given there’s almost no qualifications necessary before basically hunting down and placing people and collecting fat checks (I know of several recruiters that make more than us supposedly lucky engineers) by luck of the draw basically it doesn’t really attract the best professionals nor even the best clients for recruiting agencies. It really seems like they’re just bounty hunters as external recruiters and internal ones are like lawyers on retainer with a steady paycheck and more invested with a company’s day-to-day stuff as well as longer term goals.
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Feb 15, 2019 17:23
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Seems like it's filled with people who are too unprofessional to succeed in sales
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Feb 15, 2019 17:29
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rt4 posted:Seems like it's filled with people who are too unprofessional to succeed in sales 
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Feb 15, 2019 19:07
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The extremely rare good third-party recruiters are the ones who have actual ins with hiring managers and so can tell you why the role is open, what the manager is looking for, and how to best tailor your application/interview to meet their needs. And then they have enough insider knowledge to help with compensation negotiation. They’re incredibly hard to find but they do exist. The middling to bad ones only add value by doing boring logistics for you: Knowing of openings and submitting resumes. It’s not nothing but you’re probably not missing out on much by ignoring them.
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Feb 15, 2019 19:13
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raminasi posted:The extremely rare good third-party recruiters are the ones who have actual ins with hiring managers and so can tell you why the role is open, what the manager is looking for, and how to best tailor your application/interview to meet their needs. And then they have enough insider knowledge to help with compensation negotiation. They’re incredibly hard to find but they do exist. been 100% my experience as well
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Feb 15, 2019 19:22
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Xposted from yospos (with punctuation and grammar cleaned up): I've having a career crisis in that I'm not sure what I want to do next. I spent 4.5 years in application development; web (backed and frontend), desktop, and ETL as well as the CI systems and infrastructure to support them; 2 years doing DevOps work; 1 year in security engineering management; and another 1/2 year so far in security engineering as an individual contributor. I'm in a weird position of being on a security engineering team at a security company so a lot of the problems the average sec eng team are solving have already been solved for us. we have a dedicated SecOps team that handles ID&R, operates our SIEM and VM solution, and works with IT to secure physical and on-prem assets. my team is tasked with securing our cloud infrastructure as well as AppSec for our products. Company organization and institutional inertia have made it tough for me to feel like I'm having the kind of impact I want and even though I'm stacking paper I kinda don't want to keep doing it. I moved to sec eng because I was bored of solving the same problems over and over again in DevOps land but DevOps pays way better than I could probably make as a regular software engineer or a security engineer. It's just not that interesting to me anymore even though I'm good at it. I also just got promoted to lead security engineer which probably has some cache if I wanted to move to doing sec eng at another company where my work would be more impactful but i'm not sure I want to stay in the position of either being glorified engineering support or an intentional blocker. So I'm not sure what's next. Thoughts? Ideas? Suggestions?
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Feb 19, 2019 00:26
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Seattle interview went awesome. Glad Nashville turned me down because this place is 100x a better fit. They already informally said they'll be making an offer, and this remote work quest can come to a successful close. Tell your manager you want more challenges?
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Feb 19, 2019 07:36
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If you are in it for the money, start a security consulting firm where you tell people obvious things and be an outsider setting up the blockers. Make three times as much money, see many different clients and have challenges up to your eyeballs. Of course, you could do what makes you happy but who ever could live of that?
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Feb 20, 2019 15:38
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fuuck yes landed Seattle remote gig for 20% pay increase 
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Feb 21, 2019 04:02
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Careful Drums posted:fuuck yes landed Seattle remote gig for 20% pay increase 
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Feb 21, 2019 04:12
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Nice, congrats!
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Feb 21, 2019 04:38
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Careful Drums posted:fuuck yes landed Seattle remote gig for 20% pay increase  Get it!
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Feb 21, 2019 06:13
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Careful Drums posted:fuuck yes landed Seattle remote gig for 20% pay increase Well done!
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Feb 21, 2019 07:46
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Careful Drums posted:fuuck yes landed Seattle remote gig for 20% pay increase grats
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Feb 21, 2019 13:28
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Careful Drums posted:fuuck yes landed Seattle remote gig for 20% pay increase Send Nashville your offer as ' Proof' of your salary. By mistake! Gratz!!
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Feb 21, 2019 14:11
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Careful Drums posted:fuuck yes landed Seattle remote gig for 20% pay increase Congratulations!
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Feb 21, 2019 15:08
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Careful Drums posted:fuuck yes landed Seattle remote gig for 20% pay increase Gratz dude
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Feb 21, 2019 16:54
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Careful Drums posted:fuuck yes landed Seattle remote gig for 20% pay increase Congratulations!
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Feb 21, 2019 18:52
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Grats on the raise Also, I'm an old and just got a 25% raise with my new job
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Feb 21, 2019 20:12
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Thanks goons :3 It's kind of been a stretch to be posting here since I've been in the industry only eight years but none of this seemed appropriate for the other thread. Now just gotta get through paperwork and the uncomfortable two weeks notice and all that.necrobobsledder posted:Grats on the raise Gratz! I haven't said anything directly but I appreciate the posts you make in this thread to keep things in perspective. The company I'm joining has things like "buyout" and "IPO" as specific possibilities, which is a new thing for me. I don't plan on getting any stock as part of my compensation (I have kids I can't take risks like that) so it's not really a big deal I guess. But it's interesting! I'm much more used to the 'privately owned, making the owners a bajillion dollars daily, riding this until owner or company dies'-type companies.
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Feb 23, 2019 03:06
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Spent a bit of time on a take home tonight. I want to get out of my current job, this is a good fit, and the position would be a 25%-30% raise, but man, I really hate these things. This was, I'll say, not the worst I've seen, but when your official estimate is 3-4 hours you are really cutting it close to my tolerance level. At least I got it out of the way today so I have a full weekend free of coding. Also, Go always looks ugly as sin and everyone involved in Go should be shot for making such a painful language.
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Feb 23, 2019 08:23
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Anyone here interview as a front-end engineering manager or have been interviewing candidates for that role? We have to interview for that role soon and I'm not sure which technical questions to ask. Obviously, we'd like someone who can read our TypeScript/React and gets the basic gist of Redux and data fetching in the hopes that this person can go into meetings and properly dumb-down explanations and technical design concepts to less technical people. Is is standard to treat this interview the same as any other JavaScript interview? I'm not a manager myself but rather just a dev on the team, so I can't ask him questions based on what managers do at my company.
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Feb 23, 2019 08:24
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Ghost of Reagan Past posted:Spent a bit of time on a take home tonight. I want to get out of my current job, this is a good fit, and the position would be a 25%-30% raise, but man, I really hate these things. This was, I'll say, not the worst I've seen, but when your official estimate is 3-4 hours you are really cutting it close to my tolerance level. At least I got it out of the way today so I have a full weekend free of coding. Go is beautiful also did this assignment involve packages? 
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Feb 23, 2019 08:35
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Mao Zedong Thot posted:Go is beautiful also did this assignment involve packages?
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Feb 23, 2019 08:36
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Okay, just checking. I work at a place with a golang (suggested) 3-4 hour take home assignment about packages.
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Feb 23, 2019 08:40
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Mao Zedong Thot posted:Go is beautiful 
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Feb 23, 2019 09:56
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Grump posted:Anyone here interview as a front-end engineering manager or have been interviewing candidates for that role? What’s an "any other JavaScript interview" like? Is it useful tailoring interviews so much to a particular language beyond a couple questions to see if they’ve actually used what they say they’ve used?
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Feb 23, 2019 15:53
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Grump posted:Anyone here interview as a front-end engineering manager or have been interviewing candidates for that role? One problem I've had with interviewing managers is level-setting. I don't interview a lot of them, so I don't know what's "good" vs "lovely". Like, imagine if you've only met one other developer and now you're interviewing someone and they're not quite as good as you or the other dev. Is that OK? Ideally, you'd be able to mock-interview a couple managers who you're familiar with so you could understand the type of answers that correspond to their behavior. What's this person going to be doing? Some possibilities: - Writing a non-trivial amount of code. If this, then you need to give them a serious code interview and expect them to perform well. - Making technical decisions (are we going to rewrite from Angular.js to React? Should we pay for an analytics service or use Google? etc) If this, you should ask them about how they make decisions ("my team makes the decisions. I moderate disagreements and take any flak from execs" is the answer, IMO) and to explain some of their past decisions. They should be able to articulate very clearly why they made some technical choice (again, hopefully it was their team making the choice, but they have to represent it). - Working with the Product team: How they know when a feature is ready to be worked on? What do they do if their engineers complain about technical debt but Product has some important features planned? - Managing engineers: "What do you think is the difference between a junior engineer and a senior engineer? Can you tell me about a time when one of your engineers was promoted?"
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Feb 23, 2019 20:43
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If you're interviewing someone with management experience, you must ask them about how they've mismanaged someone. They might never have made any serious mistakes, but if they say they never have, that's a red flag.
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Feb 23, 2019 20:51
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Mniot posted:One problem I've had with interviewing managers is level-setting. I don't interview a lot of them, so I don't know what's "good" vs "lovely". Like, imagine if you've only met one other developer and now you're interviewing someone and they're not quite as good as you or the other dev. Is that OK? Ideally, you'd be able to mock-interview a couple managers who you're familiar with so you could understand the type of answers that correspond to their behavior. yeah this person is going to managing a team of front-end engineers. I'm definitely feeling like I have no framework to judge the quality of an interview since I've only ever interviewed individual contributors to our product team, rather than managers. Honestly, I don't think this person would be writing any code at all, but understanding how the code functions is a must. I don't think I'll be out-of-line asking questions about the JavaScript language and the React eco-system, but I'll definitely keep some of those other questions you mentioned in mind.
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Feb 23, 2019 23:08
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pokeyman posted:What’s an "any other JavaScript interview" like? Is it useful tailoring interviews so much to a particular language beyond a couple questions to see if they’ve actually used what they say they’ve used? Oh whoops I completely misread the question. Ignore me!
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Feb 24, 2019 00:28
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Grump posted:yeah this person is going to managing a team of front-end engineers. I'm definitely feeling like I have no framework to judge the quality of an interview since I've only ever interviewed individual contributors to our product team, rather than managers. Oh, I didn't mean to give the impression that it'd be OK for them to be non-technical. Just that I wouldn't ask for whiteboard coding (which I would for an individual contributor role).
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Feb 24, 2019 02:07
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