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Nov 25, 2000
Failed Sega Accessory Ahoy!
i want to give you figgies and i aint a salary snitch, check your pms

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Nov 25, 2000
Failed Sega Accessory Ahoy!

School of How posted:

There is a fundamental difference between true excitement, and fake excitement. By definition, not every job on planet earth is a job worth being excited over. If you are actually excited about hiking, it should be really easy to explain your favorite trail. Just like if Google asked me to explain why I;m excited about working at Google, I'd have no problem going on and on about it because it's not fake. Some random no-name lovely startup thats not achieved anything, not so much.
friend, you sound insufferable and i dont think i would want to work with you

work sucks, get over yourself

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Nov 25, 2000
Failed Sega Accessory Ahoy!
im enjoying the pairing of posts complaining, in order:
* i cant get a job because my skillset is outdated and interviews only want to hire for exactly the skills they will do day-to-day
* i cant get a job because interviews want me to demonstrate the bare minimum of skills outside of what i will do day-to-day

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Nov 25, 2000
Failed Sega Accessory Ahoy!
Unless it's a contracting or temp company. Then they're incentivized to lower your salary so they can keep the rest of the money they're charging the end company.

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Nov 25, 2000
Failed Sega Accessory Ahoy!
i assumed you were illiterate when i tried to read your posts???

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Nov 25, 2000
Failed Sega Accessory Ahoy!
i would absolutely assume that someone who said incompetent poo poo in a professional setting is actually incompetent. i have been burned so much in my career by assuming that someone saying stupid poo poo has some deeper reason for it, or they're joking, or whatever.

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Nov 25, 2000
Failed Sega Accessory Ahoy!

Blinkz0rz posted:

you know that it's ok to be wrong, right?

absolutely. but why would i give the benefit of the doubt to the interviewer in an interview setting?

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Nov 25, 2000
Failed Sega Accessory Ahoy!

Blinkz0rz posted:

idk unless the interviewer is a jerk that doubles down on being wrong it could just be that they don't know

sounds like a hosed up interview if they're coming in and asking questions they don't know anything about.

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Nov 25, 2000
Failed Sega Accessory Ahoy!

nudgenudgetilt posted:

in this case, it was literally the cto emailing op about the role. that screams small shop and should usually be taken as a signal to slow your roll on wordy language that tries to sound formal. in the unlikely event the gig doesn't already involve working directly with the cto, it should be your goal to establish as friendly a relationship as possible with them. it should go without saying that there are massive perks to being "friends" with the c-suite.

your suggestion of "market rate; if you can provide a range i can tell you whether i'd switch for that to not waste your time" is a spot on response regardless of whether they're talking to an hr drone they'll never hear from again, or a future teammate/manager.

"i have faith $COMPANY can make a competitive offer based on my skillset and experience" however just comes off as stand-offish and almost sets an adversarial tone to the conversation.

lol

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Nov 25, 2000
Failed Sega Accessory Ahoy!

Shaggar posted:

this isnt some nefarious plot, they're just incredibly loving stupid. you're projecting your own competence into a realm of morons. you can tell an MBA that paying an employee 1x salary is less than paying a consultant 3x salary for the same work, but their moron brains cannot comprehend that. all they see is "salary = recurring cost = expensive, consulting = temporary cost = cheap". doesnt matter if they've been using the consultant for years, they still think its less expensive because they've reduced employee payroll costs.

they're just really, really, really loving dumb.

hey sometimes they're dumb for other reasons. my team lost multiple candidates because of dogshit offers. when we asked the hr rep why these offers sucked so bad, they complained about the audacity of those candidates wanting so much money. "I don't even make that much, what makes them think they deserve so much money?"

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Nov 25, 2000
Failed Sega Accessory Ahoy!

go play outside Skyler posted:

does anyone work for a giant megacorporation or for nvidia in particular?

there's this job offer here and i'm wondering if my cv would be a match. linkedin seems to think so (9/10 skills)

i'm pretty sure i'd be fit for the role, but i've been disappointed so many times before. not sure if it's just my experience not showing through, my cv being bad in some way, or if something's off with the way i apply to us companies

https://www.linkedin.com/jobs/view/4082083430

here is my anonymized CV: https://www.dropbox.com/scl/fi/x3bw6mb6gnjeqear97fva/CV-Anonymous.pdf?rlkey=9b48vxuao3rh0zit1yil8c85d&st=yehmaldl&dl=0
Job posting is for the NIC/DPU team, i.e., the Mellanox side of the house. So it's likely that this work will involve a lot more networking and a lot less GPU. You mention in your CV that you have some OpenCV experience (and I guess using GPUs through the CUDA backend), but I don't see anything that calls out that you have solid networking experience. You say it in your "Skills" table, but it doesn't feel like you call out a strong background in networking anywhere else in the resume. Low-bandwidth/low-energy stuff like BTLE, sure, but the DPU stuff is massively different (e.g., high-bandwidth RDMA, huge amounts of virtualization, etc.). If you really want to target skills for this resume, I would recommend focusing a few more bullet points on stuff that team might find interesting.

I also think your resume focuses heavily on your technical leadership background and less heavily on the things you actually did. This position appears to be for a Senior Engineer, not Principal. I think you run the risk of looking like you're applying to be a Principal or an architect while targeting a position for a Senior. That is: they're going to expect you to code, not just tell other people what to code. Basically, at first glance, it doesn't look like you've done hands-on programming since 2016. That probably isn't the case (I would guess your company was small and you did a lot of the work yourself), but you may want to focus some of the bullets on the things you did, not the things you led others to do.

I may be showing my own biases on that last one, but I've definitely hired overqualified people in the past. If you have plenty of architects but you need skilled developers to bring a thing to market, hiring in someone who primarily wants to argue about the architecture and never touch code really sucks. They may not be as worried about that, but you should note that Senior at Nvidia can range from relatively junior (e.g., a year out of a masters degree) to high mid-tier (e.g., leading small teams, component owner). But your CV as written seems to be pushing the high end of that or above.

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Nov 25, 2000
Failed Sega Accessory Ahoy!

go play outside Skyler posted:

thanks for the detailed look.

are you saying i can start applying at these companies for leadership / management roles? that's obviously my long-term plan, but i've always heard you need to start small in faang.

i wouldn't say i have done any heavy networking stuff but i feel like this would be something i could learn in a few months if it became a big part of my job. i could definitely refocus my cv on networking stuff - for example API gateway design, high volume data upload, etc.

your comments are great, but it does raise another point: i filtered the gently caress out of this cv. i could put hundreds of bullets points - but obviously it's better to focus on the job i'm applying to - but here's the catch: if i start spending 2 hours on each resume i send out, then how am i supposed to inundate recruiter's inboxes? i'm either trying to do big numbers and can't fine-tune for each position, or i spend a bunch of time for a nice offer but inevitably feel disappointed when the 2 hours i've spent optimizing my resume end up in being ghosted

not to sound pretentious, but my feeling is that i have just done too many different things and that this is starting to work against my interests
Going in reverse order:
It's a lot harder to get principal and architect roles through cold-call. So for those kind of roles, you generally aren't blasting out hundreds of resumes. You have time to craft your resume specifically for the role that your acquaintance tells you you're applying for. You might still be applying to a lot of places, but it will probably be an order of magnitude fewer because you're going to be burning through your work-social network pretty quickly.

If you're focusing on senior roles because you don't have a foot in the door at the company (and because those are the preponderance of roles you will find on job sites and linkedin), you're still going to have to tailor your resume a bit to call out your recent work that matches what you're applying for. That doesn't mean spending 2 hours tailoring it for the precise technical needs of every job, but it does mean you'll have to have a chunk of your resume dedicated to the technical work you (personally) did rather than the technical work you led or guided others to do. You can have some bullets that show you can do leadership and architecture so that they know they're hiring someone with a range of skills, but you must demonstrate your ability to do work yourself when applying for individual contributor roles.

My recommendation would be have an overly-long CV that you base all your applications on, and then spend most of your time removing the extraneous stuff to get it down to size. If you're applying for a principal role, remove more of the "I wrote code to do.." bullets. If you're applying for a senior role, remove more of the "led a team in architecting.." bullets. Then you can minimize time spend crafting your resume for each position.


Technical leadership and management are often two separate tracks at companies like Nvidia. It gets a little squishy because principals and above may have junior technical people reporting to them, but the work is markedly different between the technical side's "guided the technical roadmap of some piece of our product" work and management side's "arranged budgets and wrangled cats and made tie-breaking decisions" work. It's not impossible to move between the two, but if you're applying to one or the other, you'll also want to target parts of your CV about that. If you want to get into people management track, you can do that earlier by applying for first- or second-line management of smaller teams.

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