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i want to give you figgies and i aint a salary snitch, check your pms
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# ¿ Feb 8, 2025 09:12 |
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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. work sucks, get over yourself
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im enjoying the pairing of posts complaining, in order: * i cant get a job because my skillset is outdated and interviews only want to hire for exactly the skills they will do day-to-day * i cant get a job because interviews want me to demonstrate the bare minimum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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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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i assumed you were illiterate when i tried to read your posts???
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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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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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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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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. lol
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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. 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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go play outside Skyler posted:does anyone work for a giant megacorporation or for nvidia in particular? 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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# ¿ Feb 8, 2025 09:12 |
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go play outside Skyler posted:thanks for the detailed look. 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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