Its Friday, you all know what that means! ... Its results day for practiseSafeHex's most incompetent co-worker!!!

*audience: wwwwwwooooooooo!!!!*

We've had a bewildering array of candidates, lets remind ourselves:

- a psychopath that genuinely scared me a little
- a CEO I would take pleasure seeing in pain
- a pothead who mistook me for his drug dealer
- an unbelievable idiot
- an arrogant idiot obsessed with strings

Tough competition, but there can be only one ... *drum roll* ... the winner is ... none of them!

*audience: GASP!*
*audience member: what?*
*audience member: no way!*
*audience member: your fucking kidding me!*

Sir calm down! this is a day time show, no need for that ... let me explain, there is a winner ... but we've kept him till last and for a good reason

*audience: ooooohhhhh*

You see our final contestant and ultimate winner of this series is our good old friend "C", taking the letters of each of our previous contestants, that spells TRAGIC which is the only word to explain C.

*audience: laughs*

Oh I assure you its no laughing matter. C was with us for 6 whole months ... 6 excruciatingly painful months.

Backstory:

We needed someone with frontend, backend and experience with IoT devices, or raspberry PI's. We didn't think we'd get it all, but in walked an interviewee with web development experience, a tiny bit of Angular and his masters project was building a robot device that would change LED's depending on your facial expressions. PERFECT!!!

... oh to have a time machine

Working with C:

- He never actually did the tutorials I first set him on for Node.js and Angular 2+ because they were "too boring". I didn't find this out until some time later.

- The first project I had him work on was a small dashboard and backend, but he decided to use Angular 1 and a different database than what we were using because "for me, these are easier".

- He called that project done without testing / deploying it in the cloud, despite that being part of the ticket, because he didn't know how. Rather than tell or ask anyone ... he just didn't do it and moved on.

- As part of his first tech review I had to explain to him why he should be using if / else, rather than just if's.

- Despite his past experience building server applications and dashboards (4 years!), he never heard of a websocket, and it took a considerable amount of time to explain.

- When he used a node module to open a server socket, he sat staring at me like a deer caught in headlights completely unaware of how to use / test it was working. I again had to explain it and ultimately test it for him with a command line client.

- He didn't understand the need to leave logging inside an application to report errors. Because he used to ... I shit you not ... drive to his customers, plug into their server and debug their application using a debugger.

... props for using a debugger, but fuck me.

- Once, after an entire 2 days of tapping me on the shoulder every 15 mins for questions / issues, I had to stop and ask:

Me: "Have you googled it?"
C: "... eh, no"
Me: "can I ask why?"
C: "well, for me, I only google for something I don't know"
Me: "... well do you know what this error message means?"
C: "ah good point, i'll try this time"

... maybe he was A's stoner buddy?

- He burned through our free cloud usage allowance for a month, after 1 day, meaning he couldn't test anything else under his account. He left an application running, broadcasting a lot of data. Turns out the on / off button on the dashboard only worked for "on". He had been killing his terminal locally and didn't know how to "ctrl + c a cloud app" ... so left it running. His intention was to restart the app every time you are done using it ... but forgot.

- His issue with the previous one ... not any of his countless mistakes, not the lack of even trying to make the button work, no, no, not for C. C's issue is the cloud is "shit" for giving us such little allowances. (for the record in a month I had never used more than 5%).

- I had to explain environment variables and why they are necessary for passwords and tokens etc. He didn't know it wasn't ok to commit these into GitHub.

- At his project meetups with partners I had to repeatedly ask him to stop googling gifs and pay attention to the talks.

- He complained that we don't have 3 hour lunch breaks like his last place.

- He once copied and pasted the same function 450 times into a file as a load test ... are loops too mainstream nowadays?

You see C is our winner, because after 6 painful months (companies internal process / requirements) he actually achieved nothing. I really mean that, nothing. Every thing was so broken, so insecure / wide open, built without any kind of common sense or standards I had to delete it all and start again ... it took me 2 weeks.

I hope you've all enjoyed this series and will join me in praying for the return of my sanity ... I do miss it a lot.

Yours truly,
practiseSafeHex

Agency: " Sir, we found 3 candidates as per your requirements, now how do you want their placements sir?"

M.D: "Put about 100 bricks in a closed room. Then send the candidates into the room & close the door, leave them alone & come back after a few hours and analyse the situation:-

1) If they are counting the bricks, Put them in Accounts deptt.

2) If they are re-counting the bricks, Put them in Auditing.

3) If they have messed up the whole room with the bricks, Put them in Engineering.

4) If they are arranging the bricks in some strange order, Put them in Planning.

5) If they are throwing the bricks at each other, Put them in Operations.

6) If they are sleeping, Put them in Security.

7) If they have broken the bricks into pieces, Put them in Information Technology.

8) If they are sitting idle, Put them in Human Resources.

9) If they say they have tried different combinations yet not a single brick has been moved, Put them in Sales.

10) If they have already left for the day, Put them in Marketing.

11) If they are staring out of the window, Put them in Strategic Planning.

And.......

12) If they are talking to each other and not a single brick has been touched, Congratulate them and put them in Top Management.

😂🤣😃😁😅😜

Heard a CEO say at a conference that they hire the most competent candidate. Unless there is a woman in the candidates. Then they hire the woman.
That seems pretty sexist to me.

Fucking hell. Today we reviewed candidates for a web dev position. I already fucking know that here we ain't gonna get a top motherfucker, i already know that the person selected will have to be rigorously trained AND THAT IS FUCKING FINE WITH ME.

The thing is, fucking head of the departmen was hellbent on just grabbing people with the highest education possible setting aside lack of experience. I would not have minded if it weren't because we have a secretary that applied...that got her degree in our very own institution and that has worked with our CMS admin creating web stuff. She is smart and has the drive man, and i don't even like her, but i could see her being in the position, being trained and doing good.

Hod said no, because of her lack of education and experience.....BRUH she got her associate's at OUR SCHOOL wtf do we have students go through it if we ain't gonna hire them if they intend on applying to work with us like wtf might as well advertise that: the degree provided by this institution is not good enough to work with us :D that would be 3000 for those two classes thank u.

Holy fuck i was beyond upset man, if i am to train these fuckers might as well be someone that i know will give it her all and studied with us. Dude quoted favoritism and i said that i was just going by the data that i have on her holy fuck.

I saw an ad today for "Wix Code". Yes, you can officially code your Wix page with their javascript framework.

Cue recruiters looking for candidates with "10 years of wix development"

To become an engineer (CS/IT) in India, you have to study:
1. 3 papers in Physics (2 mechanics, 1 optics)
2. 1 paper in Chemistry
3. 2 papers in English (1 grammar, 1 professional communication). Sometimes 3 papers will be there.
4. 6 papers in Mathematics (sequences, series, linear algebra, complex numbers and related stuff, vectors and 3D geometry, differential calculus, integral calculus, maxima/minima, differential equations, descrete mathematics)
5. 1 paper in Economics
6. 1 paper in Business Management
7. 1 paper in Engineering Drawing (drawing random nuts and bolts, locus of point etc)
8. 1 paper in Electronics
9. 1 paper in Mechanical Workshop (sheet metal, wooden work, moulding, metal casting, fitting, lathe machine, milling machine, various drills)
And when you jump in real life scenario, you encounter source/revision/version control, profilers, build server, automated build toolchains, scripts, refactoring, debugging, optimizations etc. As a matter of fact none of these are touched in the course.
Sure, they teach you a large set of algorithms, but they don't tell you when to prefer insertion sort over quick sort, quick sort over merge sort etc. They teach you Las Vegas and Monte Carlo algorithms, but they don't tell you that the randomizer in question should pass Die Hard test (and then you wonder why algorithm is not working as expected). They teach compiler theory, but you cannot write a simple parser after passing the course. They taught you multicore architecture and multicore programming, but you don't know how to detect and fix a race condition. You passed entire engineering course with flying colors, and yet you don't know ABC of debugging (I wish you encounter some notorious heisenbug really soon). They taught 2-3 programming languages, and yet you cannot explain simple variable declaration.
And then, they say that you should have knowledge of multiple fields. Oh well! you don't have any damn idea about your major, and now you are talking about knowledge in multiple fields?
What is the point of such education?
PS: I am tired of interviewing shitty candidates with flying colours in their marksheets. Go kids, learn some real stuff first, and then talk some random bullshit.

Interviewer: Hello I’m calling for your phone interview now

Dev: You’re about an hour early calling but I can accommodate

Interviewer: Well it’s more convenient for me to do it now

Dev: …Alrighty then.

Interviewer: So I am from HR 😇*pause for effect*

Dev: …

Interviewer: Um, typically candidates start the interview by thanking me for consideration for this role.

Dev: Your job description was very vague so I don’t really know what I would be thanking you for.

Interviewer: 😡. It’s me that’ll be determining whether or not to pass you on to The Management.

Dev: …The Management?

Interviewer: Yes 🤗.

Dev: I’m no longer interested *click*.

My favorite kind of interview question/challenge is anything that is highly practical for the job. At the current company I work, the coding test/interview challenge was to design and implement an API very similar to the core functionality of the actual product. It’s fair, tests for skills relevant to the job, and is much better than irrelevant silly brain teasers and cs questions, I feel.

In terms of specific questions, one of my favorites is one that one of my colleagues suggested I ask to potential candidates: describe what you think your biggest failed project/task was in your engineering career, and what happened/what you learned. I think it’s a good reflective question that can tell a lot about someone.

After interviewing tens of candidates, finally found that one guy who doesn't start the conversation by mentioning jQuery 😂

Too many people started off with jQuery and didn't even bother to learn more about Javascript itself.

(c) Creative Tim. Worth to read pips!

How to land a programming job

1. ABC (Always Be Coding) - The more you code, the better you'll get.

2. Master at least one multi-paradigm language - Some good candidates are C#, C++, Java, PHP, Python, and Ruby.

3. Re-invent the wheel - You should implement the most common data structures in your language choice.

4. Solve word problems - Pick those that test your ability to implement recursive, pattern-matching, greedy, dynamic programming, and graph problems

5. Make coding easy - At least, make it look easy.

6. Be passionate - If you don't care, then nobody else will.

7. Don't make assumptions - Ask questions if you're not sure.

I'm hiring and I'm fucking done with recruiters buttering up skills etc and sending me BS candidates.

Interview earlier today...
CV: MySql skill level 10 (out of 10)
Reality: Can't write a simple JOIN!

Yesterday...
CV: PHP 6+ years exp, self proclaimed ninja/jedi/oracle.
Reality:
[Me]: Write me a function to map an array to x.
[Ninja]: What's an array?

I've come to the conclusion that the type of dev I want on my team is highly unlikely to be looking for work much less using some piece of shit shady agent to find work so I need to hunt him / her down personally and can use the phenomenally large recruiters fee as a hiring bonus / incentive.

Only problem now is finding quality full stack devs in the area (Johannesburg, South Africa).

I'm thinking of posting a 'challenge' job add to filter out good candidates - some kind of code challenge to be solved that gives them my contact info. Any one have any creative ideas I could try?

Paypal Rant #3

One day I'll go to Paypal HQ and...
... change all the toilet rolls to face the wrong way
... remap all the semicolons to be the Greek equivalent character
... change all the door signs so they say "pull" instead of "push" and vice versa
... modify all the stairs to have variable heights
... programmatically shuffle the elevator buttons and randomly assign the alarm key to any of the most visited floors
... pour cocoa onto all the keyboards and wipe them off cleanly
... attach clear duct tape over their mouse sensors and insert really weak batteries or mess with their cables

I'll wait a day or two until they experience a sudden shortage of developers, then bombard them with thousands of fake applications from seemingly amazing candidates, then write an AI bot to continue argumentation with HR.

I'll wait another week or so until the company dissolves and with them, all my issues in life.

No need to be overly vulgar this time because you all know the deal. I hate this fucking company. Please Paypal do us all a favor and go fuck yourself.

Got two interviews today. Wish me luck. I'm nervous, but I think the candidates are probably more nervous.

I hired a new developer after careful screening and interviewing many candidates.

First thing he's asking first day on the job
- I have already booked august month for holiday, is that a problem?
- I need to come 2 hours before anyone else in the morning and leave 2 hours before, everyday because I have things to do at home.
- I've seen that espn.com sport news are blocked by the firewall, why is that?
- I've installed bitTorrent on my PC but it's very slow downloading movies

I hope he's good.

The man who runs my IT department. The man who is in charge of all things and people that are technical: IT management software development, infrastructure, training, help desk, system administration​, etc. A man with a staff of fifty plus. If you were to peel back the flesh on this man's head and crack open his skull you would find dung beetles feasting on the feces that power his thoughts and motor functions. Underneath this foul membrane, if you could push past the maggots; the meal worms; his undying love for hourly binges of Johnny Walker Black on any day of the week with a name that contains a vowel; his fascination with shiny objects and his endless internal monologue wondering when they would hatch rainbow ponies that fly; his desire whenever he enters a paint store to open all the cans of paint and taste the different colors; if you could push past all of the vile crap that exists where Thomas Aquinas once theorized there was a soul, you would find a colony of paramecia at the end of their short lives laughing hysterically at how much smarter they were than the host they lived in.

This man was in charge of hiring the Manager of Software Development. The manager I report to. After seven months of ignoring this chore; after interviewing the sum total of four candidates; after making a point to tell myself and a colleague that there was no one qualified to fill this position within our company (an opinion that is both untrue and, when spoken, runs afoul of internal hiring policies) this man hired a soulless cretin with no experience in software development or with running a software development group. A man who regularly confuses web servers and SQL servers. A man who asked me how my previous manager reviewed my work, was told by me that said previous manager read my code, and then replied in his capacity as the manager of software development that "looking at code is a compete waste of time for a manager." A man so without any humanity or reason for being that he will sit silently, creepily, in conference rooms with the lights off waiting for meetings to begin. Meetings he has scheduled. That have no reason for being in the first place. Just like himself.

Shortly before the man in charge offered the Dev Manager job to the simulacrum of human flesh that is my manager, he met with me and others who had been involved in the interview process. When I informed him that hiring someone with no technical knowledge for a very technical position would be a mistake that he would suffer through for years, he replied in reference to his future hire that "his managerial experience makes up for his lack of technical knowledge."

Best. Prank. Ever. Worst prank ever too. Fuck.

True Story. Good rant bad pitched.

Just a small information before: In Germany, if you want to be a softdev and want to learn it, you can either go study IT or you can have a apprenticeship, which is 3 years with 75% of work in a company which will pay you (around 1K / month) and 25% in a school.

I work for this city-govermant company nearly 1 year now. Around 6 month into I told them I which to have a intern for 3 years (apprenticeship) at my site. Most likely because I really enjoy to teach.

My boss agreed to this very fast, told me it's a good idea, it would be a new way for our company to evolve. In Feb 2019, when we had interviews with candidates, we decided for one and I made a resource plan for most of 2019 in which I blocked 3 weeks for the start of his apprenticeship in July (2 weeks ago) because I knew he is a kid, 18 years, etc, never coded etc.

7 days into his apprenticeship my boss called me and my boss to her and told me there is a project which should be done by end of june and why it isnt finished.
It was the same project which I had ressources for 4 weeks in June but the department didn't come up with proper feature requests etc. so another department got the time from me. I told my boss exactly this: not my fault that it isn't done, showed her emails, reminders etc.
I also offered her to spend a weekend soon if everything is there now, but she told me: no. It has to be done ASAP. ASAP means, start now, don't stop until its done.

I told here, I have a intern on my site, I blocked the time.

She told me one sentence I will never forget:
"If your intern is blocking this project, he has to go. You decide. Now."

I was so surprised that I didn't even got any word out then "yes, I will start." I was shocked by this words and her decision to quit this young guy.

Just to give a a bit more background: we hired him in Feb 19 for Jul 19. If we would quit him right now, he would most likely not have any chance on the market for another apprenticeship and has to wait for Jul/Aug 20 and 1 year without job, money etc. He even moved to our city for this job...

So I moved back to my desk and today, 2pm, I finished all of the project, nearly 50h+ work done in 5 days, so he can stay.

What the actual fuck...

When you're interviewing a candidate, who works on Linux, for a senior position & he refers to the Terminal as "MD-DOS"!!

BOSCH replied to my job application for java backend engineer

"Thank you for your interest in Robert Bosch d.o.o.."

WOW

"We have reviewed your application..."

YES?

"...and have decided..."

YESS???

"...to move forward with..."

YESSS I CANT BELIEVE I GOT A JOB AT BOSCH

"...other candidates."

I work for a company known for its unbelievable perks and benefits. Every time a job opens up, we get thousands of applications.

Candidates are becoming increasingly aggressive to stand out. Hundreds of them (literally) have purchased Facebook ads or LinkedIn promoted posts to get their information in front of current employees.

Others have taken to outright stalking our employees. I freelance occasionally and have a separate website for my freelance business. I receive dozens of calls and emails to my freelance number and email account daily from people who want to “chat about the open position.”

My husband — who has a different last name — runs a small retail shop. He’s had people come into his store and tell him that they did internet sleuthing and found out he was married to an employee of my company, and would he please pass on their resume?

I expect to get these messages on my LinkedIn or company email, but am I wrong in thinking that stalking me out and trying to contact me via personal contact info (or my husband) is way out of line?

Is there a way to sharply tell them that this is not okay? Normally, I just don’t respond, but I have to turn my phone off or it rings all day and it’s really annoying. Would it look weird to put a message on my freelance website that says do not contact me about Company X jobs?

My company is aware of this problem, and has said to forward the names of aggressive or alarming candidates their way to remove them from consideration, but it’s so common, I’m thinking this is a product of being told that if they just showed GUMPTION, they’d get the job. I feel bad for them, but it’s also creeping me out.

After interviewing 3 candidates for software today, I have officially decided its time to seriously pursue creating a YouTube channel with a complete set of series to learn programming MY WAY... not the short cut way... this will go all the way to beginning and start the person up with a solid foundation to build on... I’m going to pour my knowledge into these series.
The education system has failed too many in the real world... to many people I have interviewed they think they know have a degree but are clueless.. this is unacceptable and a waste... AND way too often I see online “learn programming in 30 days or learn programming in a day”... fuck off it’s all lies .. all wrong.. wrong methods wrong philosophy and I’m done with it...
I’m set on doing it this time, I’ve put it off too long, and longer I put it off the more I see shitty interviews! Time to fix it

We've been trying to hire a greenhorn, fresh-faced intern from India for like a month now.
Plenty of applicants, most with very nice curriculums, a few even can think on their feet while grilled by my questions.
I've sent to talk to HR three almost college-graduating candidates, who convinced me they know the subject of data engineering enough to be working with me and that they are actually gonna do the tasks assigned.

The fucking tweep at HR, an old fart who I had to convince that HVAC maintenance is not the job of the IT department nor the data team, calls my approved candidates "too junior".
WTF, I ask. - "Not professional enough", says the human toad.
Yes, they are to be interns! - "But they do not show professionalism", answered the hag.
Yes they do! They were very professional on the interviews! - "That is for me to say!" barked the reptile.

A week pass by while I try to find more just as good candidates who are also "more professional" when the hag has the audacity to say "here, I found someone. He knows everything about computer things and is very professional".
I took like 20 seconds to find out that the kid she'd given my number to, and was now messaging me IN THE MIDDLE OF THE FUCKING NIGHT, was her niece's fiancee and wasn't even in uni! He was just a high school graduate!
Seriously, nepotism kids, delete your Instagrams, tiktoks and every single piece of social media.

I scaled the issue to my VP, who contacted the HR VP for India, who gave the worst possible excuse for her behaviour: "She knows nothing about computer things!" for what my own boss said "so why was she assigned to oversee the data team's new hires?!". The HR slug mumbled something and then doubled down with "well, the kids you sent her were all girls! she had never hired a girl to a technical position, she wouldn't know what to look for in an interview!"

What. The. Fuck.
My boss, my VP of a very strategic technical area, happens to be a woman who lives in a place where women's rights are for real. I had *never* heard she swear on a non-football-related context. She did. Loudly. On camera. As if the HR boss was a referee who just disallowed a goal for her team due to an very ambiguous forward pass.

Shit is still flowing, but it seems that the hiring process of the entire company is being restructured because of that.
I guess I've just sped up this process in about one hundred years?

Story time:

At a precious employer.
Hire shit-hot contractor.
No technical test at interview stage because he’s so shit-hot.
Is a uni lecturer.
PhD in mathematics.

Me: Shit, this guy must be good!

6 months later and a tragedy of errors and clearly misspent company funds later:

Manager: can you look at what x did and merge it into the product?

Me: Sure. *looks* *yells fuck very loudly*

*walks over to manager*

“Soooo... you know those 6 months and thousands and thousands you spent? It’s all for nought. There’s barely anything there, and none of it works.”

Manager: “Shit. What are we going to do? Can you fix it?”

Me: “To be honest, it would be quicker to just do it from scratch than try to work out what he’s done and failed to do.”

Manager: “Fuck. Ok. Go for it.”

I then had to build this entire new lot of systems, a workflow system, a user management and permissions system.

I got it done inside a month or so.

For context, we (the devs) knew something was afoot when the contractor couldn’t work out why his keyboard wasn’t working (it wasn’t plugged in), and he also *really* struggled to find his way around visual studio and git.

The moral of this tale? *always always* screen your candidates. Even if they seem amazing on paper.

Recruiters are fucking unbelievable sometimes.

With about one year experience I applied to company A and company B. Kinda competitors in what dev skillset they're looking for.

Company A reviewed my CV and decided I don't have enough experience without giving me a chance to present my actual knowledge.

Company B tells me screw your CV come along show us what you got. I rocked the interview with an offer the next day which I accepted, absolutely thrilled.

Fast forward 7 months I get an email from company A, same recruiter, inviting me to an interview as they're "impressed with my profile and feel like I've gone a long way" (definitely just because company B hired me and I passed my probation)

Ah the joy responding to them that as I value honour and honesty quite highly I don't think I would be a culture match for company B where it is a norm to reject candidates and come back pouch them after they pass probation at competitors.

Eek.. instant apologies email and of course explaining it's not poaching but "exploring opportunities".

Screw company A, honestly.

This is reposted from Twitter but apparently there's enough of a market for this service to exist and that's surprising to me.

I understand that employers want to screen new candidates but flagging every tweet that they so much as liked with a bad word in it? How is this service useful? Surely even religious figures aren't held to such a standard

During interviews about a month ago my friend and i saw an astonishing girl.we didn't knew her name but we had the interview list containg names of more than 1200 candidates which were selected. Fast forward today we started talking about that day and all of sudden we thought wouldn't it be fun if we used the interview list to find her on Facebook. Around 400 of the candidates were female. Instead of doing it manually i decided to write a python script.
Give script list of names
It will go to all the Facebook profiles which came up by performing a Facebook search though your fb account and take a screenshot of every profile
All of it is done through automations
At the end you just have to look at the screenshots manually
p.s. we failed to find her name. You've to trust me when i say we're not creep😂

“Arya” and I were classmates in college. We were in the same year and did the same major. We’ve known each other for 16 years and have worked together twice; one time she was my manager and the other time I was hers. We often attend the same work-related conferences and exchange thoughts on articles that appear in industry publications. Our relationship is a professional one, although I did attend her wedding because her husband was in the same fraternity as me, and she did introduce me to my future husband at a networking charity event. Besides her wedding, we have never talked outside of work or a networking event.

I was hiring for a position and one of the promising candidates was working for Arya and had put her down as a reference. Arya sung her praises and told me she was the best employee in the department. The position I was hiring for would be a promotion for the candidate, and Arya said there was no room for promotion in her department at the moment. Based on Arya’s glowing review and the same from another manager there (and her strong resume), I hired her.

It was a catastrophe. Her work was sloppy and disorganized. She struggled to do basic tasks, missed deadlines, and was sometimes cold to her coworkers and clients. She was asked to take point on a project because her resume listed a similar project, and it went so far off the rails we had to bring in outside help to get it back on track. I know a promotion and new company can be an adjustment, but she was incompetent beyond having to adjust to a new place. Her mistakes cost us so much money she had to be fired.

When I spoke to Arya the first time, she played dumb. The second time, she admitted to lying about how good the candidate was because she was tired of dealing with her mistakes and wanted her gone. She told the candidate she wouldn’t fire her if she quickly left on her own and promised a good reference in exchange. The other manager agreed to do the same thing when Arya asked him to. Arya also told the candidate to lie about how long she worked there to make it seem like she was there longer and to put the project on her resume even though she wasn’t point on it. Arya said it was business and nothing personal.

After she was fired, my boss told me the bad candidate is being investigated by federal authorities for regulatory violations from her time at Arya’s company. The investigation started just when we were interviewing her, and Arya knew about it and didn’t tell me. The other manager is also being investigated for the same violations, which is how Arya got him to lie about the candidate. If the candidate had not left her job there, she would have been fired when word of the investigation got out. We had another candidate who worked for Arya, and Arya told me he was a mediocre employee who does the bare minimum. He just won two different prestigious industry awards. Arya also admitted to lying about him because she didn’t want him to leave. He still works at the same company as her.

I’m angry. She knowingly lied to me. I put stock in her opinion because of our relationship. I feel stupid and duped. I’m afraid making such a bad hire and passing up a good candidate will make me look bad and affect my career. My boss and her boss are upset about this debacle, and everyone knows something is up because the regulators came in when they found out the candidate worked here. They haven’t found anything yet but everyone is still nervous. The other manager who lied about the bad candidate has already been arrested and, based on what the bad candidate is accused of, she will likely be arrested soon also. (Arya cooperated with authorities, isn’t being investigated, and isn’t accused of doing anything against regulations.)

I don’t plan on talking to Arya again beyond being arms-length and professionally cool if I run into her at a conference and others are present. I’m not even sure if I can go to her boss because I don’t have any proof beyond her telling me verbally. Whether I knew her or not, the lie was egregious. Do I tell her boss? Do I confront her or leave it alone? She didn’t show any guilt or apologize to me.

I'm disappointed with my boss.

I've always felt that the company I work for was different, I'm a web dev in a foreign country, finding a job as a fresh graduate wasn't easy at all.

before joining this company, all the employers I've met expected so many skills from foreigners like me, while they sat the bar so low for local fresh grad candidates.

Except my current boss, after the second interview he said that he believes in my potential and he wants to take this risk, the risk of hiring a foreign fresh graduate.

After I joined I worked my ass off and after 9 months I became a team lead.

And my boss said to me that the risk he took was completely worth it and I exceeded expectations.

Now I'm involved in assessing candidates applying for web development role at this company, we have 3 candidates 2 local and 1 foreigner.

Ironically the foreigner proved great potential and understanding of web technologies that exceeds a fresh entry role.

The other 2 local were alright, need training but they pass the criteria for an entry level role.

I reviewed this objectively and urged the same man that hired me to consider hiring the foriegner.

He said no, because of Visa costs and because of the lengthy legal process employers need to go through to hire a foreigner, and asked me to move forward with the 2 locals and not lose them to another company.

I felt that, if i were in the foriegner candidate's shoes I would've felt that there's something wrong with me for that no one wants to hire me for my skills and what I've worked hard to achieve was all not enough, it would make me feel like an outcast.

I know that I should do what I'm told, after all he's the employer, but still.. this feeling is bothering me, in a way I feel like I've cheated or I was just lucky and I didn't really earn this job.

I’m so sick of the programming industry. It’s no longer fun. After 26 years, I’m utterly unable to keep up with all the new BS I’m supposed to know. I’m currently unemployed and every job description I see has a kilometer-long list of dozens of languages and protocols and technologies I’m supposed to have 10 or more years with. Utter bollocks. I’m completely unemployable according to these expectations. Nobody will even consider me for hire. Do these candidates actually exist?

Sure, I could do what everyone suggests and “go back to school”. But with what money? And only to find out that the tech bros have invented 20 new things I should have been learning during my 2-4 years getting on the new stuff. Not to mention all the time I will have lost in not being employed for going to school. And then STILL not having the “10 or more years experience”.

My wife is tapping her foot wondering when we’re gonna be able to stop eating through our savings while I dither around and try to find ways to make money. I’m starting to feel like I’ll never be employed or employable again.

About 2 years ago, our management decided to "try outsourcing". I was in charge for coordinating dev tasks and ensuring code quality. So management came up with 3 potential candidates in India and I had to assess them based on Skype calls and little test tasks. Their CVs looked great and have been full of "I'm a fancy experienced senior developer." ....After first 2 calls I already dismissed two candidates because they had obviously zero experience and the CV must have been fake. ..After talking to the third candidate, I again got sceptical. The management, however, started to think that I'm just an ass trying to protect my own position against outside devs. They forced me to give him a chance by testing him with a small dev task. The task included the following statement

"Search on the filesystem recursively, for folders named 'container'. For example '/some_root_folder/path_segments/container' " The term 'container' was additionally highlighted in red!

We also gave him access to a git repo to do at least daily push. My intention was to look at his progressions, not only the result.
I tried the task on my own and it took me two days, just to have a baseline for comparison. I, however, told him to take as much time as he needs. (We wanted to be fair and also payed him.)

..... 3 weeks went by. 3 weeks full of excuses why he isn't able to use git. All my attempts to help him, just made clear that he has never seen or heard of git before. ...... He sent me his code once a week as zip per email -.- ..... I ignored those mails because I made already my decision not wanting to waste my time. I mean come on?! Is this a joke? But since management wanted me to give him a chance .... I kept waiting for his "final" code version.

In week 5, he finally told me that it's finished and all requirements have been met. So I tried to run his code without looking at it ..... and suprise ... It immediately crashed.

Then I started to look through the code .... and I was ..... mind-blown. But not in a good way. .....

The following is what I remember most:

Do you remember the requirement from above? .... His code implementing it looked something like this:

Go through all folders in root path and return folders where folderName == "/some_root_folder/path_segments/container".

(╯°□°）╯︵ ┻━┻

Alone this little peace of code was on sooooooo many levels wrong!!!!! Let me name a few.

- It's just sooooo wrong :(
- He literally compared the folderName with the string "/some_root_folder/path_segments/container"...... Wtf?!?
- He did not understand the requirement at all.
- He implemented something without thinking a microsecond about it.
- No recursive traversal
- It was Java. And he used == instead of equals().
- He compares a folderName with a whole path?!? Wtf.
- How the hell did he made this code return actual results on his computer?!?

Ok ...now it was time to confront management with my findings and give feedback to the developer. ..... They believed me but asked me to keep it civilized and give him constructive feedback. ...... So I skyped him and told him that this code doesn't meet the requirements. ......... He instantly defended himself . He told me that I he did 'exactly what was written in the requirements document" and that there is nothing wrong. .......He had no understanding at all that the code also needs to have an actual business purpose.

(╯°□°）╯︵ ┻━┻

After that he tried to sell us a few more weeks of development work to implement our "new changed requirements" ......

(╯°□°）╯︵ ┻━┻

Footnote: I know a lot of great Indian Devs. ..... But this is definitely not one of them. -.-

tl;dr
Management wants to outsource to India and gets scammed.

Interviewed 6 candidates yesterday.

all of them had 2+ years of experience in web but none of them know how to use selectors in jQuery other than '#' and '.'

LEARN YOUR STUFF PROPERLY 😠😠😠😠

You want to land a job as PHP developer? About to go to an interview?

There are two ways:

1. Be able to explain the difference between an interface and an abstract class and their purposes. (I shit you not.)

2. If you aren't able to, then simply state you don't know and are eager to learn.

(The second approach might not work if you claimed to know object oriented programming "very well" before though.)

Yet I am astounded in how many interviews people were either playing smart and just rambled on not wanting to lose face. During the remote calls of some special candidates I could even hear them typing on their keyboards in the background googling the answers to my questions.

And the irony is that I thereby had to veto their appliance. As they had lost my trust in being able to communicate honestly. And for wasting my time.

Our domain is complicated and ever-changing and not knowing certain parts of software development is *normal*.

Yet don't just try to fake it in order to land a job. It won't work, and when it does you may find yourself literally in the company of like-minded individuals.

So we're hiring for a new junior dev and for the most part it's been going great! We have some promising candidates and I am so glad to finally have a new dev on the team!

However, I would like to take a moment and offer a few suggestions to the people who wish to work for this great and illustrious company:

PLEASE PLEASE PLEASE APPLY FOR THE JOB USING THE METHOD INDICATED IN THE AD. Please use our fancy, top-of-the-line, whiz-bang, cloud-based "talent acquisition" system that we paid way too much money for. I promise you, it's easy! Please don't send in your application by email, mail, telephone, Facebook, Twitter, Instagram, Snapchat, telegram or carrier pigeon. But most importantly...

FOR THE LOVE OF ALL THAT IS BEAUTIFUL IN THIS WORLD DO NOT SHOW UP AT OUR OFFICE UNANNOUNCED RESUME-IN-HAND. Believe it or not I do have an actual job that I spend my day doing! If I'm not in a meeting or at lunch or working from home, the best possible scenario is that you'll get 30 seconds of awkward small talk and be pointed to our whiz-bang, top-of-the-line "talent acquisition" system which you should have used in the first place (you did read the ad, right?). And at this point whatever you do...

DO NOT DEMAND AN ON-THE-SPOT INTERVIEW WHEN YOU SHOW UP UNANNOUNCED TO OUR OFFICE! Like, really? Do you think that you've wowed me so with your 30 seconds of awkward small talk that clearly I cannot wait to see what you will do with an entire hour? Look, I prepare for my interviews. I research you, your previous employers, your school and the hobbies you list on your resume. I check out your GitHub and LinkedIn. I may even Google your name! If that is all in order, I try to hassle some people into sitting in with me, find a time that works for everyone, and hope that there is a meeting room available. I'm not going to interview you at reception at 4pm on a Friday afternoon.

Please submit your application through our whiz-bang, top-of-the-line online "talent acquisition" system. Once I figure out how to log in, I promise I will spend an evening and read through all your cover letters with the utmost care. If you seem OK, you'll get an interview. There aren't that many developers in this town.

As a senior developer, I introduced a bug in the hiring system at the company I worked at and it took HR nearly 2 years to fix it.

Bug: Every candidate I interview on Wednesday between 12:30 PM and 4:15 PM gets selected irrespective of performance.

Impact: 270 candidates got a job

1st Fix [1.5 years in]: Add multiple developers to conduct a single interview (still did not fix it completely after all I was a senior developer)

2nd Fix [2 years in]: Removed me from the hiring committee

3rd Fix [though was not needed but for HR's extra safety]: Started recording all interviews

It was a good time.

Seriously, why would some companies reduce the life span of the poor candidates with immensely stressful interviews for works that aren’t actually worth the hype?

Company : Posted a developer job paid ad with proper JD and all info.
Candidates : Sent CV and applied for job vacancy.
Company : Called them to arrange interview.
Candidates : Accepted the appointment.

*Interview Day*

2/7 showed up on time.
1/7 requested to postpone.
4/7 disappeared.

Me : 🤔 🤷 🤐

Day of the interview sr. Architect says: "We have near 100% unit test coverage in our code."

One month later when I tell him there are 0 unit tests written against 300 projects: "Yeah, I knew that was a problem."

What can you do when the people who want to hire you lie outright to your face?

Oh yeah, and not a god damned one was written using any sense of object oriented programming at all. Every single damned project is written like its on a motherfucking punchcard put together by a cs 101 student with a 2 hour fucking deadline.

I can understand if it needs some work, just tell me. Don't fucking lie to me just to get me in the door to fix a problem you know you have. JUST HAVE SOME FUCKING RESPECT FOR YOUR CANDIDATES AND DON'T FUCKING LIE TO THEM!

Off to drink some scotch and think about what it would be like to shove a finger deep enough into my nostril to hear a pop and smell popcorn before going off into that good night.

I said good day.

My first performance review as a graduate:
Boss: "we can't give you the rating you deserve because HR"
Me: "ok whatever, what can I do to get the rating I'm suppose to get?"
B: *lists job description of a senior developer* ... "Interview candidates, mentor juniors, start a project and make me profit"
Me: (if I can do that as a graduate, what am I doing here?)

My last performance review at the same company:
B: "we can't give you the rating you deserve because HR"
M: "ok what can I do to improve?"
B: *lists everything I did before the first performance review that wasn't expected of me*
M: (LoL funny, I just wanted to hear your response because I know you'd forget about the first review. Another reason to validate my resignation)

Why is every fucking job posting an “urgent opening”. HR retards in my country just throw “urgent” on the description almost out of habit because in their microscopic brains they believe it improves their chances of getting motivated candidates or some shit like that.

All it fucking does is prove to me that you are incompetent at scheduling recruitment.

My company deals in finances.
Part of our interview process is a coding challenge.
It is absolutely fascinating to me how few candidates point out that 'float' is an inappropriate data-type for currency. SMH.

You know the world of software is expansive when you're learning new things from candidates in interviews...

Our team is expanding and our boss hired an agency to find candidates. Today a headhunter on linkedin just offered me this position. Dafuq, at least they could check if I'm not working there on the same position.

I messed up. We have a senior executive that loves this phrase... "It's going to require all of us to make some sacrifices". 100% of the time he's talking about working 10, 12, or 14 hour days.

So after a few months of this I just chimed in with "this isn't church I don't give sacrifices to my employer. I get PAID for my work."

Honestly I can't say it slipped. I've been telling my wife the exact same phrase for a couple months now. Initially I wanted to discuss it with him directly. Maybe I could explain how making everyone work 14 hour days is not going to end well for us, short or long term. We already know the results short term. We got 50+ defects reported back in our first day of testing for a new project (I'm not on the project but we had a sort of "all hands on deck" meeting to talk about how we can "improve our process so that we don't make so many mistakes". I politely suggested move some people onto this project while we interview candidates. I volunteered to take some of the work items even. But that advice went ignored.

So that's why I asked to meet with the senior exec. He refused to even meet with me. Okay fine you're busy. I emailed him my concerns and suggested solutions. Never heard back. I knew he was going to pipe up with the sacrifice thing so I just blurted it out. It went ignored... So I guess we'll see if I have a job tomorrow or not.

We have a developer position open in our APAC office.

Before I take phone interviews, we ask candidates to complete a preliminary code test.

I’ve just been sent an email with code attached in screenshots...

nope.

LinkedIn is probably the closest thing we have to a parallel universe,

where all HRs hand out more salary to candidates than they asked for,

where 100% of people struggle in the beginning get their big break and turn their business into a multi-billion dollar company,

where there is no such thing as office politics, every employee is always happy to be a part of the organization.

where each team identifies themselves as a "family".

#ugh

So I just receieved a rude email from my client as candidates cannot register on his system. He is adamant that the system I built doesn't work........until he found out that candidates are silly and not reading notifications written in h1 with a font size of 33px that states "Please check your email to activate your account".......

FUCK SAKE READ PEOPLE.... READ!

Tomorrow will be the first time I'll be interviewing candidates for hiring. Any advice?
P.S.: This will be first time an interviewer will be more nervous than the candidates. 🤔🤔

Few years ago a girl from our HR was hitting on my co-worker. She was asking all kinds of personal and professional favours just so he would come by her place, etc. One time she asked him to send her few C/C++ questions that she could use to thin the crowd of potential candidates before inviting them for the formal interview that he'd conduct later on. Obviously she wouldn't know if the answer is good or not but hell with it, he was ready to storm that pink fortress! So he came up with some mind twisters. She left two days later before he even reached the drawbridge. Sad.

So about six months ago he got fed up with some bullshit and left the company. Yesterday we had dinner. He was interviewing for quite some time being picky about which offer to accept and, surprisingly, during his last interview he got asked very familiar set of questions. He answered each. Then he couldn't resist and asked if the girl works there. The guy confirmed and, without a warning, called her. As if it wasn't awkward enough this is how I was told the conversation went:

- "Joan! You won't guess who I've got here! Your very good friend, Peter! Nope. Yeah, that one - how did you kn... Uh-huh. Oh? Yeah. Are you sure? I mean, I wouldn't. Deal!"

Then he turned out to Peter and said:

- "You know what? I wasn't going to hire you for shit because in my opinion your knowledge on the subject matter, how to put that gently, sucks ass... But apparently Joan here says you're professional and can handle everything we'll be able to throw at you. So when can you start?"

Needless to say he took the job. The fortress fell soon after and he wanted to meet to ask if I'm coming for the bachelor party. I'm ordering t-shirts with "batch mode off" in monospace.

Finally got approved to bring on a second developer for a three month project. Our vendor provided 12 of their "best" candidates, and we picked the only three that actually knew the programming language required to interview. Two did not speak sufficient English and the last one sounded perfect. Two weeks in, he quits and doesn't answer the vendor or us. No money in the budget to try again and I end up developing the entire thing myself. Five months later and I have finally finished.

Pro tip for job candidates:
If you push a code challenge to a live hosting service like github pages or S3, don’t give the reviewers a link to the repo!! Instead put the link into the home page and send the reviewer only a link to the live hosted page.

Why?

Because, if you host with github pages, you’re required to use the project path as the domain root. If the reviewer pulls your project and doesn’t bother to read your readme file with the link at the top, he’ll complain that he couldn’t figure out why your project isn’t hosted from the root domain, and he’ll pass on your application.

True story.

Tl;dr: I do not care. Just read it or fuck off.

A friend of mine who is a paki classmate, as well, had applied for the same "Ausbildung" offer as me half a year ago.
The company is based in Germany, but is working in the US, France, UK, Turkey, China, [...], too.
After 2 interviews, they told us to contact us back within the next week. We have had our interviews on Sundays.
In the list of all candidates I was the second best. The top candidate was my classmate. The third best candidate was a guy who was involved in the last interview with both, me and my paki friend.
The candidates list was not shown to everyone else, but my paki friend.
They wanted to give him the job. [That is a big company who is creating a new dev team and expanding their IT building. Nonetheless they only accept only one candidate.]
My classmate had been given a letter that he had to sign within the same hour he was with the managers. He discussed it and said that he has other offers open and want to compare them first. They gave him a timespan of only 1 day afterwards to sign it.
He told me he is going to decline it and he did.
Normally, I should have been the person who gets the letter to sign to be accepted for the job, but no.
After letting me wait for almost 2 weeks, they sent me an mail (they usually sent ordinary letters to invite me to interviews lol) in which they said that I am unfortunately not taken for the job yada yada yada and that they wish me luck for my future.
Fuck yourselves. How about that?
I was the second best candidate. The best candidate did not want the job yet you fucking morons do this type of shit. You want the best for me?
I want the worse for you. Death to both of you managers who sucked all of my energy, patience and time.
I am really fucking pissed rn

My job title on paper:
"Application developer"
How I'm introduced to interview candidates:
"Senior software engineer"

Does anyone else see a problem here? 🤔

* A job application followup email I received:

Hi [programmerName],
Thank you for your interest in joining [companyName].

While we appreciate your application, we decided to move forward with other candidates whose skills and experience are a closer match to our requirements for this specific role.
Feel free to check back, as we are always adding new positions.

Best of luck with your career search!
-The [companyName] Team

* My (probably trashed) reply:

Hello

I personally ignore this precompiled stuff you HR people send.
I feel this answer will be probably trashed somewhere but I feel the need to write this.

You know absolutely nothing about my skills because you didn’t even talk with me.

Maybe I am not the best person in writing a resume or an introduction letter, the key skill appreciated in companies doing head hunting instead of building a solid corporate culture and cultivating talent. Or at least HR people in such companies.

Please consider that, maybe you didn’t like my resume or I didn't write a list of words matching your check list, but at least I honestly wrote my experience instead of trying to hack my way to a job interview writing a fake one that triggers usual HR patterns.
Consider that I do a job for a living and I don't live or have the time to make the perfect resume, I don’t even apply for all companies I see, I only apply for the ones I believe I can work well because I like them. I am not a professional job searcher, jumping from a company to another.

You keep posting this very same add since October 2019 and probably even earlier.
This sounds to me like:
- or your selection process does not work well and you end up hiring the wrong people
- or maybe your work place is not that good as you describe it, so that you have zero retainment despite your high salary.
But I cannot be sure because, guess what, I could not check personally.

If you want to talk about my skills and compare me to other people please test me otherwise don’t write (copy/paste) this offensive trash.

Best of luck with your career as a HR person in a tech company!

-A person tired of HR managers that do not give a f**k about the word “human” in their job description.

My last job before going freelance. It started as great startup, but as time passed and the company grew, it all went down the drain and turned into a pretty crappy culture.

Once one of the local "darling" startups, it's now widely known in the local community for low salaries and crazy employee churn.

Management sells this great "startup culture", but reality is wildly different. Not sure if the management believes in what the are selling, or if they know they are selling BS.

- The recurring motto of "Work smarter, not harder" is the biggest BS of them all. Recurring pressure to work unpaid overtime. Not overt, because that's illegal, but you face judgement if you don't comply, and you'll eventually see consequences like lack of raises, or being passed for promotions in favour of less competent people that are willing to comply.

- Expectation management is worse than non-existent. Worse, because they actually feed expectations they have no intention of delivering on. (I.e, career progression, salary bumps and so on)

- Management is (rightfully) proud of hiring talented people, but then treat almost everyone like they're stupid.

- Feedback is consistently ignored.

- Senior people leave. Replace them with cheap juniors. Promote the few juniors that stay for more than 12 months to middle-management positions and wonder where things went wrong.

- People who rock the boat about the bad culture or the shitty stunts that management occasionally pulls get pushed out.

- Get everyone working overtime for a week to setup a venue for a large event, abroad, while you have everyone in bunk rooms at the cheapest hostel you could find and you don't even cover all meal expenses. No staff hired to setup the venue, so this includes heavy lifting of all sorts. Fly them on the cheapest fares, ensuring nobody gets a direct flight and has a good few hours of layover. Fly them on the weekend, to make sure nobody is "wasting time" travelling during work hours. Then call this a team building.

This is a tech recruitment company that makes a big fuss about how tech recruitment is broken and toxic...
Also a company that wants to use ML and AI to match candidates to jobs and build a sophisticated product, and wanted a stronger "Engineering culture" not so long ago. Meanwhile:

- Engineering is shoved into the back seat. Major company and product decisions made without input from anyone on the engineering side of things, including the product roadmaps.

- Product lead is an inexperienced kid with zero tech background -> Promote him to also manage the developers as part of the product team while getting rid of your tech lead.

- Dev team is essentially seen by management as an assembly line for features. Dev salaries are now well below market average, and they wonder why it's hard to recruit good devs. (Again, this is a tech recruitment company)

Do all companies ask candidates to solve some crazy puzzles before interviewing them? These puzzles have nothing to do with the job!

I hate white boarding sessions. They feel unnatural to me. I simply don't work well when put on the spot and I have 3 ogres staring at me waiting for me to fuck up in front of them. Fight or flight engages, the adrenaline rush, my mind freezes. Suddenly it's like I forget how to code at all and I'm expected to solve a problem at once, correctly the right time, or I'm out.

I can't work like that. I need time to process a problem on my own, with my coffee in my one hand and a pencil and scratch paper in the other, not with some demanding employer standing over my shoulder the whole time scrutinizing my every key stroke. I get things wrong the first time sometimes, and more often than not have to google things I can't recall spontaneously. But I always figure it out, test it, make sure it's right before putting it into use.

I've been through several "probationary" periods when first starting a job. They just tell you, they're giving you a month to see if you can handle the job. If not, sayonara. I don't see what's so hard about evaluating candidates in a real world scenario.

So many employers have totally unrealistic expectations.

Recruiters call me and be like "I'm looking for a Python Developer to work in London with 5 Years of experience - Is that something you'd be interested in?"

I respond with - "Sure.. only if you can tell me where the f**k you found the word Python on my CV or ANYWHERE online."

1 - I've got ZERO experience in Python...

2 - I've got 3 Years experience in development regardless of being in anything Python related...

3 - I live 1-2 hours away from London...

Come on guys - Do you even read CVs before you blindly call? How shit are you!?

If I spent all my time calling candidates that had no relevance for the role I'm recruiting for (most likely to get call times up) back when I was a recruiter, my boss would have my nuts for lunch for making the agency look bad.

I applied for a developer position and got the email response about candidates available that were a better fit. No big deal.

Three days later, contacted by a recruiter for an exciting opportunity in my field (aren't they all?) Said, "What the hell?" and played along.

Made it past a screening phone call and a screening Skype session. Made a date to interview in person.

It's the same goddamned position, only now a recruiter gets to feed off my offer (if I get one).

Me: So you have no work experience, and majored in liberal arts, but you did go through a 6 months bootcamp, right?
Candidate: Yeah.
Me: sounds good, we will have to work together with you for a long while until you become independent, but I think you can definitely do this. What are you salary expectations?
Candidate: I'm thinking of 5000.
Me: Aight, thanks for your time! We'll send you more details later

Around here, 5000 (arbitrary made up number) is what you pay someone with around 3 years of experience at least. It's always these pampered fucks from rich countries that want to earn a shitton of money for the grand effort of going to a goddamn bootcamp for some months. That is their definition of effort and hard work, because it seems they've never once in their lives had any sort of hardship or struggle beyond crying that dad got them an Android instead of an iPhone. If you leave them alone they can't do jack shit because they've never worked in real, big projects, so you gotta invest a lot of time in them. Which is fine, everyone starts from somewhere. But what kinda balls do you have to demand a mid level salary when you have done basically nothing so far, and your knowledge is superficial at best?

I know that a lot of jobs and recruiters give bottom of the barrel shit, but I swear some candidates are insane. Unpopular rant I assume but I just needed to scream a bit.

Lots of talk about sexual equality in the dev community. Personally I work in a small team, equal mix of male and female. I can honestly say there was no bias towards hiring as I was the one who hired them all, I employed the people I work with because they were the best candidates.
Questions to you all - have you experienced bias in hiring? Have you seen 'positive discrimination' (hired because someone was female - not because they were the best person).
In the U.K. the media is saying there's a huge shortage of females in the sciences, I like to think there's a positive push to get more women into science, but what's the reality? What's you're experiences?

How come it is so hard to find good developers. Have been doing interviews for a couple of weeks now (for a senior PHP developer role).

First round is me talking about the function and company, asking questions about candidates experience, wishes and we usually end in some tech conversations. Most of the resumes I got are pretty fucking good. I mean, experience with low-level languages, experience with the problems we need to solve here, contributions to open-source, experience in R and MathLab etc etc. On paper they look perfect.

For the second round I give them an assessment which they can do at home on their own machine in their own time. It's not a hard one, just some mathmatical problems they need to solve. A quick google GIVES the answer (no joke!!). But that's OK, I look at their code cleanliness, proper use of commenting so I can determine if they are solo-developers or fit good in a team and if they abstract repeated functions and make sure that they take their work seriously, you know the drill.

It pisses me off that I get BROKEN FUCKING CODE WHICH DOES NOT EVEN RUN and that I get code back which I look at and makes me vomit instantly, I mean, DO YOU EVEN TAKE YOUR PROFESSION SERIOUS? How dare you to ask for 50k the year, a lease-car, extra bonusses AND YOUR FUCKING CODE SPITS OUT COMPLETLY WRONG ANSWERS OR DOES NOT EVEN RUN WHAT THE FUCK DUDE GO BACK TO FROM WHICH EVER HOLE YOU CRAWLED OUT AND STOP WASTING OTHER PEOPLES TIME WITH YOUR FUCKING INCOMPENTENCE...

We don't have to be afraid of AI becoming self-concious and eradicating entire humanity in the near future.

Example 1: Amazon ads. You buy a TV and start receiving ads for YET ANOTHER FUCKING TV. Just in case you'd need a second/third/∞ TV on the same day.

Example 2: Recruiter bot Mail. I HOPE it's a mass mail bot and not a real human being ;)

"we're looking for PHP developers"

SELECT * FROM candidates WHERE experience IN ('PHP')
Gives
+10 to intelligence
+5% to skynet training speed

"we're looking for Java developers"

SELECT * FROM candidates WHERE experience IN ('Java')
Gives
+20 to intelligence
+10% to skynet training speed

"we're looking for frontend developers working with Angular."

SELECT * FROM candidates WHERE projects IN ('frontend') AND experience IN ('Angular')
Gives
+40 to intelligence
+20% to skynet training speed

"we're looking for QA Engineers ready to relocate to Ukraine or Cyprus"

SELECT * FROM candidates WHERE experience IN ('QA') AND location NOT IN (any country with higher living standard, lower living costs and no war)
Gives
+80 to intelligence
+40% to skynet training speed

Example 3: Alexa understands me only if I'm drunk.

Who am I?

Some of you, because of the hyperbolic, outrageous, trollish, and often self-satirical nature of my posts, might doubt me. Thats completely relatable.

Heres the truth:
I was diagnosed in childhood with ADHD, fucking everyone, every male, these days is diagnosed with that. I was diagnosed bipolar. Hell anyone reading my posts could see that from a mile away. I was diagnosed on the borderline personality spectrum. Yeah, I could see that.

I was tested. They said I was in the 98th percentile for clerical ability, not extraordinary but pretty good, mathematical ability a little higher than that. My SAT was 1491. Not yale material, but I coulda been someone.

Over the years I studied a LOT of politics and read a metric fuckton of books. (40+ books over the course of three years).

I predicted every single presidential election since bush juniors second election. Three supreme court picks. Senatorial elections. Congresional elections. More than that.

I have a better analysis track record than some of the multidecade analysts sitting in the fucking NSA.

No I am not shitting you. No I am not exaggerating.

It's about the only claim to fame I get to legitimately make.

People ask me, "then why aren't you famous?"

How do you know I'm not.

Look I'm gonna tell you my actual name.
My real name is Lawrence B. Lindsey

Okay, I'm bullshitting for fun. But words I have written on alt twitter accounts have legitimately come out of presidential hopeful's mouths. No, this I am *not* bullshitting you about.

Imagine that. A guy who lived in his parents attic for five years, writing words that came out of presidential candidates mouths.

At one time I was about as popular and influential as that fuckboy catturd.

yes, really. No I am not fucking joking.

Under normal conditions I wouldn't talk about this or reveal it, because who the fuck cares? I'm just some dude on the internet, drunk, both on alcohol, and the pseudo-anonymous equivalent of bragging rights.

You know how many women I turned down because I could? You know how fucking drunk I am? They say a drunk man's words are a sober man's thoughts. Well, I'm not usually honest like this because the internet is full of false braggarts, and you tell people the truth and they don't fucking believe you.

I swear, it seems like I made some faustian bargain at some time, and can achieve no fame or lasting wealth in my life--to save my life.

Shit, I was talking to a chinese women who ran a bank in china (yes, really), who advised me to buy into bitcoin early on. Didn't have the money to. Woulda been a fucking millionaire if I did.
*Non-obvious* Ideas that major corporations are now persuing? Yeah those were sitting in my card index since the early 2000s.

I helped two people build and sell businesses. One for me tens of thousands. Another for millions. Yes, really. Got zero, and I mean, *zero* credit for it.

Point is, doesn't matter how famous you are, or coulda been, Doesn't matter the ideas you have, or had.

The world doesn't promote runners-up, or hasbeens, or wannabes, or could-bes.

What matters is execution.

If you're wandering through life, wondering when you're lucky break will be, stop. You have to realize, you make your own luck. Recognize the difference between what you can control, and what you can, and work on promoting your own ideas or business or values, instead of other people's dreams.

And for those wondering, yes I am drunk, and no, I ain't fucking kidding you in anything I wrote here.

The most important lesson I learned is this:
First work on your own success, before you work on the success of others.

p.s.

I give surprisingly good advice for someone who doesn't benchmark well on traditional measures of success. I know, even I was shocked when I looked at the statistics.

HR is getting so desperate they are prescheduling me interviews attached with CVs in the hopes that I will interview the candidates for a senior, even though the candidates have no experience whatsoever in embedded software programming. Workday, JIRA and Excel does not count you absolute fucknuggets.

For fuck sake, I asked management to hire new grads or juniors, at least I can get a person motivated to learn, but I swear they just don't listen.

They just are content with wasting my time lol

Linked Jobs:
- Notification : a new job just published.
*The title is interesting, I open it*
- 1430 candidates applied for this job.

Shit 🙄

Apply for a job, pass the application stage, pass the practical demonstration and get invited for interview.

2 other candidates dropped out before the interview. It was an internal position for me, the other two were externals.

I still got made to interview for the position even though I was the only suitable candidate and everybody in the organisation knew me from my current role.

Why HR? Why?

P.S. I got the job.

Man, I'm sure there are a million of these posts right now but...

The hiring market and hiring culture nowadays is so damn frustrating. I have a decade of experience in multiple senior/lead/principal roles at both big name companies and high-growth startups, along with a very well-written resume.

Even with this, I can barely get an interview these days. I'll apply to a role that lists qualifications for which I'm an exact fit, and either get a quick auto-denial or just never hear back at all. It doesn't matter if I custom-craft my resume and cover letter to match the job description or just send my standard resume and cover letter. We all love those pandering and patronizing "We know that this isn't the news you wanted to hear, but keep trying! Maybe you'll be good enough for us someday!" auto-denial email.

Sometimes I'll receive a denial, look back at the job posting, that they needed somebody with NLP experience or something, and say to myself "Fair enough, that makes sense." Other times, I'll look at the posting and say "Oh come on, I check every single box." It makes you wonder "What the fuck are you actually truly looking for?"

Sometimes I'll look at the company's current employees and see that almost every single one is ex-FAANG, indicating that the company will almost only hire other ex-FAANG employees (despite there being thousands of other well-qualified candidates out there who are just as talented and skilled as those ex-FAANG candidates.)

Other companies seem to be "brand shopping" for ex-FAANG employees after all the recent FAANG layoffs, hoping to land a bargain on an ex-Google engineer so they can brag that their product was built by the same people who built Google.

Then there's the question of even making it past the ATS and in front of an actual human's eyes. The hiring culture seems to be an ATS SEO game nowadays. God forbid that you didn't include the super secret magic keyword in your resume, else you'll automatically be filtered out and denied.

It's just incredibly frustrating and makes you wonder what kind of candidate you need to be to even get a first round interview nowadays. Do we all need to have a glowing personal recommendation from the ghost of Steve Jobs in order for a 50-person startup to even open our resumes?

probably the one who sent me 3 mails within 10 minutes regarding 3 different positions, and all were addressed to someone else (Hello, Mr. Completely Different Name), so i replied telling him that's not me, and gave him the info to fix it in their db. he apologized profusely and said he fixed the error.

Next day I got two mails for another two positions, with the same incorrect name.

Or the one with whom I had half an hour phone "interview" for a specific position, they couldn't answer even the most basic technical question about the project, but invited me to an in-person interview and said my questions will be answered there, the phone interview was just to make sure they don't send completely offtopic people to the interview with the client (so far acceptable).

On the in-person interview, it was partially a repetition of the phone one, but okay, lady from the company is talking to me first time in her life. We get to the part where I can ask my questions, so I ask those basics about the project again, and her answer is:
"Oh, i don't know, i'm not a technical person, you'd have to ask that to the technical person from the company, I'm an hr person from the recruiting company."

"Wait... so... not only was this whole meeting a waste of my time, but you also lied about what it is, when you scheduled it with me on the end of the phone interview?"

"Well... it wasn't a waste of time, we like to meet the candidates in person before we forward them to actual interviews in the company, to make sure that they're not completely offtopic."

"... and how exactly do you think you'd be able to evaluate that, since you're not at all a technical person and know nothing about the project??"

" Well, i talk to programmers a lot, so i've picked up quite a bit of the terms."

...

There are a lot... I am going to pick the interview dialogue (incl. test) with the government.

Following situation:
-5 recruiters
-3 candidates (including me) who have all passed an online test that did last for 3 hours
The online test was for the government to see how every candidate is good at math, English, situation adaptation, historical questions, a little bit of techy questions like "What does fps stand for?" and basic questions like that.

Even tho I did apply for a job as a software developer, there was not a single fucking question about programming. I shit you not. Anyways...

After everyone did introduce themselves. I was given the following question by one of the recruiters:"How do you think will the regular work look like to you, if you were to schedule it? We will be starting with you, <myName>"
Me:"Since this is hopefully going to be my first job in software development, I can only assume it for now. Based on my knowledge about this specific topic that I have made by reading other software developers' work experiences in form of textual content, I guess that I am going to do this [...] and that [...]. Oh and after this comes the planning phase (I had mentioned the sprints and agile "frameworks") and meetings of how the projects are doing so far.
After this comes the phase of sitting down and getting to work on the project I am assigned to.
At the end comes the "see you tomorrow, xyz" phase and everyone leaves."
Somebody else from the 5 recruiters:"I am sorry to interrupt you right here, but we are not offering you a dev job. It rather is a mixture of dev and sysadmin. You will be working most of the time fixing someone's problem with their PC and not sitting in a dark and empty corner of a warm room."
This was such a disrespect that I could not give an answer to. I was deeply shocked. Developers need more respect. Most of the fucking things you use, are created by developers, you asshole.
"We will be very happy, if you can call us by tomorrow to let us now if you are still interested."
Me does not even bother anymore and blacklists that government as a "trust me. You do not want to work there" type of job offering place.
Since I did not sign any NDA. It is the government of Germany.

PS: I did apply for a *dev* job. But somehow they did decide to create a new job and assign me to it. That is not professional.

So, here I am at a guided internship programme, hosted by Indian Railways.

They told us to report at the Personnel Office by 10:00 AM. When I reached there, they told us the venue has been changed (to a place 1km away, with no transportation) and the official "forgot" to inform the 500+ candidates.

Yet, we moved to the said Hall, and am waiting for 1 hour (10:59 AM here), watching :
1. The stupid technician trying to align the projector
2. The stupid presenter trying to copy something and failing, as his pen drive gets disconnected halfway the process.
3. The VIPs having snacks and coffee on-stage while we the students wait here looking at those dumb assholes.

How am I supposed to respect them tomorrow at work?

A rather happy/neutral post this time for a change. Lol

Firstly the good news: I have successfully recovered from the emotional/mental abuse and have been doing really well. My faith in myself has been slowly restored.

Secondly, I have started to pursue my hobbies again and find joy in them. I spend more and more time listening to music and play video games (CS:GO and AoM).

I have started getting more sun and also spend time outside socialising.

I can sense my happiness and joy get restored in my life.

Now on career front, I have started job hunting again as you all know. The interview process for Product Management is absolutely broken and taxing to go through all the loops.

During all my previous job hunts (three times), I was able to nail down at least one offer in a quarter.

This time, I started in October 2021 and still no success. I have much more experience and skill-set this time yet failures.

Fear not. My optimism is back this time. I am aware of where I am going wrong and sometimes I feel the situation is truly out of my control. The two major reasons I forsee are:

1. Relocation: it can take few months for me to relocate to UK/EU and hence, companies are preferring local candidates.

2. My duration with current employer is just 8 months which could be a potential turn off for many HMs. They might think I am a job hopper and maybe one of the reasons why I got so many calls and opportunities at my previous employer (I was stable with them for 7.5 years).

I feel it's just the matter of time for me now where I must hold my horses and keep the momentum without losing hope.

I will win.

Am I the only one that thinks it's extremely fucking stupid that the software engineering industry is simultaneously experiencing a "shortage of talent" and maintaining the same ATS that filters legitimate talent just because the resume doesn't fit keyword specifications?

We see it every day. People with years of experience that should never be allowed to touch important code. People with little to no experience that learn fast and perform well. Fuck years of experience being the only thing some recruiters see.

"We generally don't hire people with less than 3 years experience" shut your fucking mouth. Ridiculous. You hire people out of college, don't lie to my face.

Oh and don't even get me started on how many people fabricate their industry experience and get interviews from it. That's what happens when recruitment patterns fail to catch up to an industry that increasingly trains people better up front, and in shorter time periods, and values skills that ATS doesn't give a shit about.

Crazy idea: make job applications test problem solving competency instead of weeding out quality candidates.

Job searching is frustrating.

I was given a take-home assignment during the interview process of a startup.
They gave me a vague 24 hours to complete it and submit it the day after.
The instructions read like - most candidates don't complete the assignment, so if you finish 70%-80%, that's good enough.
I read the instructions; I was supposed to follow the "mock design" they sent me. It looked a tad bit ridiculous. But still, I thought I'd be able to finish most of it.

I worked on it for around 10-12hrs total (including procrastination because it was such a slog). I finished most of the "features" they mentioned, so about 70%-80% done.
I submitted it the next day. They got back to me saying they're not moving forward because they expected more features considering 24 hours.
🤨
They didn't expect me to spend 24hrs on it, did they?
I learned a few things, so I guess it wasn't a complete waste of time.

We got a list of new candidates for PhD positions in the lab. There are a lot of people from the Middle East, and it made me wonder if there might be an issue with me being an Israeli.

So if there are engineers here from the Middle East, and Muslim countries in general, would you see an issue with working with an Israeli?

This is the last part of the series
(3 of 3) Credentials everywhere; like literally.

I worked for a company that made an authentication system. In a way it was ahead of it's time as it was an attempt at single sign on before we had industry standards but it was not something that had not been done before.

This security system targeted 3rd party websites. Here is where it went wrong. There was a "save" implementation where users where redirected to the authentication system and back.

However for fear of being to hard to implement they made a second method that simply required the third party site to put up a login form on their site and push the input on to the endpoint of the authentication system. This method was provided with sample code and the only solution that was ever pushed.

So users where trained to leave their credentials wherever they saw the products logo; awesome candidates for phishing. Most of the sites didn't have TLS/SSL. And the system stored the password as pain text right next to the email and birth date making the incompetence complete.

The reason for plain text password was so people could recover there password. Like just call the company convincingly frustrated and you can get them to send you the password.

*Gives the list of top three candidates (All women) to hire to HR Manager (A Lady)*
HRM: Ha, I always knew it, women are always better than men. Alas, you are realising now.

*At that moment, it felt as if all my hard work to judge all the candidates abilities without any prejudice whatsoever, just got collected by the garbage collector*

Why does it have to be Men Vs Women, why does there have to be any comparison at all, except the question that how does this individual compare to the rest.
I really don't care whether one is old, young, male or female or whatever other factor that can be used to separate humans into groups. Why can't it simply be: Does this individual produce the end result required? Period.

As devs, our keyboards are arguably the most used tools in the creative process of software development. Shortcuts are essential for (most of) us.

What's your most used keyboard shortcut in your most used IDE? Please explain what it does in which IDE.

Mine is Cmd+Alt+L in IntelliJ (reformat code, but only VCS changed or selected lines). I press it all the time, almost maniacally, after changing anything.

Close second place candidates: Shift+F6 (rename anything, e.g. file, class, function, variable), double Shift (search everywhere), Cmd+Alt+F (find in path, also in code), Cmd+B (go to declaration).

Is it too much to ask for companies in the current world to be.. oh I don't know.. honest and consistent?

If you advertise on your Job section: "We always give our candidates feedback, whether they got the job or not". Then, *****, give them feedback! I applied and they never got back to me. And no, that's not feedback.

So our team is scaling and we've been handling increased workload and I've been wanting to hire two juniors ever since. Finally narrowed down the candidates to three, but I couldn't decide between them so after some careful considerations, I've decided to hire all three. Fingers crossed I have enough time to mentor and manage the three of them and I don't fuck them up.

I work for a big financial company and they're saying i'm going to get a promotion but have to go through an interview process and be compared with external candidates. Basically that a new position will be created and I need to apply for it.

To me it feels like an insult as promotions should be a reward for good work done on the job?

And technically I'm like the most experienced, expert on the team...

Everyone comes to me asking for help or to explain things...

How to explain “What is a Python environment?” to some PhD candidates that don’t have experience in programming?
I will teach Python this semester and I am trying to come up the right explanation.

I feel fucked, I feel fucked right up in the ass.

Remember that app I had to do to get the job? I found out the other candidates weren't even able to install Android Studio and that their deadline was postponed. And that they weren't able to complete the app.

I did everything with a really good design, solid programming, even added animations and made it so the recyclerview loads 15 items at a time while you scroll down smoothly. I. DID. EVERYTHING IN ONE DAY. I missed a good night of sleep.

I didn't get the job. They gave it to a fucker that was a web developer. I saw his app. It was really crappy (I'm not being petty or malicious, it was really bad from a dev point of view and a user point of view).

I feel. Disappointed. in this unfair world. And honestly I feel disappointed to the point that I don't even know if I should be a developer anymore. I feel betrayed by the hopes and the good feeling I got from the oportunity.

Rant???

Another recrutment process...

I got an IQ test to even be allowed to have a tech interview in a foreign language. After doing it, the recuruiter went back saying that my results are average and there where candidates with higher score...

Now should I be offended or happy that I'm an averagely inteligent developer?

Interviewing candidates for a middle/senior dev position:

Me: Imagine you have this button, but whatever it's doing when you click it, it's taking too long to load. How would you improve the speed performance?

Candidate: Redis!

Me: Okay... but how would you find where the bottleneck is?

C: Redis!

Me: How abo-

C: REDIS!

That feeling when recursion finally "clicks", and you begin instantly identifying candidates in your code for recursive solutions.

How do you judge the ability of the candidates during the interview?

Sometimes I find it hard to score their ability. I have seen some candidates with x years on paper yet does not know git more than push and pull.

Also there are few who didnt do very well at the interview, however we hired and doing quite well at work.

(As I also had a hard time getting a job before, I sometimes feel bad to reject some who seems to have good personality but didnt do well at work)

Late post because drinking:

I’m going back to work, got a verbal offer this afternoon after being laid off two weeks ago, thanks mainly to a referral from a former direct report that I once went to bat for. Gave myself a nice 3 weeks of chill time before start date.

But the funny thing was a company who gave me a take home assignment that I breezed through in half an hour, only to say “we’re going with other candidates” after the follow up interview calling me a few hours after I accepted said verbal offer elsewhere.

They wanted me to redo the take home assignment but with different acceptance criteria and requirements than the first time.

Fucking lol.

I told them, verbatim “I think I’ve done enough to satisfy any questions about my skills from the prior assessment. If you have more questions about design and implementation choices I’m happy to schedule a call.”

Hiring manager said he’d reach out next week.

Because even if the verbal offer gets redacted, I’ve got three other final rounds coming up and this particular place just sounded way too fucking chaotic and disorganized for my tastes. If everything else flames out and I’m left with no other options for work, I’ll consider giving them some more time out of my day, but as is, redoing a coding assessment with different criteria because you can’t decide wtf you want from a job candidate?

Not gonna lie: this is not a good look for you.

Am I crazy to ask that ?

So looking for a front-end developper. This is a mini project I ask candidates to do.

Is it too much ?

Heard a job position opened through a friend. Passed him my CV since we don't know his email (lol how?)
Got called for an interview + technical test. Came and they were expecting my CV. They somehow misplaced my CV (lol again how?)
Told the interviewers that I made a couple of apps for fun and informative. Tested me by doing a value switch between 2 variables without introducing a third variable. Done and dusted.
A month later, the company that interviewed me disappeared.

That's my definition of the worst interview rejection. Company pulled a Houdini without telling all of their candidates that we're rejected.

I've concluded you can't get a job these days unless you're some fucking wizard. It's always the response: "We found better candidates than you".

!dev (maybe slightly)

I went to a CV Workshop organized by my first school. The presenter was the slightly-arrogant/know-it-all/cool type of guy who's a recruiter and also has his own company he runs. The presentation was OK, even though it took longer than announced. However, there were some things that bugged me. He expects everyone somehow to be extraordinary. Granted he works as a recruiter and his clients would like only the cream of the top, but some of the examples he gave from his personal experience, he seemed to give more gravity on other traits of the candidates than their achievements and qualifications (e.g. rejecting a candidate because she had posted a photo of her clubbing on Facebook). Also, somehow he judges candidates based on their parents profession. Lucky me that I fall into the category he dislikes. Now the fun part (sorry for the long post):

Next week there's a career day. I sent my CV as soon as I got the mail and then I also phoned the person in charge (as per the instructions). Yesterday on the workshop it was said we should resend our CVs by tomorrow on another mail? No problem you may think, but that said recruiter will take a look on them and that means I will have to rework mine just to make sure it is to his liking. I'm no fan of writing mission statements, nor trying to guess what my qualities (aka soft skills) are because what I think I am doesn't mean I actually am.

So now, I'm in a dilemma. Just send the CV as is or get a mental breakdown just so to please that person?
Thanks everyone for your patience and time, I just wanted to pump some steam out me...

I was in a Meta workshop for PhD candidates, and they spoke about some of their programs. Meta is financing (paying the tuition fees + salary) for PhD students in Oxford and UCL. Could be interesting for people who wanted to go for a PhD in the UK but could not afford it because UK's higher education system sucks.
There was also a coding interview preparation session, and it was honestly nice to hear from them exactly what they expect from their candidates.
But maybe I have positive feeling about this event just because I went to a fucking Green Day concert an hour later, and it was the best day of my pitiful life.

PhD saga update.

Been keeping up with other candidates, and seems some have gotten their acceptance offers. I haven't. I'm losing hope. Sad. Very sad. 😞

Tachycardia is not fun, and I did not sign up for it. But apparently this ^ saddens me more than it should.

Why in 2017 it's still so important for companies that their candidates have a motherfucking CS degree?

Most people I know with a CS degree are less skilled and knowledgable as I am in technology, and they tell me that all you learn in CS degree is a lot of irrelavant math and a lot of theory, with some rare places actually teaching you relevant courses.

What's more prefarable to a company, someone with a diverse tech experience or someone with a CS degree?

StackOverflow Jobs was the best platform for finding and posting jobs: quality candidates, quality job postings.

I hope that whoever decided to kill it got a huge pay from LinkedIn/Indeed.

But it's loss would be felt for years to come.

And, who have any suggestions similar to StackOverflow Jobs?

How do I help my colleague in fighting harrassment?
This is the story of a helpless employee facing everyday harassment. Im trying to help. Seeking for your thoughts

Backstory fast forwarded: My company acquired another company. So we handle all their projects and clients now, but its a completely new domain. So we needed new people. Hired 4 employees + 1 team lead to start with. But the project process got delayed and they were free for a month. So i took 2 of them in my project and gave them some small tasks to help us over. They loved working with my team and were learning new stuff apart from what they usually did. And we were also happy of their contribution. We became good friends. All of this was in March 2020 before covid-19 was taken seriously.

About my company: I love this company. I have been in this company for more than 4 years now. People are really nice. Parties and fun events. Lot of smart and ambitious people. So company and people are awesome.

Coming back to the story. Lets call the team the 4 and team lead T. The 4 were happy that someone like T was in their team. This T had all the best knowledge about stuff and life was going to be awesome for the 4. Or was it?

Story starts: So I talk to one of these 4 on daily basis. Lets call this friend F. F is a real gentle person. Intelligent and dedicated to work. F is awesome to work with. And always enjoyed working. F is a team player and very very soft person. F is fking workoholic. So few days after project starts, F tells me work was not going well. F is getting real frustrated at work and not able to deal with it or find solution.

What happened:
This person T, who was supposed to help these 4, is real piece of shit. He is impatient, arrogant and MFing dick head. Aaaarggggg.
All the good qualities of a leader like supporting the team, boosting confidence, guiding team when they make mistakes, teaching them, were all missing from this person. T was a machine with no emotion and only clock working jerk. I have no idea how T cleared interview process, because one of the interview round is also about cultural fit into company. I know this because i take interviews for other domains. We have rejected lot of such well qualified but arrogant candidates.

So whats the problem now: this team of 4 are learning new tools and taking over the clients requests from old company. Most of the stuff is new for them. So in tat case people need lot of time to understand and figure out shit. people make mistakes while learning and you know have to deal with it. Person T abuses these 4 when something goes wrong. That's one.

Second, the T definitely knows more than these 4. So if these guys dont understand certain stuff they ask T. But T does not help them learn. T will either say busy or run away by saying thats simple and ull know when time comes. REALLY MF???

Third, T does not talk nice. T is rude and does not listen to team members. For eg, If F says some task cannot be done for some reason T will say, "y cant u do it? U r capable of doing it. Tats y u r in this job". And then point number one and two happens. Never responds to emails and messages. But if someone else does the same will not tolerate that and abuses them. List goes on.

So y not escalate and deal with that T:
This person F and other 3 are still under probation and they think complaint or escalation will back fire. These people do not want to lose job in between all this pandemic shit. They are scared.

So this was happening for a while. And i was giving lot of tips on how to handle certain situations. And how one should communicate these.

But being a gentle, soft and workoholic person, F focussed on work and assumed things will get in place as time goes by.

Today, F could not meet a requirement. So T told some shit which got F all sad. and F called up me late night and started crying explaining what happened. I felt real bad. I asked F to file harrassment case. F refused saying it was F's mistake on not completing requirement. WHO THE FK CARES. PEOPLE CANNOT TALK SHIT. I told ill file harrassment case against T. (We have a policy where others can also file if person is not courageous enough). But F did not allow me.

Then after calming down, I told F that telling the problems to me wont solve them. You have to talk to T directly and tell him on face not to talk like this. Or tell the manager about whats happening. Or tell the the HR about this. F said tat cant be done. I was like Y THE FK NOT.

Because the other 3 are not ready to talk about this to anyone as they fear they'll lose job. So if F talks and people question other 3 they might bail out. WAT THE HOLY SPIRIT.

so after lot of convincing F is still not going to
Talk to anyone about this.

So i have decided ill write an anonymous email to HR, the manager and other senior people in the organisation about whats happening.

I really dont know how itll go. Ill keep updating you guys. Feel free to share ur thoughts.

Feedback from an interview the other day, technically you are top of the candidates but you aren't as business friendly!

Wtf is business friendly?

I'm through to final stage with one other who is more business friendly.

Any possible ideas what business friendly is?

confession time:
I am php laravel developer with little knowledge about nodejs.
I got selected by one startup as nodejs developer.
frankly I am not better nodejs developer than my competition who were rejected.

I completed oral interview with my nodejs theory knowledge at a time of technical round , they gave us task to create crud with fantastic front end and nodejs mongo as a back end.

I developed front end in bootstrap but at a time of backend, I just copy paste code from github.

and changed everything variable and other proof to hide reality. in mean time other candidates were actually coding everything then I took time to understand this code and I submitted after few candidates.

in last round they ask me to explain code which I explained properly and I get salary 40k/month INR.

I know it is cheating but I wanted this job badly.

Any JavaScript developers out there willing to help me out with something?

I have an interview question that I like to ask candidates that no one ever seems to get right. But, to me, it seems pretty basic, so I expect MOST JavaScript developers at almost any level of expertise to get it, and I like it generally because it demonstrates some core knowledge of JavaScript concepts and syntax.

But I want to verify that my feelings about it are reasonable, because give how few ever seem to get it right (and I'm talking across literally hundreds of interviews, MAYBE 2 people have ever gotten it right), I'm starting to wonder if I'm right or not.

Look at this code, and then answer the question after. Please do so off the top of your head and without testing anything since that's normally the experience a candidate would have. I'll give the answer after some time for anyone who gets it wrong but is curious.

But this isn't about YOU getting it right or not, and it's not about whether it's the best way to do something in JavaScript or anything like that, it's just about whether it's a reasonable question and whether my expectation that MOST JavaScript developers should get it right is fair.

const O = {
sayHello : function() { alert("Hello"); }
};
const S = "sayHello";

Question: using ONLY the variables O and S (and you MUST use both), write code that executes the sayHello function.

Thanks!

Applied in a company for a development work, as I have been a developer for some time now and want to switch jobs. The new company was larger and I had no experience of how processes work at larger companies.

I got a call and after the usual chit-chat I got asked if I would be interested in a support role. Since this was new to me I was afraid to flat-out say 'no', so I told them that I had applied to a developer role through their website. They said that theirs is a service-based company and interaction to clients is something everyone has to do. I started digging, as to why the current position is different from the one indicated on the website.
After some more conversation, the call ended.

Later I came to know from an acquaintance that there are both support and development roles at that company and since support positions are few people's "first choice" they first try all the candidates that call; those that fit into the support roles are assigned there.

Needless to say, the compensation and general nature of the support jobs is much inferior to proper development positions.

I dodged a bullet.

I saw a recruiter rant on linked in where they can't figure out why candidates won't give out current salary or they won't represent. If you have been working in and learning hot technologies in your current job but you know you can earn more why would you want to be represented at the lowest possible rate? I say give them an acceptable salary range not current rate. I am seeing why devs are moving toward meet ups and networking to get decent work.

My Technical lead always asks one question to new interviewing candidates. "Write a SQL query to find the second highest salary from employee salary table". It's the same question which he faced in one interview and he didn't have answered it.
Sorry for my bad English..

Fault of having a shit hiring process and stupid expectations, the company I am working at are turning themselves at hiring massively in India instead trying to work with the United States and Canadian market for embedded devs.

I proposed a few good candidates but got instantly refused because they apparently "lacked" experience. Did not even try to speak with them at all. Try finding a good and loyal senior at average market rate, I dare you. The tech we are working on is honestly not rocket science, anyone can be good with the appropriate training. They started hiring like crazy in India instead to teamwork with us, probably because it is cheaper, but I have been in a company that did the same and it is currently tanking like crazy.

So they will likely impose me, my colleagues and my boss to train these guys with a 10h jet lag difference and impose us work at the office even though it is not necessary. I am waiting to see what will be the final decision but I am honestly thinking of polishing my CV and look elsewhere.

Unemployment week one.
Tired of unsuccessful HR and engineering talks with people who don’t know what they want.

When you answer their questions they got pissed because they had something else in mind. Sorry I don’t read in people’s minds asshole.

Others try to be smart and give you some fancy acronyms. Yeah because that’s most important in coding - to memorize useless acronyms.
I responded with acronyms I know and they got pissed more cause my are more funny and cover all of theirs. Thanks KISS 💋

Some of them are like I am fucking smartest asshole on this video chat and you can’t have been working with all of those technologies, yeah I just typed hello world for 15 years in one language and stupid /REST shitty software like you do it in your one job in your lifetime.

Others are asking for cv, talking about this fancy great project that in fact you know how it will look like cause you’re experienced motherfucker who can pick up nuisance but still lets get hired first and then think what to do next with this shitty crap. So they respond after two weeks that client changed their mind and if you want to fill some quiz about your hiring process.

There are also ones that got impressed so much they’re talking 1 hour that you will be our next cto and then ending process with email that there were better candidates and also post same offer on job board next day 🤦‍♂️

I think I just skip this shitty nightmare and concentrate on some personal project until I spend all my savings.

I just need to concentrate on one thing and not get distracted with 1000s of voices shouting “pick me” in my head.

Fuuuuuuck
If you got offended fuck you unless you like it.

After working in one project in a big happy days bubble without distraction for couple of years I underestimated how fucked up people are in real world.
We’re making hell by ourselves on this planet we don’t need much help.

"keep interviewing every 6 months" ~ this is a shitty incomplete advice.

if you are interviewing , you must realise that its not a play thing. some companies are spending millions to get the perfect candidate and other companies are spending millions to retain their perfect candidates.

If you are just interviewing for the sake of getting an ego satisfaction that you can 'crack interviews and reject offers' then have a believe in karma my friend. what goes around comes around.

if you are really made up a mind to leave your workplace, then its only logical to go for interviews and crack them.
Apply to the companies you see yourself working in, or apply in companies you don't see yourself working in but will give you good money or whatever, its upto your ethics and professional plans.

But if you get an other offer, you shut up, resign and leave for the next job.

maybe the original company wants you to retain, or some other offer comes up. but the least thing you can do is to graciously accept first offer and then judge the other offers in hand (whether staying back is worth than first offer, or whether 2nd offer is better than first)

TITANOSAURUS CRAP!!!
Whose idea was to send an e-mail at 11pm about a dev job convention for this weekend!!! And on top of that there will be testing to weed out the candidates!
SIMPLY GREAT! I have to be off town for unavoidable family matters for three days without Internet connection...
Thanks a lot automated mail system for letting me know 4 days in advance that I will fail!!!
It's not that things were awful enough, now I have one more reason to be stressed, get more rashes and weep internally!

Looking at resumes of potential candidates again. I could write an entire blog about how funny these things are at times.

Phd candidates working on robotics and computer vision?
I think about continuing to PhD and I would like to hear from students about recommended labs, and what PhD life is like :)

So this might be a very long post , but i am sure most of you can relate to it .

So , the year end . Time of joy and appraisals right?You have slogged your ass off the entire year and are expecting amazing ratings.Then boom , your piece of shit sadist manager starts of his review by saying 'there are worrysome things to discuss' after not saying shit for the entire year . I am pretty new to corporate , in fact 1 year old , still managed to handle devops for a team of 130+ , majority of whom have no work apart from playing a blame game and indulging in cheap politics. I mean , bro , I am literally your son's age , i dont see the point in playing this cheap shit with me.On top of that this sadist and borderline piece of shit manager has the audacity to say that I did not raise any blockers , while I have CCed him in every fucking mail possible.How big of an a****** can you be bro?
I counter his points for 40 45 mins straight ,leaving him stuck without words for solid 10 to 15 seconds many times during the 'review meet'. This guy is in the same place working on the same shit code , which 90% of this community can't even think of. Every thing is bloody manual and apparently ' I should have tried to streamline the entire f**** process' . Cool bro , why not open a startup while I am at it ?

Then this piece of poop gives me a rating which is just above the inconsistent performer bracket :) .

I just dont get the points what do these people get by giving shit ratings and not even having valid points to back up their fuck all arguments.This guy , throughout the duration of the call did not say 1 (bloody 1 ) good thing about my efforts. Past context is majority of the smart people who were literally running their pods single handedly , were under him and were fed up with not getting hikes and appraisals.Apart from me ,everyone resigned and left with hikes as high as 50% (LOL right).

But I have a year of experience and its really difficult to perform well in 4 rounds of bs compititive coding rounds, after which I get the generic ' oh you did well bro but we are moving on with other candidates' (FFS) .

I pray that even my worst enemies don't get such managers and I hope he rots in hell.

Amen and sorry for the cussing :)

Just sharing a quick interview tip which helps alot.

Recruiter: Do you know this XYZ technology?

Candidate 1 : I don't know this technology, but if you GIVE ME A CHANCE, I will,
TRY AND LEARN.

Candidate 2 : I don't know this technology, but I am confident enough that I will be surely be able to learn and implement at a very quick pace.

Candidate 2 was hired. And why? Just check the formation of the response from both the candidates.

Remove the phrases like "give me a chance" and "will try" from your vocab in an interview, always form your responses in a positive and confident manner.

Both the above responses are quite the same, but just due to their different formation, candidate 2 succeeded!

There's something super broken about the interview process in our industry. I spent 30 minutes chatting with a hr recruiter. 2 hours on a coding screen. 1 hour for a technical interview. 1 hour talking with the head of engineering. But then they decided to pass on me. Well if things went well then, then I spend an entire fucking day on an onsite.

Wow. Since when did the industry get so bloated until we have to do so much to get a job? Is signal really that unclear so candidates have to jump through hoop after hoop?

BS.

You're the interviewer, you have two candidates and can only ask one question. What would you ask?

Today someone took a shit and didn't flush...

Normally you have your typical candidates, who are pissing standing in the stalls although there are free urinals, people who don't wash their hands after pissing or just splash like 3 fingers with water. Even not washing hands after taking a dump, which is pretty disgusting... But today? Some dude in the stall next to me took a shit, wiped his butt... and went away... No flushing no washing hands... Wtf is wrong with people?

We interviewed some candidates for a dev position some weeks ago and, knowing the environment isn't that challenging (at least for me) I voted against the better curriculums because I know they would be frustrated fast, I said that. But I didn't say it was because it's shit here... Of course.... I really just want the good devs to be better then they can be here.... What do you think?

Job interview candidates are normal people, just talk to them. Stop interrogating them!

How many here have friends that are like
Friend:"hey, heard so much good about Linux, can you install it for me?"
Me:"sure. What do you intend to use it for? "
Friend:"Facebook. Mostly Facebook. And some Instagram."
Me:"mmm k. I'd like to show case a bunch a distros and you pick your favourite."

One week later.
Friend:"OMG Linux sucks, I bought {game} but it cannot install..."

Lesson learned?
Remember to ask about likely headache candidates (like games), before doing one such "favor"

Like I know most like to hate on recruiters, and I guess that’s cause may, maybe even most, are just a pain and don’t really understand development nearly well enough to actually target relevant candidates.

I’ve dealt with a few over the years when looking, this is the first time however one has sent a contract that includes a 3 month default clause.

Not sure about other countries but in mine there is a legal 3 month probation period, which really is there in part to allow either party the ability to terminate the agreement at basically a moments notice.

Maybe I don’t like the company or how they work, maybe I lied my arse off during the interview and copied an assessment off the web, or hek they just don’t like me…

It’s a legal period in which pretty much and any reason is a valid reason.

Yet for this recruiter, no matter the reason, if the employment ends during those 3 month, I would then be liable to pay her 10% of my annual gross.

Like NAF…

Overall, pretty good actually compared to the alternatives, which is why there's so much competition for dev jobs.

On the nastier end of things you have the outsourcing pools, companies which regularly try to outbid each other to get a contract from an external (usually foreign) company at the lowest price possible. These folks are underpaid and overworked with absolutely terrible work culture, but there are many, many worse things they could be doing in terms of effort vs monetary return (personal experience: equally experienced animator has more work and is paid less). And forget everything about focus on quality and personal development, these companies are here to make quick money by just somehow doing what the client wants, I'm guessing quite a few of you have experienced that :p

Startups are a mixed bag, like they are pretty much everywhere in the world. You have the income tax fronts which have zero work, the slave driver bossman ones, the dumpster fires; but also really good ones with secure funding, nice management, and cool work culture (and cool work, some of my friends work at robotics startups and they do some pretty heavy shit).

Government agencies are also a mixed bag, they're secure with low-ish pay but usually don't have much or very exciting work, and the stuff they turn out is usually sub-par because of bad management and no drive from higher-ups.

Big corporates are pretty cool, they pay very well, have meaningful(?) work, and good work culture, and they're better managed in general than the other categories. A lot of people aim for these because of the pay, stability, networking, and resume building. Some people also use them as stepping stones to apply for courses abroad.

Research work is pretty disappointing overall, the projects here usually lack some combination of funding, facilities, and ambition; but occasionally you come across people doing really cool stuff so eh.

There's a fair amount of competition for all of these categories, so students spend an inordinate amount of time on stuff like competitive programming which a lot of companies use for hiring because of the volume of candidates.

All this is from my experience and my friends', YMMV.

Ponderings more than a rant.

Can't help but feel that if Google (and other companies with similar ridiculously hard interview experiences) want to keep attracting the best candidates, they'll have to change their approach. I can't be alone in that, surely?

I know a lot of good senior & lead devs through various networks - *really* smart people, definitely way brighter than me, who stay on top of their game, work really well in any team they're a part of and create top-notch, beautiful and well-tested code to do just about anything they set their mind to. A few of them have literally turned around projects on the brink of disaster into massive successes.

Have *any* of them expressed any desire in working for companies like Google? Not one iota, and mainly because of the interview process which has a (deserved) reputation for being unnecessarily long, drawn-out, and full of irrelevant questions and mind games.

20 years ago when working for Google was *the* cool place to be, I could see it. But I really can't see them attracting the cream of the crop all the while they continue to take that approach. The really good devs just have too much choice elsewhere - there's not much reason to bother.

Dah. Boss says we have to set a take home coding task for the dev interviews we're doing. I'd prefer just having a chat and forming an opinion.

I mean, you're the boss, but I still reckon that'll only cause the good candidates to sod off...

So recruiters seem to cause a lot of trouble for the members here so I thought maybe we as a community can write an open letter and publish it somewhere. If a large enough group of us signs it, it might get some traction and start a discussion.

It would be nice if recruiters were made aware of the problems people are facing in the recruitment process, and we too can hear about the realities they are facing with candidates and clients.

We can send this letter to any recruiter as a reply to bad recruitment practice, so it can have practical and educational value too.

Yay or nay?

I am tired of a glorified code monkeys cosplaying software engineers.

Disclaimer: in general, I have immense respect to engineers and technological advances that came from FAANG/MANGA. Bbbuuuuttttt...

Especially people that has a few relatively short (less than a year) stints in a few of them and thinking that their salary expectation for their skills is reasonable.

What I've saw so far, based on a few hires for past few years in a company of ~50 engineers, Python/JavaScript stack, monolith to microservice transition (all people had senior and above titles):

* Have no idea how to setup own development environment on MacBook.
* Have no idea how to run code and tests for Python (from discussion, the two only development experience was "code - commit - push - done" and "clicking button in remote coding environment".
* Have no idea how to use bash/zsh (the person had "Linux skill up to 11").
* Grinding leetcode and interviewing during work hours (were let go immediately).
* Introducing a new microservice for each task (we're transitioning from Django monolith, but not to that extent).
* Ignoring all the onboarding, documentation and ignoring every request for writing documentation "I am not a technical writer".
* Knowing nothing about Kubernetes (this was in the job posting/requirements).
* Person actively hostile to any frontend task (the position is not full stack, but JavaScript is a required skill).

I am pretty open and I understand the eternal "generalist vs specialist" thing, but if the person do not posses certain skills and actively lie about it, just because "I worked at FAANG companies, obviously I have that skills" - it's dishonesty at best and fraud at worst. And if with the end of ZIRP you suddenly became unhireable in FAANG/MANGA - you need to think why.

There are tons of small software companies that nevertheless have a good salary and benefits, and most of the time hiring was a breath, because for the most of the people they were flying under the radar.

Unfortunately, since this year the hiring is exhausting, the amount of incapable candidates is incredible (a lot of them with credentials), and instead of 10-15 candidates per position (before and during pandemic), now there are more than 300 candidates per position with "impressive" working experience and only 10 people who really spend time on interviewing.

In short, if you think you're worth gold only from 3-4 companies in the world and all of them stopped hiring you - you should rethink your worth.

So I had a discussion now with my mom about my work and it turned into a rant. But I came to this conclusion:

My most effective way to screen candidates for a backend/fullstack tech job would be to ask them what are the most influential programming books they have read and why.

If they don't mention any books (or points covered in these books) in this list, they immediately fail:
-the effective engineer
-clean coder
-code complete
-team geek
-the Phoenix project

I see that many junior level programmers are being given fairly large take home programming test/projects. I think that if you interview someone and check out their git hub or discuss some code together you should not need to also do a take home test. You don't have good interviewing skills and are making your company look bad. I also think it is an incinerate way to waste a candidates time.

So this past few days of a mix bag of emotions. Friday's weekly deliverables on our first dry run at launch, I squeeze across the line in an embarrassing finish. Decision to proceed with the live run to be delayed, not going to happen if I've got something to say about it.

Next day, vendor on the house my wife has purchased (our first!!) and says we can move the settlement date ahead 4 weeks! Winning!

Monday, meeting with all stakeholders on the fuck up that was my deliverables I'm responsible for, granted a conditional pass. "Don't worry, I got this."

Tuesday, received the results of a technical challenge I've given one of the developer candidates - he smashed it. Keen to give him the job!

I really like coding for scientific purposes. It unites my big passions (natural sciences/engineering/coding). And I like the feeling of empowering someone to do research. BUT BESIDES DEALING WITH DUMB FEATURE REQUESTS, THERE IS NO WORSE PAIN THAN HEARING PHD CANDIDATES FUCKING SAY RETARDED STUFF. HOW DID YOU EVEN WON THE SCHOLARSHIP FOR THE PHD YOU DENSE SON OF A BITCH (NICE JOB ACADEMIC ENVIRONMENT BTW). YOU LACK KNOWLEDGE OF HIGH SCHOOL LEVEL EVEN ON YOUR OWN SUBJECT. THE BEST RESEARCH YOU CAN PROVIDE TO THIS WORLD IS THE FLUID DYNAMICS OF AIR WHILE YOU JUMP OFF A SKYSCRAPER MOTHERFUCKER.

Our entire grad program has just been cancelled by management because the intake isn't "diverse enough" - and this is after we've interviewed everyone, taken them through assessment centre days, and decided who we wanted to hire.

It's ok guys, you can waste hundreds of man hours of employee time, and shun all the great candidates who put time and effort in (some of whom were the very minorities they're trying to supposedly encourage) - as long as you do it in the name of diversity. Anyone disagrees, you can just call them a massive dick for apparently wanting an all white male workplace 😠

HELP ME I used to conduct Java interviews for junior dev candidates, but since changing jobs three years ago, I've barely had to look at Java at all, and now I've forgotten everything.

Am I stuck in a never-ending loop of learning and relearning everything over and over again for eternity???

I screen candidates for this freelancing company part time and i meet all kinds of people. I asked a self proclaimed senior engineer the difference between a get and a post request and he told me with the utmost confidence. “they are both the same”. That’s it. No other explanation was offered.
We were both just stared through the screen awkwardly.

A few months back, I had this interview with this guy to work at his startup. It was wonderful and he told me that I am hired (during the interview itself!). The position was of an intern as I was to start my co-op. So, to complete all the process with the university, I need offer letter to submit. The guy did not send me one, instead he sent an NDA. I emailed him explaining that I need an offer letter to submit to the university first before I sign any agreement. He stopped replying to my emails.

I had no other option so I contacted my university's co-op committee and explained them the situation. They contacted that guy and after that I get an email saying "We would like to move forward with other candidates".

IF YOU DO NOT HAVE ENOUGH REVENUE TO PAY, DO NOT CONDUCT INTERVIEWS. AND WHY THE FUCK DID YOU SAY "YOU ARE HIRED IN THE FIRST PLACE?!" MORON

guide to make successful software house company for future me:

1.find shortest domain name with code / star / best / it / super / ai / - whatever banger word you find
2. parse companies work board / linkedin jobs
3. parse people profiles
4. setup email server and create fake linkedin profiles that match jobs and candidates so company looks big
5. fake c-level management so company looks big
6. spam likes and create posts generated by ai from multiple profiles
7. spam invitations to people that match job descriptions and to people working within companies posting jobs
8. offer fake candidates that match job description
9. find real but less promising candidates and offer them the job
10. tell that fake candidate is no longer available but you have someone better

success

The worst dev experience was having to interview people for job openings. I already dislike having to be the interviewee. I don’t like being the interviewer because I haven’t had a great experience with it. I’ve had a lot of people tell me what they think I want to hear instead of just answering my questions.

Surprisingly, the best was working with a recruiter for our open roles. The candidates from the recruiter were really great. Personally, I don’t have great experience with recruiters when I’m the one looking for a job. But for this case of my employer using one, it worked out. IDK if those candidates would have applied without the recruiter.

What's better for finding candidates for a development role: having the candidate solve a complex whiteboard problem or have the candidate refactor some code (maybe a couple of small modules) while explaining as he/she goes through each step?

I personally feel both are good, but I think refactoring is a very much needed skill when you're dealing with the complexity of millions and millions lines of code, so being able to change your inital design to make it more readable and flexible later on is crucial. And refactoring usually goes hand and hand with having tests in place.

An interesting exercise would be to give the candidate a test suite with the corresponding code that's tested in a working state and let the candidate decide how much refactoring needs to be done. In the process the candidate would need to break and fix tests of course while changing things... it'll give a good measure of their ability to take code and change it to a "better" state of design and flexiblity.

On the other hand I do think there is a place for cliche white boarding problems because it really shows one willingness to tackle complex problems which do arise in most development jobs. Asking the questions and being persistent goes along way and can really help when you're collaborating with other developers to solve an issue at hand.

Overall I think there should be a white board problem, but I don't think that should be the deciding factor. Rather couple it with other very practical skills you should have as a developer already; among those being refactoring.

What's a good way to guage someone's domain modelling expertise in an interview? I don't want to make people go do an at-home project because we aren't big enough to be filtering candidates who won't do it, simply because they can't be doing that for every application.

Technology I can ask questions about, but stuff like DDD I think it's hard to know without seeing them work.

I worked at my previous job about 8 years (hired out of school) and wasn't actively looking for a new one; I had a lot of freedom and liked my boss and colleagues, but the pay was mediocre and I was under a lot of pressure because I was the sole architect, engineer, and programmer for a good number of important applications.

Anyway, my brother-in-law told me that his employer was looking for a developer and that previous candidates fell through, and that the pay was a lot more and they're good about raises (which was like pulling teeth at my then-current job) so I applied and went for an interview.

They basically gave me an offer on the spot and wanted me to start in 2 weeks. I told them that it would be hard since I'd basically be cutting my boss's Achilles by leaving so soon and suddenly (just hiring someone would take at least a month, not counting getting applicants), but they were adamant, as the position had been vacant for a few months at that point. I got them to agree to 3 weeks and pulled the trigger, but offered to help out in my old position for a few months cause we had a big project in progress I was leading.

So the new job is great: it's a much younger office and I'm having more fun and there's a lot less pressure. Meanwhile, at the old job, the project I was leading got scrapped and the asked me to do other odds and ends until, after screwing something up I basically told them I'm done. They got a new guy quickly due to a lucky turn of events, but he couldn't pick up where I left off on a lot of projects: they're going to rewrite one because of it. My one colleague still likes to point out that I left without them having knowledge of my code (besides that I always said I'd answer questions, plus it's been 6 months now and my code is all on a TFS instance they all have access to).

I still feel a bit guilty even though I have no reason to.

I want to distro-hopp again,
Current candidates for the next round are Funtoo and Void Linux.
Any recommendations and comments are welcome.

Is it a bad sign when after an interview they say they have more candidates and that they'll get back to me after?

I need to prepare better for next time, will be ok

Hey guys. I am in a situation where I need to decide wether to take on a new project or not. And if not, how to turn down that client so that I would not burn any bridges. So I need your opinions on this matter in order to make the final decision.

To make things clear heres some background info. 10 months ago I quitted my fulltime position in another EU country and went back to my own home country. 10 months forward till today and I have my own ltd company which currently has 5 projects. Its doing pretty well money wise. All projects combined, I already earn more then I ever did and I need to work max 10 hours a week since all projects are remote projects so I dont waste time on useless meetings and etc. However I dont feel fulfilled or challenged anymore because surprise surprise doing well paid projects doesnt guarante your sense of fulfillment.

So I noticed that I have lots of spare time which I spend diving into rabbitholes with hobby projects. I decided that its time to scale my company and take on more projects and maybe even hire more people.

So I started searching for other projects I could work on (prefferibly remote projects or flexible ones where I could come in 2-3 days a week in office and work remotely rest of the week). Reason being that I am already out of sync with fulltime position lifestyle and I am totally result oriented, not punch in my hours and go home oriented.

For exampleIf i get my weekly tasks I prefer to do them in 1-2 days (even if it requires doing double shifts which rarely but happens) but then I want to have rest of the week off. Thats how my brain works and thats how Im wired. I cant stand fulltime positions especially in enterprise bigger companies where I come in and do maybe 2 hours of actual work everyday because of all useless meetings and blockers from backend/etc. Its soul crushing to me.

So I posted linkedin ads and started searching for new clients/projects. One month ago I went to an interview for an android project in a startup.

The project looked interesting enough. Main task was to rewrite their android app from java to kotlin. Apparently their current current app was built by a backend developer who wants to focus solely on backend.

So during the interview they showed me their app which was quite simple frontend wise but not so simple backend wise from what I was able to figure out.

Their project lead (also a backed guy) asked me my estimation of price and completion of task. I told them maybe 2-3 months to do everything properly.

Project lead was basically shocked because all other candidates told him they can rewrite the app from java to kotlin in 2-3 weeks. I told him that everything is possible but his app quality will suffer and for a better estimation he would we would need to sign an NDA so I could evaluate the costs. So we ended the interview.

After that we kept in touch for one month (it took them one month to google a generic NDA and sign it digitally with me).

So heres the redflags I noticed:

1. They dont respect my time. Wasted 1 month of my time and after signing NDA gave me 2days to estimate their project and go to a meeting and give them detailed info about what I can offer. I thats not a brain rape then I dont know what it is

2. They are changing initial conditions we talked about. We agreed on rewriting the codebase and be done with it. Now they prefer a fulltime worker who would be responsible for android app as his own product. So basically project lead was not able to find a fulltime dev so now hes trying to convert me (a company owner) to his fulltime worker.

3. Lack of respect. During the interview he started speaking in his own native language to me with some expression (he seemed pissed off at that moment when he switched languages).

4. Bad culture fit. As I said Im used to relaxed clients and projects where I dont need to be chained to a desk a monitored and be micromanaged. I mean lets sign a contract give me access to your codebase and tell me what to do, I will produce results and lets be done with it.

5. Project lead is a backend guy who doesnt understand how complicated android apps can be. No architecture and no unit tests are in his frontend app. He doesnt care about writing proper app since he ships it in his own device so he doesnt need to worry about supporting custom devices or different api levels of android and etc. But not having any architecture? Cmon.

So basically I am confused. Project lead needs a fulltime dev but hes in contact with me in hopes that I would sign a fulltime contract. But how I can work fulltime if all what I can see are redflags?

Basicaly I thinkthis was a misundersanding. Im searching for fulltime remote projects and hes offering fulltime inhouse projects. Project lead never outsourced so hes confused as well.

As you can see decision is already basically made to turn him down, I just need to know how to tell him to fck off in the most polite manner and thats it.

If you are posting a job and you decide to force candidates to create an account on some third party website just to submit a resume, I hope you only get the least qualified people.

Everybody's talking about the 50/50 for some reason, so here's my 2 cents. I've been trying to hire another senior front-end engineer for my team for over two months, and not one half-competent candidate passed our tests yet*. The first one to pass, and I don't care whether it's a male candidate, a female one, or a type of asexual sentient mushroom spore, will get the job.

We do prefer a female candidate because our team is all male at the moment. But that's not going to stop us from hiring a male one if we find anyone.

Also, out of 40ish candidates I've interviewed so far, I believe only 3 were female. Might be a fourth one I can't recall at the moment.

I'm in the process of searching for a new job. I've got two interviews in person that were very promising. Both are in the process of talking to other candidates this week. I'll call them Firm A and Firm B.

The recruiter working for Firm A is constantly calling me, almost every other day, and asking about the other interviews I have. I told them I would probably hear back at the end of next week. They are pressuring me to just accept their client's offer of course (despite not having one at the moment).

I won't get an offer from Firm A until I do one more interview with executive staff anyway, sometime during the week of Thanksgiving. Firm B will have their decision to me by end of Thanksgiving week. Am I being unreasonable in wanting to wait for both offers to come up?

Both positions hold their pros/cons in terms of commute, pay, and benefits. I honestly felt a little angry when the recruiter told me "Oh, you don't sound very interested in this position" when I mentioned waiting. I'm the one deciding on my career path here and you have the gall to tell me what my interests are?

Now that's an election done right...

Stupid US political system/media where all the attention goes to Republicans and Democrats candidates and both are the same shit...

Yes I know not dev related but just had to rant....

Suppose for a moment that nation wide, only 2% of computer science graduates are female and computer science graduates are your ideal candidate. If your team is compromised of 40% frmale, then wouldn't this be discrimination against candidates that are male since you've disproportionately selected female candidates over male Candidates. Wouldn't this be shown statistical significant against the Bull Hypothesis. If it were Asian candidates would you say the same thing?

Thoughts please.

Question for the hiring managers out there: When reviewing applications for an open role, what specifically stands out to you about an applicant? (Assuming that the ATS gods don't just automatically filter the application out.)

Is it their achievements at previous companies? (Ex. Boosted ARR by 200% or decreased monthly churn by 30%)
Is it their career trajectory?
Is it their resume writing abilities?
Is it their education/certification credentials?
Is there some degree of "brand shopping" involved? For example, does seeing an average resume from a former Google employee with 2 YOE get you more excited than a well-written resume from a candidate with 7 YOE who worked at a lesser-known company?

I suppose much of this depends on the role and its needs.

Just given the market right now, I'm curious how hiring managers are making selections from their undoubtedly vast pool of candidates. I've heard that almost any job positing now is getting 500+ applicants within the hour, but with the caveat that 490 of those 500 applicants are completely unqualified (Like a Shift Manager at Chipotle who worked an IT help desk summer internship applying for a Senior Software Engineer role.)

Ultimately, what aspects of an applicant combined with their background and resume makes you say "Wow, this might be the one" while reviewing applications for a role?

Why do all remote jobs on the web mostly accept developers from North America and Europe?

I am a Nigerian who has been looking for a job for a while now since I had to quit my previous job and most remote jobs I find online are either only accepting candidates from North America or from Europe. Is there a reason for this? Tax issues or what? If it is due to tax issues then why do they accept application from other continents? What happened to Africa?

It really annoys me that many tech recruiters do not have a basic knowledge of the roles they are trying to recruit for and what skill set to look for when they cold message/call potential candidates on LinkedIn.

I make it very clear on my profile that I am a Full Stack Engineer. Still, every other day I get messages about Data Engineering, Frontend Dev or SRE roles. Sometimes a recruiter would insist that I schedule a call with them before they tell me the details, and then I would realize after the call what an absolute waste of time it was.

I have a lot of respect for recruiters. It's not an easy job. But I'm starting to strongly believe that tech recruiters should be made to go through a specialized training to make life easy for themselves and to stop wasting time of people who are not even remotely suitable for their requirements.

Its time to do some distro-hopping again.
Current candidates are Funtoo and Void Linux.
Any recommendations or other comments are appreciated.

Me at 3 front-end tech screenings of candidates with +3y of exp last year: "can you name a few npm commands you have used?"

Candidate:
- "Ehh.. npm start?" (npm start is a shortcut to a user-defined run-script)
- "npm version, it publishes the package" (wrong)
- "not going to pretend I know and sound stupid"

Mind you these candidates were not necessarily bad, but come on? You never used npm info, outdated, audit, install, remove, update, why, link, init?

I'm a web developer for some time now and I want to try something new. I don't know exactly what, but here are some possible "candidates"
- blockchain
- AI
- tree.js/Webgl

What do you think?

Never did a prep for before interview when I was the candidate... that's until lately, when I was told I need to interview some candidates. I really had no clue on what to ask...

Wow companies can be so inconsiderate when interviewing candidates. They’ve scheduled me for interviews at a days notice, and when I can’t make the interview they blame it on me!! Like who tf do they think they are!?! They hold all the power I guess. Ughh so frustrated with their interview process. This is the first time I have told an interviewer that I don’t think the company is a good fit for me, thanked them for their time and left. I’ve got bigger fish to fry.

A new position is opened at my company and I am tasked to conduct interviews for the candidates. I have no experience whatsoever in this.

If you’ve had any experience, how did you approach this? How did you conduct technical interviews with the candidates? We’re talking about candidates that have 3+ years of experience.

The position is for front end, mainly ReactJS.

I went to an interview a few days ago, just out of curiousity, even though i was sure that i won't be getting any "android developer jobs" there . it was a mega job fair. in one company, me and my friend neil(fake name) went. the interviewer guy was willing to give neil a package upto 10LPA (its a great offer for freshers in my country) based on his current skills of php js, react,angular, ... web stuff .
I had this assumption( and neil did too , we both kind off had the same mindset) that a company teaches us things, we just have to be a little famous/accomplished. So i thought why not? i am accomplished. i got 2 apps on playstore, i am an AAD certified Android dev and know a lot of android stuff, i am quite famous. i am equally as deserving as neil.

But what happenned was something different. When my turn came, the interviewer said " If you have no knowledge of phy/js/node/angular, why are you sitting here?" to which i said " i presumed company would teach me, since i bring some level of expertise from other fields"

so he told me some hard truths **"Companies are fast paced. they don't have time to train you in everything. we seek for candidates having some level of knowledge in the domain, so that we could brush up your skills, increase your knowledge to current requirement and push you to production engineer asap, so that you could be worthy of your salary"**

This is completely correct. i have stuck myself in such a career that its very difficult to sell myself for other job profiles. And from what i have seen, companies seek a very high level of proficiency in this field and rarely recruit freshers( or even if they do, salaries will be aweful)

. Now i am so unsure about what to do next:

A.) keep learning more and more of android and look for job in it. And even if am getting an aweful job offer, just sulk and take it
B.) do open source work/gsoc work?( its a good way to earn more recognition/stipend/knowledge and sometimes even job offers)
C.) learn web dev, data sciences, blockchain, cloud or other stuff that i don't yet know
D.) go back to ds algo / competitive? (because having good competitive knowledge is a safe zone. you are assumed as apure fresher with 0 level of practical knowledge but good level of mathemetics)

I know i am going suck in all of the above except maybe (A) or (B) because (C) is something that am unsure would grab my interest (and even if it did, i am sure i need another 1-2 years to be somewhat good at it) and (D) is something i myself know am uncapable of , i am an average shit in maths(but might mug it all up if i pull all nighters for 1 year)

Honest question:

For an open temp role, we are looking for someone that knows and used Angular 1.5 and ECMAScript 6.. yet everyone we have interviewed so far only knows up to Angular 1 and doesn't even know a new version of JavaScript came out, or have never used it before.

Are we really asking too much for someone interested in a temp role or are we just getting unqualified candidates?

So I interviewed with Yahoo for SDET position, hr said he would get back to me in couple of days and never responded. He knew that I had multiple offers, why the fuck would he not respond.

Finally, after couple of weeks I was able to get hold of him after calling like a million times and then he says that my profile is still under review. WTF?

why do they treat candidates like this? Facebook was so better, even though I couldn't go past the final round I found their interview process very open and felt they actually cared about me.

yahoo get your shit together. #yahoofail

Not something that's happening. Just remembered a debate I had with a coworker from a long time ago regarding hiring and diversity.

Assuming there are two candidates.

Objectively one is slightly worse than the other (let's say 10%)

but the objectively better candidate is more of the same as your team (In terms of stack, gender, ethnicity)

Obviously if one is a lot better (say 30%) I'd hire the one that scores higher.

However, in this scenario (~10%). I think I'd hire the person that offers a different perspective even though they may be less talented.

My reasoning is the team needs someone that thinks differently and looks at a problem from a different box. Otherwise it becomes too easy for my team to go down a path that we like but isn't necessarily better.

What say you?