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I have an interview tomorrow with a very large company. So large in fact that today I am turning down an offer they made me for the exact same position on a different team. I thought the offer they made was slightly too low for what I'm looking for, but I know exactly what the salary band is for this position and the amount I want is not close to the top of the range. Would there be any benefit at all in mentioning this in the interview tomorrow?
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Aug 19, 2021 16:07
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Deadite posted:I have an interview tomorrow with a very large company. So large in fact that today I am turning down an offer they made me for the exact same position on a different team. I thought the offer they made was slightly too low for what I'm looking for, but I know exactly what the salary band is for this position and the amount I want is not close to the top of the range.
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Aug 19, 2021 16:18
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Lockback posted:I think you're too deep in to start tossing around more applications but if you have a recruiter contract maybe call and have a conversation about it? See what they say. I'd really shade it like "I am really interested in this company for blahblahblah". Yeah most likely, I am just worried that the current process will drag on like it has been. After my final interview next Monday I think I'll see how that goes, and let the recruiter know that I am still extremely interested in that job but I am going to send out applications in the meantime if there is going to be a bit of a wait to hear back either way. That'd be about the limit I'd want to put off application. The new position that came up is actually even closer to what I already do but not quite as exciting as the one I am in process with right now, but would also be great. If it was more exciting I would be applying to it right now regardless I think.
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Aug 19, 2021 17:33
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Eric the Mauve posted:My guess would be that internally your Chicago application is a dead letter: if they have more pressing need for people in Indiana and fewer applicants for Indiana, an application for Chicago-or-Indiana may technically still be alive for Chicago but they'll end up picking someone else for Chicago and offering you the Indiana job, if they make you an offer. I know it's not the cynical one at least. I wanted to try and understand the phone call because another colleague in industry suggested that the department liked me enough to steer me towards Indiana/Michigan but I would fall short for Chicago due to the larger pool of candidates. At the time of the phone call, the Indiana/Michigan position wasn't available for application. I know I shouldn't trust what I hear from hiring managers, but I thought it was telling that they hinted that I would need some experience in the pharmaceutical industry before trying for Chicago and that I would have a better shot at Indiana/Michigan. At least my family is fine with staying for another couple of years in Bumfuck, Nowhere.
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Aug 20, 2021 16:14
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After feeling a little stuck at current company, I think it's a good time to start seeing what's out there. Would greatly appreciate some resume feedback before I start sending it out. I'm a software engineer that does mostly data backend stuff (is there another thread for tech/devs? I actually forget). I've tried to take the OP advice to heart, but I'd like to make sure I'm hitting those marks. The place where I'm struggling is wording my accomplishments, and in such a way that I can tailor it to each job. Any advice here would be greatly appreciated. If you've seen a great software engineer resume in the past, please share any specifics that made it great! https://i.imgur.com/zSEuSFV.png Really appreciate it! Phraggah fucked around with this message at 23:24 on Aug 24, 2021 |
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Aug 24, 2021 19:52
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Phraggah posted:After feeling a little stuck at current company, I think it's a good time to start seeing what's out there. My company has multiple openings in software engineering/adjacent roles.
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Aug 24, 2021 20:18
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Phraggah posted:After feeling a little stuck at current company, I think it's a good time to start seeing what's out there. Do you have titles on these jobs? I see you've obfuscated companies but do you have job titles listed? Content is ok, I think you're doing a reasonable job of listing accomplishments. It feels wordy, though. You may want to make another pass and see what can be combined and made briefer. A single line describing what your actual job duties are is also probably a good idea. Since you didn't list titles it's hard to understand what your experience actually was. Any testing software you can list in skills? You mention stuff like snowflake in your resume but then that's not listed in skills. Don't underestimate how people will just glance at a list like that and not bother to diver into the experience.
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Aug 24, 2021 20:22
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Pillowpants posted:My company has multiple openings in software engineering/adjacent roles. Do you have PMs? Super open to this. Lockback posted:Do you have titles on these jobs? I see you've obfuscated companies but do you have job titles listed? Appreciate this feedback. Re: titles and role, this is particularly difficult because my current environment is very dynamic. My duties and responsibilities tend to change in any direction every 3-6 months, even though my title stays the same. I attempted to address this in one of the points about role variety, but if anyone can think of a better way to handle this it would be appreciated. Second concern is I have kind of a specialist title (data engineer) because it paid more, and I don't want to be rejected by less specific roles (software engineer). You're also right that I need to update that skills table - thank you!
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Aug 24, 2021 22:17
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Had an afternoon of interviews and.. I think I kind of like being interviewed? Being able to talk about, at length, stuff you do and have people generally understand it is weird and strange,  . I do need some good new stories about what I did when a conflict occurred though because I haven’t had that many. Mostly the conflicts come out of another group trying to get me to do their work for them.
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Aug 25, 2021 01:23
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Phraggah posted:After feeling a little stuck at current company, I think it's a good time to start seeing what's out there. Hey I have hired people with similar resumes. My thoughts on yours are this: 1-It does a good job at seeming like a "senior engineers" resume, which you are. I glance and can tell you've been at this a while. 2-Remember that not everyone reading your resume is an engineer. In fact, people who may pass on you, have no idea what "Managing the SDLC of REST APIs backed by RDS" even is! So take pity on them and define your acronyms. If your mom has never heard of that thing, you need to define it. 3-I like your mentioning of compliance requirements. It shows an understanding of requirements outside the deeply technical, which can be lacking in someone at the level this resume portrays. 4-It is very IC/SME focused. You say you were a team lead but there is no mention of your contributions outside of the purely technical. This resume goes deep in the subject matter expert web dev path so I wouldn't try to frame yourself as "a manager of people who has worn many hats" unless you have something more credible to back it up. 5- "I am good with the social aspects of following process" is a valuable skill. IMO you could say it better in fewer words. I'd lose the context switched line and keep the "managed relationships" line but rework it so you can lose the "cultivated excitement" line without losing the spirit of that skill. 6-I am not sure what is meant to be conveyed by switching between an "individual contributor and a team contributor"....an IC is expected to work on teams, interface with people, etc. It is a term of art. I am not sure what a team contributor is, I dont think that an IC vs a TC is a thing, but an IC is def a word that has a specific meaning. 7-You need to have titles. HR people need your titles. I read your reply before. You can handle wearing multiple hats by showing concurrent responsibilities in chronological order and then by most impressive. If you didnt have gaps in employment, include months. Even if you did, if they were 3 months or less, include months. E.g: Some Company | Mar 2018 - Present Lead Engineer or Product Owner or Whatev | Nov 2020 - Present -Project that you functioned as a lead on where you directed the work of others and/or managed the product. Business goals fulfilled. Software Engineer 3 | Jan 2021 - Present -IC level accomplishment with success metric 1 -IC level accomplishment with success metric 2 Software Engineer 2 | Mar 2018 - Jan 2021 (Put nothing here, just show you got promoted) EDIT: 8- It is visually busy. This could be a lot easier to read if reformatted. CarForumPoster fucked around with this message at 01:32 on Aug 25, 2021 |
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Aug 25, 2021 01:30
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For those who are in a hiring role, how many people do you usually interview? How many of those get a second interview? If HR does a screening interview, who are they weeding out? I'm getting initial interviews, but I haven't had anything progress beyond that in a couple months. I feel like I'm doing okay in the interviews and people seem to react well to how I answer their questions. If I'm not getting to the next stage, is that on me? Unrelated, but lol somehow I managed to get an interview at Apple. Has anyone worked there who might know if there are things they like to hear in interviews?
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Aug 25, 2021 03:04
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Baronash posted:For those who are in a hiring role, how many people do you usually interview? How many of those get a second interview? If HR does a screening interview, who are they weeding out? I've only hired for my tiny company but have worked as an engineer in big defense and at a FAANG (though its been long enough since then that I wouldn't claim to know their procedures). Depends on the quality of candidates and the job market. I interview until I find the right person. Maybe 10% get a 2nd interview, though my first interview, which is by phone, is 45min-1h for a good candidate. HR can be weeding out any number of things. For engineers for a big company some that come to mind: Are they in the right salary range, do they communicate proficiently, how serious do they seem about taking the job. What job and seniority level? What they do for HR/biz ops versus manufacturing versus software are likely pretty different.
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Aug 25, 2021 03:13
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CarForumPoster posted:What job and seniority level? What they do for HR/biz ops versus manufacturing versus software are likely pretty different. It sounds like a pretty entry-level recruiting position. Do you think saying "Think Different" over and over is going to work like a magic spell?
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Aug 25, 2021 03:17
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Baronash posted:It sounds like a pretty entry-level recruiting position. Do you think saying "Think Different" over and over is going to work like a magic spell? No idea. Google is probably your friend on this one. If you’re entry level, Apple on a resume looks real good. It’s a nice place to start career wise.
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Aug 25, 2021 03:21
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The anxiety in hearing back from companies is killing me. I had Interview 4 with the non profit on Thursday, 3 with the biotech company last week, and a 4 hour interview with biotech 2 next week. The first biotech hiring person is on vacation this week, but I’m expecting an offer early next week. I want the non profit to make an offer soon though because it’s the best for my future plans
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Aug 25, 2021 03:38
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I'm in the final stages of interviewing with several places right now, and two of them had me change the position I was interviewing for mid-process because the person originally doing it quit and they needed to fill the gap. The other positions are pretty interchangeable from the originals in terms of responsibilities, and I'm out of work so I can't be picky, but it's weird this happened twice at two different companies within two weeks. Consequence of plague times I guess.
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Aug 25, 2021 07:12
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So I need some advice. I’m interviewing with an engineering startup for a technical manager role. I’d basically be leading a team of scientists on the R&D side. I’m currently an IC in a similar company. Part of the interview process is a technical presentation. Last time I gave one of these as part of an interview I was a grad student with tons of publicly presentable data. Now all my work is property of my current company. I have two thoughts for how to approach this. One is to present on a technical concept framed with public data. Something like “this is how sensor X works and how it can be used and here are some issues to work through.” This would show that I can speak clearly about technical issues and how to approach them in an industrial environment. My other thought is to pitch a hypothetical project to the company, with conceptual basis, milestones and resource requirements. This would show that I can push technical scope, which is what they want to hire me to do. But I’d basically be giving away intellectual property (my own original idea) for free in the interview. Looking for any feedback, especially from folks who have made mid-career moves in R&D. How should I approach a technical presentation?
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Aug 25, 2021 11:29
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Oxxidation posted:I'm in the final stages of interviewing with several places right now, and two of them had me change the position I was interviewing for mid-process because the person originally doing it quit and they needed to fill the gap. Companies are hemorrhaging people right now. Our main competitor in our city has lost something like 25 people this month (many of them trying to get jobs with us) because people are sick of bullshit/have found better opportunities/etc. etc.
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Aug 25, 2021 14:21
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Dobbs_Head posted:I have two thoughts for how to approach this. One is to present on a technical concept framed with public data. Something like “this is how sensor X works and how it can be used and here are some issues to work through.” This would show that I can speak clearly about technical issues and how to approach them in an industrial environment. I'm not sure about engineering but this flies in pharma. Drug X presentations are very common with candidates if your work isn't published yet.
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Aug 25, 2021 15:26
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Baronash posted:For those who are in a hiring role, how many people do you usually interview? How many of those get a second interview? If HR does a screening interview, who are they weeding out? 3-5 is typical for me. Second interview only to fly someone from out of town to have lunch and make sure I am not making a mistake. With Covid part 2 doesn't really happen anymore.
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Aug 25, 2021 15:35
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spwrozek posted:3-5 is typical for me. Second interview only to fly someone from out of town to have lunch and make sure I am not making a mistake. With Covid part 2 doesn't really happen anymore. Same for me. I will say that I've been interviewing like mad and can give you an idea of what to expect. Keep in mind I work in a support role that isn't industry dependant Company 1: Staffing Agency Recruiter ---> Internal Recruiter ---> Person I am replacing/Future boss ---> Future Boss/Future bosses boss - Offer Company 2: Recruiter - boss - VP - Offer Company 3: VP ---> Director ---> Manager ----> HR ---> No Offer (this was weird and reversed) Company 4: Recruiter ---- Manager - The Two people I would closely with -- The Two people who would work for me (this was last thursday) Company 5: Recruiter --- Manager - Next thursday i have 4 back to back zoom interviews Company 6 Head of HR - HR Business Partners - Head of Finance - Hiring decision next week
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Aug 25, 2021 16:00
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I look at it more as interactions vs. number of people. So a one-day interaction where I talk with three different people would count as one interaction. First job (circa 2005): Two interactions: phone call with HR and in-person with hiring manager Post-grad school job (2011): Three interactions: HR screen, phone interview with two people at the same time, in-person half day with a panel interview and two exercises + lunch Job #3: Four interactions: HR screen, phone call with hiring manager, video interview with hiring manager, in-person half day (two two-person interviews, three individual interviews) Job #4: Seven interactions: Recruiter screen, hiring manager video call, peer video call, UX video call, engineering video call, founder video call, HR video call Now that I'm doing most of the hiring for this function, I've told them we need to consolidate to a max of three interactions whenever possible
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Aug 25, 2021 16:47
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Dobbs_Head posted:So I need some advice. I’m interviewing with an engineering startup for a technical manager role. I’d basically be leading a team of scientists on the R&D side. I’m currently an IC in a similar company. I don't think we could know what they want. You may want to email your POC and ask. Also, if they're hiring you to work on this idea of yours, it becomes theirs anyway. Otherwise, ideas don't have much value by themselves and I can't imagine a situation where someone tells me about something cool in an interview and then we go and build the thing from their 30 minute presentation. In case the idea comes up, don't ask them to sign an NDA. If you're really worried, present on something else or change the details. As an aside: How far along is this company age/funding wise (e.g. $2M seed round, 2 years old)? How many people are you managing in this role? I ask because hiring a technical person to be a first time manager is risky. If "technical manager" means "team lead for 4 people and you still do some IC work" then no biggie. If its a team of 7+ people, you're a full time manager who has never been in that role. If a young company is doing this, I'd worry about the management of that company. Are they really hiring the best by hiring people who have never done it before? Do they not have a well-liked IC they can promote from within? If the answer is "Series D startup with 300 employees, $400M valuation, and while I'm a technical manager, their defacto-org-chart manager is also my manager." then no worries.
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Aug 25, 2021 17:19
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Baronash posted:For those who are in a hiring role, how many people do you usually interview? How many of those get a second interview? If HR does a screening interview, who are they weeding out? It really depends but I'd guess the median is probably 8-9 people who go through a phone screen. Can be less, can be as many as 20+. I do a phone screen and then 1 panel interview. Our success rate on the phone->Panel is probably about 20% or so I'd say? Panel interview is then pretty high, almost 50%. Though that varies a lot too. I drill my team to make "easy passes" on phone screens and we will circle back on people we passed on later. Otherwise you get too many in-person interviews and you get fatigued. I also try to hire 2+ people at a time if I can. I'll skirt a month or so a little short or make a push to let me hire above my headcount if I can. I tend to find we do better on candidates and training if we can get a couple people at a time.
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Aug 25, 2021 18:18
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Things are getting better, maybe? I had an interview on Friday, an interview today, and just now got asked for another interview (all separate jobs.) Doesn't necessarily mean anything as I've interviewed for about 7 jobs so far, but I am allowing myself to feel just a little glimmer of hope.
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Aug 25, 2021 19:15
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KOTEX GOD OF BLOOD posted:Things are getting better, maybe? I had an interview on Friday, an interview today, and just now got asked for another interview (all separate jobs.) Doesn't necessarily mean anything as I've interviewed for about 7 jobs so far, but I am allowing myself to feel just a little glimmer of hope. My wife, who is also job searching in our market, said a bunch of stuff started going up in early August and things are getting busier.
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Aug 25, 2021 19:51
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CarForumPoster posted:Hey I have hired people with similar resumes. My thoughts on yours are this: Phenomenally helpful. With the IC / TC thing, I was trying to articulate extremely variable levels of supervision (I would go from IC to more of a managed engineer on a team, back and forth often as dependent on different team's cultures). Though this may be a good place to do some cutting - best to just mention the highest level of independence and leave it at that. Going to put some time into revisions. Thanks again
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Aug 25, 2021 22:15
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CarForumPoster posted:If the answer is "Series D startup with 300 employees, $400M valuation, and while I'm a technical manager, their defacto-org-chart manager is also my manager." then no worries. It’s this. I’d only work on a smaller startup if I was founding it. I have a lot of project management experience and have led teams, just no official direct reports (which I get is its own ball of wax). It’s kind of a dream job for my current situation to get management experience. I’m overthinking the IP thing. If I disclosed this idea to my current company I’d get a token financial reward. Its biggest value to me would be landing this job. It’s the better presentation so it’s what I’ll do.
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Aug 26, 2021 00:09
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Dobbs_Head posted:It’s this. I’d only work on a smaller startup if I was founding it. I have a lot of project management experience and have led teams, just no official direct reports (which I get is its own ball of wax). It’s kind of a dream job for my current situation to get management experience. Nice, good luck!
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Aug 26, 2021 00:14
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I went through 4 stages of interviews and had to meet the people who would by my reports but you hired someone else? Ughhhh
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Aug 26, 2021 21:12
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Pillowpants posted:I went through 4 stages of interviews and had to meet the people who would by my reports but you hired someone else? Ughhhh I've been there, only it'd be "meet the people who would be my coworkers". I think it was a total of 5 or 6 interviews total, with the last step being meeting the founders, who had a personal yes/no say over hiring (that bit didn't happen).
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Aug 26, 2021 21:26
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fiancee is trying to update her resume. i told her to just list the title she ended a position at but she thinks she wants to show some progression of like intern->entry level->senior. what is best?
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Aug 26, 2021 21:34
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Finished a couple 2nd round interview loops on Mon/Tues and am just  ing my inbox at this point. Then applied to a couple others just because I like the drama I guess??
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Aug 26, 2021 21:39
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barkbell posted:fiancee is trying to update her resume. i told her to just list the title she ended a position at but she thinks she wants to show some progression of like intern->entry level->senior. what is best? I would prefer to see the progression but only detail on the most senior position's responsibilities so like: Company Name: Head Motherfucker (2019-present) [*] mad achievements [*] key responsibilities Senior Motherfucker (2017-2019) Junior Motherfucker (2014-2017)
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Aug 26, 2021 22:41
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If you wanted it to only consume one line of space, you could also write it as "Started as Junior Motherfucker; promoted to Senior Motherfucker (2017)," etc.
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Aug 26, 2021 22:44
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KYOON GRIFFEY JR posted:I would prefer to see the progression but only detail on the most senior position's responsibilities so like: Yep, always show progression. "This person worked at a company 7 years and was never promoted" is a pretty big strike (with some exceptions, of course)
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Aug 27, 2021 00:10
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KYOON GRIFFEY JR posted:I would prefer to see the progression but only detail on the most senior position's responsibilities so like: +1
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Aug 27, 2021 00:30
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If I'm going to be working a job that's designed to be completely remote, what should I put for the location section on my resume? Should I just leave it blank?
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Aug 27, 2021 10:07
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Nirvikalpa posted:If I'm going to be working a job that's designed to be completely remote, what should I put for the location section on my resume? Should I just leave it blank? what's the benefit in leaving that blank?
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Aug 27, 2021 12:51
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Nirvikalpa posted:If I'm going to be working a job that's designed to be completely remote, what should I put for the location section on my resume? Should I just leave it blank? Having a location close to the place you’re applying is a good thing. Even if remote.
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Aug 27, 2021 12:56
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