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Has Amazon always been this aggressive with spam emails for recruitment? I'm now getting spam from them on 2 of my 3 personal emails as well as on my work email.
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Aug 25, 2021 14:16
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I'm seeing the same and have had more than one friend mention it as well, feels like they really kicked it up. A good move if their goal was to further cement that I'll never work for them.
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Aug 25, 2021 14:19
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I've also been seeing ads on literally every job board for them. It's really off putting because it feels like a massive red flag that any company so well known needs to be so aggressive about recruitment. Also yesterday I had my first recruiter conversation in years. It was with a recruiter at a FAANG(Not Amazon though), and I was so nervous it was ridiculous. I think it really threw me off because I'm used to feeling a very different power dynamic with recruiters, where they are the ones selling me on the job, not the other way around. I didn't feel like I was explaining myself anywhere near as well as I typically do, so I hope I didn't talk myself out of the process. Maybe I should have taken some normal podunk recruiter calls first instead of ignoring them, just to knock the rust off.
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Aug 25, 2021 14:24
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Yeah I've had to tell multiple recruiters in the past week that I already blew my Amazon load for the year and I'm in the doghouse for awhile. A lot of it is for AWS, which reinforces the fears I have with that organization.
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Aug 25, 2021 19:00
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wilderthanmild posted:Has Amazon always been this aggressive with spam emails for recruitment? Since beginning of august I've gotten emails from four different amazon recruiters on the same email address.
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Aug 25, 2021 19:50
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I've been getting emails from a remarkably persistent Amazon recruiter (for a position that has absolutely gently caress-all to do with what I do), but only the one. Earlier this year I was hearing a lot from Facebook, though.
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Aug 25, 2021 21:03
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one thing that may influence the increase is that most teams have found out their headcount from planning season a little bit back. combine that attrition and you end up seeing a lot of recruiting going on to fill spots.
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Aug 25, 2021 21:07
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When I've gotten emails from Google or Facebook or other big companies it's always an internal recruiter and the outreach is fairly high-quality. When I've gotten from Amazon it's always a 3rd party recruiter who was apparently allowed to use the Amazon logo in their signature. But they're the same kind of poo poo-tier recruiter as Robert Half or private recruiters and they're just going for quantity.
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Aug 26, 2021 02:34
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been getting emails from amazon weekly and same with facebook. facebook is definitely using form letters that try to guilt trip you into replying, one of my buddies showed me the exact same messaging but from a different recruiter. noticed that i've been getting way more now that i've joined big tech.
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Aug 26, 2021 09:09
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Definitely Amazon recruiter spam super picked up. In May I actually was trying to find a recruiter myself, initiate contact. Now they're everywhere. Now that my job search is ending one thing that aggravates me is not everyone uses calendar invites for interviews, such an easy and good best practice.
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Aug 26, 2021 15:08
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From the inside - Amazon/AWS seem to be hurting for people, we have TAM shortages in Europe and an aggressive pipeline for hiring. Tough on them cos I should have an offer coming for a Product Manager role next week, even in the UK the salaries are catching up & beating Amazon.
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Aug 26, 2021 20:08
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Is consulting good? I'm pretty miserable at work lately and I got an offer for a $65k increase from a consulting company. They say I need to update my skills (accurate), which is why I'll spend the first month training at a slightly reduced salary before my first assignment. It all sounds too good to be true. Am I missing something important here??
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Aug 26, 2021 21:13
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Some people love consulting firms, other hate it. I don't really have any experience working on one so I can't say much there. However, I would be incredibly skeptical of any offer where I'd receive some reduced salary until some arbitrary time in the future. Is that specifically your salary(X), or is part of it some kind of thing where you get paid a base salary but when they bill a client you see a piece of that(Y), effectively making your pay X + Y? Edit: Also I've had to update/learn skills on the job before, but never received reduced pay during that. I really think that's a red flag the more I think about it. Like I said, I've never worked for a consulting firm though, so maybe it's normal there? wilderthanmild fucked around with this message at 21:23 on Aug 26, 2021 |
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Aug 26, 2021 21:20
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I don't have it in writing yet, but they said it's a the lower rate until I complete their training, which is supposed to revolve around bringing me up to speed on modern ops tooling. They gave me a specific salary for training and a higher one for post-training which is permanent.
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Aug 26, 2021 21:24
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rt4 posted:I don't have it in writing yet, but they said it's a the lower rate until I complete their training, which is supposed to revolve around bringing me up to speed on modern ops tooling. They gave me a specific salary for training and a higher one for post-training which is permanent. Get it in writing in your contract. With frim timelines.
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Aug 26, 2021 21:43
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oral contract is worth the paper its written on
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Aug 26, 2021 21:46
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TheCog posted:Get it in writing in your contract. With frim timelines. bob dobbs is dead posted:oral contract is worth the paper its written on
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Aug 26, 2021 21:49
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Oh yeah, definitely. I'm not putting in notice at my current job without a real signed offer with everything spelled out!
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Aug 26, 2021 21:53
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Same. Speaking of, stay tuned for how my situation will pan out.
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Aug 26, 2021 21:53
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FamDav posted:thanks, so ICT5? i couldn’t find anything external that actually gave name to them so wasn’t sure. The problem with this (ubiquitous) on-paper definition is that there's only so much work like that to do but most companies that adopt it don't have a process that can tell people at the top of the level below that there's no room to promote them into. I have yet to work at or hear of a company where the "staff engineer" level did more than 1) serve as a way to gaslight the people who wanted it but didn't have it (justified or not) and 2) incentivize people to invent new initiatives and projects solely so that they can be the one to "bridge [the corresponding] technical, business and organizational concerns" and thereby get themselves promoted. e: The other thing about the level is that the codified competencies are pretty lofty but usually to get hired into it all you need is N years of experience, where N is sufficiently high, and to not faceplant during your systems design interview. raminasi fucked around with this message at 22:01 on Aug 26, 2021 |
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Aug 26, 2021 21:57
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raminasi posted:The problem with this (ubiquitous) on-paper definition is that there's only so much work like that to do but most companies that adopt it don't have a process that can tell people at the top of the level below that there's no room to promote them into. I have yet to work at or hear of a company where the "staff engineer" level did more than 1) serve as a way to gaslight the people who wanted it but didn't have it (justified or not) and 2) incentivize people to invent new initiatives and projects solely so that they can be the one to "bridge [the corresponding] technical, business and organizational concerns" and thereby get themselves promoted. there's only so much room for any position. a team of 10 developers only has room for 1-2 senior developers before the opportunity for doing work "at your level" becomes cramped and leadership gets blurred. and once you get to a terminal level (which is almost always senior) there is nobody pushing from above to make sure you get promoted to the next level unless 1) you're demonstrating upwards that you're doing next level things and/or 2) that you're asking what it will take and to be prioritized on work that shows it. and as for inventing new initiatives/projects, it's most senior people's job to think bigger than where you're at currently. its on other people to make sure that work isn't being done to just pad someone's promo but actually has meaningful impact to the business (either externally or internally). if your promo process doesn't ensure that, then that's the problem. quote:e: The other thing about the level is that the codified competencies are pretty lofty but usually to get hired into it all you need is N years of experience, where N is sufficiently high, and to not faceplant during your systems design interview. this says more about the company than the role. at best (worst?), it's because the company doesn't have enough senior technical leadership to know how to asses it. FamDav fucked around with this message at 22:32 on Aug 26, 2021 |
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Aug 26, 2021 22:24
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rt4 posted:I don't have it in writing yet, but they said it's a the lower rate until I complete their training, which is supposed to revolve around bringing me up to speed on modern ops tooling. They gave me a specific salary for training and a higher one for post-training which is permanent. Some consultancy firms have a "bench" rate and a rate for when you're billing a client. You get the bench rate if you're between clients and twiddling your thumbs. It's usually 40-60% of your usual salary. If they're saying you get that while doing your training that's probably okay, but I would not take it if that would entail an effective pay cut.
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Aug 27, 2021 01:23
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The market is crazy enough right now that I have zero idea what a "good" salary is for a medium-to-senior role. What do the benchmarks look like now for second-tier-under-FAANG salaries and how excessive a number should I be putting out there when talking to random recruiters?
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Aug 27, 2021 02:16
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Roadie posted:The market is crazy enough right now that I have zero idea what a "good" salary is for a medium-to-senior role. What do the benchmarks look like now for second-tier-under-FAANG salaries and how excessive a number should I be putting out there when talking to random recruiters? is the place on levels.fyi? you should go look at levels.fyi.
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Aug 27, 2021 02:23
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The offer I just mentioned is for $170k at 13 years experience, which would put me in the top 25% of compensation in the nearest metro area on levels.fyi. There's another company that may make an offer more like $200k total comp soon, but a lot of it is a cash+stock bonus, which I don't entirely trust
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Aug 27, 2021 02:23
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Roadie posted:The market is crazy enough right now that I have zero idea what a "good" salary is for a medium-to-senior role. What do the benchmarks look like now for second-tier-under-FAANG salaries and how excessive a number should I be putting out there when talking to random recruiters? Heavily dependent on the local market
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Aug 27, 2021 04:09
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i dunno if i can post in this thread yet but ive done contracting at 2 different companies. one where i was on a whole team that was contracted out to create projects with such strict requires and timelines that mgmt could then bill the client for change orders when bugs inevitably appeared or it wasnt really what the client wanted, and one where i was a butt in a seat at a huge travel tech company that i just left last month. if its contracting of the first type, dont do it because it makes you feel like poo poo producing an inferior product
barkbell fucked around with this message at 11:25 on Aug 27, 2021 |
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Aug 27, 2021 04:16
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Roadie posted:The market is crazy enough right now that I have zero idea what a "good" salary is for a medium-to-senior role. What do the benchmarks look like now for second-tier-under-FAANG salaries and how excessive a number should I be putting out there when talking to random recruiters? In what city Bay Area/ex bay area doesn't seem to be hard to break 200k, unless they're backfilling a position I was quoting $240 and recruiters weren't laughing at me, so I bumped my quote to $270 and people stopped returning my calls, so for me at least, sounding like the upper limit is in that range. That's pre equity number Two years ago $170 wasn't terrible. In the bay area you can swing a dead cat and get three 200k offers no problem. I wonder if the lack of h1-b and international students due to covid is having any impact
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Aug 27, 2021 09:46
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Don’t forget that a lot of that is equity. Your base salary plus bonus is still probably gonna be around 150~170k.
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Aug 27, 2021 14:36
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FamDav posted:there's only so much room for any position. a team of 10 developers only has room for 1-2 senior developers before the opportunity for doing work "at your level" becomes cramped and leadership gets blurred. and once you get to a terminal level (which is almost always senior) there is nobody pushing from above to make sure you get promoted to the next level unless 1) you're demonstrating upwards that you're doing next level things and/or 2) that you're asking what it will take and to be prioritized on work that shows it. It kinda seems like the industry is starting to conflate level of experience and ability, with the actual role and responsibilities taken on by individuals. It's like in a video game when you have a bunch of S-class units, but only one or two of them can be the leader/are the main source of damage. Any of them can do the job, it's just that the structure of it means there's only so many slots.
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Aug 27, 2021 14:48
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Pollyanna posted:It kinda seems like the industry is starting to conflate level of experience and ability, with the actual role and responsibilities taken on by individuals. It's like in a video game when you have a bunch of S-class units, but only one or two of them can be the leader/are the main source of damage. Any of them can do the job, it's just that the structure of it means there's only so many slots. you get the job that you are doing, not the job that you might be qualified for. if everyone was a senior engineer but only 1 or 2 had to be the leaders, would that mean the others get worse comp? and for non-senior engineers, why are they not senior engineers if they’re doing the same job as most of them? to me your analogy would make sense if you had compared across specialties. yeah, everyone is a senior/staff something, but only the delevopers focus on code, pms focus on product, etc.
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Aug 27, 2021 16:43
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Roadie posted:The market is crazy enough right now that I have zero idea what a "good" salary is for a medium-to-senior role. What do the benchmarks look like now for second-tier-under-FAANG salaries and how excessive a number should I be putting out there when talking to random recruiters? Just to add another point of anecdotal evidence to the pile: I make $165K (no equity) for a bootstrapped company that's all remote, but technically headquartered in Seattle. I've been there for two years and I have about 12 years of experience. I recently started asking around on tech Twitter and have had multiple people confirm that yes, I could probably be making north of $200K while staying remote. And you really shouldn't be giving recruiters a number; they should be giving it to you. I mean you don't want to completely sour the relationship before you even get in the door, but I would try to push back on them as much as possible before giving them your expected salary. Some options for when they ask: - say you want competitive with market rates - say you would rather determine fit w/ company before discussing compensation - say that the overall compensation package is more important than salary - ask what’s range? then say you'll let them know if that’s acceptable
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Aug 27, 2021 17:02
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Pollyanna posted:Don’t forget that a lot of that is equity. Your base salary plus bonus is still probably gonna be around 150~170k. I don't know anyone senior making less than $180 base, equity is pretty garbage though, pre-ipo companies seem pretty tight fisted with equity these days
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Aug 27, 2021 18:46
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Hey, remember this?Pollyanna posted:Lord help me, Google's interested, and now I'm staring at a pile of prep materials. It did go well. I’ll be starting near the beginning of October.  Bit bittersweet cause I’ve been at my current place for almost 3.5 years now, and I’ve grown attached to some of the team I work with right now. Not sure how I’ll break it to my manager. I want to make sure that they understand this was a matter of serendipity and right-time-right-place, but to be honest, I’m pretty unsure of the health of the company going forward, so it was in fact influenced somewhat by that and by difficulties working in the reorg’d team. Also not gonna lie, I’m feeling a bit of senioritis coming on.
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Aug 27, 2021 19:05
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I'm not sure if this is actually going to go well...
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Pollyanna posted:Hey, remember this? Congrats! If you can think of something to say to your manager on the way out that might help the teammates you're leaving behind, go for it. Otherwise "it was great working here, but Google came knocking and I couldn't say no" is all you need.
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Aug 27, 2021 19:21
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 explains it nicely.
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Aug 27, 2021 19:22
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Congrats! My wife has been at Google for a bit now so if you have any questions about onboarding or whatever, feel free to DM me!
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Aug 27, 2021 19:30
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Pollyanna posted:Hey, remember this? Congrats!
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Aug 27, 2021 19:41
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Goons gettin paid, love to see it
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Aug 27, 2021 20:00
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Coming out of my lurking in this thread to say gently caress yeah Pollyanna! Congrats!
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Aug 27, 2021 22:28
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