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ultrafilter posted:This is good but there's always the caveat that titles vary a lot across organizations and that your actual responsibilities and accomplishments are going to matter a lot more than what you're called. Blinkz0rz posted:obviously ymmv depending on your company or wherever you're interviewing 
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Jul 17, 2022 18:18
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Agreed with Blinkz0rz's explanation. I'd add that I don't find it being a common title and in my opinion it really shouldn't be one. It's a position on a project, or team, that you can move in and out as you change projects. The expertise required to tech lead is highly project dependent on both scale and size. A senior may tech lead a simple and small project that doesn't need someone more experienced, while a substantial project requires someone above senior. It's definitely something you should be doing above senior and included in a bullet point under the position on your resume.
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Jul 17, 2022 19:34
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so if i'm getting offers for principal, i should probably negotiate for a principal title here right? i'll be one of the first tech hires of a tiny startup and i don't want to miss out on that title bump for future prospects
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Jul 17, 2022 20:02
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Corla Plankun posted:so if i'm getting offers for principal, i should probably negotiate for a principal title here right? i'll be one of the first tech hires of a tiny startup and i don't want to miss out on that title bump for future prospects Worth a try, although at a tiny startup a "principal" title is always going to be kind of bs (unless I suppose it's of the "deep technical specialist" sort but I think you would already know if that was the case). The pragmatic engineer guy has some good rundowns of what the various titles often mean and the sort of substreams within them.
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Jul 17, 2022 20:12
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distortion park posted:The pragmatic engineer guy has some good rundowns of what the various titles often mean and the sort of substreams within them. link? this could be useful for sending to newer people who haven’t learned these things on their own yet
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Jul 17, 2022 20:14
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PIZZA.BAT posted:link? this could be useful for sending to newer people who haven’t learned these things on their own yet https://staffeng.com/guides/staff-archetypes He describes "tech lead" as of one the common archetypes of a staff-plus role (although I agree that it can be done at other levels): quote:The Tech Lead guides the approach and execution of a particular team. They partner closely with a single manager, but sometimes they partner with two or three managers within a focused area. Some companies also have a Tech Lead Manager role, which is similar to the Tech Lead archetype but exists on the engineering manager ladder and includes people management responsibilities. I like his stuff because it's generally very grounded in the actual day to day reality of the job. Note how in the rest of the article he leads with links to interviews with people in those roles and example calendars. Not just abstract goals etc. e: he actually addresses exactly the conversation here: quote:Somewhat confusingly, some companies use Tech Lead as a title, and others use it as a role. In this list of archetypes, the Tech Lead is one approach to operating as a Staff engineer, but it's quite common to perform the Tech Lead role without having the impact expected of a Staff-level engineer. Indeed, you'll find non-Staff engineers acting with the behaviors of every archetype. Being a Staff-engineer is not just a role. It's the intersection of the role, your behaviors, your impact, and the organization's recognition of all those things.
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Jul 17, 2022 20:34
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In case its not super clear already: If youre getting a startup willing to call you a principal you should not go try to get some big company to call you a principal. Titles at companies with less than a 100 people are going to be looked at VERY skeptically by large orgs, instead favoring to figure out what your real contributions were. Since you're at a startup you have the ability to make BIG contributions, so if you have a puffy title (e.g. Engineer 3 only 3 years out of school) and can't explain how you impacted the company and product you're in a bad spot if the interviewers are any good.
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Jul 17, 2022 20:49
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i'm actually coming from the other direction, a 5000 person company called me a principal and i'm instead choosing a startup with a worse title! but it looks like maybe it isn't a BAD line item on a resume at least. Placing it roughly equivalent to a staff eng position feels okay to me.
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Jul 17, 2022 21:02
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Principle is another title that can vary a lot. At some orgs, it's the title after various bands of senior equivalent to staff and at some it's above staff potentially with a senior staff jammed in there and there's very few of them across a large org. I would try to get the startup to match your title based on bands rather than the exact name. So if worse title is the equivalent band to principle at your company then that's acceptable. You can always ask though if title is important to you.
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Jul 17, 2022 21:12
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update on the ghosting: the recruiter got back to me today after apologizing for disappearing, had to take a few days off (maybe a family emergency, idk) said they can’t offer any more money than the initial offer, didn’t bother answering any of the questions i posed in addition to asking for more money, so i politely declined
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Jul 17, 2022 21:59
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i got sent a written interview for an intern position that i would be excited to place into (firmware development for a well-established but not necessarily prestigious tech company). i'm going to open it when i get home from work, but before then does anybody have any insight on how to stand out with this form of evaluation? i'm used to live behavioral interviews, and i'm not sure how the content that recruiters or hiring managers look for changes with a written evaluation
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Jul 18, 2022 20:46
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lord fifth posted:i got sent a written interview for an intern position that i would be excited to place into (firmware development for a well-established but not necessarily prestigious tech company). i'm going to open it when i get home from work, but before then does anybody have any insight on how to stand out with this form of evaluation? i'm used to live behavioral interviews, and i'm not sure how the content that recruiters or hiring managers look for changes with a written evaluation is it on video? If so I imagine being whiter and more male is helpful
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Jul 18, 2022 22:04
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champagne posting posted:is it on video? If so I imagine being whiter and more male is helpful r c p
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Jul 18, 2022 22:10
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Captain Foo posted:r c p I don't know what that means But I have experienced second-third hand racism. When I worked for the Danish state a coworker mentioned to me that our manager didn't want to hire anymore brown people, but also emphasized not to say anything about it because of  . It won't surprise you to learn all my co-workers in that department were white.
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Jul 18, 2022 22:18
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I posted a few weeks back about having a bad personality, ie, failing behaviorals. I ended up taking the process seriously and got a job I wanted because for once I was actually prepared (and ofc I also got a little lucky in the technical interviews). I prepared for the Amazon interview (but ended up not applying) and if you're prepared for the amazon process every other behavioral is a piece of cake, just tailor your answers to what you understand the company culture to be. Memorizing 12 or so stock stories sounds onerous when Amazon makes it a required part of the interview process but it helps so, so much at any of the large companies these days. Also. If you're interviewing remotely and you have multiple monitors, which you should, you can have all your behavioral stories written out in a word file for fast reference and just look for your best example if you draw a blank. You can also have an outline of the components of a large system to make sure you cover them all during the system design portion. If you do all that the only hard part of the interview is LeetCode which we all know about at this point ofc.
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Jul 18, 2022 22:22
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lord fifth posted:i got sent a written interview for an intern position that i would be excited to place into (firmware development for a well-established but not necessarily prestigious tech company). i'm going to open it when i get home from work, but before then does anybody have any insight on how to stand out with this form of evaluation? i'm used to live behavioral interviews, and i'm not sure how the content that recruiters or hiring managers look for changes with a written evaluation tbh if your writing is non-poo poo you'll do better than most people. i'm expecting that this isn't a step in _selecting_ interns, but rather in _rejecting_ them. so probably just don't suck and you'll make it through the sieve to the "real" interview. but proof read your poo poo for sure, and if you aren't sure about it have a friend proof it too
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Jul 18, 2022 22:43
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yeah they have a leetcode-style online assessment as part of the standard app, so i think this is probably the "human factor" second-stage rejection filter. i'd like to believe i can pass that but i use something awful dot com so it could go any way tbh!
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Jul 18, 2022 23:10
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in terms of actual interview stories, i had one last year where a very southern interviewer just told me i'm handsome and then chatted about race cars for twenty minutes. i got the offer being very white and male is unfortunately helpful in this country yeah
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Jul 18, 2022 23:13
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champagne posting posted:I don't know what that means it's written. that's why they're telling you to read, comprehend, and then post. its like RTFM except for posting
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Jul 19, 2022 05:05
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i am a moron posted:it's written. that's why they're telling you to read, comprehend, and then post. its like RTFM except for posting I see thanks
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Jul 19, 2022 06:42
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lord fifth posted:i got sent a written interview for an intern position that i would be excited to place into (firmware development for a well-established but not necessarily prestigious tech company). i'm going to open it when i get home from work, but before then does anybody have any insight on how to stand out with this form of evaluation? i'm used to live behavioral interviews, and i'm not sure how the content that recruiters or hiring managers look for changes with a written evaluation take 2: since you're already excited put that excitement onto paper. Write down why you're excited and how you're hoping to learn, grow but most of all contribute into company. Real question is if anyone is actually gonna read it or if it's a last resort for when picking people out of a pile based off of resumes yields two or more equally good (by whatever metric the person / machine reading them measures) candidates
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Jul 19, 2022 07:44
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this is good advice. i did try my best to show my excitement, and even filled out the "open comments" field like some kind of schmuck. i just need to remember not to get too invested in any one thing since i've already put out 30+ apps and the number is constantly growing
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Jul 19, 2022 13:40
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doing my bit for fellow computer touchers by turning down offers citing insufficient comp
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Jul 21, 2022 14:49
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got a technical interview queued up for the summer position i really want 
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Jul 21, 2022 16:53
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Jul 25, 2022 03:45
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that's definitely fake or a joke but nice try cop
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Jul 25, 2022 03:55
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this has been doing the rounds on Reddit, discord and Twitter and nobody reads the part telling you it’s a photoshop.
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Jul 25, 2022 07:19
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im the mybroadband.co.za article
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Jul 25, 2022 07:42
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Had a recruiter schedule an interview for today at mid-day over the weekend (without checking I was available) and then called me 2 hours before to tell me it was going to be highly technical deep dive into stochastic calculus, pde theory and options pricing, for a role that was described to me as primarily being python development/analysis based. I had to stop myself laughing in his face. Given some time I could probably get back up to speed with all that but I haven't looked at it in years and the guy only contacted me on Thursday last week about the role. Now he's frantically rescheduled to Wednesday as if that's going to make a massive difference. I swear some of these guys lack any semblance of critical thinking.
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Jul 25, 2022 10:58
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'recruiter' is a position with comparable training and distinction in hiring as door-to-door sales or fast food hth. no, the recruiter doesn't know that ito calculus is balls rare and python is not so much
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Jul 25, 2022 11:15
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lord fifth posted:got a technical interview queued up for the summer position i really want didn't do as well as i would like, but i think that's okay for my first live coding interview. the interviewer wanted to stay to let me ask questions even though he was late to a meeting, which was a cool. don't think i'll move on / get an offer though, and that's just fine!
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Jul 26, 2022 00:31
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your own intuition about how well you did is worse than you would think as a predictor, cuz if youre a serious candidate peeps often do the nerd hazing with you and if they judge you not a serious candidate after a lil bit their eyes glaze over and you think you're doing well cuz they seem relaxed
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Jul 26, 2022 00:41
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this is true! i'll just wait for an email hopefully sometime this week. maybe i'll be pleasantly surprised (:
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Jul 26, 2022 00:47
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I provided "references" for a bog standard engineering role and now the recruiter is emailing my references asking for 30 minutes to have a zoom meeting and talk about me. Is this normal? I like this company but after an already super long interview loop this all feels very excessive
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Jul 26, 2022 05:06
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seems weird for a normal-rear end eng job but 🤷♀️ i mean that is literally what references sign up for it's not a particular red flag or anything, ive given a few of those esp for leadership positions. it's just a bit extra
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Jul 26, 2022 05:31
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It’s extremely loving weird even for leadership positions unless you’re not in the US then idk
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Jul 26, 2022 05:40
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i get the feeling this is becoming the norm in the post-covid world. pre-covid, all the "phone" bits of the interview process were really brief. phone screen was short, reference checks were a short call at most with almost all "intensity" contained within a day of interviewing. now it feels like a 30-60 minute zoom call is the norm for all stages of the interview process, from "phone screen" through reference checks. the bare minimum these days seems like 30 minute screener, a couple 30 minute minute interviews with team and leadership, then 30 minutes ref check zoom mixed with a couple ref check emails the top end that i've experienced lately was a 30 minute tech screen, 4x1hr 1:1 zoom with part of the team one day, another set of 4x1hr 1:1 zoom with another part of the team another day, 60 minutes with the team lead, then 30 minutes with the team lead's boss and finally 15 minute calls to each of the five references they asked for. this one actually used phone calls for the ref checks, but zoom for everything else.
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Jul 26, 2022 05:50
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alright maybe I have no idea what I’m talking about but I’ve gone deep enough to get offers the past year and haven’t even provided references once, is this a startup thing or something?
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Jul 26, 2022 05:53
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i am a moron posted:alright maybe I have no idea what I’m talking about but I’ve gone deep enough to get offers the past year and haven’t even provided references once, is this a startup thing or something? I'm wondering the same as this is my first interview with a startup. This company so far has been making me do some kind of ~30min discussion with someone at regular intervals for weeks. I get anxious about this kind of thing pretty easily, so it just sucks waiting for a response that doesn't end with "to discuss next steps."
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Jul 26, 2022 06:29
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i am a moron posted:alright maybe I have no idea what I’m talking about but I’ve gone deep enough to get offers the past year and haven’t even provided references once, is this a startup thing or something? the short example came from a gig at a university that i made it to offer/acceptance with, the long example was a privately held computational biology firm that i withdrew from post-references and pre-offer because i didn't want to relocate for it. job prior to that was a federal lab that checked refs with a short call. i did a handful of startups prior to the federal lab, maybe 25% did a reference check, but I'd also previously worked with or for the hiring manager on about 50% of them, so I'd expect a rate closer to 50% in startups if you're going in without already knowing someone.
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Jul 26, 2022 07:19
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