fecak

7 ms·

1.
I Don't Use AI to Write Resumes(resumeraiders.com)
1 points by fecak 5mo ago|0 comments
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by fecak 4y ago
If writing and film are your true interests, you probably need to find something that gets you from A (where you are now) to B (writing and film) and positions you for that transition down the road. If the programming is rusty, that limits
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by fecak 4y ago
I write resumes for a living and give career consultations. Maybe 5% of my clients come to me with similar issues - they have accomplishments and work history, but really struggle to identify direction for their next move. During the writin
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by fecak 5y ago
I ran a large Java Users Group for several years when Java was part of Sun Micro and a handful of years after the transition to Oracle. I used to get swag for my members and did giveaways at meetings. I can say that Sun sent me jackets, shi
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by fecak 5y ago
Nice piece. I write resumes and give career advice to a lot of tech professionals, and what you wrote about applying for jobs and "not being sure if a human ever read my resume" hit home for me. I don't trust that the algorit
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by fecak 5y ago
I don't think that is contradictory at all to what I wrote. I agree, many recruiters will try to send you out to every client and every job they have just to maximize their chances of a fee. Those recruiters should be avoided. If you&#
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by fecak 5y ago
They may not care about what languages and tools you are using when they hire you, but that's how they find you. They aren't on LinkedIn search for "Software Engineer" in most cases - at least I wasn't.
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by fecak 5y ago
I said bad "hire", not bad "interview" - this was by design. If a company makes a bad hire, it's not (generally) because the candidate was presented, but rather a flaw in their interview and vetting process. The &qu
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by fecak 5y ago
I'd bet your LinkedIn isn't optimized at all for discovery. Populate a skills section with languages and tools you use, and you'll often see an immediate uptick.
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by fecak 5y ago
A bad hire isn't on a recruiter unless they are basically lying to the employer about the hire's credentials or background, and even then it's the employer's job to vet what is being said.
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by fecak 5y ago
The bigger ones, yes. Not boutique/niche firms, but large ones tend to churn.
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by fecak 5y ago
All of my recruiting work was retained for the last 5-10 years I was in business, and I wasn't recruiting executives. I'm not saying that is the norm (it definitely isn't), and you are correct that senior developers will not
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by fecak 5y ago
The article's methods are actually quite good. You should ignore most of the recruiter contacts - if the recruiter approaches you for a job that is clearly not a fit for your background, I'd dismiss that person as either not respe
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by fecak 5y ago
Tenure is a good one, but can be misleading. There are a few ways to make money in recruiting. Being really good at it and ethical is one way, but there are also people who are unethical and it hasn't caught up with them. I would alway
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by fecak 5y ago
Good question. The bad ones don't go away immediately. They go away eventually, and are quickly replaced with another round of new hires. So you have maybe 10% of the industry that stays for the long haul, and 90% is a revolving door o
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by fecak 5y ago
The reluctance to work with recruiters is mostly the "time suck" element. If you were to chase every opportunity sent by recruiters you'd waste a ton of time, but you'd also maximize your potential for getting offers tha
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by fecak 5y ago
I don't think missing out and losing out are synonymous. I'm simply stating that if you decide to ignore any subset of potential opportunities solely due to the source, you are limiting your exposure to possibilities. For example,
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by fecak 5y ago
The OP mentioned doubling salary multiple times. I don't assume everyone is looking to advance to an exec role - in my experience, most actually are not looking for that at all. I tend to assume people aren't looking for exec role
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by fecak 5y ago
Former recruiter here. You are spot-on about referrals, and having an insider advocating for you or just their willingness to make the recommendation starts things off at a great spot. Here's where I disagree. You haven't doubled
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by fecak 5y ago
Well you're in luck, young bibliophile. Teller has authored or co-authored five books, all published between your 12th and 28th birthdays. I may be more familiar with his work than the average person because of his connection to my hig
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by fecak 5y ago
If you are genuinely "old", you'd be more likely to know who Teller is. Penn & Teller were pretty ubiquitous back in the 80s and 90s. Teller is 73. Fun fact - he taught Latin at the high school I went to (before my time)
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by fecak 5y ago
It's corporate corruption and this type of behavior prevents companies from competing fairly. It's bigger than "corporate policy". That's like saying "theft" is against corporate policy, so when I embezzle
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by fecak 5y ago
The recruiter argument against a fixed % is that they should be rewarded for their skill in negotiation. In other words, let's say market rate for your programming skill is 150/hr. I'm your recruiter, and I make you an offer
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by fecak 5y ago
In my opinion, LinkedIn's most valuable assets are the ability to get discovered by recruiters/hiring managers and as a way to conduct outreach. I would not recommend posting resumes on Indeed, as that may cheapen your brand a bit
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by fecak 5y ago
I am a former recruiter and wrote an article about this years ago. One of the main issues with third-party recruiting and the recruiter/candidate relationship is that their interests aren't aligned. In perm hire recruiting, the re
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by fecak 5y ago
I'm a resume writer (I actually made the first comment on this post and recommending a resume didn't seem appropriate since I hadn't seen what he has). If you click on my profile you'll see details.
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by fecak 5y ago
Understood. I wouldn't generalize this as "the real world" though. If you've been in the same place for 13 years, you probably don't have a ton of experience in "the real world", and because of that, you t
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by fecak 5y ago
That's a big difference. That doesn't mean you shouldn't leave your job, but if you're getting paid overtime the 60 hour weeks are a lot different than if you were straight salary with no overtime. You are working too mu
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by fecak 5y ago
60 hour weeks at 39K amounts to under $15/hr (depending on the value of any benefits package), so you have to keep that in perspective when weighing your options. If you haven't had a raise in a long time, are working holidays, pu
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by fecak 5y ago
I think you find out what makes them happy in their job, and then try to provide that as best as you can. Saying you are "happy doing what I'm doing" is based on the present state. You could ask "what do you like about w

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