Raphael Stevens

More stories

  • 150 Shares119 Views

    in Talent Acquisition

    What are the Best Programming Languages to Get a Software Developer Job?

    Hired & Exponent partner for engineering career advice video series

    Hired, along with our partner Exponent, recently completed a video series exploring such as what the best programming languages for software developers to get a job. The series featured three of our talented engineers: Nico Thiebaut, Prakash Patel, and Dan Baker, discussing subjects such as:

    How to Become a Machine Learning EngineerTop Programming Languages to Land a Job (in 2022).Engineering Manager vs. Individual Contributor (IC) Path

    Dan Baker is a former boot camper, now an Engineering Manager at Hired, a tech marketplace that matches talent with employers for roles around the world. He’s currently leading the work on the Hired Assessments product, helping candidates show their skills and find their dream jobs. 

    Based on the Hired State of Software Engineers report, these “top” skills or languages are taken from data on more than 360,000 interactions between companies and candidates on the platform. 

    Here’s a quick summary of the conversation Dan Baker had with Lucas from Exponent. To watch the full interview, scroll down to the bottom of the article.

    First, what are the top programming languages for individual contributors (IC) in software development? 

    Based on the report data: Go, Ruby on Rails, Scala, Ruby, and React Native. 

    What are the most in-demand programming skills for managers?

    Ruby on Rails, Scala, AWS, Google Cloud, and Ruby. 

    What are engineers’ favorite programming languages and skills?

    According to survey data of tech talent on the Hired platform, it’s Python, Javascript, Java, Typescript, C-Sharp, and Go.

    What did you find the most interesting about the top programming languages among developers this year?

    Well-established technologies valuable to new programmers due to their staying power

    When I got started, Ruby was the main language that was normal. It was easy for people to understand. It was the first language for a lot of people. It’s no surprise to me that Ruby on Rails, as the first usable framework, has so much popularity. 

    Today there are probably not that many projects getting started in Ruby but there are many being maintained in it. That really speaks to the legacy nature of coding. 

    Trendy or not, programming languages on the rise help employability

    What stands out to me are languages like Go and Scala because they seem to be newer languages on the rise. People aren’t learning Go and getting Go engineers because they have to. It’s because they want to build new things with Go. 

    To an extent, that’s the truth with React Native but it’s more so the nature of React dominating the front-end framework landscape.

    Do you encourage your team to regularly learn new technical skills? What skills specifically? 

    I frame my advice to my direct reports around:

    How we can position the story for the resume for their next job? What’s the best way to sell this for you to get a promotion internally? How can you sell this for yourself for your next role? 

    Usually, it’s less about the technology and more about solving a business case. That’s what will matter to the hiring manager in the future. The technology is usually secondary. 

    One of my engineers is deep in Terraform right now, another knows more about React than anybody it seems, and then another knows the ins and outs of Django in a way that probably very few people know. When I’m suggesting people learn new skills it’s really catered to the use case, 100%.

    What programming language is best for someone just learning to code?

    If I was speaking to somebody who is just starting to code, I would recommend learning Rust. It’s exciting because it’s a new language approaching programming from a very type-centric point of view and is very low-level control while having high-level usability. 

    Insight from Exponent 

    There are often technologies probably best suited to solve a particular business case and are extremely important to learn for that reason. There are also technologies probably always very popular amongst engineers, maybe because they scratch an itch and they’re kind of technically interesting but maybe they are the wrong puzzle piece or are a bit too new for whatever you’re trying to solve on the job. 

    What’s a programming language mistake?

    Many times I’ve seen companies make the wrong decision by supporting engineers to do things they’re curious about that don’t align with the business case. Then, the current business case they need to move forward is not addressed so they have to pivot to something that does make sense. The engineer maybe gets a skillset but it isn’t even that sellable – why? It never was usable at the business.

    What about jobseekers who don’t know these ‘best programming languages?’ How do you recommend they stay competitive in their job search?

    The top five skills are interesting because you get an idea of the heavy hitters and what languages people for the most. It depends on where you are in your career and how much you understand about where you want your career to go. 

    For an engineer who has a little bit of experience but has a good idea of what they want to do, I would say, look in that subset and maybe it doesn’t matter which is the top language.

    Maybe it’s more so, which programming language do you have some experience in – and will it be viable to enough potential employers? Looking at this list, I guarantee the people who are best at Scala don’t know much about React Native. 

    Tip from Exponent

    Most engineers won’t become an expert in all of these. You definitely want to assess where your own experience is and take it based on that. 

    Can you describe how Hired Technical Assessments are designed to assess a candidate’s technical ability? How can jobseekers do well in technical assessments?

    Benefits of Hired Assessments

    My advice to any potential client using the product is to understand what an online technical assessment can do and what it can’t. The biggest value add is not that you’re going to get an automated answer to whether this candidate is right for the role. 

    You’re going to have an asynchronous interaction. A candidate’s going to do the assessment when it makes sense for them. The employer is going to review their work when it makes sense for them, that’s first and foremost. 

    Employers can review their work, and playback how they completed it. They can see if the candidate is within an acceptable range of performance, and how they executed problems. See what kind of approaches they took and if it makes sense to you (the employer). See if they are using coding patterns successfully demonstrating a level of expertise. 

    Benefits to jobseekers

    Candidates have the opportunity to show their thinking more than simply trying to solve the problem. In some cases, employers are looking, getting so many good candidates that they’re only able to look at the top one percent of them. 

    However, in these cases, no one really enjoys or does well in a game where only the top 1% are winning. You want to find a smaller pond where you can actually show a connection to the employer and show that you thought out your work. 

    For candidates, unfortunately, with the state of the industry and in online assessments, LeetCode reigns supreme. I recommend brushing up on that because that’s what most of these products are geared towards. 

    I do see a trend slowly moving away from purely LeetCode questions to framework-based questions that include a file system to find the bug, fix the bug, create a new file, and add a new pattern. 

    That’s where we see candidates thinking creatively and how they actually interact within an existing structure. That’s going to be more valuable – showing employers how you’re going to actually perform in the role. rather than you can do Fizz-buzz or bubble sort.

    Insight from Exponent

    In my own experience, I have seen more interviews where the company crafted a test case that more closely mirrored a real-world coding situation in which you had to diagnose a bug in a code base that probably looked like their actual code base.

    With that comes the impression that they care about your time and like to test skills that closely match what you’re going to do on the job. This is a bit different than the more esoteric LeetCode tests that you may be doing. I think it feels more valuable from a candidate’s perspective.

    Interviewing advice for software developers

    I think that’s something candidates need to be aware of as they choose which companies they engage with. As somebody interviewing a candidate I know I am selling as much as I am evaluating. Candidates should get a sense of how well the company they are interviewing with is selling them. 

    If they’re not selling you at all, what does that tell you about the company and the culture you’d enter? On the other hand, if they’re selling you 100%, they’re not really evaluating. What does that tell you about the mess you’d enter? 

    There’s a healthy balance where employers care about you and the experience you’re having, while also asking meaningful questions relevant to the role.

    Candidates should know who they want to interact with but it’s also really important for employers to ensure they’re creating an experience that makes a candidate feel safe in the context of their whole life cycle, from candidate to employee, to ex-employee. 

    Tip from Exponent

    The technical interview experience you go through is, to some degree, a proxy of the engineering culture you may enter. It can be the best signal you have before you sign the paper.

    Ask, where is the demand?

    One takeaway from looking at this is to understand where the demand is and how important it is to find the right demand/supply ratio. That could be one. If there’s one person that needs one engineer of one type, then there you go. You can get that role and you can be happily ever after at that company. 

    If you just choose the one most in demand, it also might be the most candidates going after that skill set as well. What you see yourself doing matters most because ultimately when you get the role you have to show up and do the work. So find something you’re interested in. That’s where you’re going to thrive and succeed long term.

    Insight from Exponent

    If you have spent the last five years working in databases and think you need to learn React to be employable but your passion is databases, then that might not be the technology to learn.

    Learn more languages 

    It’s easy to think back on when you learned the language that you actually made your bread and butter with, it was hard to learn and you probably don’t want to do that again. The truth is that with every year that passes, the way people learn coding languages is better and easier than it was the year before. Remember when Stack Overflow changed the game? There’s a time that didn’t even exist. You couldn’t ask a question – you’d get an odd forum and esoteric responses or you’d have to open a paper book. So, learn a little bit about more languages and realize you’re never pigeonholed to one.

    Tip from Exponent

    The first language you learn is going to be the hardest but after that, you establish mental models and understand how to read documentation. It’ll be much easier to pick up new technologies after mastering one or two.

    Understand concepts in programming  

    Learning more languages also speaks to how much you start understanding real, valuable concepts in programming. I recommend the book, Learning Javascript Design Patterns. It reviews what you need to do to write really complex code. There is the specific stuff like hoisting but also polymorphism, ways to curry different functions to build into other ones, and there’s direct inheritance.

    Understanding deeper patterns will make you a stronger programmer and enable you to do more powerful things. When an interviewer looks at a submission and says, “Oh they’re currying a function. That’s an interesting approach.” Even if you aren’t able to do it, if employers watch it (which we really encourage our clients to do), they’ll see you know your chops. At the end of the day, no business is making money by having a programmer who can write fizz-buzz the fastest. 

    Ready to complete a free profile and sit back while employers search for you? Learn how Hired works for jobseekers!

    Click below to watch the full interview, including when Dan and Exponent’s Lucas fall down a rabbit hole discussing the relationship between javascript, cryptocurrency, and building blockchain. 

    [embedded content] More

  • 188 Shares199 Views

    in Talent Acquisition

    What is DEI? How Does it Improve the Sales & Tech Job Search Process?

    A survey of tech and sales talent revealed there’s some confusion around the acronym DEI, prompting some respondents to ask, “what is DEI?” In this article we’ll explain it as well as explain how Hired, as a company and a tech and sales career marketplace, helps jobseekers and employers experience more equitable hiring. 

    What is DEI?

    Diversity, equity, and inclusion (DEI), together, are indicators of a progressive and supportive workplace centered around employee wellbeing and sense of belonging. In a field as forward-thinking and transformative as tech, DEI provides the necessary foundation for greater innovation through a range of voices, experiences, and backgrounds. 

    Diversity 

    The first pillar of DEI, diversity, signifies the presence of difference in characteristics including:

    EthnicityRaceGenderAge Sexual orientationDisabilitySocioeconomic statusReligion

    Diversity means everyone is welcome. In a less palpable sense, diversity also exists in the vein of thought. Different people bring different ideas and approaches spurring creativity and efficiency. In these areas, homogeneity can’t compete. 

    Therefore, to be competitive, it benefits organizations to consistently identify non-traditional talent. It creates more robust pipelines of candidates with new ideas to drive businesses forward.

    Equity 

    Equity helps level the playing field by ensuring impartiality and equal access to opportunity for every individual through recognition of biases and barriers. 

    In the context of gender, data from our 2022 Wage Inequality Report shows despite progress, women are still overall less likely to receive an interview request than men. This situation could be described as an “opportunity gap.”

    Equity means everyone has the opportunity to participate. A robust pipeline of diverse candidates will not have the chance to develop unless there are equitable processes in place to allow a variety of individuals to be considered.  

    It’s important to note that equity and equality are not interchangeable terms. While equality also aims to provide resources for everyone to succeed, it does not consider that people start on a different footing. Equity, on the other hand, accounts for these disparities by providing support, or opportunity, based on imbalances in power and privilege. 

    Inclusion 

    Inclusion, the last pillar of DEI, ensures the workplace is a safe space for every employee to engage and feel they belong. It means empowering employees to bring their most authentic selves forward and feel comfortable contributing their insights, knowing they will be heard. 

    Inclusion means everyone gets to contribute. It upholds diversity by embracing every identity and fostering a workplace for all individuals to thrive. 

    DEI gives everyone a seat at the table, creating opportunities for novel connections, pioneering conversations, and unprecedented insights.

    What does DEI mean to Hired as a company?

    As a leader in diversity recruiting and hiring tools, we have a direct impact on equitable hiring and are committed to building equity in the hiring process. We are on a mission to empower connections between ambitious people and teams, but can’t accomplish it without supporting a diverse workforce. Embracing diversity helps us live out our values and drives our mission forward.

    By putting people first, we prioritize development and wellbeing. Doing so helps people flourish and feel valued, knowing they can bring their best, authentic selves to work.

    At Hired, we find strength through inclusion because what makes each person unique makes us all strong. 

    How Hired embraces DEI as an employer

    As a company, we’re always evolving, but some of the ways Hired demonstrates DEI is following the principles when attracting and hiring talent. 

    For example, when we create job descriptions, we use tools like Textio to identify any language considered counter to our DEI efforts. 

    We support an employee resource group, or ERG, called Unite. They lead internal efforts in partnership with the People Team in the form of professional development, open discussions, and building awareness. 

    This year, one of Unite’s activities has been to host a book club featuring books by diverse authors. They also sponsor philanthropic activities. 

    Interested in working with us? See open roles here.

    5 Specific DEI features and tools on Hired’s platform to help jobseekers and employers 

    One of the reasons leading talent organizations use Hired is to drive diversity in their hiring. Here are some of the features we’ve developed based on data and insights to reduce bias. 

    When employers use them, it creates greater equity for jobseekers and a more DEI-friendly environment. Along with our policy of including salary upfront in interview requests, these help improve gaps in expectations, wages, and opportunities. 

    1. Diversity Goals

    We launched Diversity Goals last year as a new way for employers to prioritize outreach to underrepresented talent, without removing relevant matching candidates. Updated filters easily surface these jobseekers to recruiters and hiring managers. 

    Diversity Goals makes the impact of DEI in hiring clear. Companies with open positions using this feature more than doubled their pipeline of underrepresented candidates. Companies using Diversity Goals also had both a lower wage and expectation gap compared to companies who didn’t use the feature. 

    More good news is the amount of employers using Diversity Goals continues to grow rapidly, meaning companies and jobseekers will continue to see the benefits of DEI in action.

    2. Salary bias alert

    Our data continues to show groups who are paid less also expect lower salaries than their white, male counterparts – even if they have the same experience. In our 2022 Wage Inequality Report, we found race contributes to the expectation gap – with Hispanic women and Black women only expecting $0.91 to every $1 salary of their white male counterparts in 2021 Hired data.

    The Salary Bias Alert feature addresses wage inequality goals by notifying employers if they are offering a lower salary than they typically do for a given job role. This helps eliminate the impact of bias on a job offer and holds employers accountable.

    3. Bias reduction mode

    Bias, even when it’s not conscious, can impact sourcing decisions. Activating this mode removes jobseekers’ profile pictures and names so employers focus evaluations solely on skills and experience. 

    4. Salary Calculator

    Hired’s Salary Calculator determines salary benchmarks based on real interview requests, helping jobseekers know their worth. It is a great tool to compare salaries in some of the top cities worldwide, depending on your years of experience. See what you could be making with a company on Hired!

    Related: Evaluate the Job & Negotiate the Job Offer You Deserve

    5. Assessments

    Hired assessments enforce skills-based hiring by helping employers evaluate applicants’ skills remotely with customizable relevant, valuable, and consistent questions. These assessments help reduce hiring bias by leveling the playing field and standardizing evaluation processes.

    “Technical assessments are a valuable tool for candidates to showcase their skills to employers because it goes beyond explaining what you do on a resume…it shows the employers how skilled you really are!”Lupe Colangelo, Employer Partnerships Manager @ General Assembly

    Jobseeker resources: partners who support DEI

    Numerous Hired partners promote opportunities for underrepresented jobseekers across upskilling, cross training, and community. By supporting and partnering with organizations like these we can help connect employers with a more diverse pipeline of employees: 

    Related Blog: Coding Bootcamps Non-Traditional Education for Tech Talent

    Are you an employer looking to drive DEI in your organization? Hired is here to help. By leveraging our platform’s innovative DEI tools and transparent salary data, build diverse teams and close critical wage gaps—one hire at a time. 

    Want to learn more about how to advocate for DEI and be an ally? Watch the 2022 State of Wage Inequality in Tech: Close the Gap with Advocacy & Allyship Webinar below.

    [embedded content] More

  • 100 Shares189 Views

    in Talent Acquisition

    Tech Candidate Spotlight – Ricardo Xavier, Software Engineer

    Thanks for joining us, Ricardo! Can you share a little bit about your educational background?

    I have my Bachelor’s degree in Computer Science and I later pursued a Masters degree in Distributed Systems, which I completed in 2019.

    Which educational opportunities have made the biggest impact on your tech career?

    My Bachelor’s degree was the experience that really shaped my way of thinking when approaching problems. It made me realise building software is more than making something fulfill a basic functionality. It is also about fulfilling non-functional requirements and thinking ahead about possible issues we may encounter during the whole software lifecycle.

    What would you like to learn more about?

    Taking into account my new position in software engineering, I would like to dig into some of the most common databases and how they work internally. Non-tech related, I would like to read more about soft skills like time management.

    What led you to pursue a career in tech?

    My interest in solving problems using software and my natural curiosity about things are the two main reasons behind my pursuit of a tech career. Since I was a child, I knew what I wanted to do when I was older. I was lucky to have a computer at an early age.

    This unlocked my passion for computers and since then, I’ve spent a lot of time in front of a screen. However, I only began coding in high school and by then, I already knew I wanted to study Computer Science at university.

    Related: Hired Releases 2022 State of Software Engineers Data Report

    How has your skillset evolved over the course of your career?

    It’s definitely still evolving. I feel like there is a lot to learn. Initially, I felt having knowledge gaps wasn’t okay but with time I’ve realized it is totally fine – I just need to continue working on filling the gaps.

    If you chose to specialize in one area, what was it and why?

    I chose to specialise in Distributed Systems. I am fascinated by the problems that arise when software needs to scale up and how every little detail can make the difference in these systems.

    Is your new role different from previous ones?

    It’s completely different. Previously, I worked for one of the top low code platforms on the market. My role was to ensure that one of the high availability services was fully operational all the time and I was tasked with incrementally adding functionality to it.

    My new position is a data-centric engineering position in which the biggest challenges are connected to ingesting and processing big loads of data.

    Related: Tech Candidate Spotlight – Kyle Mercer

    What are some of the things you’re most excited about in your new role?

    Making software that scales with large volumes of data is something that excites me. Entering this new area that I don’t know a lot about is also a great opportunity for learning.

    What was your job search experience like before you joined Hired?

    I’ve only been through the job search once after college. It was the traditional way of finding a job where I created a CV and searched for positions on numerous websites. It was a tiring and frustrating experience.

    What’s your best advice for job seekers registered on the Hired platform? 

    Build a strong profile! Highlight your best achievements, show the impact you had in your previous job experiences, and share the value you can bring to a new company. If you have a hard time assessing your impact, ask for a second opinion from someone who has worked closely with you.

    They will probably be able to identify things you’ve done that impacted the team/company positively. Remember that a team achievement is also your achievement, so I encourage you to share those achievements with the world.

    What would you tell someone who’s curious about Hired?

    If you’re looking for a job in tech, give it a try. You have high chances of finding a great match for your profile. Hired is new to HRs in my local area so I was unsure of whether I would find something that would match my profile and skills here. However, I was surprised to see Hired got me my best offer after searching for jobs on multiple platforms. It has brought me here so I definitely recommend that you try it out.

    Any general advice you’d like to give other tech professionals?

    The best advice I can give a tech professional was given to me a few years ago at a college conference: Take half an hour each week to learn about and work on yourself. It will bring huge benefits in the long run, and you should focus on learning both hard and soft skills.

    About LandTech

    LandTech is a software company building B2B SaaS Products for the Property Industry, empowering property developers to build the places that communities need to thrive. Founded in 2014, LandTech has between 51-200 employees and is headquartered in London.

    Tech Stack

    Node.js, MongoDB, EC2, JavaScript, Vue.JS, AWS, Kubernetes, Elasticsearch, TypeScript, Test Driven Development (TDD), Continuous Integration (CI), Continuous Delivery (CD), DevOps, PostgreSQL

    Benefits

    Health/dental/vision/life/disability insurance, maternity and paternity benefits, unlimited time off, tuition reimbursement, conferences reimbursement, flexible working hours, and more. More

  • 150 Shares189 Views

    in Talent Acquisition

    Starting a New Job? 10 Ways to Set Yourself Up for Success

    The First 30 Days are Critical When Starting a New Job

    Starting a new job is often a mix of emotions: excited, nervous, and frequently, overwhelmed. Regardless of the company and role, the first 30 days are instrumental in setting yourself up for success. Use these 10 tips to help you get the most out of your first interactions, and ensure you’re ready for the inevitable challenges.

    1. Introduce yourself – a lot

    No matter the role or team, it’s important to take the initiative to introduce yourself when starting a new job. You likely won’t know everyone you will end up working with over time. Establishing introductions early will help you connect with more of your colleagues and avoid awkward interactions down the road. Even if you’re not a social butterfly, make an effort to at least say a quick hi – it’ll be worth it.

    2. Ask questions

    No one expects coworkers starting a new job to know everything at first. Even if you’ve performed the exact role somewhere else, there will be things to learn about your new role and company. It might be workflows, policies, or leadership preferences. 

    Approach this time with a beginner’s mind. Demonstrate your curiosity, interest, and enthusiasm. Ask questions when they come up – of leaders, peers, and people across the business. This helps you accelerate your learning, build interpersonal connections, and get a broader understanding of the company, your team, and role.

    Take notes during presentations to ask at the designated time. The goal is to be inquisitive, not disruptive. Listening is equally important to asking so be receptive to answers with eye contact and active feedback. Don’t forget to follow up with a thank you. This not only expresses your gratitude for their time and response, but fosters a positive relationship moving forward. 

    3. Say yes

    Even if you’re not exactly sure what you’re saying yes to, accept new opportunities. Perhaps a different team is looking for help on a project, or your manager has an unexpected request. By diving in you may earn respect, learn more about the business, and explore your potential there.

    Caution: 

    While it might be tempting to say yes in an effort to please colleagues or take it all in, do not overextend yourself. As you establish a good impression at the start of your new job, you don’t want to compromise the quality of your work by spreading yourself too thin. To combat this, ask questions about the project or opportunity, and discuss it with your team lead or manager. Ask for their help prioritizing and setting realistic expectations about these extra tasks. 

    4. Set goals as part of starting a new job

    Starting a new job often comes with (at least) some ambiguity. It’s only natural to want to get your bearings before committing to goals. However, you should have some preliminary targets to help you focus early on. 

    Your goals might change but this will help set you on the right track – or realize you should consider a different path. Many companies have best practices around creating a 30-60-90 day plan to structure priorities and communicate expectations during intro meetings.

    Related: 30/60/90 eBook with free template for employers onboarding tech engineers.

    5. Keep a list of roadblocks/opportunities:

    You have an incredible advantage as a new employee. When you’re onboarding, you have “fresh eyes.” This perspective is often a great value to your team and company. This is not about noting failures or complaints. Use starting a new job as detecting opportunities and potential solutions. 

    Keep a list and review them with others as appropriate. It might be in a 1:1 with your manager, or among team members. Sometimes, it’s helpful to phrase them as questions. 

    For example, “I’ve noticed we refer to X by Y. Is that an internal term? What’s the reason behind that?” Remember, you’re showing curiosity and interest. 

    If, in this example, there’s no good reason or history to support this label, then introduce your suggestion. “I wonder if it confuses customers? Most people refer to X as Z, even if it’s not the technical name. Maybe we should rethink the communication around X to make it easier for our customers to find.”

    6. Ask to be included

    Leverage being new to the team – you don’t know everything yet. Use this to your advantage by asking to be included in anything you are interested in. The worst answer you can get is no – and even then, colleagues and leaders will appreciate your curiosity, a valuable quality in a new team member.

    7. Figure out who you need to know

    Be aware of who to reach out to when you need to accomplish something. Use introductory meetings to understand how your role overlaps with and affects others. This will help you stay organized when seeking assistance with future tasks and provides direction amid what can feel like a sea of people. 

    Approach individuals wisely and don’t make the mistake of discounting support staff. Whether interviewing or working, treat everyone with respect. It’s often administrative staff who become allies or have the ear of key decision makers. 

    Being friendly with an executive’s personal assistant, for example, often helps to keep you in the loop on important conversations and decisions.

    8. Build alliances when starting a new job

    Observe and identify people you’d like to know better. They may be especially sharp, seem to have things figured out, or make a comment on a common interest. Even if you don’t end up working together, it’s important to form friendships in any workplace – for your sanity, professional network, and understanding of the company.

    Make an active effort to connect with a variety of colleagues. This includes team members across a range of levels and with varying tenure. You’ll collect a diverse portfolio of perspectives. Established employees can offer deep institutional knowledge to help reduce your learning curve, while new hires (like you!) can bring fresh ideas and the camaraderie you need to feel settled. 

    9. Get to know your team

    Lastly, and perhaps most importantly, the beginning of a new job is prime time to really get to know your team. You generally get a bit of a pass when it comes to your output in the first few weeks, so take the time to set up one-on-ones, lunches, or whatever it takes to integrate into the larger team. 

    In addition to understanding what each person is responsible for within the business, do what you can to get to know them as people. Building authentic relationships generally leads to more effective collaboration and fewer tensions when resources are constrained.

    10. How to connect when starting a new job remotely

    Working from home, or remote work, for many employees has become the preferred option. In a Hired survey, only 1% of respondents said they preferred an in-office environment 100% of the time. So, if you’re starting a new job remotely, how do you make personal connections with your new co-workers? In a WFH setting, you’ll need to be extra intentional about communicating and making the effort to connect.

    Co-working Spaces

    Dropbox, like many large companies, uses co-working spaces like Studios. Located in many metropolitan areas, Studios provide spaces for co-workers to meet up, conference rooms for meetings, or just to get out of the home office for a while. 

    Dropbox Technical Recruiting Manager Marcus Mackey used one to participate in a Hired webinar event. 

    “I’m in our New York studio today. I’m doing this panel and there’s a number of other folks here as well. I try to get in here once a week to meet with a couple of folks on my team, to build those connections in person, which I think are super important.”

    Virtual Options

    Identify immediately which tools the company uses and familiarize yourself with them. Schedule casual introductory meetings, or “coffee chats,” and attend the company-hosted virtual events. Happy hours or “game nights” via Zoom may be essential to feeling integrated and comfortable with your team. 

    Outside of video, you can also be an active communicator via chat. See if your company has group chats available for employees to connect and discuss topics that may or may not be related to work. At Hired, fun Slack channels are aplenty (“Pupdates,” “Random Coffees,” and “Book Club” to name a few). 

    The “Random Coffees” channel, for instance, randomly pairs two employees each week for a one-on-one virtual meeting “over coffee.” These virtual “watercoolers” humanize our interactions and support socialization among employees across all teams and time zones. Consistently contributing and participating demonstrates your interest in being part of the team and helps you develop bonds in spite of the distance. 

    Starting a new job is easy when you are ready to hit the ground running.

    Implementing these tips will help you confidently establish yourself in a new role and make your first month a little less overwhelming. When you make your presence known, express your interest and enthusiasm in work, and make an effort to connect with team members, you are off to a strong start. 

    Are you looking for a new role in tech or sales? Complete a free profile and let employers come to you!

    Curious how Hired helps jobseekers find great roles in tech and sales? Learn how our platform helps you create meaningful connections with top employers. More

  • 150 Shares139 Views

    in Talent Acquisition

    How to Handle an Employment Gap on Your Resume (Flip the Script!)

    You’re not your work history

    Addressing an employment gap on a resume is one of the most common worries keeping job seekers up at night. It’s been drilled into our heads that if you’re not working, you’re wasting away. 

    There’s a prevailing, persistent belief out there that if a hiring manager or recruiter sees even a small gap on a resume they’ll automatically assume the applicant is a slacker who can’t hold down a job. 

    This simply isn’t true. Consider these recent stats from a 2021 LinkedIn survey: Just under four in five hiring managers (79%) say they would have no issues hiring a candidate with a gap in their resume.

    The relationship between “job hopping” and DEI 

    “Considering ‘job-hoppers’ for roles is a DEI practice many employers may not realize. In many cases, ‘job-hoppers’ have had more barriers than others in the workforce.” This could mean many things, including health challenges, economic hardships, caregiving responsibilities, or transportation issues.

    “To be frank,” being a serial “job-hopper” is one of the things I credit to my career success. My skills are varied, my familiarity with different industries is comprehensive, and my understanding of organizational culture is robust.”

    Brittany King, Senior Manager, TA-Talent Intelligence & Diversity, and a member of Sista Circle: Black Women in Tech. 

    Employment gap a deal breaker? Not anymore

    Not having a job for a year or longer may have been considered a deal breaker by most decision makers just 10 years ago or so, but the narrative surrounding career gaps has changed considerably since.

    You can probably guess the biggest reason why: COVID-19. The pandemic sparked an absolute tidal wave of layoffs, furloughs, and self-imposed sabbaticals to care for loved ones. 

    In light of everything that’s happened over the past few years, it doesn’t make business or ethical sense to discriminate against otherwise attractive job candidates due to a career break anymore (self-imposed or otherwise).

    That being said, you still absolutely have to touch on and explain your resume gaps. Here’s what Allison Rutledge-Parisi, senior vice president of People at Justworks, recently told Protocol: 

    “I sense in the atmosphere a change from the days earlier in my career. If you see a gap on a resume, it’s no longer a red flag at all. It’s an area of inquiry. But the inquiry is not assessing if it’s OK or not. The inquiry is more like, ‘Wow, what did you do?’”

    Give me a break!

    On a day to day basis, the average working professional has little time to consider the bigger picture of their career. When we’re preoccupied with what our current job needs from us on a particular day, it can be all too easy to forget about what we truly want from our careers.

    Another LinkedIn survey from earlier this year reports 69% of people say taking a career break helped them gain a new perspective and outlook on what they really want from life. 

    Even more revealing: That same survey tells us that just under half of hiring managers (48%) believe most candidates are too negative about their job gaps, undervaluing themselves in the process. Meanwhile, 64% of job seekers wish there were a better way to broach the subject of career gaps on resumes and during interviews.

    What does all of this tell us? Both employers and applicants are ready to put to bed the outdated notion that one must hold down a steady job from the moment they finish school to the time they retire. 

    Yes, your resume is about your career in your chosen field, but to a greater extent it’s about you. Your story isn’t limited to periods of employment. Here are a few ways to flip the script on career breaks, and use gaps in your resume to your advantage.

    There is no success without adversity 

    At Leet Resumes, we always encourage resume writers to emphasize their career wins and accomplishments. Showcasing successes sends a clear message to readers: “I’m good at what I do, and I’m ready for my next career challenge.”

    Well, what’s a success story without a little adversity to overcome? One research project published in the scientific journal Basic and Applied Social Psychology investigated what hiring managers want to hear from applicants during interviews. While achievements are great, the study found interviewers really wanted to hear about the setbacks and problems interviewees encountered on their way to those successes.

    Gaps in your work history can serve this adversarial role on your resume. Yes, taking a break from work for whatever reason isn’t ideal. But, if you frame these gaps in the right light, using the right verbiage, they may work in your favor by showcasing your resilience and commitment.

    Not working doesn’t mean not growing

    You may be wondering how exactly to frame unemployment as a positive, especially on paper. The simple answer comes down to staying busy. You need to address the time period you weren’t working in some other way on your resume.

    The best way to do this is via some type of institutional connection. Maybe you went back to school, or completed a new certification in your field. Volunteering for non-profit work, especially for a good cause, is another great way to show readers that you may not have been working – but you were still learning, growing, and pushing forward. 

    Consulting roles, attending industry conferences and virtual events, and even part-time or one-off freelancing gigs, can work too. 

    The biggest mistake you can make with an employment gap

    The #1 mistake to avoid here is leaving a year plus long gap on your resume totally unaddressed. Doing so virtually guarantees recruiters and hiring managers alike will assume you spent your time off moving exclusively from the couch to the kitchen.  

    Avoid lengthy explanations about an employment gap

    If we put COVID-19 aside for a moment, the three most common reasons people usually take an extended sabbatical from full-time work are:

    semi-retirement (taking a year off for travel, etc), they were fired, or electing to stay home as a full-time parent or caregiver.

    It’s likely that many who fall into one of those three categories did not maintain any type of formal institutional connection during their employment gap years. If this is your situation, don’t waste much room on your resume explaining the finer details of your story.

    At Leet Resumes, we believe brevity is best across all aspects of resume writing. Even when describing your biggest career wins it’s best to keep things short and sweet. This applies even more so when addressing gaps in work history.

    Instead, go with a single sentence addressing the time period in question with a positive spin toward the future.

    If you’ve spent the past couple years caring for your family, write something like:

    “Stay at home parent, family of five, excited to re-enter the workforce. 2020-2022”

    You can keep it even more vague:

    “Energized to return to work after a period of personal growth. 2020-2022” 

    You’ll have an opportunity to better explain your work gaps during the interviewing process. For now, there’s no reason to take up any more valuable space on your resume than needed. 

    Never adopt an apologetic tone about your employment gap

    It’s important to be transparent about your career breaks, but that doesn’t mean you should be apologetic. Again, the hiring handbook from a decade ago just doesn’t apply anymore. 

    Remember the statistic stating 48% of hiring managers believe candidates are too down on themselves over career lulls? If you frame your work gaps as a failure warranting an apology, or immediately sulk when the topic is brought up in an interview, it sends the wrong message. 

    “Do not apologize for doing what you need to do for your professional and personal growth.  Taking time off for whatever reason is sometimes necessary. Be confident in your decision to take time off and be prepared to be confident in your answer to why you did it.”

    Lexi B, Founder of Sista Circle: Black Women in Tech.

    Not all periods of unemployment are our own choice, but you always control the greater narrative of your story. Even if you were unceremoniously fired, turn it into motivation. Use it to propel you forward, not a hindrance holding you back.

    That was then, this is now

    Decision makers are no doubt more open to considering candidates with gaps in their work history nowadays, but they’ll still need to know that you’re serious about seeking employment. 

    Be sure to make it clear that today – in the here and now – you’re absolutely chomping at the bit to pick up where you left off and never look back. No employer wants to hire a new worker only to have them disappear shortly thereafter. It’s essential to frame your employment gaps as temporary siestas.

    Ideally, the message is you made meaningful use of your time off and you’re ready to return as an even better professional version of yourself.

    You’re not just your career

    As we wrap this article up, it may be useful to touch on resumes in general for a moment. Most people tend to think of their resume as a mere description of their careers, but that’s a gross oversimplification.

    “A resume is an art and not a science. As a recruiter I want to get a glimpse of the impact you’ve been able to accomplish and what you’re passionate about. The gaps in your experience are less important to me than the story I’m being told in your resume.” 

    Amal S., Fellowship Recruiter @ Formation

    When recruiters sit down to read your resume, they want to learn about you as a person – not just every job you’ve held since college. If you get the job, it’ll be you reporting for duty on Monday morning, not your resume.

    Addressing an employment gap the right way, and showing you didn’t let a bump in the road derail your journey, will speak to your character and persistence far more than any boring old corporate achievement.

    Need some help with your career?

    Feeling like you could use some assistance with your job search? 

    Consider creating a free profile on Hired and have companies apply to interview you for tech or customer-facing roles! 

    Related: 

    Hired partner Leet Resumes helps jobseekers revise their resumes for free. 

    Hired partner Sista Circle: Black Women in Tech (BWiT) is a solidarity group dedicated to supporting Black Women in technology, including providing community and networking.  More

  • 113 Shares169 Views

    in Talent Acquisition

    Tech Candidate Spotlight – Graham Hensley, Senior Engineering Manager

    Hi Graham! Can you tell us about your educational background?

    I got a traditional degree in Computer Science several years before the introduction of the first iPhone. I taught myself Android application development through reading the books of Reto Meier and attending conferences and meetup groups. I naturally found my way into leadership over the course of my career because I never had a problem explaining tech to non-tech people. 

    Which, if any, educational opportunities, have made the biggest impact on your tech career?

    I have learned the most from meetup groups and gathering with fellow hobbyists and professionals. Passion can be contagious, so hanging out in groups where everyone is motivated to learn and develop a skill will give you the energy to keep going. 

    What would you like to learn more about?

    I’ve been pushing myself to better understand the crypto field and writing smart contracts in Solidity. 

    Related: What’s the Deal with Web 3.0 & How Does it Affect Tech Talent?, Partners for Upskilling

    What led you to pursue a career in tech?

    My parents were both in the field and understood how much it would be a part of the future. They made sure I was always exposed to tech. My first computer was an IBM 386. My parents showed me how I could use code to make the computer play guessing games with me.

    How has your skillset evolved over the course of your career?

    I wouldn’t say I’ve chased fads, but as the world has changed from Windows apps to websites, mobile apps, and crypto contracts, I have been following along and trying to adapt to what companies and consumers want. 

    Is your new role different from previous ones?

    This new role is a change of industry. I went from being the manager of a team of Application Developers to being a manager of a team of Hardware and Firmware Engineers. 

    What are some of the things you’re most excited about in your new role and company?

    The opportunity to learn new things. After 3 years at my last gig, I didn’t feel like I was growing and I felt that I was just maintaining the status quo. It’s great to be outside of my comfort zone and learning new processes and acronyms. I was also worried that my skills would not transfer over and that somehow I had plateaued. However, it’s been very reassuring to change companies and still feel like I know how to make an impact.

    What was your job search experience like before you joined Hired?

    It was slow. I was searching over the web, looking for job descriptions that felt right. I was constantly writing intro letters and dealing with no or slow responses from companies. 

    What’s your best advice for job seekers registered on the Hired platform?

    Follow the site guides to get your profile in good shape – and then relax. The process works and you will start hearing about really interesting opportunities.

    What would you tell someone who’s curious about Hired?

    Try it!! 

    About Mason America

    Mason America is a software development company transforming mobile deployments the same way AWS transformed website development, making it easy for anyone to turn an idea into a smart product and ship it to anywhere in the world. Mason has between 51-200 employees and is headquartered in Seattle, Washington.

    Tech Stack

    Android, Node.JS, AWS, Python, AOSP, Git, Terraform, Ansible, Kubernetes, Docker

    Benefits

    Health/dental/vision/life/disability insurance, maternity and paternity benefits, fitness reimbursement, mental health benefits, flexible working hours, matching charitable donations, and more. More

  • 125 Shares189 Views

    in Talent Acquisition

    Evaluate the Job & Negotiate the Job Offer You Deserve

    Editor’s note: this is Part 3 in our series with our partner, Makers, “Build Confidence and Take Control of your Job Search Series.”

    After a successful interview, a job offer often comes next. The offer stage sometimes creates discomfort and uncertainty for job seekers. When do you bring up compensation? How do you negotiate a salary? What should you ask for? Is the offer a good fit for you?

    These are all questions Hired and Makers answer in this chapter. Learn how to check offers and negotiate the salary you deserve! If an interview ends in rejection, learn how to tackle that, too.

    Get Started with Salary Negotiations

    Most of the time, the sourcer or recruiter will ask what you’re looking for in base salary or total compensation. Don’t feel put on the spot! Instead, if a screener asks for your expected salary range, ask about the salary band, or budget for the role.

    Pro Tip: It’s illegal in a growing list of areas to ask candidates for a salary history, or about their current compensation. Doing so promotes bias. These laws are known as a salary ban, not to be confused with a salary band, as mentioned above.

    If this doesn’t come up in initial phone screens, you can start the salary conversation early in the interview process. Be polite, don’t make it your first question, but don’t wait for an offer, either. Waiting to bring up salary until the end of the process doesn’t do you any favors. The early discussion helps you get in front of salary negotiations. 

    You could choose to say, “I’m sure you value alignment as much as I do. Can you share the salary band budgeted for the role?” You may have follow up questions to qualify that number. Is it base plus bonus? Is that a total compensation number, including benefits? Nobody wants to make a false assumption.

    Make sure you are clear about your personal priorities during the interview process. Determine your value in the marketplace before setting foot in an interview. This is very important for women. Female job seekers sometimes undervalue their contributions to the marketplace. This is known as an expectation gap.

    Hired’s salary calculator helps you with this task. We  recommend a starting point for you using data from the marketplace. The Hired platform alerts you to the discrepancy so you are able to make changes if you set expectations too high or too low.

    Remember, this number is just a starting point. Keep your priorities in mind as you negotiate. Some job seekers choose flexibility in exchange for entering a high-demand industry. Don’t share minimum expectations as they can result in low offers. Think about the salary offer that makes you excited to take the job and pursue this number.

    How to Negotiate Your Salary & Benefits

    Ask if you and the company are on the same page regarding salary after stating your expectations. The salary offer isn’t always what you expect or a number that satisfies your needs, and that’s ok. Communicate your desire to negotiate salary quickly so the company can respond.

    State your passion and motivation to join the company. Then, explain that the current offer doesn’t work for you. Be direct and be very clear if you intend to give a counteroffer for your salary. Let the company know that you plan to accept the role if they meet that number. Companies ready to move forward quickly respond when candidates are ready to start.

    Tech jobs and sales jobs have differing salary components. Base salary, target bonus, and equity are common for tech role offers. Fixed compensation and variable compensation or base salary plus commission are components of a sales job salary offer. Benefits and perks are usually included in both.

    Consider negotiating other benefits beyond salary. Getting creative can help you get what you want when there is no wiggle room in the base salary. Some possibilities include:

    Sign-on bonusGuaranteed annual bonusExpedited raiseMoving stipendStocks or RSUsPaid time offHealth benefitsLearning stipends

    Examine the Offer

    Once you lock in salary negotiations, it’s time to take a hard look at the offer. Look at all elements and decide which are the most important in your eyes. Write down your priorities – this trick helps you hold yourself to them.

    Consider these areas when checking your job offer:

    People element – your manager, team culture, and company culturePlace element – location of the office, company size, industryThings element – compensation, benefits, perksTiming element – do you need to find a new job right away, or is there time to be choosy?

    Rejection is Just Redirection

    Sometimes it just doesn’t work out, despite a great interview. Don’t take this personally! Rejection doesn’t always mean you did something wrong or weren’t qualified.

    Stay solution-oriented to keep future doors open. The way you handle rejection can make or break this relationship. Ask the company for feedback. Learn what you can to improve your future interviews. You never know when another position will open. Be civil and respectful despite rejection.  It often leads to new opportunities on different teams or at other offices. Besides, there’s no guarantee the person they hire will work out. It happens more than you think.

    Do you feel like you need to upskill to be more competitive? Makers offers opportunities to increase your technical skills!

    Land the Job Offer You Deserve on Hired

    Master the job search process from start to finish with these easy to follow steps. Hired.com helps you every step of the way! Our Customer Experience managers help candidates achieve success throughout the hiring process. Complete your free profile on Hired’s job marketplace. Be sure to optimize it with these tips, and let employers search for you!

    Related:

    [embedded content] More

  • 88 Shares149 Views

    in Talent Acquisition

    How to Become a Machine Learning Engineer

    Hired & Exponent Partner for Engineering Career Advice Video Series

    Hired recently completed a video series with our partner Exponent, featuring three of our talented engineers: Nico Thiebaut, Prakash Patel, and Dan Baker. They discussed topics such as:

    How to Become a Machine Learning EngineerEngineering Manager vs. Individual Contributor PathTop Programming Languages to Land a Job (in 2022).

    Here’s a quick summary of the first one! To watch the full interview, scroll down to the bottom of the article.

    How has the Machine Learning and AI career path changed over time and what’s behind that evolution?

    It’s constantly evolving. There’s a clear shift from machine learning and pure data science to a more holistic approach to roles. As companies collect more and more data, it’s inevitable to try to build predictive models. I think it’s a natural result of the age of data collection.

    What kind of education, technical knowledge, and soft skills are necessary for machine learning engineers?

    Success is achieved as a machine learning engineer from various backgrounds. Even though the role has been around for some time, it still feels new. While we look for diversity on our team, we try to hire people whose strengths will combine well with existing team members.

    Educationally, solid understanding of computer science and math is standard. In addition, I’d say:

    experience with software developmenta sense for businessstatistical modeling skillsunderstanding probabilitiesgreat at managing dataunderstanding DevOps is helpfulhow to develop and deploy models to production smoothly.

    No one person is skilled at all of these equally. It’s incredibly difficult to find someone who would check all of these boxes immediately, but I suggest spending the time to develop these skills in a basic way, at a minimum. Then, figure out which areas really drive you and find a team that needs that energy. Because machine learning is changing all the time, it’s likely you’ll find a time that’s a fit for your skillset.

    Are there computer science degrees and certifications for Data Science and Machine Learning?

    It’s a common mistake for companies to require machine learning degrees. Why? They’re relatively new, so there are few people with those specific credentials. Frankly, the demand for engineers with an ML degree doesn’t match the supply.

    A lot of folks, myself included, come to machine learning engineering from quantitative fields. I have a PhD in physics. On our team, we have people with computer science, traditional software engineering, and mathematics backgrounds. They’ve all moved into an ML role well. You don’t need a specific degree to be successful, it seems very open to various experiences.

    How can you pivot from different engineering fields? Which roles might be easiest?

    While pretty flexible, I’d say traditional software engineers who remember math concepts well probably have the easiest time and quickest path to success. Another extremely useful and valuable transferrable skill is the craft of software engineering. It can take a long time to develop that.

    So, if you’re someone who has, you’ve got a big headstart. More ML engineer practitioners strengthen software development skills as they become more experienced, obviously. So, if you’re a software engineer, the pivot is a natural one.

    What do machine learning interviews typically look like?

    Generally, they resemble interviews for software engineering roles. It commonly starts with a couple of technical interviews. You may meet with a cross-functional stakeholder, someone you’d likely work with on a project. This person might be from a department like Revenue, or Product Marketing and less technical.

    The interview with the hiring manager may be toward the end. As for the technical portions, they’re commonly divided into software development and algorithms. The direct machine learning portion may use math concepts more directly.

    What are the biggest career growth opportunities in the machine learning AI space?

    There’s so many! Regarding modeling, dealing with textual data and natural language processing (NLP) are big. If you haven’t heard of the transformers revolution, it’s a new collection models incredibly efficient at comprehending language.

    As for machine learning, MLOps is one to watch. At the crossroads of machine learning and DevOps, we’re seeing more and more roles in companies. Teams need someone who knows how to plan and execute deployment efficiently.

    There’s also room for generalists. Machine learning skills are highly transferrable.

    Related: In a survey of software engineers on Hired’s platform, they identified the hottest trend in tech as AI, Machine Learning, and Big Data, with 55.1% of respondents ranking it first. (Hired’s 2022 State of Software Engineers.)

    What are the most important skills to develop as your machine learning career grows?

    Versatility and curiosity! Because the field is changing and growing quickly, keep learning! Learn the new techniques for modeling, technologies, the foundations – all of it. Don’t box yourself in by investing too much time in any one technology.

    Watch the complete interview here:

    [embedded content] More