Raphael Stevens

More stories

  • 150 Shares179 Views

    in Talent Acquisition

    How Smartsheet Fosters Diversity, Equity, Inclusion and Belonging (DEIB) in the Workplace

    In June, Smartsheet sponsored Hired’s Breaking Through Bias event to help jobseekers understand the state of DEI and advance their careers despite systemic bias in hiring. Today, Smartsheet joins us to share how and why they are actively working to embed DEIB in their organization.  

    1. What tech team roles are you actively hiring for, and what differentiates a good candidate from a great one? 

    Currently, we’re looking for a Senior Product Designer, Senior Machine Learning Engineers, a Software Engineer II, a Security Engineer, and both a Senior Manager and Manager of Engineering. 

    The candidates who really stand out from a recruiting perspective are those who have taken the time to research our company and the job description before the call. When a candidate tells us they are really excited about a specific aspect of our company and the position that relates to their experience, it helps us understand where their interests lie and whether that’s a good match for the role.  

    Related: Want to Ace Behavioral Interviews? A Guide to Prep Jobseekers

    When we present their resume to the hiring manager, we now have a case built for why they could potentially be an excellent team member at Smartsheet and on the team. 

    2. What are your company’s values, and how do these show up day-to-day?

    Our mission is to empower anyone to drive meaningful change for themselves, their businesses, and the world. To accomplish this mission, we are collectively committed to our strongly held values to change the way that work gets done. These values are: 

    Seizing opportunity

    Winning with integrity

    Prioritizing “we” before “me”

    Pursuing progress

    They are not just ideas, but driving forces behind our actions. 

    Our commitment to these values can be seen in various aspects of our daily operations:

    Interview processes and performance management guidelines

    Pursuit of AI resources and solutions

    Transparency during All Team Meetings

    Customer-focused annual conference, ENGAGE

    As individuals and as a company, we hold ourselves accountable to these values, they define our culture and guide us toward achieving our mission. With these values, known to employees as “The Smartsheet Way,” we have set a course to transform how work is approached and achieved.

    3. DEIB recognizes that feelings of belonging in the workplace improve an employee’s happiness and security at work, and is an essential part of a DEI strategy. What does DEIB mean to Smartsheet?

    At Smartsheet, we believe our business is only successful if we’re helping create a world where anyone can thrive. One key way to drive that meaningful change is through diversity, equity, and inclusion work. Pursuing social progress anchors our business in a greater purpose and holds us accountable to action. 

    To do that, our organization’s goal is to fully incorporate different perspectives and ideas brought by people from diverse identities. From employee engagement to product innovation, the data is clear: companies with more diversity perform better. In order to make actual progress, teams need an approach that incorporates DEI more deeply into their organizational structure, business model, and culture. 

    Our focus on DEI enables us to attract, develop, and retain top talent from all walks of life, and to build a robust company culture that inspires all kinds of people to do their best work. We need diverse ideas and perspectives to solve our most challenging problems and succeed in a complex world.

    4. How do you foster an open, communicative environment for your employees, particularly about DEIB? 

    We believe in rooting our organizational goals in a culture of DEI. This means it is even more important that all employees understand our DEI objectives, how to participate in and support them, and that our managers enable those opportunities and actively encourage that dialogue. 

    Here are a few examples:

    We have invested in a robust suite of DEI content that is being deployed across our leadership teams and is open to any Smartsheet employee. Improving our acumen in DEI as a team is ongiong and allows us to build the muscle we need to create an inclusive culture.

    We have launched several employee-led DEI committees with programmatic support from our centralized DEI team, including our Global DEI Committee, comprised of employees across a number of our regions.

    We developed and launched 7 Employee Resource Groups (ERGs) in partnership with our People & Culture team to support employees on a variety of DEI topics and inform our employee engagement approach and strategic priorities.

    5. What initiatives and goals does the company have around DEIB, and how do you measure their success?

    A percentage of our annual bonus compensation for our senior leaders ties to our DEI hiring objectives. Those objectives support our overall yearly representation goals. We update that data quarterly and it is available to view at any time by any employee.

    We recently published our first Corporate Social Responsibility (CSR) Impact Report. It outlines a number of key initiatives and achievements over the past year, with a look at our objectives over the coming years as well. 

    6. How does your company ensure diversity and inclusion in the hiring process? 

    There are a lot of different ways we work to ensure diversity and inclusion in our hiring process. We post our job descriptions to a variety of job boards including Out in Tech, Latinas in Tech, SquadJobs, and on Handshake to connect with HBCUs. We also work with many of these organizations by participating in their hosted events to directly connect with candidates. 

    At Smartsheet, we conduct all of our recruiter screens over a phone call – not a video call. This helps eliminate unconscious biases, and we offer diverse interview loops. We also take the time to look for candidates from underrepresented groups and communities. We do so through proactive sourcing and by working with companies like Hired and Blavity, which have tools in place to help recruiters diversify their pipelines.

    7. How does your company’s commitment to DEIB extend beyond the internal organization and into the community? 

    At Smartsheet, we believe our values only matter when we put them into action. Guided by our DEI Mission and the voices of our employees, we support our communities by corporate donations to employee-recommended organizations, enabling our employees to give back through volunteerism and giving our product and platform to nonprofit organizations doing meaningful work. To learn more about our CSR commitments, check out our CSR Impact Report. 

    About Smartsheet

    Smartsheet is an enterprise work management platform seeking to empower everyone everywhere to change the way the world works. Founded in 2005, Smartsheet has 1,501-5,000  employees and is headquartered in Bellevue, Washington. 

    Tech stack

    Java, JavaScript, AWS, React, Node.JS, TypeScript, Microservices, Kotlin More

  • 150 Shares169 Views

    in Talent Acquisition

    Tech Candidate Spotlight – Jack Bliss, Senior Software Engineer in the UK

    Tell us a little bit about your educational background!

    I was self-taught from a young age as a hobbyist. My first job in software was freelance work for friends and family. I later attended university for a Master’s degree in Electronic Engineering. Then, I returned to the software industry after graduating.

    I believe my Master’s degree made the biggest impact on my tech career. It was only tangentially related but demonstrated technical skills and the ability to learn in a structured way.

    What would you like to learn more about?

    I feel DevOps helps me be a more rounded developer. Understanding limitations, trade-offs, and specialisations in infrastructure helps make my application code better.

    Related: What are the Best Programming Languages to Get a Software Developer Job? (Video)

    What led you to pursue a career in tech?

    My mum is a software engineer and has been for many years. She always encouraged me whenever I showed an interest in programming. After some experience, I realised: I liked it, I was good at it, and it makes for a great career!

    How has your skill set evolved over the course of your career?

    I started out as a front-end specialist and have slowly become more involved in full stack engineering. Being a full stack developer doesn’t just mean you write front-end code and backend code. It also means you can design and deliver entire features end-to-end including architecture/design, infrastructure, QA, and sunsetting plans.

    I initially specialised in front-end engineering because that’s where I had the most self-taught knowledge. Front-end code is very accessible because you only need a notepad and a web browser to start coding.

    What are you most excited about in your new role?

    Vortexa has assembled one of the most important datasets in the world. The liquid energy industry is largely unoptimised but impacts so much of our lives. Being able to increase the industry’s efficiency and find opportunities for other improvements is essential as we move toward a more sustainable future. The application is extremely detailed which makes it really fun to work on!

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

    I typically used LinkedIn to find recruiters or I directly reached out to hiring managers. I also tried to find recruitment agencies to work with (but I didn’t get many responses) and used other job search websites.

    What’s your best advice for jobseekers on Hired? 

    Research your salary expectations and don’t be afraid to adjust them over time! Respond quickly to offers. This will help move processes quickly and boost your profile to hiring managers.

    Related: Want More Interviews and Better Matches? 8 Key Tips!

    Hear what everyone has to say in the first stage interview. What have you got to lose?!

    Hired is a very convenient platform for meeting hiring managers and recruiters. Plus, it’s so quick and easy for jobseekers to register on.

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

    Keep learning and pushing the limits of your knowledge. Having a well-rounded understanding of relevant topics can help get you promoted while making you better at your primary focus.

    About Workday

    Vortexa is on a mission to open, connect, and optimise the energy world through pioneering technology and unmatched market information. Founded in 2016, Vortexa has 51-200 employees and is headquartered in London.

    Benefits

    Stock options, match up to 3% of your salary in the pension plan, health insurance, paid time off, flexible working hours, company activities, management training, and more.

    Tech Stack

    Python, ElasticSearch, PostGres (+GIS), AWS, Kafka, Javascript (React/Redux/Typescript), Node JS, Redis, Scala, Kotlin, Kubernetes, airflow, Java More

  • 100 Shares99 Views

    in Talent Acquisition

    Inside the Coding Challenge: A Hiring Manager’s Perspective

    At Hired, we often have opportunities to share assessment insights with employers who review them to evaluate potential hires. It’s less common that we have the chance to share those with candidates. That’s why we dedicated a full webinar session to offer engineering talent some coding challenge tips from hiring managers.

    Related: Code Your Career: Staying Competitive in the Developer Job Market (VIDEO)

    What is a coding challenge? 

    Coding challenges assess your technical skills as part of the interview process. They are an excellent way to flex your coding muscles and solve a problem similar to one the company may be facing.

    Related: What are the Best Programming Languages to Get a Software Developer Job? (Video)

    Results overview: what hiring managers look for in coding challenges

    In this blog, you’ll hear from: 

    Prakash Patel, Engineering Manager at Hired

    Sumit Pal, former Sr Engineering Manager at Hired

    Related: Ace Your Engineering Manager Interview: A Comprehensive Guide to Prepare 

    Let’s walk through hiring manager expectations for assessments and the interview process.

    Sample Result 1 

    This is an example of a solution a candidate proposed that looks straightforward. They’re running the eval function doing a quick return. While this solution works and passes all the test cases, unfortunately, they didn’t read the directions completely.

    There is a note in the yellow box explaining you are not allowed to use any built-in function that evaluates strings as mathematical expressions, such as eval. The candidate didn’t read the instructions completely and for that reason, we had to pass on them. 

    Sample Result 2 

    What you see here is a little behind-the-scenes. As candidates are going through the interview process, they often run into these kinds of challenges. You might be presented with several test cases but you have to be aware of more test cases behind the scenes. You’ll be presented with a few test cases your code needs to pass through to be accepted but we might be checking for additional items:

    Are we checking for empty strings? 

    Are we evaluating for certain edge cases where we might have incredibly long strings? 

    In this case, we’re building out a basic calculator. The solution here is obviously very thorough. It passed all the test cases here. 

    However, we don’t only look at the percentage or a particular grade or if all the test cases passed. We take a look at the code too. We were able to identify that this code is unfortunately not written by the engineer. This was taken from an online search and brought to our platform. It hits all the benchmarks, but it’s not genuine.

    Sample Result 3 

    This is an example of someone implementing comments. This code is similar to the previous example. The candidate took an online submission and claimed it as their own.

    For that reason, we disqualified them. In this type of solution, engineering managers and hiring managers consider: 

    Have candidates used appropriate variable names? 

    Is there an appropriate structure to the code? 

    Are there functions called appropriately? 

    What does the runtime look like for the code? 

    Obviously, it’s an idealistic solution they copied over, but we will notice aspects like good comments. 

    In this case, you’ll notice that while there are comments, they don’t add value. BC II and BC III, aren’t helping a hiring manager understand your thought process or the code you’ve written. 

    Sample Result 4 

    Here we have several different functions. While it’s not perfect, you’ll notice there are some comments missing. There are some generally good structures with several functions being defined. Many of the edge cases are handled here and overall it is a good solution, despite missing comments.

    Sample Result 5 

    This is really well-structured code going in-depth with the comments. There is a healthy balance of too many comments and not enough. This leans a little bit on the higher side but these comments are more helpful. 

    They guide the hiring manager in understanding the thought process. They also help the candidate keep track of how they handled this scenario. Overall, it has a cleaner and more useful presentation for the hiring manager. 

    SQL-Based Questions

    Sample Result 6 

    This question intends to assess your confidence and comfort with SQL-based questions and data problems. This example presents an easy SQL question. 

    The candidate tried to solve this problem using the “group by” statement and “order by” clause. It worked sufficiently for this problem statement but it would immediately fail once we start getting three or more records for each gender. We encourage candidates to read the problem statement first which is really important in a very simple SQL problem. 

    Also, we encourage candidates to not start writing solutions immediately. Think through the problem and all possible age cases. Consider how your solution might handle null values once you start getting the records. 

    Sample Result 7 

    This SQL problem can be solved with different approaches. In this example, the candidate tried to use the max aggregate function and a subquery. 

    To further improve answering SQL questions, I recommend candidates consider adding human-readable aliases. Additionally, putting your queries in a readable format before you submit them is really important. 

    Data engineering interview process

    Data engineering interview processes are robust. We take a similar approach in sending out an assessment. Once the candidates complete it, we take it back to the team and review it. Then, we provide feedback to the candidates on where they could improve. 

    Related: Want to Ace Technical Interviews? A Guide to Prep Software Engineers

    We evaluate submissions to determine the level. Sometimes we’ll receive candidates who may be on borderline level two or mid-level or borderline senior. We can use those submissions to help gauge what the next steps should be. 

    From there, we’ll have the hiring manager screen to understand what a candidate is looking to do in their next role. What are the interesting things they do on the side? Why do they want to work at this company? What are they looking to achieve in their career? 

    Related: Want to Ace Behavioral Interviews? A Guide to Prep Jobseekers

    Following that step, we continue with the assessment – that original take-home assessment, similar to the coding challenges completed here. We have the candidate build on an additional feature in the original assessment. We walk through the process live with an engineer (or engineers) on the team. 

    Next, we have a systems design portion. Candidates design a system and walk through different edge cases. Candidates will offer insights into why they made design decisions and made certain tradeoffs. 

    Later, we have a cross-functional interview to ensure the candidates have some comfort working with the product or design team.

    Following that, we regroup should we need to have additional discussions. We follow up on those on a case-by-case basis and come to a consensus. 

    I do want to highlight that the interview process may vary from company to company. At Hired, we have a 3-4 round process. 

    Candidates have the take-home assessment, hiring manager screen, and virtual on-site consisting of the cross-functional interview and the systems design portion. The process isn’t necessarily the same at larger organizations. You may do one take-home assessment and have another waiting for you on the other side. You may do a live coding challenge where you get on the phone and speak with the technical recruiter. 

    In those instances, I think you would approach things the same way. Make sure you think of edge cases and are thorough in your approach. It’s easy to get nervous but you have to remember to break things down and take it from there.

    Traditionally, after that first step (whether it’s an assessment or live coding challenge) is some form of an on-site. It could be a virtual or in-person on-site. Some large organizations even bring people on for an entire day. 

    As you’re speaking to the technical recruiters, ask about those processes. Usually, companies are open about informing you.

    Ready to complete your free profile and find your next role in tech? Sign up today! More

  • 113 Shares189 Views

    in Talent Acquisition

    Tech Candidate Spotlight – Myron Yao, Software Application Engineer

    Thanks for joining! Let’s start by talking about your educational background.  

    My Bachelor’s Degree is in Computer Science from the University of British Columbia. I learned general software development principles but the most practically relevant language taught at the time was Java. I taught myself Javascript in two weeks on my first job to adapt to a role as a full-stack developer and continue to maintain a general interest in programming language design.

    Related: Code Your Career: Staying Competitive in the Developer Job Market (VIDEO)

    In terms of certifications, I completed a short course on the Google Cloud Platform while with my previous employer.

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

    I still highly appreciate my education at a traditional institution for equipping me with a high-level understanding of hardware, algorithms and data structures, concurrency, language design, parallelism, operating systems, distributed computing, and human-computer interfaces.

    Aside from equipping me to tackle complex and technically demanding design and debugging tasks in a large enterprise software system, my theoretical interest in how languages structure programming made me an enthusiastic adopter of new language standards. This includes the introduction of patterns of Functional programming to Java and Javascript.

    What would you like to learn more about?

    I have a deep interest in physics and biology particularly as they relate to Neuroscience. AI really fascinates me. It’s not necessarily the statistical models currently driving a lot of the mainstream hype and economic development, but more so the biologically-inspired models. They provide incredible insights into human behaviour, experience, and consciousness.

    What led you to pursue a career in tech?

    Coming from a background/environment with an emphasis on academic achievement, I gravitated toward tech as an applied field with a high degree of freedom in what it created. Computing and automation are fundamentally about learning to harness non-human intelligence. Programming is an incredible force-multiplying tool for anybody with novel ideas.

    How has your skill set evolved over the course of your career?

    I began my career cramming on front-end technologies to become a full-stack developer. But as I gained experience, I pivoted into backend performance/stability, leading to system design and architecture.

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

    In my previous role, I gradually focused on backend development because the firm’s product was targeted at an enterprise client base. Improvements to the core system had the greatest impact on the widest audience.

    Is your new role different from previous ones?

    My new role is somewhat different from my previous one. The internal platform is mature so development manpower is presently focused on feature development for customers (externally as opposed to internally facing). I am excited about the mission and social impact of the product and I don’t have any issues with customer-facing development.

    Nonetheless, it is not out of the question for my new job to parallel how I started out with my previous role. I began with a focus on front-end development but ended up contributing to the core platform after gaining knowledge and experience as a full-stack developer.

    What are you most excited about in your new role?

    My new role is with a team in a growth area for the company, which also has significant room for positive social impact – student information systems for large educational institutions. Besides the huge addressable market, the company’s mission – digital transformation of information systems of large enterprises to help them reduce the acceleration gap between technical debt and innovation – means that, particularly for the student product, the platform may even eventually be in a position to improve the learning experiences of students directly.

    Additionally, I am excited to work with the in-house internal platform at Workday. This sounded more bold and efficient the more I learned about it. For example, eliminating the inefficiencies of object-relational mapping for its crucial core data models by keeping business objects fully in memory. I look forward to deepening my understanding of software architecture by studying the system and reaping the productivity benefits of actually working with it.

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

    Hired was one of the first services I looked into when I began my job search. However, with regard to my job search outside of Hired, it was fairly difficult due to several barriers:

    Importantly, I was coming off of a 2.5-year employment gap involving an international Master’s Degree. COVID and several months of exploring possibilities for self-employment interrupted my degree completion.

    As a Canadian without a US work permit, I was limited to local opportunities.

    Unfamiliarity with the non-tech firms doing the majority of tech hiring in the current job climate meant I was mostly applying to big tech firms. Unfortunately, those firms were the ones downsizing after over-hiring during the pandemic. In anticipation of a recession, they weren’t very responsive.

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

    The two key differentiators which make the Hired platform uniquely effective are the Assessments and Preferences features.

    Assessments

    Take the time to fully use all three attempts on each assessment, even if you get a decent grade. Candidates are ranked on the basis of both correctness and completion time. So, it is preferable to get the best score possible. Furthermore, if you plan to complete multiple assessments, space your attempts between them instead of completing an assessment all at once. The material in the assessments overlap (e.g. Full Stack with Front-end with Programming Skills), providing opportunities for more practice.

    Preferences

    Given the present job market, keep an open mind regarding which industries you’re willing to work in. Do some research into which ones are actually hiring. Definitely, DO take the time to specify some preferences. A strong match between a candidate and a company will predict cultural fit, giving you greater visibility.

    Related: Want More Interviews and Better Matches? 8 Key Tips!

    Remember the recruiting process is costly for hirers (e.g. sacrificing work hours for devs or managers to conduct interviews). Recruiters who perform candidate searches on Hired want to have as high of a hire-through rate as possible. If you manage to get an initial interview request, you are already highly likely to meet their basic requirements. All that remains is for you to demonstrate you are authentic and motivated. At the same time, the bias toward a high recruiting success rate means the initial screening process can be all the more stringent and impersonal.

    In this sense, my honest experience was that optimizing my profile for initial views and interview requests was the hardest part of the journey. Once you land an interview request:

    Research the company

    Identify what you like or want to know more about

    Review the ample tips and preparatory materials Hired provides for interviews

    This should put you well on the way to passing the final screening!

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

    Hired is a modern hiring platform leveraging data-driven techniques to make matching candidates and companies more efficient. It also democratizes hiring by surfacing additional information not visible via traditional processes.

    Hired creates value by generating productive matches between jobseekers and employers who might not even be aware of each other. For candidates, this removes the most time-consuming yet inefficient stage of the job hunting process – mass-generating job applications with little guarantee a human will even look at them.

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

    The resources on the Hired blog are extremely informative. By highlighting the perspectives of both past candidates and recruiters representing real conditions on the platform, they provide great examples of success on Hired. A tremendously important skill in all aspects of life is being able to consider things from another person’s perspective. For job-seeking, the advice, suggestions, and testimonials on the Hired blog represent vital data for helping you do so.

    About Workday

    Workday is an on‑demand financial and human capital management software vendor. Founded in 2005, Workday has 5001+ employees and is headquartered in Pleasanton.

    Benefits

    Health/dental/vision/life/disability insurance, 401K plan/matching, performance bonus, paid time off, parental benefits, job training, fitness reimbursement, flexible working hours, and more.

    Tech Stack

    Java, Scala, Ruby, Python, Elasticsearch, iOS, Swift, Android SDK, MySQL, Javascript, Hadoop, Spark, Docker, Kubernetes, Jenkins, Kafka, Apache ZooKeeper, Ruby on Rails, Hive, React, Chef More

  • 150 Shares139 Views

    in Talent Acquisition

    2023 Tech Hiring: 7 Ways to Stay Competitive in Tough Job Markets

    It felt like not long ago employers were eager to fill open roles in anticipation of accelerated growth. Now, jobseekers are feeling the pinch of layoffs and a hiring slowdown due to market shifts. 

    Whether you are unemployed, underemployed, or feeling complacent in a role, it’s easy to feel the effects of a lackluster job market. That goes for jobseekers on Hired or out in the world when they don’t see an influx of interview requests or responses to applications. 

    While it is tough out there right now, it’s important to remain proactive and not let the weight of the hiring market bring you down. In this blog, we provide transparency on the state of the market, practical guidance for the job search, and resources to boost your employability during harder times. 

    It’s not you, it’s me the 2023 hiring market

    So, why is it so hard to find a job right now? The answer boils down to a number of reasons including economic instability, the Federal Reserve’s policy decisions, cloudy hiring processes, and industry-specific trends.

    Tech hiring landscape

    Following a high of over 4 million for tech hiring in 2022, we are now seeing the dust settle into some lows as tech faces particular hardship when it comes to the labor market. The plethora of headlines on thousands of tech layoffs has been hard to miss in the past year. 

    As you probably know, competition is tight for tech candidates. Tech companies are still hiring for positions but at a slower rate than before. In contrast to the beginning of 2022, you’ll find on average, one job opening for every two candidates on LinkedIn. Last year had a more even ratio of one opening per candidate.

    Quit rates 

    In this market, more workers are also staying put – thanks to factors including those mass layoffs, interest rate increases, and inflation. 

    The Bureau of Labor Statistics reported the number of people quitting dropped by 49,000 from March to April. The decreased quit rates indicate low confidence in the market. 

    Unstable hiring processes

    The abundance of jobseekers applying to positions adds pressure and time to many hiring processes. We’re referring to a 40% increase in applications compared to this time last year according to LinkedIn.

    There is also a lot of shakiness at the moment for numerous HR and recruiting teams as economic uncertainty has a ripple effect on budgeting and of course, hiring. 

    Many companies also have more team members incorporated into the hiring process (to boost equity and collaboration) but more people typically means a longer interview cycle. In fact, this year, it now takes 44 days to hire a new team member, setting a record high.

    What the experts are saying 

    During Hired’s Breaking Through Bias virtual event, career experts candidly weighed in on the leverage jobseekers have in the current job market. Read their firsthand insights below for a better grasp of the big picture and advice to empower your search. 

    Nina Roussille, Assistant Professor, MIT

    “Specifically, in the tech sector (defined narrowly as the Silicon Valley tech roles), it’s been more dire than it used to be… Try to redefine for yourself what a tech role is. There are now opportunities in tech occupations in companies that are not defined as tech firms. Every firm out there, even in the older industries, needs tech workers. Those industries have been way less affected recently than Silicon Valley firms. Broaden your perspective. Think a little bit more creatively about what a tech role should be. 

    The other one is remote work, which makes it so you don’t need to find a job exactly where you’re located. A lot of these dinosaur industries are more open to remote and flexible workers. My optimistic take is it will require more creativity and a broader search but there are still opportunities out there.”

    Maria Petnga-Wallace, Diversity, Equity, & Inclusion Consultant, Colorintech

    “There’s still a need for particular skills, especially in AI and machine learning. Within the company I work with in cyber, there’s still a real drive to have, for example, female and underrepresented group representation. I encourage everyone to network. Identify the organizations you wish to work with in the near future and engage with people in those tech firms.”

    Mercedez Bluebyrd, Program Manager of RISE, Gusto

    “You have leverage in really understanding who you are and what you bring to the table. If you’re a talented person who really understands what you can do for a company, there’s a value add there and that leverage is limitless.”

    New opportunities in new industries 

    Echoing Nina Roussille’s point above on broadening your perspective, there are currently established employers – not typically associated with tech – making a push to hire tech jobseekers. From hotel chains to retailers, investment firms, and the federal government, you might be surprised to find opportunities in other industries you previously hadn’t considered. A company doesn’t have to be in the tech industry to be a top tech employer. 

    1. Upskilling is key

    Identify high-demand skills and industry trends, and learn to align your application (or Hired profile) accordingly. Investing time in learning new programming languages, refining project management abilities, or earning relevant certifications will not only broaden your skill set but increase your marketability and adaptability amidst the competition. 

    Leverage online learning platforms, attend industry events virtually or in person, and engage in hands-on projects. Learning is the cornerstone of employability and a powerful tool to stand out.

    Get more details on why and how to upskill in this blog and check out these Hired partners helping tech jobseekers acquire in-demand skills. 

    2. Refine your personal brand

    What should people think about when they hear your name? What populates when hiring managers or recruiters search for you online? Your personal brand is a reflection of your skills, experiences, and values. 

    In an employer-driven market, it’s more important than ever to articulate your unique value proposition. By developing a distinct and authentic brand, you effectively differentiate yourself from other candidates and leave a lasting impression on potential employers. So, how should you go about it?

    Start by identifying your unique strengths, skills, and values, then tailor your resume, cover letter, and online presence to reflect these qualities. Showcase your expertise through thoughtfully crafted content on professional platforms, engage in relevant industry discussions, and seek out networking opportunities to build a strong professional community. A cohesive personal brand not only boosts your visibility to recruiters but also demonstrates your commitment to personal and professional growth.

    Watch this panel discussion for expert advice on how to develop and build confidence in your personal brand.   

    3. Leverage the power of networking

    Your network is your – you know the rest. And with thoughtful networking, it is true! It’s not just about making connections. It’s about building meaningful relationships that can open doors. 

    Outreach may sound pretty terrifying for some but getting out of your comfort zone might bring more opportunities than you realize. Start with second-degree connections such as friends of friends, acquaintances, and old colleagues.

    Before reaching out, determine the value you offer as a professional, your main skills, and your objective. Keep a consistent narrative across platforms (showcase that personal brand!). And remember, you’ll get in return what you give, whether it’s value, concern, or empathy. Entering networking relationships with a ‘giving’ mindset is key.

    Use this resource as a more comprehensive guide for networking with intention and confidence. 

    4. Make every interview count

    You may have to work harder with what you have on hand. This means preparing more and practicing your code or other technical skills to ensure you ace assessments and interview questions. 

    You may also consider having fewer interviews as less cumbersome to manage than if you were white-boarding thrice a week and not performing your best each time. You run the risk of interview burnout when multiple opportunities are spreading you thin. Consider the silver lining and make every interview count with the added focus you can give to each one at present.

    Check out our interview prep partners for some extra guidance. 

    5. Follow up with companies

    The nature of recruitment can be fairly volatile right now, with a host of factors causing delays in companies getting back to you. You may have to adopt a more proactive approach than normal and be the one to steer hiring conversations forward.

    Add your updated availability to each follow-up note and balance your tone to be cooperative versus demanding. For example, “I enjoyed chatting with you last week! I wanted to share a few times I am free to continue our conversation in case you are as keen to assess a mutual fit…” Overall, be genuine, pragmatic, and most importantly, empathetic in your follow-up.

    You might add a note to your calendar to check in every 10 or so days. If a company happens to share a timeline for its next update, stick to that. Be courteous in referencing previous highlights from your conversation and check in to see if scheduling the next steps is feasible. Do not use these notes to sell yourself. Save the humble brag for the next round of interviewing if and when you land it. 

    Instead, focus your notes on relationship building. Connect your reader to what they care about. Perhaps, add a link to an article on a topic of interest to them. Think back to previous chats and recall what they might have shared with you. 

    6. Practice patience

    Finally, remember that every job search, especially in a tough market, is a marathon – not a sprint. It’s natural to experience periods of slower progress. 

    And keep in mind: even the most qualified candidates may have to wait a bit longer to land their perfect role in these market conditions.

    Remember, hiring teams are often spread thin. The layoffs in the last twelve months included a lot of recruiters too. They’re also sharing that they’re getting a ton of applications right now – many of which are from unqualified applicants. Even with tech tools, like applicant tracking systems, it’s a lot to work for lean teams. 

    So, make it easy for them to see what a great match you are and how you’ll bring what they need to be successful.

    If you’re a tech (or sales) candidate on the Hired Marketplace, use the guidance from the Candidate Experience team. It could help you get better matches and more interviews. 

    7. Adjust salary expectations

    Beyond the general job function, do your research to understand how your particular niche and location might impact your earning potential. Software engineers, for example, can earn wildly different salaries depending on their specialty – and this can differ significantly by city.

    In addition, you may need to calibrate your expectations based on the company in question. Startups may offer a lower salary with higher equity, and the company’s funding status might also have an impact. A startup looking to raise funding, for example, might be willing to negotiate a post-funding round raise.

    Related: Try Hired’s salary calculator

    While you want to ensure the salary you deserve, it’s important to align your expectations with the state of the market too. This is where doing that research and being realistic about the state of the economy comes into play. 

    If you do lower your salary expectations, there are still plenty of benefits to negotiate as part of your total compensation. See our Salary Negotiation Guide, created in partnership with Educative.

    Continue your search with confidence 

    It’s clear the factors we shared here will play crucial roles in continuing to shape the labor market’s direction. While the job market has undoubtedly become more challenging, with the right strategies and resources, you will successfully navigate this change. 

    And speaking of resources, here are some of our popular ones to give you more direction in your search: More

  • 125 Shares99 Views

    in Talent Acquisition

    Want to Ace Behavioral Interviews? A Guide to Prep Jobseekers

    No matter the role you’re interviewing for, companies want to know that you’re curious, hard-working, and most importantly, a good fit for their team. The behavioral interview is a way to gauge if your past experiences, current interests, and future goals align with the company’s needs. 

    Hired and SheCanCode are here to help you build confidence in this part of the process with our new guide. 

    What is a behavioral interview?

    Behavioral interviews specifically evaluate a candidate’s past behavior to predict their future performance in the prospective role. 

    Expect questions like, “Can you tell me about a time when you faced a conflict while working on a team?” or “Describe a situation when you had to use your leadership skills to resolve an issue.” 

    Get more insights into the kinds of questions to expect in the eBook and this blog.

    Situational versus behavioral interviews 

    Unlike traditional interviews, which focus on hypothetical scenarios or inquiries about qualifications and skills, behavioral interviews dig deep into your past experiences. 

    In a situational interview, you might be asked, “What would you do if you were given a project with a tight deadline and limited resources?” The goal is to understand how you would handle potential scenarios in the future, rather than analyzing how you’ve handled situations in the past.

    Why behavioral interviews matter

    The primary purpose of a behavioral interview is to assess whether you have the capabilities to excel in the role. These types of interviews are based on the premise that past behavior is the best predictor of future behavior.

    By analyzing your responses, interviewers identify patterns, understand how you approach problems, deal with challenges, or collaborate with teams. They’re not looking for the “correct” answer. Instead, they want to understand how you think, operate, and react in various scenarios.

    Behavioral interviews help employers get to know who’s behind the resume and uncover the skills they know the job requires. They capture insight into your problem-solving skills, adaptability, communication abilities, leadership qualities, and other key characteristics. 

    While your technical skills and qualifications might get your foot in the door, your behavioral competencies often determine whether you’ll fit into the company’s culture and perform well in your role. 

    Behavioral interviews and the hiring process

    Behavioral interviews typically happen during the later stages of the hiring process, often during the second or third round of interviews. Typically, a hiring manager or someone who has a deep understanding of the role and its requirements conducts behavioral interviews in those stages.

    However, the timing of the interviews varies depending on the company and the specific job role. Some organizations may have a behavioral interview right off the bat. In this case, you’d likely be interviewed by the recruiter. 

    Whomever your interviewer may be, they’re seeking a well-rounded perspective on your behavioral traits and potential fit in the company.

    But don’t get too nervous – Hired and SheCanCode are equipping you with everything you need to ace your next behavioral interview!  More

  • 113 Shares139 Views

    in Talent Acquisition

    Tech Candidate Spotlight – Abel Hernandez, Lead Product Manager

    Let’s start by discussing your educational background!

    I don’t have a “traditional degree.” I went to trade college for Audio Engineering and I have some unfinished semesters at city colleges. What changed my career trajectory was attending General Assembly’s Full Stack Developer Immersive Bootcamp.

    Related: Thinking About a Career Transition? General Assembly’s 4 Immersive Tech Programs to Help You Pivot

    I eventually pivoted into Product Management. While getting real-world experience at tech start-ups, I obtained industry certifications from Scrum Alliance and Product School.

    I’d say the BrightTALK series and being part of the Pivotal Labs practices and culture made the biggest impact on my career. Keeping in touch with my mentors and staying active in the lean UX and agile communities also helped quite a bit.

    What would you like to learn more about?

    Self-care and preventing burnout. I want to learn more about taking better care of myself. Although I’m passionate about tech, it’s important to learn how to unplug and walk barefoot, lay on the grass, and look up at the sky. We spend way too much time in front of screens.

    What led you to pursue a career in tech?

    I was tired of living paycheck to paycheck and lacking a clear career path. Eventually, I learned about outcomes and had the opportunity to leverage technology to impact people’s lives.

    Related: Expert Tips: How to Manage Your Finances While You Job Hunt

    How has your skill set evolved over the course of your career?

    I’m a lot more focused on understanding people’s motivations and pain points. I value problem-solving while leveraging my team’s expertise to help me determine how we can make a powerful impact.

    What did you choose to specialize in?

    Helping people navigate through ambiguity, or problem-solving by prioritizing ruthlessly. In short, I’m focused on being a champion for lean UX and agile methodologies.

    Is your new role different from previous ones and what excites you about it?

    Yes and no. I continue to work in a heavy compliance-driven environment. However, I do get to work with the private sector as opposed to only the public sector. I also have more opportunities to travel outside the US now.

    I’m excited to work with Data Science and Artificial Intelligence in this role! I’m also looking forward to continuing to provide solutions for folks in the military through healthcare tech initiatives.

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

    It was brutal. There were no standards and I came across too many fake recruiters only seeking to get contact details. There was also a lot of ghosting! 

    Related: 9 Smart Tips for Jobseekers to Identify & Avoid Job Scams in 2023

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

    Put in the effort to fill out your profile. Include a recent photo and update your criteria often as potential employers focus on that. Also, make sure you reply ASAP when you get a message. It’s important to show you’re active on Hired.

    Related: Want More Interviews and Better Matches? 5 Key Tips!

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

    I don’t want to sound cliché but don’t give up! Stay up-to-date and consistent in the community. Don’t make excuses as there are so many useful resources out there for tech jobseekers. If you put in time and effort, you will find the opportunity you’re seeking. 

    About Humana

    Humana creates innovative solutions and resources that help people live their healthiest lives on their terms – when and where they need it. Founded in 1961, Humana has 10,000+ employees and is headquartered in Louisville.

    Benefits

    Health/dental/vision/life/disability insurance, 401K plan/matching, paid time off, tuition reimbursement, work from home flexibility, employee discount programs, and more. More

  • 188 Shares139 Views

    in Talent Acquisition

    Breaking Through Bias: How to Overcome Tech Discrimination & Get the Job You Want (VIDEO)

    How can jobseekers advance their careers despite systemic hiring biases in tech?

    Watch this on-demand webinar to hear experts discuss key findings from Hired’s 2023 State of Wage Inequality report and share approaches to help you advocate for yourself in the job market.

    You’ll hear from:

    Co-Founder & Author, Ladies Get Paid, Claire Wasserman

    Assistant Professor, MIT, Nina Roussille

    Diversity, Equity, & Inclusion Consultant, Colorintech, Maria Petnga-Wallace

    Program Manager of RISE, Gusto, Mercedez Bluebyrd

    Vice-Chair, Techqueria, Marco Lopez

    Read an excerpt of the conversation here and scroll down to access the full webinar. 

    What’s the temperature on the leverage candidates currently have in the job market?

    Nina

    I won’t deny what the economic situation is. Specifically, in the tech sector (defined narrowly as the Silicon Valley tech roles) it’s been more dire than it used to be. That being said, I’ll try to be optimistic a little bit for the crowd. There are two things I think are interesting. 

    One of them is very actionable: try to redefine for yourself what a tech role is. There are now opportunities in tech occupations in companies that are not defined as tech firms. Every firm out there, even in the older industries, needs tech workers. Those industries have been way less affected recently than the Silicon Valley firms. Broaden your perspective. Think a little bit more creatively about what a tech role should be. 

    The other one is remote work, which makes it so you don’t need to find a job exactly where you’re located. A lot of these dinosaur industries are more open to remote and flexible workers. My optimistic take is it will require more creativity and a broader search, but there are still opportunities out there.

    Claire

    I read recently that despite all of the layoffs, a lot of these companies actually still have more employees now than they did at the beginning of the pandemic. Take data and statistics with context. 

    Marco

    It is true. Even though there were massive layoffs, a lot of people kept their jobs. We have a certain loss per se of DEI experts in the marketplace but we still need more representation. 

    Maria

    A number of our members have been impacted in terms of mental health and the experiences of belonging. However, a lot of the large tech firms still do have a commitment to engage in networks with potential employees. 

    If it’s not now, it’s certainly with a view of engaging with talent in the near future. There’s still a need for particular skills, especially in AI and machine learning. Within the company I work with in cyber, there’s still a real drive to have, for example, female and underrepresented group representation.

    I encourage everyone to network. Identify the organizations you wish to work with in the near future and engage with people in those tech firms.

    Mercedez

    Of course, we have seen some major shifts in the DEI work in a lot of companies, but I have to double-click on what Maria said. There are still companies very much committed to the work. There has been a shift in availability and what is actually being done on each team to where it can feel very performative. I don’t think we want to ignore that some companies are just doing what needs to be done to hit numbers. 

    But you have leverage in really understanding who you are and what you bring to the table. If you’re a talented person who really understands what you can do for a company, there’s a value add there and that leverage is limitless. 

    What’s really important is understanding what you can do for a business and using that as well as any demographic aspects or DEI work to create value. 

    There are some performative companies out there but if they are at least being performative that’s another notch for you to utilize as a way to get a job. So either way, figure out where you want to be and what you bring to the table and use that. 

    Also, make sure you’re working somewhere where you want to work. Are you just taking a job because you need a job? Some of us are and some of us are looking for the perfect unicorn job. Be aware of what that really is so you’re holding yourself to those parameters and doing something that works for you, whether it’s to pay your bills or because you really want it to be the perfect place.

    What else does the summit cover? 

    Why networking is essential 

    How to ask about a company’s DEI initiatives 

    How to negotiate a fair salary

    Culture fit vs culture add

    And more!  More