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      3 Ways to Stay Relevant as an Experienced Software Engineer

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      Hint: Learning System Design is key for software engineers

      Software engineers who have been working in the industry for a while can still take steps to staying “fresh,” while leveraging their applied work experience. In this blog, we share three ways an experienced software engineer can stay relevant as a job candidate in a competitive job market. Our partner, Educative, shares the third and crucial key to maintaining that competitive edge.

      1. Highlight the valuable skills you already have

      Most employers would rather hire an expert in the field than spend time and money training someone much less experienced. Companies of all sizes, particularly large corporations like Amazon and Google, are always in need of software engineers who are Java experts. This is actually an area where young college grads are at a disadvantage. Often, these companies would rather hire a candidate with at least 5 years of core Java experience over more junior software engineers who haven’t had exposure to the language in a professional capacity.

      Perhaps you’re positioning yourself as an expert in Java. Make sure you brush up on the basics to show your full breadth of knowledge. Next, make your Java experience stand out on your resume, LinkedIn, or Hired profile in the skills and work experience sections. 

      In the skills sections, list your skills in order of proficiency with Java at the beginning if applicable. List all the languages and tools you’ve used, your workflows, and your achievements in each position in the work experience sections. Companies often use hiring software to detect certain keywords. So, a candidate who mentions the languages they’re looking for more frequently may have better luck advancing to the next stage.

      2. Consider leadership roles

      If you’ve worked as an individual contributor for a while, you may want to consider taking on a leadership role as a team lead or engineering manager. Generally, a team lead reports to an engineering manager and guides the other engineers on the team. An engineering manager has often shown experience leading others, has multiple engineers reporting to them, and can provide technical guidance as needed.

      Related: Engineering Manager or IC? Which Tech Career is Best for Me? (Video) 

      Have an affinity toward leading and managing others? Update your resume and career profiles accordingly and start looking at open roles. If you’ve had several roles at the same company, think about separating and fleshing out each role as a distinct item in your work experience. Hiring managers like to see a candidate’s progression from being a Software Engineer to a Lead Software Engineer or an Engineering Manager, as well as the accompanying responsibilities.

      3. Learn System Design

      Continually learning new languages and skills makes you a more valuable candidate. Experienced software engineers in particular can stay ahead of the curve by developing a working knowledge of System Design. In this section, Educative explains how a solid working knowledge of System Design can help you stand out in interviews and beyond.

      Understanding large-scale system architecture is a necessity. System Design is the discipline underpinning our entire modern software landscape. It’s critical for making any application scalable, fault-tolerant, and more efficient.

      Every app or service we use daily — from YouTube and Instagram to Amazon and Spotify — is a scalable system. These apps must be designed to handle large amounts of traffic and data and to scale with spikes. That’s because the number of people simultaneously accessing these systems is massive.

      What is System Design?

      Coding is about creating individual bricks; System Design is about deciding how those bricks will form a complete structure. It’s the art and science of defining the architecture, components, and data flow for large-scale applications. It sets the groundwork for how a system will operate, ensuring efficiency, scalability, and reliability.

      Essentially, System Design is the blueprint guiding developers in building software that meets specific requirements and constraints.

      Some key considerations in System Design include:

      Architecture: The overall structure of the system and how its components interact with each other

      Components: The individual building blocks of the system. This includes servers, databases, and application servers

      Interfaces: How the system interacts with its users and other systems

      Non-Functional Requirements: This includes things like performance, scalability, reliability, and security

      Role of System Design in modern software

      System Design is indispensable to the modern software landscape — from initial planning to implementation and maintenance. It provides a blueprint that software engineers, TPMs, and engineering and product leaders can refer to throughout a product’s life cycle. Its principles guide decisions about database structure, user interface, networking protocols, and more.

      For experienced software engineers, this offers a leadership opportunity — with an understanding of System Design, you’re not just following instructions, but are instead actively participating in shaping the vision and functionality of a project.

      As software systems become increasingly complex, involving multiple technologies and serving global audiences, the role of System Design has never been more critical. It informs choices that can make or break a software’s performance, user experience, and overall success. For seasoned engineers aiming to stay competitive — it’s a career imperative.Let’s review this summary of System Design fundamentals:

      Horizontal and Vertical Scaling: Horizontal scaling involves adding more machines, while vertical scaling involves adding more RAM, faster processors, or additional storage to a single machine. Both are essential for handling an increased load.

      Microservices: Microservices break down applications into small, independent services that communicate via APIs. This enhances modularity and scalability.

      Proxy Servers: These act as intermediaries, forwarding client requests to servers. They can improve performance and security.

      CAP Theorem: This theorem states that a distributed system can’t simultaneously provide all three of the following: consistency, availability, and partition tolerance. You have to pick two.

      Redundancy and Replication: These ensure that backup resources are available, improving reliability and fault tolerance.

      Storage: It’s crucial to evaluate the data storage methods. Different storage strategies can be employed based on the system’s specific requirements.

      Message Queues: Enable asynchronous communication between different system parts, improving scalability and decoupling components.

      File Systems: File systems oversee data storage and retrieval on disks, handling tasks like file naming, storage allocation, directory structure, and access permissions. With file systems, file identification and access control become easier.

      Why is System Design important to know?

      Due to the growing complexity and scale of web applications, it’s important to know how to handle large-scale challenges. System Design offers both theoretical knowledge and practical skills for real-world applications.

      Investing time in learning System Design can provide both immediate and long-term advantages for your career. It can make you a more versatile and sought-after professional in the tech industry.

      In an interview setting, a strong understanding of System Design can be an important difference-maker. Most developers will be expected to demonstrate at least a working knowledge of System Design in their interviews. Depending on their specialization, software engineers typically receive 1-2 design interview loops as part of the hiring process, of which System Design is the most common focus.

      Ultimately, candidates who perform well in System Design Interviews will boost their chances of being hired, as well as increase their starting level and salary. (At Meta, for example, a strong System Design Interview can mean the difference between starting as an E5 rather than an E4 — an advantage worth tens of thousands of dollars).

      Looking for System Design prep? Here are some helpful resources:

      Stay relevant, stay ahead

      Use these tips to position yourself for better alignment with top job opportunities out there. Showcasing what you already have to offer, advancing to leadership roles, and mastering System Design are some of the best ways to adapt and progress as a software engineer today. 

      Originally published in June 2018 by Brittany Curran. Updated by the Hired Content Team and Educative in December 2023. More

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      6 Things to Avoid in Your Interview Follow-Up Email

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      After an interview, it’s generally a good idea to send a short but thoughtful interview follow-up email to your interviewer(s). It’s an opportunity to thank them for their time, reiterate why you’d be a good fit, and remind them about where you shined in the interview. These thank you notes are generally pretty innocuous and considered a formality. However, there are a few ways they can go wrong. Keep reading for five things to avoid in your interview follow-up.

      Keep the focus on expressing gratitude in the interview follow-up

      First things first: The follow-up emails should generally focus on a thank you. Begin your follow-up email by expressing gratitude for the opportunity and the interviewer’s time. Reference a specific moment or discussion from the interview to add a personal touch and make it more memorable. You can also reiterate your interest in the role and the company, plus how your skills and experiences align with the job.

      1. Don’t make spelling or grammar mistakes

      This should go without saying, but just because you had a strong interview doesn’t necessarily mean you’ve gotten the job. An oversight like a spelling error or the wrong company or role (if you’re sending multiple thank you’s) could signal you’re not very detail-oriented. Or perhaps worse: you don’t care much about the outcome of the interview. Before you hit send, triple-check your note for any errors to avoid coming off as careless.

      2. Don’t focus on apologies or excuses

      Thank you notes are not the place to make up for poor interview performance. If it didn’t go well, the reality is either: 

      the team will make the decision not to proceed with your application, or 

      they’ll choose to ignore your mistakes or weaker answers because of your other answers and qualifications for the job. 

      Further, bringing weak points up will just draw attention to them. After all, the team is evaluating the various candidates you’re competing with for the role. Instead, focus your messaging on where your application stands out and any unique qualities you will bring to the company.

      3. Don’t discuss major salary, timeline, and role concerns

      Even if you’re concerned about what the salary offer might be, it’s best to reserve this conversation until after an offer has been made. Bringing it up before then might push the team to extend an offer to a different candidate who might be more accepting of a lower salary.

      The same goes for things:

      start date

      contract length (if it’s not a full-time role)

      any concerns about the suitability of the role (unless they’re significant enough to make you question the role in the first place)

      One exception might be if you receive another job offer with a set decision date. Including this shorter timeline in your thank you note may help to push the decision forward. Companies will generally understand the situation is out of your hands.

      4. Don’t ask questions you could have discussed in the interview

      The exception is if the interviewer encouraged otherwise. You should always come to an interview with a list of questions about the role and company. If you couldn’t think of any or didn’t come prepared with questions, the follow-up email is not an appropriate way to make up for it. Interviewers want your present engagement and curiosity during the call – not in the post-interview email.

      Related: Need Help with Job Interviewing Skills? Watch this Coaching Session (VIDEO)

      5. Don’t send the same note to multiple interviewers

      It can be tempting to copy and paste the same note to all of your interviewers. This is particularly true if you’ve spent a day interviewing and meeting multiple people. But it’s not uncommon for teams to share the follow-ups they receive internally. So, take the time to personalize each message. 

      If you send multiple thank-you’s, not every note has to reiterate why you’d be great for the job. Perhaps you bring up an interesting point one interviewer made. Maybe you remind another of a specific skill set or experience that makes you a strong candidate. 

      That said, don’t use the extra time needed to personalize thank you’s as an excuse not to send them to all of your interviewers. Even if you have one key contact such as the hiring manager or a recruiter, anyone who took the time out of their day to meet with you deserves a short follow-up email. 

      6. Don’t include any other superfluous information

      An interview follow-up should serve as a thanks and a reiteration of your skills and excitement for the job – period. Other information, such as sending over references or asking about reimbursements for interview expenses (if this was agreed upon in advance) distracts from the key points. 

      Additional issues or questions can be addressed in future emails or phone calls. Keep your immediate communications clear and focused on the take-home point: The strength of your application and interview. 

      Originally written in June 2019 by Napala Pratini. Updated by the Hired Content Team in December 2023. More

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      Tech Candidate Spotlight – Glenn Engstrand, Staff Software Engineer

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      Can you share a little bit about your educational background?

      I have a Bachelor’s in Computer Engineering and I completed Cooperative Education. I have a traditional degree and many years on various teams in companies ranging from mid-stage startups to Fortune 4 for products in the B2C, B2B, and B2B2C spaces.

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

      A quality college education teaches you how to learn because you never stop learning. Trusted online collateral, esteemed professional conferences, and open source are the best places to go for continued education in software engineering.

      What would you like to learn more about?

      On the technical side: data structures and algorithms, programming languages and tech stacks, code complexity and readability, and DevSecOps. On the non-technical side: corporate culture, team dynamics, Conway’s law, and cross-functional communications skills. These are never-ending learning journeys!

      What led you to pursue a career in tech?

      I realized what I wanted to do while I was in high school. The idea of writing a program (mostly conditionals, looping, and glue code) that (at best) could delight and inform, serve humanity, and make a difference (or anger and obfuscate, betray humanity, and perpetuate the dystopian status quo at worst) seemed magical to me.

      How has your skill set evolved throughout your career?

      If I could go back in time and describe to my recent college graduate self what programming is like in my present and would be like in the future, then I doubt my younger self would even believe me or recognize what I was describing.

      Related: Ready to Start Programming with AI? A Quick Guide for Software Engineers

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

      I focused on business-oriented systems which, today, is mostly about backend microservice development. I do have some frontend knowledge but mostly web SPA or cross-platform.

      Is your new role different from previous ones?

      I prefer to serve on teams producing products that help humanity. That hasn’t changed. My previous role was in the domain of medical health and wellness and my new role focuses on financial health.

      What are you most excited about in your new role?

      The mission is all about helping others rise out of poverty. The people are smart and driven and care about what they are delivering. I have only been there a week but the culture seems to be humble and dedicated to service. The tech stack is pretty cool too.

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

      The job search experience before Hired was frustrating. It took time to prepare for each interview and involved making lots of cold applications, which is very much a numbers game. You need to have pretty thick skin and be okay with getting into the mindset of companies who may not even have, in reality, any open positions to fill.

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

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

      It’s all about the resume. Think about the kinds of problems the companies you want to work at are facing. How can you present yourself in a way that shows you can help them solve those problems?

      Related: Get Employers’ Attention: How to Craft an Effective Hired Jobseeker Profile Headline

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

      I really like Hired’s approach compared to its competitors. The number of companies you end up applying to is smaller. But the fit is better so you end up getting more call-back interviews. It feels a lot more productive and positive.

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

      Don’t only focus on job security. It’s all about career security and satisfaction. Where are you now? Where do you want to be in the future? What is a satisfying way to get there? The pace of technical innovation never stops. If you dislike learning, you are in the wrong profession. You will burn out so you better start planning that transition now.

      Thanks for sharing, Glenn! Looking for a tech or sales role? Complete your free Hired profile today!

      Looking for tech talent like Glenn? Get a customized demo customized.

      About EarnIn

      EarnIn is reimagining the way money moves to empower everyone’s potential. Founded in 2012, EarnIn has 201-500 employees and is headquartered in Palo Alto.

      Benefits

      401K plan, stock options, health/dental/vision/life/disability insurance, unlimited time off, flexible working hours, mentorship opportunities, and more.

      Tech Stack

      C#, .NET, Java, Kotlin, Python, Go, Scala, Javascript, Kubernetes, Kafka More

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      Phone Interview Tips: 19 Keys to Landing a Second Interview

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      Phone interviews are the first step to getting hired – and it’s a daunting first step for even the most seasoned jobseekers. These calls are typically with a recruiter and aim to determine whether a candidate meets the minimum qualifications of the role. Here’s our checklist of 19 game-changing phone interview tips for before, after, and during your phone interview.

      Before the phone interview

      1. Practice your elevator pitch

      You can (and will) always go into more detail about your work experience in follow-up questions from the interviewer. But you should first and foremost prepare an elevator pitch for your career. Once you’ve written out a compelling (and brief) professional narrative, test it on friends to make sure it’s as clear and captivating as possible.

      Related: Why Your Career Narrative Is Just as Important as Your Work History 

      Tailor the pitch to the job description and be sure to give examples of alignment. For example, if you have experience in the role’s industry, highlight that. If you know a specific product type or technical skill, share that.

      Related: 

      2. Prepare projects or examples of your work to share

      Another way to up your game is to have examples or projects specific to the company or job.Example phone interview questions:

      Describe a project or position you held where you used Python

      Describe a project where you collaborated with other people/teams. What was your biggest hurdle?

      We recommend preparing the answers as stories following the STAR or SAIL frameworks. Choose these stories based on what’s most relevant to the job description. Don’t try to pick too many. Instead, focus on the most impactful ones.

      3. Draft answers to common behavioral questions

      You’ll also want to prepare what you’ll say to questions that touch on soft skills. Also known as behavioral questions, they help interviewers get to know you better and whether you’re a good fit (or add!) to team dynamics. 

      Example questions include:

      “Describe a time you faced a challenge.”

      “What do you consider your biggest weakness?”

      Related: 30 Behavioral Interview Questions You Should Be Ready to Answer 

      4. Make a brag list

      In addition to rounding up examples of your work, make a list of all of the results and projects where you drove the most impact – especially as it relates to this new role. You might be really proud of a project with no relevance to the job you’re applying for. We wouldn’t recommend bringing it up in the interview in that case.

      Talking about how and why you are good at what you do can feel awkward and overzealous. This will help remind you to highlight your successes and also, by documenting your wins, keep them top of mind. Bonus points if you have metrics, such as “My suggestion shaved 22% off our timeline, which helped us hit our goals 10 days early.”

      5. Take Hired Assessments

      Speaking of bragging, if you’re a jobseeker on the Hired platform, Hired Assessments are a great way to show off skills. In fact, high-intent candidates who earn technical assessment badges are 3X as likely to get hired! 

      6. Research the company and the person interviewing you

      Before the interview, research the company’s mission statement, recent news (type the company name into Google News), product/service offerings, and funding history (on Crunchbase). 

      You should also take time to research the person interviewing you. Look up their LinkedIn profile and find their posts, blog or other published writing. Take note of the words they use to talk about what they do. How can you mirror their language to describe what you do in a way that connects with them?

      7. Always have questions prepared to ask the interviewer  

      Having trouble thinking of questions to ask or did your interviewer answer all of your questions by the end? Make sure you do not say “No, I don’t have any questions.” This might signal to your interviewer a lack of interest in or curiosity about the role. In this situation, you can always ask the person interviewing you “Why do you like working at XYZ Company?”

      Questions also offer you a chance to demonstrate your competency in a particular role or domain. If you can use your past experience to ask more probing questions, you’re demonstrating another way to show off your qualifications for the role. These questions will heavily depend on the role but here are a few examples: 

      “In my past role, we ran into XYZ challenge. Is this something this team is facing? How are you handling it?”

      “How is this team evaluating XYZ new technology?”

      For these types of questions, keep in mind that if the call is with a recruiter, they will likely be unable to answer so many in-depth questions about the specific team or work.

      Lastly, at the end of the interview, consider asking: “Is there anything else I can clarify for you?” or “Are there any concerns about my background thus far?” These closing questions show engagement and the ability to self-reflect, helping you end the interview on a good note. 

      8. Ask what you need to bring/prepare

      You should also ask the interviewer or recruiter what to expect or prepare for before the call. Ask your contact what you should expect generally during the call and if you’ll need to have any materials handy. This is a good time to figure out if you’ll be asked any technical questions or need to address specific technical topics.

      9. Double-check contact information

      Make sure the company has your correct contact info. The contact info on your resume, in your signature/emails, and on your application should all match. Verify the company is initiating the call and how they are doing so (phone, Zoom, etc).

      During the phone interview

      10. Find a quiet place with few distractions to take the call

      If your phone interview is during the workday, plan to work from home and take the call from there. If you have to be in the office that day, find a quiet place nearby (outside of the office) to do the interview. Friends who work nearby might be able to lend you a conference room. Or look to a rentable workspace like Deskpass or WeWork for privacy. Sometimes libraries have conference rooms to reserve. 

      Reliable phone reception and/or internet is super important – perhaps most important. You don’t want to have your call drop or struggle to make out what your interviewer is saying. Do some due diligence and make sure you have good service in the location you plan to take the call.

      Keep in mind that the phone screen might actually be a video call. This is all the more reason to find a quiet and private area to do the interview. Be mindful of what’s in the background or if you’re using a Zoom background, it’s appropriate. 

      Related: Video Interviews 101: How To Impress In The Digital Age 

      11. Get an energy boost

      Make sure you have an upbeat tone to your voice, which can be accomplished by simply smiling through the phone during the conversation. Because the interviewer can’t see your facial expressions or body language over the phone, your voice is your only way to emote. 

      Practice with a friend to figure out how to most effectively sound cheerful – without sounding maniacal. To help build that energy you can also try getting (physically) big before a call: Move around and stand or sit up straight.

      12. Keep materials to reference on hand

      Have your resume and the job description in front of you during the call. Other helpful information you might want close by: the company’s about page, the interviewer’s LinkedIn profile, and the company’s Crunchbase or Glassdoor profile. Maybe even make a cheat sheet with this important info as part of your preparation process. That way you don’t have 10+ tabs open during the call!

      13. Take notes

      These will help you retain the information and ideas discussed. They will likely come in handy when you’re writing your follow-up thank you notes too. If you’re pausing while writing or typing, simply say, “I’m making a note of that,” or “Let me jot that down.” This is especially helpful on a phone or video interview, when you may seem or look distracted otherwise.

      14. Try not to interrupt

      Wait for the interviewer to finish speaking before you speak. Practice active listening. This is common sense but worth keeping top of mind. It’s easy to get excited during the conversation and want to interject with brilliant insights or ideas. Remember your mantra: cool, calm, collected (at least on the outside).

      15. Avoid negativity

      It’s important to put a positive twist on all of your responses. Even if you harbor hard feelings or had a bad experience it’s important to provide a tactful answer. Avoid speaking negatively about your previous employer or coworkers – keep those thoughts to yourself. 

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

      For example, the interviewer asks, “Why did you leave your last job?” (This could also be phrased as “Why are you looking to leave your current job?”)

      Positive answer: “The position did not offer the growth opportunities that I am looking for and I want to be in a more positive and collaborative environment.”

      Negative answer: “My last company didn’t appreciate me and everyone was very standoffish. I also want to make more money.”

      16. Stay focused and on topic.

      Pro tip: Write “talk slowly” on a Post-It and keep it in front of you as a reminder. Here’s an example of an answer that keeps it short, but tells a powerful story:

      Q: “What would you say are your strengths & weaknesses?”

      A: “My strengths are that I’ve worked as a frontend and backend engineer making me a valuable teammate and effective collaborator. My weakness is that I can get very focused on projects and procrastinate on smaller tasks, but I am quick to remedy any oversight so that I do not miss deadlines.”

      You should also include examples of this in action to paint a clearer picture of how this is true. It’s also nice to describe actions taken to remedy “weaknesses.”

      After the phone interview

      17. Send a ‘thank you’ email

      Include the person and/or people who interviewed you right after the interview or before the end of that working day. Thank them for their time and reiterate why you’re excited about the position (bonus points for referencing something that came up during the conversation!). This is also an opportunity to “correct” or clarify an answer from the interview if you don’t think it went too well, or if you have an additional thought you didn’t get to share. 

      18. Do a post-mortem

      Basic project management, right? This is also a valuable time to reflect on what you think went well or didn’t go so well in your interview. Interviewing is a great way to get better at interviewing, of course. But it can also help you learn more about what you want and don’t want out of your next job.

      Write down as many interview questions you can remember and your responses. Make note of what you think went well or areas you might change or improve next time.

      19. Be patient

      It’s tough to be patient after an interview while you wait for the company’s feedback. Make sure to give the interviewer three to five business days after your interview to get back to you. 

      At that point, if you haven’t heard back, it is acceptable to write them a quick note. You can let them know you’re still interested in the position and look forward to hearing back from them soon. On Hired, we encourage companies to respond within two to three days.

      Originally written in November 2019. Updated by the Hired Content Team in November 2023. More

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      Are You Burnt Out (Or Do You Really Just Hate Your Job)?

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      The difference between the two and what to do about it

      Your career may be a large part of your identity. It takes up many of your waking hours and might even feel like your life. This is especially true when it feels like work stress is creeping into your subconscious.

      If you mention how drained your job is making you to a coworker or friend, chances are they’ll start nodding knowingly. They’ll probably ask if you’re burnt out. But not all symptoms of panic and dread about going to work in the morning are created equal. 

      Many signs of burnout could just be signs you hate your job and are ready for a change. It’s a tricky distinction, and much of it relies on your intuition. 

      Understanding burnout

      Burnout is more than just a bad day. It’s a chronic state of stress leading to physical, emotional, and mental exhaustion. You might experience: 

      Feeling tired and drained most of the time

      A sense of detachment from your job

      A feeling of ineptitude and a lack of achievement

      Understanding job dissatisfaction

      Job dissatisfaction is deeper than the occasional work annoyance – it’s persistent. It’s a fundamental mismatch between you and your job. Perhaps you relate to the following: 

      Your job doesn’t align with your personal values or career goals

      The environment has a toxic culture, lack of support, or poor management

      Feeling stagnant with no scope for advancement or skill development

      Differentiating burnout and job dissatisfaction 

      Now, let’s get into the reflective questions that will help you determine whether you need a break from or a break up with your job. To differentiate between the two, consider these questions.

      1. Are your symptoms physical?

      Yes, doing something you hate every day can take a toll on your body. But a dislike of your job is less likely to manifest itself in your body the same way true burnout would. If symptoms like headaches, backaches, panic attacks, or stomach issues are weighing you down, it’s likely burnout you’re dealing with. It sounds trite to say, “If you think you might be experiencing burnout, ask your doctor!” However, it can be clarifying nonetheless.

      2. Does your work monopolize too much time?

      Are you expected to have your phone on and accessible at all times? Are you regularly working 60+ hour weeks? Is the ability to take time off limited? Burnout can be caused by plain old exhaustion. It’s easy to feel fatigued when your job demands more time from you than is healthy. Of course, it’s possible to be burned out on any job, even if you’re just working part-time. But if the time constraints of your work are low and your dread of doing it is still high, you might just hate your job.

      3. Can you see yourself being happy in another job?

      Whether you’re burnt out or over it, writing a traditional pros and cons list likely isn’t too helpful. However, brainstorming what might make your work situation feel more palatable might give you helpful insight into what the cause of your distress is. Sometimes processing your thoughts on paper really helps come to a conclusion.

      The level of ease with which you create this list (if you can create it at all) is a good clue as to whether your distress comes down to dislike or burnout. The apathy and fatigue uniquely associated with burnout make coming up with ideas about how to improve your situation a supremely difficult task. So, if you’re struggling to create even a basic list, you’re likely burned out.

      Related: Leaders Share Tips to Build Career Resilience as a Woman in Tech 

      4. Does a mini break help?

      Taking a tiny break should give you a clue as to whether your feelings toward work boil down to burnout. Take a three-day weekend. Sleep in. Hang out with your family. Put a little time into your passion project or a hobby. Turn off your phone. 

      Check in with yourself on Monday morning and see if the dread of going in to work subsided at least a tiny bit. Three days isn’t enough to eradicate burnout, of course. However, if you haven’t gotten at least a slight amount of relief from a short period of recharging, it’s probably not burnout.

      Dealing with burnout and job dissatisfaction 

      Managing burnout requires a focus on self-care and possibly professional help:

      Are you taking enough time for yourself outside of work?

      Would speaking to a professional offer new perspectives and coping strategies?

      Have you established healthy work-life boundaries?

      Addressing job dissatisfaction involves more drastic changes:

      Are there changes in your current job that could improve happiness?

      Is it time to consider a change in career direction?

      What skills can you develop to open new opportunities?

      Related: Is It Time to Quit Your Job? How to Leave Without Burning Bridges 

      Advice from a career coach on making a change

      We asked Certified Career Coach, Resume Writer, and Interview Professional Christy Rosen, to weigh in on facing burnout and job dissatisfaction.

      She says, “I believe job dissatisfaction largely stems from being in a job where you’re not using the skills innate to you. This relates to the Japanese philosophy of ikigai. It’s a concept referring to the reason for being. A lot of times, you’re not where you’re meant to be. This should lead to deeper reflection on thinking about and finding your purpose.

      Examine the job as a whole and what you are and aren’t good at. Then, align. What does it look like to move in a different direction? Rather than fixating on grand or drastic shifts, explore self-discovery, reflect on your ideal daily life, and implement gradual habit modifications.”

      As a starting activity, Christy suggests you rate yourself on a scale of one (not good) to five (great) in these categories:

      Self-actualization

      Self-worth

      Meaning

      Growth

      Freedom

      Life satisfaction

      Creativity and transformational experiences

      Purpose and gratitude

      Harmony and connection

      Values

      Roles and relationships

      Presence and hopefulness

      Work, hobbies, and interests

      Interviewing while burnt out or dissatisfied

      If you interview for new roles during this time, exercise caution. Be sure you’re in the right frame of mind to project the image you want. Your mental health is important and if you’re miserable, it will show. It’s not about “faking it,” but an attitude of “I’m ready for a role with more autonomy (or XYZ) is going to come across better than “I hate my job – get me out of here.”

      Take some time for self-care through meditation, journaling, or anything that allows you to reset and find some joy. Then use that to launch yourself into a better place. 

      Related: Phone Interview Tips: 19 Keys to Land a Second Interview 

      When it comes to job dissatisfaction, finding a better one that brings you fulfillment and joy is worth working toward. It’s not just about enduring your job but about thriving in your career. However, if it’s burnout you’re dealing with, give yourself a much-needed recharge. 

      Originally written by Lauren Hoffman in September 2016. Updated by the Hired Content Team in November 2023. More

    • 150 Shares159 Views

      in Talent Acquisition

      Get Employers’ Attention: How to Craft an Effective Hired Jobseeker Profile Headline

      by

      Your Hired candidate profile headline is the first impression you make on potential employers. It establishes the lens through which they’ll review your profile and resume. So you want to make it count! It provides a snapshot of who you are, what you do, and how much value you might add to an organization in just a sentence. It should be impactful, catchy, and clearly state what job you currently have and/or are pursuing. 

      On the Hired platform, data tells us that your headline can even impact the number of interview requests you receive. The quality of a headline matters. If an employer views your profile, they are 5% more likely to send you an interview request if you use our new AI-generated headline feature and make tailored edits from there. Hired’s Candidate Experience Manager sums up this feature for candidates:

      “Candidates can now craft a compelling Hired profile headline with AI. It’s generated based on profile info, resume, years of experience, and skills. The new feature writes a 150-character sentence. We encourage candidates to edit and get creative from there!”

      We want to emphasize AI alone is not enough to create a captivating headline. It needs your personal touch. Follow these tips for guidance on how to craft a headline that catches employers’ attention. 

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

      1. Don’t restate what’s already in your profile

      While it’s great to use keywords relevant to your role and field, avoid repeating exactly what employers will see in your profile. Instead, think about how you drive value. Why is your work meaningful to you? How do you impact the lives of others? Are there impressive accomplishments that you want employers to see first? 

      2. Be clear and concise

      Remember, your headline should be a snapshot of your professional identity. It needs to be clear and to the point. Avoid jargon or overly complex language. Instead, focus on the core elements of your professional expertise. For example, “Skilled backend engineer focused on performance and ensuring that users’ needs are met efficiently and effectively in the FinTech space” is specific and gives a clear idea of your expertise and industry focus. 

      3. Showcase your unique value proposition

      What makes you different from other candidates in your field? This could be a unique skill, a notable achievement, or a specialized certification. Instead of saying “Technical lead at X,” say, “Technical lead designing scalable software for millions of users” or “Expert in recommendation and personalization systems.” 

      If you are early in your career and don’t have an area in which you are a deep expert, showcase another part of your abilities. Even something like “Three-time hackathon champion” elicits thoughts of competitiveness and creativity around your profile. 

      4. Be specific about goals or aspirations

      Adding context around a specific career goal or aspiration shows prospective employers your ambition and direction. For example, “Aspiring data analyst committed to leveraging big data for business solutions” indicates your career trajectory and commitment.

      If you are currently an individual contributor but are looking to grow into a team lead role, mention this in your headline. If you have multiple years of experience, your headline should highlight key skills and what you’re looking for in your next opportunity.

      Related: Dear Developers: Coding Languages That Will Set You Apart in 2023 

      4. Highlight talents and hobbies

      Have interesting side hustles or unconventional hobbies? Let’s hear it! Maintain human connection by sharing what you do outside of work, especially if it aligns with your field or job skills. This makes you unique and memorable. Caution: No TMI. Stay professional and avoid getting too personal. 

      5. Invite employers to learn more  

      You’ve got a small space but there’s a lot to your story; spark employers’ curiosity by inviting them to learn more. This invitation could open a point of conversation later down the line – perhaps in an interview! 

      6. Continue optimizing your headline

      As your career evolves, so should your headline. Regularly update it to reflect your most recent accomplishments or shifts in your professional focus. 

      It’s time to update your Hired profile headline

      Don’t just be a “Senior Full Stack Software Engineer at X company” when you’re actually a Senior Full Stack Software Engineer, parent to a rambunctious three-nager, and developing a crypto app in your free time. This makes you an intriguing candidate and adds a human touch that employers will surely notice. 

      By following these tips, you’ll create a headline that not only attracts the attention of employers but also accurately represents your professional brand. Remember, your headline is more than just a title — it’s the first step in telling your career story. More

    • 125 Shares139 Views

      in Talent Acquisition

      New Research Exposes the Dog-Eat-Dog World of Big Tech Recruiting

      by

      A recent study from Switch On Business delved into the dynamics of talent recruitment and retention in the competitive tech industry.
      It provided detailed insights into the transfer of talent among rival tech giants like Google, Meta, IBM, Amazon, and Apple. For instance, it showed that 26.51% of Meta’s workforce has previously worked at another tech giant. At the same time, the study highlighted how Apple’s recruitment policy is driven by poaching staff from Intel, Microsoft, and Google.
      The main takeaway for tech recruiters is straightforward: There are so many opportunities to bring in talent from rival firms. However, recruiters must take a proactive and creative approach to capturing and holding the attention of highly skilled professionals who know they are in high demand.
      You can find the full details of the study in the charts below, as well as some tips and advice on becoming a more successful tech recruiter.
      The challenge of being a big tech recruiter
      Recruiting top talent for big tech roles presents many challenges.
      Firstly, the demand for tech talent far exceeds the supply, creating a severe talent shortage. The competition is fierce, with tech giants and startups vying for the same pool of candidates. This scarcity forces recruiters to think creatively and proactively reach out to passive candidates who may not actively seek new opportunities.
      The rapid pace of technological innovation means that the skills required for these roles are constantly evolving. Keeping up with these changes and accurately assessing a candidate’s proficiency in emerging technologies is now an essential part of any big-tech recruiter’s job.
      Then there’s the critical issue of diversity and inclusion. To satisfy big tech’s commitment to diversity, recruiters must actively seek out underrepresented talent and ensure their hiring processes are inclusive and unbiased.
      Why big tech recruiters should be headhunting from rivals
      Recruiters for big tech companies target talent from rival big tech firms for several reasons, including:

      Industry-Specific Expertise: Employees from rival firms come with relevant industry knowledge and technical expertise, reducing training time and allowing for a smoother transition into new roles.
      Proven Track Record: Professionals from other big tech firms have a proven track record of success in high-pressure, innovative environments. They’re the kind of people who can hit the ground running.
      Cultural fit: Having worked in similar corporate environments, these individuals are more likely to adapt quickly to the culture of another big tech firm. They’re also more likely to stay long-term, which is good for them, the company, and a recruiter’s bonus structure.

      How to entice big tech talent away from rival firms
      Software engineers, coders, and data analysts are never short of offers. As any recruiter will tell you, big tech recruitment is the epitome of a buyer’s market.
      So, if recruiters want to poach the best talent for their clients, they need to understand what that talent is looking for.
      Here’s a list of top tips for recruiters on the hunt for big tech talent:

      Understand the Candidate’s Motivations: Research what motivates candidates. Ask about career advancement, better work-life balance, exciting projects, or a more attractive compensation package.
      Personalize Outreach: Customize communications to show that you’ve done your homework about the candidate.
      Highlight Unique Opportunities: Emphasize unique opportunities that the candidate might not have in their current role, like working on cutting-edge projects or a more relaxed corporate culture.
      Offer Competitive Compensation Packages: Be prepared to offer add-ons to compensation packages, including benefits, bonuses, stock options, and relocation expenses.
      Stress Cultural Fit: Show how the candidate’s values and work style align with your company’s culture. This is often as important as a big salary.
      Prepare for Counteroffers: Be ready to negotiate if the candidate receives a counteroffer from their current employer because this will happen.
      Be Patient and Persistent: High-caliber candidates often require a more extended courting period. Be patient, keep the lines of communication open, and regularly check-in.

      Recruiting for big tech roles is a complex process defined by talent shortages, evolving skill requirements, and intense competition.
      Recruiters must adapt and employ innovative strategies to identify and attract the best candidates in this ever-evolving landscape. It’s not an easy job. But those who master the process will smash their targets and make some very nice monthly commission payments.
      Ashley Murphy graduated with a BA (Hons) in English Literature and Creative Writing from the University of Manchester. He began working as a freelance content writer in 2015. He covers technology, business and careers for Switch on Business. 
      Share this post: More

    • 150 Shares189 Views

      in Talent Acquisition

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

      by

      In June, Cleo 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, Cleo joins us to share how and why they are actively working to embed DEIB in their organization.  

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

      We’re actively hiring across most areas at the moment. We have open roles in Data Science, Engineering, Product Management, Design, Marketing, and People.

      You can check out our open roles here: https://web.meetcleo.com/careers#open-roles 

      In terms of what we look for in candidates, we look for people who align with our values:

      Make it Happen: we look for people who are willing to take risks. We want to see how you’ve used your initiative to solve problems.

      Learn at Speed: we look for people who don’t mind failing. We always use data, research, and A/B tests to make decisions that impact our users. Show us how you’ve done this in previous roles!

      Bring Good Vibes: we want people to bring their whole, wonderful selves to work. We’ve built an inclusive and respectful environment where we help each other, every day. We’d love to hear examples of how you’ve done so. 

      Preparation is often the key differentiator between good and great candidates. 

      We like to see that candidates have taken an interest in Cleo. Great candidates clearly demonstrate that they’ve done their research by asking interesting and probing questions across a variety of topics (the role itself, the company product/mission, etc.).

      What does DEIB mean to Cleo?

      We’re solving problems for millions of different people. We can only do that with different opinions around the table. Building a diverse and inclusive workplace is at the top of our agenda for this reason. 

      We want everyone to feel like they belong at Cleo. How do we measure this? Well, we ask. 

      When we last asked our employees, 89.5% of our employees agreed that they feel they belong at Cleo. We think that’s pretty good, but we obviously want that number to be at 100%.

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

      We have an opt-in DEIB working group, who set aside 10% of their time to work on initiatives that will make Cleo a more diverse and inclusive space. This group set OKRs just like a squad would, to make sure that DEIB is a priority, not a side-of-desk activity. 

      The group focuses on topics like employee engagement, analysis of DEIB data, hiring and onboarding practices, and awareness activities. 

      We offered diversity and inclusion training from an external expert, to all employees on an opt-in basis. The sessions covered unconscious bias, allyship, and financial inequality in the US, the last of which is particularly relevant to our mission. 

      We encourage an open and transparent culture, where anyone can speak up at any time, whether that be IRL, over Zoom, or via Slack.

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

      For the past couple of years, we’ve been working hard to improve the gender split within our technical teams. We’re proud to say that overall, 50.6% of our employees are women. However, we know that we have a way to go in evening out our gender split in tech, where 33.8% of our people identify as female or non-binary. 

      We are making steps towards improving this. In 2022, over 40% of our tech & data hires identified as female or non-binary. We’re aiming to maintain this high bar as we scale, and we’re happy to say that it’s going well. This quarter, 42% of our current engineering hires identify as female or non-binary.

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

      Together, we’re aiming to create a more inclusive and impactful team that reflects the diverse society we’re aiming to help with our products.

      By embracing diversity, equity, and inclusion in our recruitment efforts, we aim to foster an environment where everyone at Cleo can contribute their unique perspectives, collaborate effectively, and push the boundaries of innovation. 

      How do we do this? 

      We include a DEIB statement at the top of every job advert. It belongs at the top, it shouldn’t be hidden at the bottom of the page. Oh, and we put our job adverts through gender-decoders too, to make sure the language is appealing to everyone. 

      Every interviewer at Cleo goes through two sets of interview training. The first session focuses on expected behaviours and standards, covering unconscious bias and best practices for inclusion and candidate experience. The second session is discipline-specific interview training, as each discipline’s interview process looks slightly different and is tailored to the needs of the team.

      At the interview stage, we aim to provide diverse interview panels to allow all interviewees to feel comfortable, and to have a level playing field. 

      We always ask every candidate the same list of questions, to ensure that our interview process is fair for everyone, with standardised scoring rubrics used to ensure objectivity. We never ask questions irrelevant to the role someone’s applied for. Sure, your hobbies might be interesting, but they don’t prove whether you’re great at your role! 

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

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

      We partner with multiple organizations and meetup groups that aim to increase access to tech. This year, we’re proud to be sponsoring RailsGirls London for the third year in a row. Their two-day event sees 200 people learn to code, for free, mentored by coaches from partner companies.

      We’ve also partnered with The Early Careers Foundation, to provide mentors for 16-17 year olds from lower socioeconomic backgrounds. We hope that partnerships like this will increase the visibility of the range of careers available in tech companies. 

      Cleo is an AI money assistant on a mission to fight for the world’s financial health. Founded in 2016, Cleo has 51-200 employees and is headquartered in Bellevue, Washington. 

      Tech stack

      Ruby, Ruby on Rails, Rails, React, SCSS, Postgres, Redis, Heroku, React Native, JavaScript, TypeScript, Python, SQL More