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    Evaluate the Job & Negotiate the Job Offer You Deserve

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

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

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

    Get Started with Salary Negotiations

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

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

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

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

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

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

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

    How to Negotiate Your Salary & Benefits

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

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

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

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

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

    Examine the Offer

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

    Consider these areas when checking your job offer:

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

    Rejection is Just Redirection

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

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

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

    Land the Job Offer You Deserve on Hired

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


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    How to Become a Machine Learning Engineer

    Hired & Exponent Partner for Engineering Career Advice Video Series

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

    What do machine learning interviews typically look like?

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

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

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

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

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

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

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

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

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

    Watch the complete interview here:

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    Wayfair Invests in Technology Teams Across North America

    Online Retailer Opens Four New Tech Hubs in Seattle, Austin, Toronto, and the Bay Area

    In order to continue to recruit the best technical talent from across North America, Wayfair announced in 2021 plans to invest in technology teams with four new locations in key cities. These Technology Development Centers (TDCs) in Seattle, Austin, San Francisco Bay Area and Toronto, Canada have dramatically opened up their technical pool to a wider and more diverse audience. They’ve already resulted in hundreds of new employees in these regions. 

    Roles include infrastructure engineers, software engineers, experience designers, data scientists, analysts, and product managers. These roles play a huge part in a variety of solutions, from emerging machine learning and data science techniques that help Wayfair customers find the perfect product within their 22 million+ item inventory.

    Initiatives also include innovative merchandising powering brilliant, inspiring product imagery, to platforms helping suppliers to grow their business by reaching customers more effectively. 

    Related: Wayfair scored so well on equitable, efficient, and transparent hiring processes, they ranked in the Top 10 Enterprise companies (US) on Hired’s 2021 List of Top Employers Winning Tech Talent.

    Why Wayfair is Great Place to Grow Your Tech Career

    Austin TDC Project Manager Kanya McCann says, “Wayfair is full of opportunities and growth in the tech space. With so many different orgs across the enterprise, you could venture to learn something new in every space.

    In my time here, I have worked in several organizations that I have never been able to before (i.e. Supply Chain and Legal, just to name a couple).”

    Wayfair Culture

    Leopoldo Hernandez Oliva, a software engineer at the Austin TDC agrees. “Wayfair is a magnificent place for anyone that is new or well-seasoned in the tech industry. You’ll find Wayfair’s culture is inclusive, fun, and super supportive. 

    This is my first tech job. Before joining Wayfair I had held different roles in teaching, customer service and even providing applied behavioral therapy. The interviewing process was pretty straightforward and I was helped by recruitment along the way. I relocated from Boston to Texas and I was given plenty of time to do so.

    Once at Wayfair, you’ll find the vibe pretty relaxed and the org structure super cohesive. We work in small teams composed of highly tenured to the new talent, like me.

    Ramp up was individually tailored and I was made to feel like my work contributed to the overall success of the team at large.

    Wayfair’s main office is located at the heart of Boston, MA., right inside Copley Square Mall. There are tons of things to do around the area. Wayfair also has offices in California and Texas, and is expanding soon to Seattle and Toronto.  Wonderful cities that are vibrant and at the vanguard of tech advancement.”

    “Wayfair Tech is a great place for talented and smart individuals to work and have fun while doing it,” adds Jill Tonelli, Waybassador Program Manager. “We are constantly solving fast paced challenges and working together as a team across many different functions and skill sets. 

    More Than an Onboarding Buddy, the Waybassador Program is Integral to Wayfair Culture Within Technology Teams

    Jill Tonelli explains, “the Waybassador program was created to ensure the Wayfair culture is instilled in the new Tech Development Centers opening up across the US. It is exciting and different than a traditional buddy program because it is likely the Waybassador’s first time living in the new location too; as many Waybassdors moved.” 

    “My situation is unique in that I was hired in the beginning of the pandemic, so I interviewed remotely, was hired remotely and have been remote since my onboarding,” says Kanya McCann. “For me, the Waybassador Program differs in that someone is “dedicated” to you. 

    It’s an unbiased person to get you ingrained in the Wayfair culture and welcome you. That person is someone specific that you can build a relationship with and really get to know.” 

    Leopoldo Hernandez Oliva says,”the Waybassador program aims to pair tenured Wayfairians with new hires at the newly aforementioned locations. New Wayfarians continue onboarding procedures according to their individual team but Waybassadors review with them culture expectations, in and outs about the company as a whole and provide moral support to them along their journey. Think of it as a supporting hand and personal cheerleader for their tenure at Wayfair.”

    Typical Waybassador Activities

    As the TDC’s fully opened, Waybassadors connected with new hires in the offices in many ways. These include coffee chats, office happy hours, and networking events. Toronto TDC Site Lead Silvia Fernandes notes they also plan location-specific events to help create and foster relationships.

    How Wayfair Chooses Waybassadors

    Silvia Fernandes explains. “The Waybassasors are existing employees who voluntarily relocate to the TDCs to support the development of Wayfair’s culture, values, People Principles, and working norms into our new offices.

    “They are selected based on their proven track record of upholding our People Principles and helping make Wayfair the top destination for technical talent,” adds Jill Tonelli. 

    Wayfair’s People Principles

    On an episode of Hired’s popular podcast, Talk Talent to Me, Wayfair Chief People Officer Kate Gulliver describes some of the nine principles. 

    “One of my favorites is to collaborate effectively. We believe collaboration is core to our success, our teams are very matrixed, and so to work effectively, and [cross-functionally], get the alignment you need, and also be transparent in the information you’re sharing, so a team in another group can actually help support and provide value to you.” 

    “Another one of our ‘People Principles’ is to respect others. We think it’s important how you interact with each other daily and show up with the expectation that the person across from you is doing their best. We describe it as assuming good intent. 

    Assume the person across from you is approaching the problem differently and you need to collaborate effectively to deliver results with agility. But overall, you’re both trying to do the right thing for Wayfair.”

    Editor’s note: since the podcast episode aired, Wayfair appointed Kate Gulliver as incoming Chief Financial Officer (CFO) and Chief Administrative Officer (CAO) as CFO Michael Fleisher plans his retirement.

    People Principles in Action

    In a recent webinar, “Behind the Scenes at Wayfair: Team Culture & Engineering Insights,” Head of Product & Design Mark Schmitz also spoke of the People Principles.

    “One of the most exciting ones for me is a relentless focus on the customer and the outcome. Secondly, we’ve, like a lot of businesses, have had a lot of macro influences, requiring us to adjust our approach, and especially at our scale, it’s been pretty amazing. 

    So, our principle to ‘adapt and grow’ is super critical for us to be successful, especially in supply chain. This culture supporting a willingness to iterate is, I think, unique to Wayfair, based on the amount of ‘boomerangs,’ on my team specifically. People who’ve left come back telling me, [we] ‘just need more of the fast pace we get at Wayfair.” 

    Empower Teams

    Director of Supply Chain Visibility & Planning Anurag Rohatgi added how important it is to empower teams to make decisions and be flexible.

     “As they’re going down the path they have defined OKRs, objectives, and key results, but we learn a lot through the journey.

    We often have to pivot, iterate, and with our culture of flexibility, teams can recalibrate the targets. We’re a data-driven company, so we certainly use data to our advantage. 

    Collaborate Effectively

    Associate Director of Product Management Carmen Valdivia was quick to weigh in on effective collaboration.

    “I would say it’s rare we’re not working on a cross-functional initiative, based on where we are in supply chain and fulfillment. Aligning on objectives is key, probably number one. Plus, we understand the dependencies across the different teams. Everyone is empathetic when issues and challenges happen because they’re going to happen.” 

    Learn more about the People Principles at Wayfair.

    The Difference Waybassadors Make for New Employees

    “Working at Wayfair is very gratifying,” says Vick Castillo. “Since I started as a Salesforce Developer, I have had the support of a mentor and my team, who have helped me to do my work better. 

    They have also helped me understand the impact and value of the effort we do as a team for the company. I belong to a fantastic team constantly giving ideas, opportunities and challenges. This makes me grow professionally.”

    Wayfair Connects Employees and Communities

    One example is with one of Wayfair’s longest standing nonprofit partners, Habitat for Humanity International. The organization focuses on helping lower income families build strength, stability and self-reliance through affordable homeownership. 

    Wayfair employees will have the opportunity to sign up for Habitat for Humanity builds in our Austin and Toronto markets. A Habitat “build” day is a one-day volunteer event, where employees gather together and work on a home. Work might include construction, framing, painting, cleaning, landscaping etc. The organization collaborates with a family in need of a home; working together on the “sweat equity.” 

    These events allow employees to get together and bond with their teams. It also connects back to Wayfair’s larger mission of helping anyone, anywhere create their feeling of home. For people new to the area, possibly relocated, it’s a great opportunity to make connections in their new city.

    Professional Development is Integral to Wayfair Employee Success

    In Hired’s 2021 State of Tech Salaries report, tech talent surveyed ranked ‘professional development/tuition reimbursement’ high on their list of desired benefits. At Wayfair, they offer a variety of development opportunities whether you’re an individual contributor or a people manager. 

    Developing Leaders

    Wayfair offers development programs tailored to leaders at various levels starting with those aspiring to lead others. Designed to be the first step in an individual management development training journey, the Aspire program is available to all employees. 

    Emerge is for first-time people managers, or managers new to the organization. There’s also Emerge for Senior leaders, as well as the RISE program focused on development for senior leaders.

    Individuals Making a Difference

    “I haven’t seen any limitations on professional development within my group,” says Kanya. “We use DEAL (drop everything and learn) on a weekly basis. Plus, we have access to almost any platform of training you can imagine ( ie. Linkedin Learning, Pluralsight, Learn@Work). In addition to the CBT classes, leadership encourages me to attend at least one conference a year, of my choice. The opportunity to grow my professional career is endless and welcomed.”

    ”We are committed to Adapt & Grow through continuous self-development as an organization,” agrees Silvia Fernandes. “In addition to the e-learning platforms, we have virtual/in person training sessions and a tuition reimbursement.” 

    Leopoldo has also been pleased with the professional development options. “Wayfair provides many ways to upskill and stay sharp. I personally take advantage of their tuition reimbursement policy.  We also have access to PluralSight, LinkedIn learning and our hub with guided tutorials called “learn@work.”

    Eager to Learn More about Wayfair’s investment in technology teams and culture? Listen to this on-demand webinar “Behind the Scenes at Wayfair; Team Culture & Engineering.”

    Then complete your profile on Hired to be eligible for interview requests from great companies like Wayfair.

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    About Wayfair

    Wayfair is the destination for all things home: helping everyone, anywhere create their feeling of home. From expert customer service, to the development of tools that make the shopping process easier, to carrying one of the widest and deepest selections of items for every space, style, and budget, Wayfair gives everyone the power to create spaces that are just right for them.

    The Wayfair family of brands includes:

    Wayfair: Everything home – for a space that’s all you.Joss & Main: The ultimate style edit for home.AllModern: All of modern, made simple.Birch Lane: A fresh take on the classics.Perigold: An undiscovered world of luxury design.Wayfair Professional: Just right for Pros.

    Wayfair generated $13.2 billion for the twelve months ended March 31, 2022. Headquartered in Boston, Massachusetts with operations throughout North America and Europe, Wayfair employs approximately 18,000 people.

    Editor’s note: Thank you to Wayfair for inaugurating our new Employer Spotlight series! More

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    Ace Your Interview & Get Your Questions Answered

    Editor’s note: this is Part 2 in our series with our partner, Makers, “Build Confidence and Take Control of your Job Search Series.”

    Ok, so you completed the job search steps successfully and landed an interview. Now it’s time to show your abilities and learn about the company. Hired and Makers share how to nail the interview and get the answers you need.

    Demonstrate Transferable Skills

    The level of tech skills you need depends on the level of position you interview for. Employers are more willing to accept more transferable skills in mid-level roles. For senior roles they are seeking someone with the right technical knowledge. 

    Start with soft skills you have that fit the requirements of the role. Share you have what it takes to be successful in the position. Learn about the company’s culture and values. See how those attributes align with your personal values. Determine if you have experience representing similar values in a former role. Get ready for experience-based behavioral questions. Prepare answers with examples from your previous work experience. The answers you give need to show your impact and its result.Determine how you can make up for any gaps in the required experience. Explain why your skills or experience will transfer to this new role. This helps you appear low risk to the employer.

    Related: Want to advance your technical skills? Check out options through Makers!

    Ask Questions

    Finding a good company and culture fit is critical to success in any role. The interview is your opportunity to ask questions. Listen up for answers that are factual and based on data. See nonspecific answers and those with no available data as red flags. The answers provide insight into the company to help you determine if you have found the right fit.

    General Examples

    How does your company promote work-life balance?What initiatives are in place to promote diversity and inclusiveness?Can you share data on the organization’s diversity?Ask about their experience and feel free to ask for examples: What are some of the best things about working here? What are some of the challenges you’ve found? What do you wish you knew when you started your role here? What does success look like for this role?

    Examples for Tech Candidates

    How does your team address problems that arise?Has this position evolved? In what ways could the responsibilities change in the future?What is the balance between junior and senior roles on the team, and will this change?What are the company’s technical principles?

    Examples for Sales Candidates

    What are some of the challenges faced by the current sales team?Where is the company looking to grow in the future?What support do sales staff receive from team leadership?What are the traits most critical to success in this role?

    What Are Interviewers Looking for?

    The interview isn’t just a chance for you to learn about the company – the company also learns about you. Know what interviewers are assessing for so you portray yourself effectively. At all levels, an interviewer’s questions seek to uncover your character, passion, and transferrable skills.

    When interviewing for a senior-level role, the questions are more specific. The interviewer wants to learn about your technical skills and large project contributions. They also want to determine how willing you are to mentor and help others on the team.

    Forget to Ask an Important Question During the Interview?

    Don’t worry! This easily happens. Use this opportunity to follow up with the interviewer. If you remember your question, include it in your thank you note. (Yes – these still matter). Use the thank you or follow up email as an opportunity to demonstrate your curiosity and enthusiasm for the role. Be selective, don’t send a long list or questionnaire. The interviewer is busy, too! Choose the top two to three questions you’d like to ask at this stage in the interview.

    Pro Tip: Don’t apologize for forgetting to ask. Instead, say, “as I was reflecting on our conversation, I have some additional questions.”

    Find a New Role on Hired

    Are you ready? Hired sets job seekers up with the right resources to ace the interview process. Dedicated Candidate Experience managers ensure your success every step of the way. The perfect role is out there – find it today on Hired, where companies apply to you!


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    Build Confidence and Take Control of Your Tech Job Search Series

    The process of finding a job often feels overwhelming. It’s difficult to determine the best avenue to explore when searching for a new position. It’s also too easy to spread yourself thin between the options. The job search process requires a lot of work which often ends in rejection – how does a person deal with that?

    In this three-part blog series based on a webinar co-hosted with our partner Makers, Hired teaches you how to streamline your job search. With actionable strategies, we break the process down so you know where and how to focus your efforts. Simplify your process and build confidence as you work through the steps. 

    Part 1: Start Off Strong in Your Job Search

    Searching for a new role can be an unscripted process with no defined starting point or steps to follow. Often, this approach leads to frustration instead of success. Why? It completely ignores the real method to the job search process!

    Do you feel like you’re the problem when you aren’t successful? It’s easy to assume you’re the problem, but the real issue is your process. When your search is missing critical steps, it may doom your search from the start.

    Hired breaks down the job search into three easy steps. Learn about available roles and build connections for later. Expand your skill set in preparation for the job you want. Use resources like LinkedIn and your resume or CV to your advantage. Deep dive into the available opportunities to identify the perfect role.

    Phase 1: Exploration

    Increase Your Chances of Serendipity

    The exploration phase should always be the first step of your job search. Start by getting involved with the communities you ultimately wish to join. Through this direct involvement in the industry, you learn about available positions. Plus, you make the connections necessary to help you later on.

    A great quality of the tech world is the built-in community. Join in for the opportunity to learn first-hand what it’s like to work in these different spaces. Taking part in-person or online also allows you to discover the many technical and non-technical roles available in technology. These roles include:

    Software DeveloperScrum MasterProject ManagerDevOpsTestingProduct ManagerMarketingContent WritingCustomer ExperienceHuman ResourcesFinanceOperationsSales

    Community participation is a must if you see yourself at a technology company. Coding clubs provide an excellent starting point for you to explore the industry. You start to build your own community to assist with your job search, from mentors to contacts. These communities are also a great place to learn about available positions.

    Phase 2: Marketing

    Claim Your Career Identity

    After you dive into the community, it’s time to take the steps to make you stand out as a candidate in your job search. Technology is a great career to transform yourself – it doesn’t matter where you started! Focus on targeted and continuous learning. Take courses to gain the skills you need or improve your existing skills for the roles you want. 

    Next, it’s time to craft your CV. A good CV or resume for a tech role deviates from the traditional rules. They are project-driven and need to speak to what the employer seeks. Include the experience important in a tech team. Show your passion for tech by showing off your projects from coding clubs and courses. Talk about the podcasts you listen to and books you read. Show how excited you are to be a part of the industry to stand out when job searching.

    Lastly, embrace social media as a tool to market yourself for the role you want. Change your LinkedIn profile to share that you are seeking tech jobs. Lean on your social network to find open positions by making a post or tweet about your interest.

    Phase 3: The Professional

    Get the Job You Want

    The last phase of your job search process is a deep dive into job opportunities and employers. Read between the lines of job postings and company descriptions to determine if it’s a good fit for you. The research you do in this phase helps you find a role and company where you can learn and grow. 

    It’s important to look into the language used in a company’s job postings. Look for open positions with language that shares the company is willing to nurture you in the role. Be aware of the gender bias in hiring. Don’t feel you have to be a near-perfect match for the requirements, because male job seekers don’t!


    Resources for Tech Talent

    Phase 1:

    Phase 2:

    Phase 3:

    Resources for Sales or Customer Experience Talent

    Phase 1: (National Association of Women Sales Professionals)

    Phase 2:

    CourseraUdemyMasterclass.comSV AcademyHubSpot AcademyThe Advanced Selling PodcastConversation with Women in Sales PodcastThe Modern Selling Podcast

    Phase 3:

    Find New Roles on Hired

    When you’re ready to start looking for available job openings, make Hired your first stop!

    Our Candidate Experience team and partners work to set you up for success throughout the job search process. Join us today to find your next job in tech, sales, or customer experience roles.


    Coming soon! Part 2: Ace your Interview & Get Your Questions AnsweredComing soon! Part 3: Evaluate the Job & Negotiate the Job Offer You DeserveWatch the complete webinar co-hosted with our partner, Makers, below!

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    What Top Companies Look for in a Great Remote Technical Interview

    Part of a Series: Set Yourself Up for Success as a Remote Jobseeker Editor’s note: this article is reposted from one originally contributed to for Hired… Today’s interview candidates go through a rollercoaster ride when it comes to online technical interviews. A typical round lasts for about 60 minutes while the candidate tackles hot […] More