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      in Talent Acquisition

      How to Become a Machine Learning Engineer

      by

      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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    • 100 Shares129 Views

      in Talent Acquisition

      Ace Your Interview & Get Your Questions Answered

      by

      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!

      Related:

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      in Career Hacks

      Dell Technologies Reveals 5-Step Process to Land a Job (Event Review)

      by

      You’ve heard resume and interview tips from friends, you’ve heard them from teachers, and you might have even heard them from people who claim to be job acquisition experts. But there is one particular group of people who will be able to provide resume and interview tips that are more valuable than everyone else’s, and that’s the person who is responsible for hiring you.

      Unfortunately, people don’t really get the chance to ask employers what they consider a good interviewer to be or for tips on their resumes, at least not until the opportunity to get a job has sailed.

      That’s why we did it for you. 

      In our recent virtual event with Dell Technologies, we heard from the $100 billion, multinational tech company regarding what they are looking for on resumes and how to nail their interview process. Leading the virtual event was Human Resources Rotation Program Manager, Megan Evangelista, who offered her invaluable insight regarding resume tips and interview advice.

      If you didn’t make the virtual event, that’s ok! The following are a few golden nuggets from Megan’s 5-step guide to help you land a job at Dell Technologies.

      1. Resume 101

      The first and most important tool you’ll need to sharpen for the application process is your resume. As Megan explained it, your resume is “that teaser trailer, that coming attraction opportunity for you to talk about yourself, your experiences, and get your reader excited and more importantly curious to hear more about you.”

      Megan went on to detail how it isn’t enough just to list skills on your resume. Anyone can say they are analytical, detail-oriented, and a leader, but it’s how you describe your experiences and how those skills come to life that really proves you possess them.

      Additionally, the way in which you organize and prepare your resume will go a long way as well.

      2. Interview Prep

      Once you have your resume locked down and prepared, you can move on to the interview preparation part. During the virtual event, Megan explained that the first and most important thing to do is research your audience. Reflecting on a past experience, Meg spoke about the bad impression it left when a candidate didn’t know anything about Dell.

      “When I was a recruiter, there was nothing more disheartening to me than when I’d meet a student, and they were really excited, and then they would say, ‘so, what does Dell do?’”Megan Evangelista, HR Rotation Program Manager

      In addition to researching the company, it is crucial to know your resume, understand the role’s responsibilities, and lastly, prepare some questions to ask your interviewer that show you have an active interest in the position and did your research!

      Finally, make sure you try to get a grasp on some of the questions they may ask you during the interview. Some of these questions might have to do with communication, analytical skills, technical skills, teamwork, or your work ethic, so be prepared with examples from all categories.

      3. Practice

      One thing that a lot of candidates tend to skip over or forget to do is practice, starting with your elevator pitch. A good elevator pitch will include your name, major and class year, education and character highlights, what your ideal role is, and why you want to apply for the company (Dell). 

      The next thing you want to do is prepare examples for questions you might be asked. What Megan suggests using is the EAR method – example, action, result – when creating answers to questions.  

      “If you’re going through an interview you’re probably not terribly relaxed so it’s a great structure to rely on when you’re responding to those sort of questions.” Megan Evangelista, HR Rotation Program Manager

      Lastly, you want to rehearse. Grab a friend or family member and ask them to listen to your elevator pitch or to ask you some interview questions. Record yourself or even do it in front of a mirror until it feels natural. The more you test your preparedness the more at ease you will feel when the interview comes around!

      4. Execute

      The day of the interview has arrived and now it’s time to put your skills and all the preparation to the test. While the main theme of the execution phase is preparation, scenarios will differ if you are doing a virtual or in-person interview.

      If it is in-person, you’ll want to remember to dress professionally, arrive early (15 minutes minimum), turn off your phone, and bring extra copies of your resume. If it is virtual, you’ll also want to dress professionally, turn off your phone, and log in 15 minutes early, but you’ll also want to double-check your WiFi connection and ensure you’re in a quiet space without distractions. 

      “Finding a quiet space and taking a moment to breathe before you meet with anyone and really recenter yourself can really go a long way. So think about what centering and calming looks like for you and then make sure you’re prepared in advance.” Megan Evangelista, HR Rotation Program Manager

      5. Follow up

      Although many candidates may feel that a follow-up message is optional, in some cases, it could be the difference between someone saying “yes, let’s bring them in for another conversation” or “eh, we’ve seen enough.” 

      In her experience as a recruiter, Megan made the point that although “it sounds very intuitive and maybe even a little bit old-fashioned to send thank you notes,” she can guarantee that they go a really long way and aren’t as commonly sent as you might think! 

      Megan even recounted an instance when she was considering five different candidates for a role and the only one that sent her a follow-up email was the one that ended up getting the job. During the virtual event, Megan also provided us with a great template to use when sending a follow-up.

      Summary

      This 5-step guide to help you get a job at Dell Technologies can more or less be boiled down to three main features – preparation, practice, and execution. If you’re interested in getting a job at one of the most coveted technology companies in the world you will make this guide your bible and make sure you exercise those three features religiously.

      If you do, you might just find yourself in the job of your dreams.

      Dell Technologies Summer Series features virtual events that walk through early development tips, tricks, and skills to build your career early. More

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      in Talent Acquisition

      Build Confidence and Take Control of Your Tech Job Search Series

      by

      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

      Resources for Tech Talent

      Phase 1:

      Makers.techCodebar.ioWomenwhocode.comBlackgirlscode.comCodefirstgirls.co.ukRailsgirls.comSiliconmilkroundabout.com

      Phase 2:

      Phase 3:

      Resources for Sales or Customer Experience Talent

      Phase 1:

      Meetup.comEventbrite.co.ukNawsp.org (National Association of Women Sales Professionals)Outintech.comSalesfortheculture.com

      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.

      Related:

      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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      in Talent Acquisition

      Tech Candidate Spotlight – Sabarish Subramanian, Principal Software Engineer

      by

      Hi Sabarish – thanks for sharing more about your career path with us! Can you share a little bit about your educational background? 

      I have a Masters in Information Technology (Translated to Bachelors in US) from India. The majority of my engineering experiences are from the companies I worked for. I have not attended bootcamps but have contributed to open source tools and have personal projects that helped me gain experience with the latest cloud technologies.

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

      My Masters degree helped me land in software engineering after graduation. I believe there are many institutions today that train software developers to improve their coding skills and I would strongly recommend that. 

      What would you like to learn more about?

      Like everyone else, I’m a big fan of cloud technologies. I like to keep myself updated with the newest tech and I do that through reading articles, tech blogs, LinkedIn blogs, Youtube videos and so on. While most companies today lean toward cutting edge technologies, this gives me an opportunity to explore a new area. I still try to keep up with my reading for general awareness. 

      Software security and other programming languages, such as Go Lang, are next on my list. If my schedule frees up during the weekends, I will spend time on these two.

      What led you to pursue a career in tech?

      After graduation, I wanted to pursue software engineering since it better aligned with my long term goals. With the cloud making innovative changes, I started to gain more interest. With software engineering being more than just development, the learning curve associated with it in terms of technical and non-technical is huge. I fully realized after the first few years in my career that I wanted to be a part of this industry. 

      How has your skillset evolved over the course of your career? If you choose to specialize in one area, what was it and why?

      I started my career as a contractor in software engineering, then moved to frontend, mobile, and finally, full stack. I’m thankful to the companies I have worked for, which gave me the opportunity to learn across all areas and contribute to company success.

      I prefer full stack with a 50-50 combination of frontend and backend, which gives you strong exposure to the systems involved and helps you design scalable softwares. 

      Is your new role different from previous ones?

      Yes, it is in a new industry – fintech, which is one of my favorites. I couldn’t be more excited to become a Principal Software Engineer with added responsibilities. 

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

      The technology stack, amazing team, and work culture were so impressive that I couldn’t wait to accept the offer. Becoming a principal engineer is the dream of a lifetime and I was super excited to see Mission Lane offer everything I asked for. I’m excited and eagerly waiting for more opportunities in the future.

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

      Other job search platforms lack an effective communication paradigm between recruiters and candidates. Often, recruiters do not have complete knowledge of the candidate’s expectations since there is not a way to share those factors on your profile. Today, candidates expect more than a “job offer,” whether it is anticipation around work authorization sponsorship, job industry, or company size. Simply exchanging messages back and forth via chat has proven to be inefficient and a waste of time.

      I’m amazed by how Hired has addressed this key problem by providing all information about the candidate beforehand. When a recruiter contacts you, it means the company is the best match for your expectations. 

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

      Mark your preferences precisely to land the best offer. 

      Rejections are a part of life, but it is not the be-all and end-all. I have been rejected many times and at one point, I stopped counting, but remember – the best offer is yet to come! 

      Keep learning new things with each interview and improve yourself for the next.

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

      Hired is one of the best platforms for the job search. Given the number of preferences that are geared toward candidates and recruiters, it stands out from the competitors. 

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

      Keep learning about what interests you and keep yourself updated with the latest tech. 

      About Mission Lane

      Mission Lane is a financial technology company revolutionizing access to financial tools in credit, debit, and beyond to pave a clear way forward for millions of Americans. Founded in 2018, Mission Lane has between 201-500 employees and is headquartered in Richmond, Virginia.

      Tech Stack

      React, React Native, Java, Kotlin, TypeScript, Node.JS, Google Cloud Platform, Kubernetes, PostgreSQL, Python, Machine Learning, Data Warehousing

      Benefits

      401k matching, health/dental/vision/life/disability insurance, maternity and paternity benefits, mental health benefits, volunteer time off, mentorship opportunities, and more. More

    • 150 Shares139 Views

      in Talent Acquisition

      How to Stand Out Behind the Screen: a Guide for Remote Candidates

      by

      Part of a Series: Setting yourself up for success as a remote candidate

      Editors note: this article was previously posted on LeadDev on behalf of Hired as part of a content series for remote jobseekers.

      Before the pandemic, the job market was split into two uneven parts – office work and remote work – with hardly anything in between.

      Two years later and we now live in a world where you can be, say, 92% remote, visiting the office twice a month. The binary of home and office work no longer exists; ‘remote’ is a variable, and every company has its own baseline.

      Some are offering remote positions on top of office ones. Many are taking a hybrid approach, giving the flexibility to work some days remotely and encouraging folks to come in for ad-hoc team events or sensitive one-on-ones. I was recently involved in a company effort to design that hybrid culture shift and it changed the way we recruit as well.

      If you’re searching for a partially or fully remote role, how can you navigate through an uneven and saturated market? Here I’m sharing my guide for remote candidates looking to stand out by mixing new ‘remote’ tricks along with proven winning strategies.

      1. Boosting your profile

      Cut through the noise

      It’s important to clearly communicate your personal baseline for working remotely. Let recruiters know if you’re willing to come to the office at all, and specify how often. Put this information on your LinkedIn profile and CV. Otherwise, you’ll waste valuable time talking to recruiters who are looking for something else and miss other opportunities due to a lack of focus. It’s also a good idea to highlight if you’re open to relocation and what your baseline would look like in the new country.

      Plan for limited attention

      As a hiring manager, I look through CVs every day. Attention is the most valuable resource I have, and so my task is to extract essential information as fast as possible to decide whether to start the recruitment process. I only take a deeper look when I’m preparing for the interview.

      This isn’t just me. Some studies suggest you have only 7 seconds to attract a recruiter’s attention. That may be an exaggeration, but most recruiters I know settle on a 60-second interval. To increase your chances, consider structuring the most vital details on the first page and use an E or F pattern.

      Showcase the most valuable details

      When I scan the applicant profile, I personally look for:

      Is it a remote-only candidate? If so, what is their timezone range availability? I hope to find these details at the top of the page, together with their LinkedIn URL and personal website or GitHub.Is relocation needed? Relocation adds an interval on top of the notice period, so if I am proceeding with such a candidate I need to plan accordingly.What can this person do, and what do they like to do? A lot of candidates barely mention what they excel at and what kind of opportunities would make them happy. I get very excited when candidates include this in a summary.What was their last job role in detail? Here, I expect a clear distinction between responsibilities and achievements. When I was refactoring my own CV a few years back, I was surprised by how hard it was to separate achievements and tie them to numbers, let alone business outcomes. It’s no wonder that many candidates fail to paint a clear picture of their recent roles. However, doing this will get you bonus points.Is it written in sufficiently good English? I also use the CV to estimate English proficiency and attention-to-detail levels. This is especially important for remote candidates who rely a lot on written communication. And of course, it may not be applicable to neurodivergent individuals.

      Treat LinkedIn as a minimalistic version of your CV

      Recruiters rely on LinkedIn more and more as a sourcing tool where they can find and reach out to attractive prospects. Moreover, if your profile is detailed and up-to-date, they may treat it as a mini CV. Sometimes, I interview candidates without seeing their CVs, just based on their LinkedIn profiles.

      Consider keeping sections like your ‘Summary’ in sync between your CV and online profile. Often, candidates don’t have any description of their roles in the LinkedIn ‘Experience’ section, which renders their profile semi-useless from a sourcing perspective.

      Remember that exercise of writing down your achievements? These would shine on your profile too. Because of the spam, you would still get irrelevant proposals occasionally, but less so. Having your online profile in check may lead to some of the most promising and well-targeted recruitment invites.

      2. Making the right impression

      Think through your video appearance

      In a remote work environment, the way you present yourself matters. It’s not about how you look. It’s how you impact the experience of others. When we come to the office, we want a comfy, quiet space with a nice interior. In a video chat, each participant’s video and audio stream contributes to the overall environment. It forms that virtual office space. Your own contribution should improve it, so the interviewers can see it would be comfortable for them to work with you remotely.

      Do you have everything listed below? These represent the hygiene minimum:

      Good sound. Don’t use an internal microphone.No background noise. You can also try to bring it down via software.Non-cluttered background. The real one is better, yet you can also resort to a virtual background.Non-blurry webcam. A cheap webcam also might do a better job if you increase the amount of light in the room.Good internet connection. Also, arrange for a backup connection.

      If adjusting your current setup is entirely impossible, consider renting a meeting room through a coworking space or taking an interview from a friend’s house with a better setup.

      Related: Video Interviews 101: How to Impress in the Digital Age

      Demonstrate remote professional traits

      Every company has different needs, so there’s no one-size-fits-all when it comes to the personal qualities you should demonstrate in the interview. Some companies may consciously allow for specific traits as a part of their D&I strategy. A good trick is to ask the recruiter what kind of remote candidates they’re looking for.

      That said, there are a few common things that would highlight your capacity to work remotely

      You come across as an organized person. To the extent that you are on time to join interviews, responsive to recruiters over email, and appear composed when speaking.You have good written communication skills. The typical signals are your CV, online profile, and any written content you generate during the recruitment process (e.g., email exchange with a recruiter) or posted online earlier (e.g., your article).You can be concise when speaking. This means you don’t take too long to deliver a point. Folks who can’t do this tend to bloat work meetings, increasing zoom fatigue. If brevity and structure don’t come naturally, you can practice in advance (try using the STAR or PARADE methods).You can bring results autonomously. This is especially important if there’s a timezone difference. The ability to organize and unblock yourself while your colleagues are asleep becomes crucial.

      3. Applying the secret sauce

      Highlight what makes you special

      Every person is special and can contribute in a unique way. As a hiring manager, I also have to be very pragmatic. Ultimately, I will prioritize hiring those applicants who are already aware of what makes them stand out. These folks write about it on their profile and highlight it during interviews.

      Things I would look for include open source contributions, pet projects, tech articles, non-tech initiatives, and public speaking. Your personality and past experience can also make you interesting. I’ve hired pilots and poets, architects, and party people. Carefully growing a team and adding diverse personalities into the mix can make it incredibly performant and creative. It also makes for a fun place to work. Consider what kind of community you want to join, and make your profile stand out in that way.

      Reflections on standing out as a remote jobseeker

      One thing I haven’t mentioned at all in this article is tech skills. Those alone could get you a job, and there’s a magnitude of resources dedicated to perfecting them. But it’s a shame that so many people overlook the importance of presenting themselves in a clear, appealing, and authentic way. By boosting your profile, making the right impression, and applying a bit of secret sauce, you’ll surely increase your chances of swiftly getting the best offer from the company that’s right for you.

      This article was written by Matthew Gladyshev as part of a content series for LeadDev.

      Related articles: More

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      in Talent Acquisition

      What Top Companies Look for in a Great Remote Technical Interview

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      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 LeadDev.com 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

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      How to Negotiate Your Job Offer

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      So, you received an offer — congratulations! Now, you might be wondering, Can I negotiate it? Yes, you definitely can negotiate your offer! Companies will not retract the job offer if you do. In fact, those who negotiate are often successful in getting a better outcome. If you’re unsure, your Candidate Experience Manager can offer […] More