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    • 138 Shares199 Views

      in Career Hacks

      Why Young Professionals Are Going to AeroVironment to Launch Their Careers

      by

      When you’re preparing to start your career, few decisions carry as much weight as where you go to school, what you study, and who you choose to work for after graduation. Among these choices, choosing the right employer requires some of the highest consideration.

      Aside from company culture, compensation packages, and job specifics, there is an incredibly important requirement everyone should look for: an environment that fosters personal growth and professional development. 

      AeroVironment (AV), a technology company specializing in the design and manufacturing of unmanned aircraft systems, is dedicated to empowering and promoting their employees and ensuring they thrive in their roles. This has led AV to attract and retain some of the top talent in aeronautics and engineering.

      In our conversations with three different team members who went from interns to full-time at AeroVironment, we learned about everything the company does to nurture their staff’s professional growth and the reasons why they have been so successful in building their careers with the company.

      Experiences That Go Beyond the Books

      Whether it’s putting a helicopter on Mars or creating satellites that bring Wi-Fi to remote parts of the world, AeroVironment interns and employees get to work on some of the most fascinating projects in aeronautical engineering. One of the main allures of doing this kind of work, especially from an intern level, is the confidence, insight, impact, and knowledge you get from it.

      After just one summer with AeroVironment, Savanna found herself far ahead of her classmates at The Georgia Institute of Technology. While that confidence and additional knowledge helped make her school year a little easier, Savanna was also able to use that insight beyond the books when she returned to AV the following year as well.

      Forged by Fire

      Another interesting detail about these experiences is that there is an abundance of new concepts or ideas – even for some of the most seasoned team members. This often leads to group problem-solving and a communal, forged-by-fire environment where collaboration and ingenuity thrive.

      As many students have come to know, formal training programs can get old fast. Not only that, the new Gen Z workforce is demanding that employers offer more than archaic training protocols. At AeroVironment, you are thrown into real aero and mechanical engineering scenarios with tenured professionals all working towards a common goal. This kind of boots-on-the-ground environment is exactly what creates people who know how to problem-solve, get things done, and make an impact on the world.

      Challenges That Lead to Growth

      One thing Chase mentioned is that a lot is learned “from the experience of doing, and sometimes failing.” In other words, employees at AeroVironment acquire skills and enhance their abilities not only by getting things right but also by embracing the lessons from their mistakes.

      This perspective on learning from your mistakes allows him to see it as a valuable tool for personal growth and development, which further emphasizes why AeroVironment is such an ideal place for young professionals to grow their careers. 

      It is incredibly difficult to test new limits and try new things when you’re afraid of making mistakes, especially at work. AeroVironment has created an environment that doesn’t look down on employees for their mistakes but instead uses it as a building block  to learn and grow from. This is what makes AV an ideal employer for someone looking to break into the industry and grow their skills from the bottom up.

      Friendly Environments That Foster Growth

      One of the best parts of starting a job is all the new people you meet and the connections you make. While everyone has different preferences regarding the degrees of coworker relationships, everyone can agree that being friendly and amicable with colleagues is much more enjoyable.

      AeroVironment is a place full of individuals who are really passionate about the work they do and the industry they’re in. After my conversations with a few employees, one thing I also noticed is that they were just as passionate about helping one another succeed. This being the case, it makes it really easy for everyone to get along. 

      One of the main benefits of this comradery is the effect it has on the work employees do with one another and the results that come of it.

      At AeroVironment, there are no outsiders. The team-oriented culture and the all-for-one mentality enable employees at every level to truly give their best effort.

      If you’re looking to get your start at a company that wants to see you succeed and gives you the tools to do it, consider checking out some of the open roles at AeroVironment. The projects they work on are impactful, the positions they have are lucrative, and their culture is unbeatable. More

    • 100 Shares149 Views

      in Talent Acquisition

      Tech Candidate Spotlight – Leonard Barraugh, Security Engineer

      by

      Can you share a little bit about your educational background? 

      I have a Bachelor’s degree in Computer Engineering from Virginia Tech and a Master’s degree in Information Assurance and Cybersecurity from Florida Institute of Technology. I am also a Certified Information Systems Security Professional (CISSP).

      Earning an information technology-focused undergraduate degree opened the doors for me to start my career. Obtaining a CISSP certification gave legitimacy to my progression from an IT journeyman to a focused cybersecurity professional. 

      What would you like to learn more about?

      I am fascinated by the new developments in artificial intelligence. I’m excited to learn more ways to leverage AI to enhance personal productivity. Also, as a cybersecurity practitioner, it’s important to be aware of the many nefarious uses of this powerful technology and modern techniques to defend against them.

      What led you to pursue a career in tech?

      Computers weren’t ubiquitous when I was growing up. However, it was obvious that virtually every industry was clamoring to integrate software into their processes. I believed a career in software development would provide a great balance of career flexibility, security, and fulfillment.

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

      Initially, I began my career as a software developer, but the defense contracting world gave me exposure to many different facets of IT. I quickly became a jack of all trades, working on wildly varying projects that required database design, system administration, networking, and traditional IT help desk support. I discovered I had an aptitude for troubleshooting software and operating system issues. This helped me realize I was better suited in a generalist role than as a pure developer. This positioned me well for a transition into cybersecurity given the enormous breadth of the discipline.

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

      I’ve focused my career path on cybersecurity, which is still incredibly broad and continually evolving. Cybersecurity aligns perfectly with my disposition as a generalist. There is always something new to learn. Advances in technology present new attack surfaces that need to be secured, while novel methods are constantly being devised to exploit existing technology. Being a cybersecurity practitioner allows me to approach an IT system from a completely holistic viewpoint and requires an understanding of all the various components and interfaces.

      Is your new role different from previous ones?

      My new role will be significantly different from my previous roles as I will be venturing out of the defense contracting world and into the private sector. I’ve had a clearance job for nearly my entire career so this will be a big leap away from what’s familiar and comfortable.

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

      I am incredibly excited to get exposure to new methods and technologies and to see how teams outside the defense industry approach cybersecurity. Also, as a parent of a young child, I am equally excited about an opportunity to work completely remote! 

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

      I’ve worked in defense contracting for fifteen years and have built a large network of peers in that time, but I didn’t have many contacts outside of the defense space. Joining Hired provided an interface to employers in the private sector that I wouldn’t have been aware of otherwise.

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

      The best advice I can think of for jobseekers registered on Hired is to provide as much information on your profile as you can. Hired is different than traditional job search platforms. It showcases the candidates to potential employers. Therefore, having a robust profile gives you the best chance of attracting an employer’s interest.

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

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

      After you find a possible match on a traditional job search platform, you typically have to leave that platform. Then, you need to provide all of your employment history, education, skills, and maybe even a cover letter on the potential employer’s career site. Doing this over and over again for every opportunity becomes robotic and impersonal. At some point, you might even start filtering out opportunities you would have otherwise applied to because the application process has become daunting and lost its zeal.

      With Hired, you only complete your profile once and they do all the work of showcasing you to employers. As an added benefit, they provide compensation information up front so you have a known starting point when beginning the interview process.

      Any general advice for other tech professionals?

      I take a genuine interest in what my peers around me are working on. That has provided immense value throughout my career. Building a rapport with teammates is critical in establishing a healthy and productive work environment. Understanding their challenges and accomplishments has a more tangible impact as well. You get a much better understanding of how your own responsibilities can impact or depend upon other efforts. This also offers great insight into how other teams may have already overcome some of the technical challenges you may be facing.

      About Berkeley Research Group

      Berkeley Research Group is a global consulting firm that helps organizations with assistance in disputes and investigations, corporate finance, and strategy and operations. Founded in 2010, BRG has 1,001-1,500 employees and is headquartered in California.

      Benefits

      401K plan/matching, health insurance, paid time off, work from home flexibility, company activities, conferences reimbursement, mentorship opportunities, and more. More

    • 150 Shares179 Views

      in Talent Acquisition

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

      by

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

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

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

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

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

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

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

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

      Seizing opportunity

      Winning with integrity

      Prioritizing “we” before “me”

      Pursuing progress

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

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

      Interview processes and performance management guidelines

      Pursuit of AI resources and solutions

      Transparency during All Team Meetings

      Customer-focused annual conference, ENGAGE

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

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

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

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

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

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

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

      Here are a few examples:

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

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

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

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

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

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

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

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

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

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

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

      About Smartsheet

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

      Tech stack

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

    • 113 Shares199 Views

      in Career Hacks

      Insider Tips for Marketing, Business, Sales, and Advertising Professionals

      by

      So you’ve nearly got your degree and you’re ready to make waves in the world of marketing, advertising, business or sales. You’re familiar with concepts like market segmentation and you can break down the pillars of supply chain management and you’ve watched movies like The Wolf of Wall Street and The Social Network more times than you can remember.

      What you don’t learn in school or movies, however, is what moves to make as you attempt to breach the world of business and how to make a career for yourself. What we mean by “moves” are the decisions you make regarding the way you present yourself, how you choose to grow and learn, and the mindset you carry with you into your endeavors. 

      With so much to keep in mind when making this major leap into the professional world, it can become difficult to choose what advice to follow and what to ignore. Instead of leaving it up to AI software and chatbots, we decided to host a virtual event with some real-life employees about what their marketing, advertising, business, and sales departments look for in a candidate. 

      In our Job Search 101 virtual event, we spoke with Kalina Popova, a Campus Manager at Dell, Madison Ahmadi, a Talent Acquisition Partner at Expedia, Jennifer Voss, the Director of Early Careers Talent Acquisition at Visa, and Tangela Woodley, a Talent Acquisition, Marketing, & Digital Early Careers Manager at L’Oréal. In our conversations, the panelists reveal the tips and tricks needed to succeed in the world of marketing, advertising, business, and sales.

      [embedded content]

      Don’t Limit Yourself

      One of the great things about the marketing and business industry is the variety of roles that exist within it. You could be a copywriter making taglines, a graphic designer creating brand logos, an account manager closing deals and finding new clients, and a whole lot more. 

      This being the case, it is critical to keep an open mind when you’re trying to decide what kind of role best fits you. In our conversations with experts, Tangela Woodley from L’Oréal sheds some light on just how many different opportunities exist within their marketing department.

      From analytics to creative, the world of marketing has opportunities for people interested in all kinds of things, especially at L’Oréal. So when you’re preparing to make your foray into the marketing, business, advertising and sales world, it’s important that you don’t pigeonhole yourself into one subcategory or another!

      Follow the 5 Dimensions of Potential

      While every company and its employee expectations are bound to be different, L’Oréal has a specific set of criteria that candidates can keep in mind wherever they apply. L’Oréal calls it the five dimensions of potential and with these rules, you can better your chances of succeeding in the world of business.

      Whether it’s learning agility or your judgment and decision-making skills, L’Oréal’s Five Dimensions of Potential would apply to numerous top-tier companies and what they’re looking for in employees.

      Leaders > Participants

      As a company that specializes in helping early-career candidates and college students find jobs, we have seen young professionals make a lot of mistakes. One of the big ones we’ve seen them make is signing up for a club or organization just to get it on your resume.

      It doesn’t take much to sign up for a group and show up to a couple of meetings. What does take some effort is actively contributing to these groups and taking on leadership or executive roles. This is something to keep in mind when you mention your involvement in groups and extracurriculars in your applications.

      Our suggestion is to be proactive. When you join a group, don’t just be a bystander! Make sure you’re participating and doing things that give you stuff to talk about later on when you start applying for jobs. If you have an idea, speak up! If you feel inspired to take on a position.

      You Gotta Have Grit

      A lot of people outside the marketing and sales industries perceive it as this glamorous world with photo shoots, hot-shot business people, and high-profile deals. What you don’t see are the challenges and obstacles that marketing professionals face on a daily basis.

      Any marketing veteran you meet is likely to have just as many stories about unhappy clients and discouraging rejections as they are to have stories about massive wins and incredibly successful campaigns. And that’s just a part of the business.

      This being the case, it is critical that anyone trying to enter the marketing, business, and sales worlds develops a tough chin and plenty of grit.

      While Kalina’s anecdote relates to sales, the same thing goes with marketing, advertising, and business. What if you pitch a marketing campaign to a client and they don’t like it? Or propose a solution to your boss that he chops down? Having the grit to face this type of rejection and come back stronger is what will make you successful in the long run.

      Take Advantage of Resources

      One thing that every one of our panelists in our recent Job Search 101 virtual event agreed upon is the importance of utilizing the resources at your disposal. If you go to college, whether it’s community or Ivy League, chances are there is a career office working to connect the student body with potential employers.

      In these offices, work has been done to establish relationships. All you need to do is take advantage of it.

      These types of resources are oftentimes free and extremely beneficial, so there really isn’t any reason not to take advantage of them.

      Looking for another free resource you can use to score the job of your dreams? Create your account with WayUp and start browsing open roles today or head over to our blog for more career tips and job-search advice! Watch the full session here.  More

    • 150 Shares169 Views

      in Talent Acquisition

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

      by

      Tell us a little bit about your educational background!

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

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

      What would you like to learn more about?

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

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

      What led you to pursue a career in tech?

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

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

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

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

      What are you most excited about in your new role?

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

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

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

      What’s your best advice for jobseekers on Hired? 

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

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

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

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

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

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

      About Workday

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

      Benefits

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

      Tech Stack

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

    • 138 Shares199 Views

      in Career Hacks

      Learn How Northwestern Mutual is Championing Diversity in the Finance Industry

      by

      When you’re deciding where to start your career, you may want to work for a company that doesn’t just believe in diversity and inclusion (D&I) but supports it as well.

      Northwestern Mutual believes in having a diverse workforce that benefits the company, its employees, and local communities.

      We spoke to employees at Northwestern Mutual to learn about how the company has built strong diversity initiatives, and what this means for employees, clients, and communities alike, including how Northwestern Mutual intends to keep the needle moving.

      Diversity Enables the Company to Reach More Clients

      According to Northwestern Mutual, “the best client service and financial industry leadership starts with creating a diverse team and an inspiring, inclusive workplace where everyone can be, and do, their best every day.” A diverse workforce is what will help them deliver the financial solutions their clients need.

      Having diverse advisors on your team enables the company to increase its reach, influence, and appeal to a wider range of customers.

      While it could be comforting talking to someone who has a similar background to you, representation matters. It can lead to impactful business relationships and work environments.

      Ability to Bring Your True Authentic Self to Work

      Everybody still wants to bring their authentic selves to work. This means no matter what race, ethnicity, sexual preference, or demographic you represent you feel confident in showing your colleagues, boss or manager, and the customers you work with who you truly are.

      Shannon Redmon, Director of Recruiting at Northwestern Mutual, discussed why being accepted and supported at work is important to him.

      Through learning sessions and coaching programs about allyship and inclusive culture, the D&I council, and employee resource groups, Northwestern Mutual fosters a place where Shannon can be his true self. As a result, he feels proud of the work he is doing and the company it is for.

      Supporting Diversity in the Community

      There is no end to the lengths Northwestern Mutual will go to ensure they are championing diversity and creating a company where employees can truly be themselves and reach their goals.

      In fact, Northwestern Mutual has made several monetary contributions to communities and entities outside of their organization emphasizing their desire to create a truly diverse world. Here are just a few of their charitable acts:

      $26M invested in under-served neighborhoods

      $20M invested in startup companies founded by women 

      $6M in grants for nonprofits nationwide

      $1.6M to strengthen education and career opportunities

      Why Northwestern Mutual?

      Whether it’s their initiatives, the resources they provide, or the direct contributions they make, Northwestern Mutual is a place fostering diverse minds while encouraging representation.

      There are people just like you who need help planning and reaching their financial goals, will you be the one to get them there? Head over to Northwestern Mutual’s company profile to learn more about the company and for information on open roles!

      Northwestern Mutual Financial Representatives are Independent Contractors whose income is based solely on production.

      Not all Northwestern Mutual representatives are advisors. Only those representatives with the titles “Financial Advisor” or “Wealth Management Advisor” are credentialed as NMWMC representatives to provide advisory services.

      Northwestern Mutual is the marketing name for The Northwestern Mutual Life Insurance Company (NM) and its subsidiaries in Milwaukee, WI. More

    • 113 Shares189 Views

      in Talent Acquisition

      Tech Candidate Spotlight – Myron Yao, Software Application Engineer

      by

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

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

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

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

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

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

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

      What would you like to learn more about?

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

      What led you to pursue a career in tech?

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

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

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

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

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

      Is your new role different from previous ones?

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

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

      What are you most excited about in your new role?

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

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

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

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

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

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

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

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

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

      Assessments

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

      Preferences

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

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

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

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

      Research the company

      Identify what you like or want to know more about

      Review the ample tips and preparatory materials Hired provides for interviews

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

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

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

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

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

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

      About Workday

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

      Benefits

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

      Tech Stack

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

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      in Talent Acquisition

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

      by

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

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

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

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

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

      Tech hiring landscape

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

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

      Quit rates 

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

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

      Unstable hiring processes

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

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

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

      What the experts are saying 

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

      Nina Roussille, Assistant Professor, MIT

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

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

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

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

      Mercedez Bluebyrd, Program Manager of RISE, Gusto

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

      New opportunities in new industries 

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

      1. Upskilling is key

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

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

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

      2. Refine your personal brand

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

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

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

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

      3. Leverage the power of networking

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

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

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

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

      4. Make every interview count

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

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

      Check out our interview prep partners for some extra guidance. 

      5. Follow up with companies

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

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

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

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

      6. Practice patience

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

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

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

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

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

      7. Adjust salary expectations

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

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

      Related: Try Hired’s salary calculator

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

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

      Continue your search with confidence 

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

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