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

    Have you ever wondered whether to follow an Individual Contributor (IC) path or an Engineering Manager (EM)? According to the Hired State of Software Engineers report, one-third of engineers report they want to advance to become managers, while the remainder says they want to continue being ICs.

    What are the pros and cons of the Engineering Manager career path versus the Individual Contributor one? Let’s find out!

    Hired, along with our partner Exponent, recently completed a video series to explore engineering career advice. The series featured three of our talented engineers: Nico Thiebaut, Prakash Patel, and Dan Baker, discussing subjects such as:

    In this article, we recap Exponent’s conversation with Prakash Patel. Prakash is an Engineering Manager at Hired, a tech marketplace that matches talent with employers for roles around the world. He followed his passion for data engineering and solving complex data problems, spending two years as an Individual Contributor and one year as an Engineering Manager. 

    Although Engineering Managers currently command the highest salaries across all technology roles on Hired’s platform conventional wisdom says, 

    You should not become an Engineering Manager if you… 

    Want dedicated time to work on specific projects or hone in on programming skills Are uncomfortable managing team dynamics  Prefer to own your own code   Want to quickly build new technical skills Would rather your success be measured by your individual contributions.

    Here’s a quick summary of the conversation between Prakash Patel and Lucas from Exponent. To watch or listen to the full interview, scroll down to the bottom of the article.

    Engineering Managers often don’t get dedicated time to work on a specific project or hone their programming skills. What is your experience with the flip side of this: being focused on supporting your team and making them successful?

    Based on my time as an IC, I understand the pain points and problems my team faces and will face since I have already experienced it. Engineering Managers are responsible for the smooth execution of projects while minimizing the concerns that arise. 

    There are different phases of projects but every phase has a challenge. As an Engineering Manager, I support my team to succeed while minimizing all those concerns. I enjoy focusing on the vision of the company and blending it with the personal and professional growth of ICs.

    As an Engineering Manager, you’re working with an entire team’s dynamics, meaning you need to resolve conflicts when they arise. What do you think the upside is to managing the dynamics of a team?

    Conflicts are inevitable and as an EM, the more you handle them the better you’ll get. One upside is you help all Individual Contributors on the team succeed. Another upside is eventually you get better at saying no.

    There will be so many things to control as an EM. By managing these dynamics, I see I am helpIng my engineers wholly – both in their technical competence and project management abilities. 

    As an Individual Contributor, your code contributed to the codebase and you could point to what you owned. In your role as a manager, how does your involvement with the codebase change, and how does this impact your team’s work?

    Well, as an EM I don’t get a lot of opportunities to actively maintain the codebase but I do participate in the code reviews. I can always suggest ways to improve the tech stack and that’s where I help my team adjust the roadmap. WhIle I am not maintaining the codebase, I am motivating my team to participate in constructive code-based reviews to help make them better engineers. 

    Insight from Exponent 

    Your experience as an Individual Contributor helps here as you’ve developed the technical know-how and understand how to grow from progress from a junior to senior engineer in terms of coding ability.

    Related: Curious about tech salary trends? Check out the data in this review.

    As an EM, you’ll develop tech skills more slowly. You’ll be focused more on macro than learning new languages or libraries. What kind of skills do you build as an Engineering Manager?

    As an EM I developed a “think big” and “make it happen” attitude. On top of that, I learned to give constructive feedback and how to negotiate.

    When you’re an Engineering Manager, your team’s success determines your success. It can take longer to ship products and code. How is success measured as an EM, and what do you find fulfilling about it?

    My success is measured by the performance of my team and my individual reports. My goal is to develop technical excellence across the company as an EM. I enjoy driving project execution but I make sure my individual reports receive exciting, diverse responsibilities in a way that infuses the company’s culture with our team. 

    If you’re not sure whether to pursue an IC path or transition into an EM, here’s my advice: if you’re even a little interested in becoming an EM, talk about it with your manager. Ask them to provide more responsibilities that will help you become an EM. 

    From there, you can evaluate whether you enjoy the work and if that role feels like the right fit. If so, request more tasks. If you progress, you can eventually transition into an Engineering Manager role.

    Ultimately, the two paths are very different experiences so it’s all about what you enjoy. 

    How to use Hired to find Engineering Management roles

    Hired is completely free for jobseekers and it takes just minutes to create a profile. Once you upload your information, you’ll get interview requests from companies seeking talented candidates like you! Learn more about creating your Hired profile. 

    Already have a profile on Hired? Here are 5 Key Tips to Get Better Matches & More Interviews.

    Should you switch to an Engineering Manager role internally or seek out an EM role when looking for a new job?

    Transitioning within a company is a better and easier decision, especially since you are already familiar with your team. On the other hand, if you are an Individual Contributor seeking a job as an EM at a different company and you do not have that proven experience, it’s harder to make the jump.

    Eager to pursue a role as an Individual Contributor or Engineering Manager? Learn how Hired works for jobseekers!

    Click below to watch the full interview: 

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    What Does Your Tech Salary Look Like? A Review of Salary Trends

    When thinking about how your tech salary stacks up in this current hiring environment you’d consider factors like your job title, years of experience, and company size. 

    In this article we dive into these characteristics in relation to tech salaries based on data from Hired’s 2022 State of Tech Salaries. 

    Related: Should I Stay or Should I Go? Workers Explore Relocation to Improve Quality of Life, Pay

    So, What Do You Do?

    If you’re an Engineering Manager, you are paid more than other tech roles across the US, UK, and Canada. The US pays the highest for this role with an average of $196,000 (remote salaries reach $198,000!).

    The runner up for highest salaries in 2022 is US Software Engineers with average salaries of $160,469. US Product Managers take third place with average salaries of $157,602.

    For those who are not in Engineering roles (Design, Data Analytics, and Quality Assurance), the good news is these positions saw the highest salary increases from 2021 to 2022.

    In 2022, salaries for:

    Design roles in the US increased by about 8% to an average salary of $153,005 USD. The same roles in Canada increased nearly 20% to $121,773 CAD.Quality Assurance (QA) roles in the UK rose almost 10% to £68,215 GBP.Data Analytics remote salaries in the US increased about 8% to $142,565 USD.

    How Long Have You Been On the Job? 

    Years of experience will certainly sway your pay. Generally, working in tech longer correlates with a higher salary.

    It may not be surprising that those with more than 2 years of experience saw major salary growth in the US and Canada. 

    Mid-level (4-6 years of experience) US candidates, in particular, had the greatest salary jump – a $8,000 increase from 2021 to 2022. 

    Again, excluding very junior level roles (0-2 years of experience), remote salaries across all experience levels also saw increased growth between this year and last at $7-8,000 USD.

    Junior candidate salaries (1-2 years of experience) remained steady with little changes compared to 2021 in the US. However, they increased in the UK and for remote roles but decreased in Canada. We might attribute the salary decline to the increase of junior level  jobseekers on the platform.

    How Big Is Your Company? 

    It’s easy to assume the largest companies are associated with the highest salaries. 

    Contrary to popular belief, our data this year found that mid-market sized companies (300-1,000 employees) offer the highest average salaries in the US ($163,623) and UK (£85,312). That means they are passing up SMB (75-300), eSMB (0-75), and even the enterprise ENT (1000+) sized companies.

    However, in Canada enterprise-sized companies did pay the highest salaries. While this conforms to that conventional notion, note the pay was only slightly higher.

    How Does Your Salary Compare? 

    Use Hired’s Salary Calculator to see how companies value your experience. The calculator determines salary benchmarks based on real interview requests to help jobseekers like you know your worth. 

    Say you’re a Software Engineer with 5 years of experience. You’re based in Boston and skilled at Java. Here’s what the output would look like: 

    Give the calculator a try and see what you could be making with a company on Hired!

    We’ve reviewed some common parameters that contribute to how tech earnings might look. Framing what you earn around these trends may lend some insight into how your salary compares in this current hiring environment. 

    There are a lot more factors to explore including location, benefits, and being remote versus local. Check out the new State of Tech Salaries Report for all of the insights into tech salary trends and some more resources to help you navigate the market.  More

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    Attracting Talent to a Tech Company with French Roots

    This tech company with French roots has a unique way of framing its EVP—or, as Talend says, its JNSQ, or “je ne sais quoi.”“
    Talend was on a mission to put words to what were necessarily undefinable qualities of its brand and culture. What its people marketing team, led by Global People Marketing Manager Jonathan Hehir, uncovered was the importance of culture, diversity, and company-wide EVP stewardship.
    Why Culture Is Key
    “It’s tough for candidates to truly understand what their next business looks like and the type of culture they’re interested in,” Hehir says. “I can understand why candidates when they’re looking at their job search, are behaving more like consumers. Everyone’s edging for that little bit of attention.”
    According to Hehir, the people of Talend are close collaborators and united by love for their field. To succeed, Hehir’s team has to demonstrate that supportive culture to the rest of the tech world.
    What Makes a Unique Workplace
    Like many companies, the pandemic spurred the company to revisit its commitment to diversity and its employer brand. Led by its new CEO Christal Bemont, Talend sought out new ways to own its core values (agility, integrity, passion, and team spirit) and reexamined its “je ne sais quoi” (or JNSQ, as the team says).
    Among the many positive results of this self-reflection was a recommitment to making Talend an inclusive workplace: “An environment where people feel safe and feel a sense of belonging; a place where they can be themselves, even if they may not be visiting offices or their coworkers,” in Hehir’s words. Public reception was positive as well. According to Hehir, “People enjoyed the idea that we were celebrating people’s differences from the outset.”
    Revisit Your Culture’s Roots
    This sense of shared stewardship of the EVP, or JNSQ, has had a major impact on the success of Talend’s employer brand activation efforts.
    “Remember where your culture stems from,” Hehir advises fellow employer brand leaders. Remembering the people behind the brand, he says, is what gets him excited to tell Talend’s story—and welcome new faces into it.

    To follow Jonathan Hehir’s work in employer brand, connect with him on LinkedIn. For help with your own EVP, get in touch. We help you identify the values and culture you want to create in your company.
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    Should I Stay or Should I Go? Workers Explore Relocation to Improve Quality of Life, Pay

    Despite tech salary increases this year, many employees feel their pay does not reflect increased costs of living. According to Hired’s 2022 State of Tech Salaries report, 42.3% of remote respondents and 29.1% of local respondents surveyed feel their salaries have not matched the pace of rising inflation and living costs. Many have explored relocation already. So, if you’re a tech professional, should you stay or should you go?

    How Far Does Your Salary Take You?

    Let’s say you’re a software engineer living in the San Francisco Bay Area and earning an average tech salary of $176,000. Seems solid, right? Then you take into account the cost of living (COL) there and things take a turn.  

    Note: “Average tech salary” includes multiple roles on the Hired platform, including software engineers, engineering managers, devops, designers, analysts, and more.

    After adjusting average salaries on the Cost of Living Index, we find earning that same salary in San Francisco is equal to making $223,729 in Atlanta. Relocation becomes an attractive option when it is clear earning power is different across markets. If you move to Atlanta, it’s like getting a $47,729 raise! 

    Perhaps you’ll consider Texas, where there are the second and third highest average salary markets in 2022, after adjustment for COL. Your San Francisco salary is the equivalent of making $216,000 in Austin and $211,000 in Dallas. 

    In contrast, if you consider relocating from the West Coast to the East Coast in a big move to New York, your San Francisco salary won’t take you as far. New York City had the highest COL in US markets. This means your San Francisco salary would be the same as earning $153K in the Big Apple – or over $23,000 less. 

    Should You Consider Relocation?

    So, will you stay or will you go? 

    If you’re considering settling in a traditional tech hub like New York or San Francisco, know your earning power will go farther in smaller, second tier cities. 

    Thanks to remote work, tech jobseekers are increasingly based in lower cost of living cities, such as Denver, Austin, Chicago, Dallas, and Atlanta. Jobseekers from these cities rose by almost 8% from 2020 to 2022. Conversely, tech jobseekers in higher cost of living cities, such as New York, San Francisco, and Boston declined. This points to an exodus from major tech hubs. 

    Tech workers are increasingly distributed across the country thanks to remote work. A recent study from Brookings Institute found tech “superstars” like Seattle and San Francisco metropolises are seeing slower employment growth compared to “rising stars” like Atlanta and Dallas. As for “the rest,” or the other 83 metro locations studied, these areas saw tech employment grow faster in 2020 throughout the pandemic. 

    Inflation Grows No Matter Where You Relocate

    In addition to the cost of living, many feel their salaries fall behind with inflation too. 64.5% of remote employees and 82% of local employees surveyed feel their salary is not in line with inflation. 

    Since the pandemic dramatically increased the ability to work from home (or anywhere) tech workers moved away from higher cost of living areas. In some cases it was practical. There was no longer a need to live in a higher cost of living area or they wanted a larger home to accommodate sometimes multiple home office spaces. Others moved to be closer to family, or simply because they were free to live in places they’d always wanted to. 

    It’s little surprise then, that most candidates still prefer pay based on their role. Only 20.2% strongly agree that pay should be determined by location or local cost of living. 

    Between growing costs of living and higher inflation rates, tech professionals may want to explore relocation. Shedding light on how far salaries can take you across locations does offer some guidance in knowing whether you should stay or go.   More

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    Tech Candidate Spotlight – Rodrigo Mejia Sanchez, Senior Software Engineer

    We’re excited to learn about your story, Rodrigo! Can you start by sharing a little bit about your educational background?

    I have a Bachelor’s in Computer Science from Georgia Tech. I had a bit of experience in programming before, but for all intents and purposes, I essentially started from scratch my freshman year of college. I have done online courses on sites such as Pluralsight, but I don’t have any certifications and would consider most of my education to come from school and on-the-job experience.

    Related: Check out our partners who offer upskilling and certification opportunities.

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

    Definitely my formal education. It gave me a structured learning environment with lots of resources to advance my career. I also gained many non-technical soft skills, understood how to go about engaging potential employers, and learned the “how” and “why” behind common software engineering processes.

    What would you like to learn more about?

    I would like to learn more about hardware. I personally enjoy tinkering with small microcontrollers and bare-bones computers such as Raspberry Pis and Arduinos. I’m also currently enamored by the maker movement and am trying to expand my 3D modeling/printing skills, and eventually pick up some woodworking skills too.

    What led you to pursue a career in tech?

    I went to a programming summer camp in middle school. I learned to make video games through a drag-and-drop game engine and fell in love with it. I didn’t touch it much again until college, but that summer made me certain tech was what I wanted to study and pursue.

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

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

    Initially, my skillset centered around a lot of theoretical knowledge and I had a focus on making “clever” code. Over time, I’ve learned that readable and easily changeable code is much more valuable. It’s easy to write new code but it’s hard to refactor and maintain it. I have also broadened my skillset with lots of Linux knowledge and that has been really valuable for debugging difficult production issues.

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

    I haven’t decided to specialize, but automation is a common theme in my job roles. I particularly like it because it’s often about scaling up an existing process and understanding how many different systems come together to solve a problem. Plus, it’s needed in almost all industries, so the diversity of problems keeps me engaged.

    Is your new role different from previous ones?

    I went from a large corporate financial firm, Goldman Sachs, to a small insurance tech startup called My title is roughly the same, but my current team/company feels much more focused. I enjoy that the work we do is directly related to the core business model, and I enjoy that the smaller size allows for more flexibility when coming up with solutions to engineering challenges.

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

    The opportunity to work within a smaller and more focused organization is a major aspect that excited me. Additionally, the prospect of being able to contribute to making an industry slightly less biased and more consumer-friendly is another plus. I had a goal in mind when seeking my next role. I wanted to work somewhere I could be proud of the product and the impact it had on people.

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

    It mainly consisted of LinkedIn recruiters reaching out to me and me applying on my own to companies I thought would be interesting. I had many traditional financial roles that recruiters reached out to me for. It was difficult to peel away from the perception that because I worked at a large financial firm, I was mainly interested in finance. I was actually more interested in working for places with an exciting product or interesting engineering problems. I wanted to turn away from finance to avoid being pigeonholed into a certain skill set or role.

    Related: Build Confidence and Take Control of Your Tech Job Search Series

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

    Contrary to the “spray and pray” approach on other platforms such as LinkedIn, it makes more sense to focus on roles that actually seem interesting. I noticed that companies reaching out on Hired actually had a substantial interest already. So, it was less about casting a wide net to identify leads, and more about deciding if I could actually see myself working at the companies that contacted me. Also, being really responsive on the platform was key. I felt more eager to proceed with interviews when a company reached out on Hired as opposed to another platform.

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

    Try it out! There’s no cost and creating a profile is really easy so you have nothing to lose. I had a really positive experience with companies and with Hired employees as they assisted me through my job search. Also, know that you can conveniently pause your profile if you find yourself with many ongoing interviews.

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

    Don’t be discouraged by many rejections. The technical interview is not a good measure of how good of an engineer you may be. It is simply a tool used during the recruiting process. Focus more on finding the right company for what you are looking for and you may be surprised at what you find in places you weren’t originally looking.

    Related: Get more practice with technical interviews through events like coding challenges.

    About is an enterprise software company leading a change in how insurers verify the legitimacy of claims by replacing a bias-prone and labor-intensive process with a data-driven one. Founded in 2018, has between 51-200 employees and is headquartered in Vancouver.

    Tech Stack

    TypeScript, Clojure, Python, TensorFlow, AWS


    Health/dental/vision/life/disability insurance, performance bonus, 401K matching, paid time off, mentorship opportunities, flexible working hours, and more. More

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    What is DEI? How Does it Improve the Sales & Tech Job Search Process?

    A survey of tech and sales talent revealed there’s some confusion around the acronym DEI, prompting some respondents to ask, “what is DEI?” In this article we’ll explain it as well as explain how Hired, as a company and a tech and sales career marketplace, helps jobseekers and employers experience more equitable hiring. 

    What is DEI?

    Diversity, equity, and inclusion (DEI), together, are indicators of a progressive and supportive workplace centered around employee wellbeing and sense of belonging. In a field as forward-thinking and transformative as tech, DEI provides the necessary foundation for greater innovation through a range of voices, experiences, and backgrounds. 


    The first pillar of DEI, diversity, signifies the presence of difference in characteristics including:

    EthnicityRaceGenderAge Sexual orientationDisabilitySocioeconomic statusReligion

    Diversity means everyone is welcome. In a less palpable sense, diversity also exists in the vein of thought. Different people bring different ideas and approaches spurring creativity and efficiency. In these areas, homogeneity can’t compete. 

    Therefore, to be competitive, it benefits organizations to consistently identify non-traditional talent. It creates more robust pipelines of candidates with new ideas to drive businesses forward.


    Equity helps level the playing field by ensuring impartiality and equal access to opportunity for every individual through recognition of biases and barriers. 

    In the context of gender, data from our 2022 Wage Inequality Report shows despite progress, women are still overall less likely to receive an interview request than men. This situation could be described as an “opportunity gap.”

    Equity means everyone has the opportunity to participate. A robust pipeline of diverse candidates will not have the chance to develop unless there are equitable processes in place to allow a variety of individuals to be considered.  

    It’s important to note that equity and equality are not interchangeable terms. While equality also aims to provide resources for everyone to succeed, it does not consider that people start on a different footing. Equity, on the other hand, accounts for these disparities by providing support, or opportunity, based on imbalances in power and privilege. 


    Inclusion, the last pillar of DEI, ensures the workplace is a safe space for every employee to engage and feel they belong. It means empowering employees to bring their most authentic selves forward and feel comfortable contributing their insights, knowing they will be heard. 

    Inclusion means everyone gets to contribute. It upholds diversity by embracing every identity and fostering a workplace for all individuals to thrive. 

    DEI gives everyone a seat at the table, creating opportunities for novel connections, pioneering conversations, and unprecedented insights.

    What does DEI mean to Hired as a company?

    As a leader in diversity recruiting and hiring tools, we have a direct impact on equitable hiring and are committed to building equity in the hiring process. We are on a mission to empower connections between ambitious people and teams, but can’t accomplish it without supporting a diverse workforce. Embracing diversity helps us live out our values and drives our mission forward.

    By putting people first, we prioritize development and wellbeing. Doing so helps people flourish and feel valued, knowing they can bring their best, authentic selves to work.

    At Hired, we find strength through inclusion because what makes each person unique makes us all strong. 

    How Hired embraces DEI as an employer

    As a company, we’re always evolving, but some of the ways Hired demonstrates DEI is following the principles when attracting and hiring talent. 

    For example, when we create job descriptions, we use tools like Textio to identify any language considered counter to our DEI efforts. 

    We support an employee resource group, or ERG, called Unite. They lead internal efforts in partnership with the People Team in the form of professional development, open discussions, and building awareness. 

    This year, one of Unite’s activities has been to host a book club featuring books by diverse authors. They also sponsor philanthropic activities. 

    Interested in working with us? See open roles here.

    5 Specific DEI features and tools on Hired’s platform to help jobseekers and employers 

    One of the reasons leading talent organizations use Hired is to drive diversity in their hiring. Here are some of the features we’ve developed based on data and insights to reduce bias. 

    When employers use them, it creates greater equity for jobseekers and a more DEI-friendly environment. Along with our policy of including salary upfront in interview requests, these help improve gaps in expectations, wages, and opportunities. 

    1. Diversity Goals

    We launched Diversity Goals last year as a new way for employers to prioritize outreach to underrepresented talent, without removing relevant matching candidates. Updated filters easily surface these jobseekers to recruiters and hiring managers. 

    Diversity Goals makes the impact of DEI in hiring clear. Companies with open positions using this feature more than doubled their pipeline of underrepresented candidates. Companies using Diversity Goals also had both a lower wage and expectation gap compared to companies who didn’t use the feature. 

    More good news is the amount of employers using Diversity Goals continues to grow rapidly, meaning companies and jobseekers will continue to see the benefits of DEI in action.

    2. Salary bias alert

    Our data continues to show groups who are paid less also expect lower salaries than their white, male counterparts – even if they have the same experience. In our 2022 Wage Inequality Report, we found race contributes to the expectation gap – with Hispanic women and Black women only expecting $0.91 to every $1 salary of their white male counterparts in 2021 Hired data.

    The Salary Bias Alert feature addresses wage inequality goals by notifying employers if they are offering a lower salary than they typically do for a given job role. This helps eliminate the impact of bias on a job offer and holds employers accountable.

    3. Bias reduction mode

    Bias, even when it’s not conscious, can impact sourcing decisions. Activating this mode removes jobseekers’ profile pictures and names so employers focus evaluations solely on skills and experience. 

    4. Salary Calculator

    Hired’s Salary Calculator determines salary benchmarks based on real interview requests, helping jobseekers know their worth. It is a great tool to compare salaries in some of the top cities worldwide, depending on your years of experience. See what you could be making with a company on Hired!

    Related: Evaluate the Job & Negotiate the Job Offer You Deserve

    5. Assessments

    Hired assessments enforce skills-based hiring by helping employers evaluate applicants’ skills remotely with customizable relevant, valuable, and consistent questions. These assessments help reduce hiring bias by leveling the playing field and standardizing evaluation processes.

    “Technical assessments are a valuable tool for candidates to showcase their skills to employers because it goes beyond explaining what you do on a resume…it shows the employers how skilled you really are!”Lupe Colangelo, Employer Partnerships Manager @ General Assembly

    Jobseeker resources: partners who support DEI

    Numerous Hired partners promote opportunities for underrepresented jobseekers across upskilling, cross training, and community. By supporting and partnering with organizations like these we can help connect employers with a more diverse pipeline of employees: 

    Related Blog: Coding Bootcamps Non-Traditional Education for Tech Talent

    Are you an employer looking to drive DEI in your organization? Hired is here to help. By leveraging our platform’s innovative DEI tools and transparent salary data, build diverse teams and close critical wage gaps—one hire at a time. 

    Want to learn more about how to advocate for DEI and be an ally? Watch the 2022 State of Wage Inequality in Tech: Close the Gap with Advocacy & Allyship Webinar below.

    [embedded content] More

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    Tech Candidate Spotlight – Ricardo Xavier, Software Engineer

    Thanks for joining us, Ricardo! Can you share a little bit about your educational background?

    I have my Bachelor’s degree in Computer Science and I later pursued a Masters degree in Distributed Systems, which I completed in 2019.

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

    My Bachelor’s degree was the experience that really shaped my way of thinking when approaching problems. It made me realise building software is more than making something fulfill a basic functionality. It is also about fulfilling non-functional requirements and thinking ahead about possible issues we may encounter during the whole software lifecycle.

    What would you like to learn more about?

    Taking into account my new position in software engineering, I would like to dig into some of the most common databases and how they work internally. Non-tech related, I would like to read more about soft skills like time management.

    What led you to pursue a career in tech?

    My interest in solving problems using software and my natural curiosity about things are the two main reasons behind my pursuit of a tech career. Since I was a child, I knew what I wanted to do when I was older. I was lucky to have a computer at an early age.

    This unlocked my passion for computers and since then, I’ve spent a lot of time in front of a screen. However, I only began coding in high school and by then, I already knew I wanted to study Computer Science at university.

    Related: Hired Releases 2022 State of Software Engineers Data Report

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

    It’s definitely still evolving. I feel like there is a lot to learn. Initially, I felt having knowledge gaps wasn’t okay but with time I’ve realized it is totally fine – I just need to continue working on filling the gaps.

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

    I chose to specialise in Distributed Systems. I am fascinated by the problems that arise when software needs to scale up and how every little detail can make the difference in these systems.

    Is your new role different from previous ones?

    It’s completely different. Previously, I worked for one of the top low code platforms on the market. My role was to ensure that one of the high availability services was fully operational all the time and I was tasked with incrementally adding functionality to it.

    My new position is a data-centric engineering position in which the biggest challenges are connected to ingesting and processing big loads of data.

    Related: Tech Candidate Spotlight – Kyle Mercer

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

    Making software that scales with large volumes of data is something that excites me. Entering this new area that I don’t know a lot about is also a great opportunity for learning.

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

    I’ve only been through the job search once after college. It was the traditional way of finding a job where I created a CV and searched for positions on numerous websites. It was a tiring and frustrating experience.

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

    Build a strong profile! Highlight your best achievements, show the impact you had in your previous job experiences, and share the value you can bring to a new company. If you have a hard time assessing your impact, ask for a second opinion from someone who has worked closely with you.

    They will probably be able to identify things you’ve done that impacted the team/company positively. Remember that a team achievement is also your achievement, so I encourage you to share those achievements with the world.

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

    If you’re looking for a job in tech, give it a try. You have high chances of finding a great match for your profile. Hired is new to HRs in my local area so I was unsure of whether I would find something that would match my profile and skills here. However, I was surprised to see Hired got me my best offer after searching for jobs on multiple platforms. It has brought me here so I definitely recommend that you try it out.

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

    The best advice I can give a tech professional was given to me a few years ago at a college conference: Take half an hour each week to learn about and work on yourself. It will bring huge benefits in the long run, and you should focus on learning both hard and soft skills.

    About LandTech

    LandTech is a software company building B2B SaaS Products for the Property Industry, empowering property developers to build the places that communities need to thrive. Founded in 2014, LandTech has between 51-200 employees and is headquartered in London.

    Tech Stack

    Node.js, MongoDB, EC2, JavaScript, Vue.JS, AWS, Kubernetes, Elasticsearch, TypeScript, Test Driven Development (TDD), Continuous Integration (CI), Continuous Delivery (CD), DevOps, PostgreSQL


    Health/dental/vision/life/disability insurance, maternity and paternity benefits, unlimited time off, tuition reimbursement, conferences reimbursement, flexible working hours, and more. More

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    Tech Candidate Spotlight – Graham Hensley, Senior Engineering Manager

    Hi Graham! Can you tell us about your educational background?

    I got a traditional degree in Computer Science several years before the introduction of the first iPhone. I taught myself Android application development through reading the books of Reto Meier and attending conferences and meetup groups. I naturally found my way into leadership over the course of my career because I never had a problem explaining tech to non-tech people. 

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

    I have learned the most from meetup groups and gathering with fellow hobbyists and professionals. Passion can be contagious, so hanging out in groups where everyone is motivated to learn and develop a skill will give you the energy to keep going. 

    What would you like to learn more about?

    I’ve been pushing myself to better understand the crypto field and writing smart contracts in Solidity. 

    Related: What’s the Deal with Web 3.0 & How Does it Affect Tech Talent?, Partners for Upskilling

    What led you to pursue a career in tech?

    My parents were both in the field and understood how much it would be a part of the future. They made sure I was always exposed to tech. My first computer was an IBM 386. My parents showed me how I could use code to make the computer play guessing games with me.

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

    I wouldn’t say I’ve chased fads, but as the world has changed from Windows apps to websites, mobile apps, and crypto contracts, I have been following along and trying to adapt to what companies and consumers want. 

    Is your new role different from previous ones?

    This new role is a change of industry. I went from being the manager of a team of Application Developers to being a manager of a team of Hardware and Firmware Engineers. 

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

    The opportunity to learn new things. After 3 years at my last gig, I didn’t feel like I was growing and I felt that I was just maintaining the status quo. It’s great to be outside of my comfort zone and learning new processes and acronyms. I was also worried that my skills would not transfer over and that somehow I had plateaued. However, it’s been very reassuring to change companies and still feel like I know how to make an impact.

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

    It was slow. I was searching over the web, looking for job descriptions that felt right. I was constantly writing intro letters and dealing with no or slow responses from companies. 

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

    Follow the site guides to get your profile in good shape – and then relax. The process works and you will start hearing about really interesting opportunities.

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

    Try it!! 

    About Mason America

    Mason America is a software development company transforming mobile deployments the same way AWS transformed website development, making it easy for anyone to turn an idea into a smart product and ship it to anywhere in the world. Mason has between 51-200 employees and is headquartered in Seattle, Washington.

    Tech Stack

    Android, Node.JS, AWS, Python, AOSP, Git, Terraform, Ansible, Kubernetes, Docker


    Health/dental/vision/life/disability insurance, maternity and paternity benefits, fitness reimbursement, mental health benefits, flexible working hours, matching charitable donations, and more. More