The decision to join a new employer and the process leading up to the move can be fraught with emotional attachments, irrational fears, and incomplete information. Since job searches in technology often include self-interested third parties of varying influence (e.g. recruiters, founders, hiring managers) acting within a highly competitive hiring environment, the job seeker can be pushed and pulled in several directions, sometimes based on half-truths and distortions. The result of the job change (or the decision to refuse an offer and stay put) in many circumstances is buyer’s remorse, where regret can be felt rather quickly.
First let’s look at the more common reasons that candidates regret taking a new job, and then explore one rather simple solution to avoid the mistake.
Many new entrants to today’s technology job market are obsessed with the handful of high-profile companies that set the trends in the industry, and the next generation of software engineers seem to think that the only companies worth working for are Google, Microsoft, Apple, Facebook, Yahoo, Twitter, and Amazon. Software development has become both a celebrity culture (where companies and their CEOs are the stars) and an oligarchy in the eyes of recent graduates and teens, who set their sights on employment with this small number of firms. Young developers in foreign countries appear to be particularly susceptible to this hyperfocus on a tiny segment of the hiring market. If you don’t know how widespread this is, I’d suggest a visit to Reddit’s CS Career Questions section to see what people are asking.
When Yahoo changed their remote work policy the web exploded in debate around the value of remote employees, and the more recent news around Google dismissing GPAs, test scores and answers to Fermi questions made many tech companies reconsider their hiring procedures. Not a day passes where a piece on one of these companies doesn’t hit the front page of most major news sites. A cottage industry has erupted with authors and speakers providing guides for aspiring engineers to create résumés, land interviews and answer technical questions to get jobs specifically at these companies. The focus seems to be less about becoming skilled and more about being attractive to a specific subset of employers.
These companies are glamorized amongst budding engineers much like Ivy League and top-tier schools are with high school students, and the reason you probably won’t work for Google is the same reason you probably didn’t go to MIT. Because they are highly selective, and they simply can’t hire everyone.
Of course some of you can and perhaps will work for Google and the other companies listed here, just as some of you may have attended top universities. But the majority of
you us won’t – and that’s OK. Follow your dreams, but be realistic about the outcome.
So here comes the good news! Beyond Google, Microsoft, Apple, Facebook, Twitter, Yahoo and Amazon, there are hundreds of awesome places to work that are highly regarded by engineers the world over, and most people outside the industry (and many inside) haven’t heard of most of them. Experience with these shops, much like the above list, will get you noticed. Companies like Netflix, LinkedIn, Salesforce, eBay and GitHub are well-known but not typically mentioned in the same breath as the top celebrity firms, though they certainly could be. I’d venture that most college CS majors haven’t even heard of 37signals or Typesafe, where smaller teams are doing work that is regularly recognized by the engineering community.
And again the bad news. You probably won’t work for these companies either. For most of the world, these are still reach schools that employ relatively few. Although they may not be held by the general public in the same esteem as that list up top, they are incredibly selective, and most in the industry will view the difference between this group and the Googles as incredibly slim.
And now for some more good news. Beyond the lists of companies above are thousands of great places to work that I guarantee you have never heard of. These may consist of startups that fly under the radar or smaller specialized technology companies that serve a niche market. They could be the development groups for major banks or 25 year old mom and pop shops that have an established customer base and solid revenues. Game developers, ecommerce sites, consulting firms, robotics – the list goes on.
In almost every city, this group is the one that employs the overwhelming majority of engineers. This is where most of us will likely end up – a company that you will surely need to describe and explain to your parents and significant other.
In the city where I focus my business (Philadelphia) and run our Java Users’ Group, we have some Googlers and I’ve known engineers who have worked for Amazon, Yahoo, and Apple. And I know many many others who either turned down offers or likely could have joined those companies, but chose instead to work somewhere else. Just as some students may reject the offer from the top-rated school to stay closer to home or to accept a more attractive scholarship package, many of the world’s top engineers simply don’t work for Google or Facebook, or anywhere else in the Valley for that matter.
Philadelphia is by no means Silicon Valley, yet there is a fairly robust startup scene and a large number of software shops that are doing valuable work. Over the past 15 years I’ve worked with hundreds of Philly companies to hire engineering talent, and 99% of these places would be unknown to the typical developer. I almost always have to describe my clients to potential candidates, as most of these shops have not built a reputation yet, and these are firms ranging from 20 to perhaps 20,000 employees. And the vast majority of them are great environments for technologists where developers work alongside at least a few top engineers that could (and some that did) pass the entrance requirements for the Googles and Facebooks of the world.
All the great engineers in the world aren’t in the Valley, and they don’t all work for Google. This fact is obvious to most, but fewer than I’d expected and hoped. If that is the goal, go after it. The rest of us will be here if it doesn’t work out.
Job Tips For GEEKS: The Job Search DRM-free ebook is available for
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In August 2012 I published a blog post Why You Didn’t Get The Interview, which received a good bit of attention from readers and was republished a few times (most notably by Lifehacker). Of course one article could not list every possible explanation that an employer or recruiter might use to discard a résumé, so I decided to revisit the topic once again. This is not intended to be a comprehensive list, but rather an addendum to the previous post that may help explain a lack of response to your job search.
No submittal content - Online applications often consist of several fields and check boxes that don’t always give job seekers an opportunity to express interest or differentiate themselves. However, when you send a résumé via email or are provided some space within an online application to craft a custom message, you are foolish not to take advantage. Simply sending a résumé without any supporting information about your experience or interest in the job comes across as lazy or aloof, and can give the appearance that a job seeker is simply blasting résumés indiscriminately (perhaps even in an automated fashion). SOLUTION: Tell the employer at least one or two things that drew your attention to the job and company.
Multiple applications to the same employer for vastly different roles – Sometimes I will open my inbox and find an email from a job seeker about one job that could possibly be a fit, and then find another four or five emails from the same applicant for other jobs that are not remotely connected to the candidate’s experience. This applicant may have received some attention if he/she only sent the one semi-targeted application, but the additional blind stabs have too many negative implications. It typically signifies either a lack of self-awareness regarding qualifications, immaturity, or desperation. SOLUTION: Before submitting your résumé, check several of the company’s listings to make sure that you are applying for the one or two jobs that best fit your experience and goals. If you have a strong desire to work for a specific employer, sending a targeted application to one or two listings is much more effective than spamming your résumé to all of their vacant slots.
Many small red flags – My original article last year referenced 14 fairly obvious reasons that job seekers are not interviewed, but often it’s not that simple. Many times a résumé/application package will contain a handful of items that would not be a problem when considered individually, but when combined add up to a rejection. The recruiter or hiring manager will feel that too many special circumstances would have to occur that make the candidate’s hire unlikely. Perhaps a candidate has a slightly elevated salary expectation, requires relocation assistance, is minimally qualified, and lacks any easily identifiable positive indicators of talent or ability that stand out from others. An applicant with only one of those characteristics would likely be considered, but the aggregate picture makes it too much of a longshot. SOLUTION: There is no real fix to this. You could always try to explain what could be perceived as a red flag. For example, if you are relocating to a specific area, make it clear why you are looking in that specific market to avoid being viewed as someone open to jobs worldwide. Displaying some level of interest or passion for the employer could also help overcome objections and get you a shot.
Personal reputation and your employer’s reputation – It shouldn’t surprise anyone that if you apply to firms where people either know you or are connected to those that do, a decision to interview will typically be based on how these contacts feel and talk about you. However, your employer’s reputation may also come into play here as well. If a particular company has interviewed multiple former employees of your firm without much success, chances are they will not waste time interviewing another. As a recruiter, it is fairly common for companies to tell me “Unless they are outstanding I’m not overly interested in candidates from COMPANY, as we see many and have not had any luck.” Your company’s reputation is more likely to work in your favor if you are employed by a firm known for having talent, but it seems the trend to discriminate against employees of certain shops continues. I wrote about this a bit in a past post regarding discrimination by startups against workers from large enterprises. SOLUTION: Keep your personal reputation in mind when dealing with co-workers and particularly when leaving jobs. Minimize stints at employers that have a negative reputation in your market.
Inconsistency - This can be the result of discrepancies between a résumé and cover letter/application, between a résumé and LinkedIn profile, or just something fishy in the résumé itself. If you changed professions more often than Barbie (impressive list) or have travailed up the corporate ladder and come back down multiple times, your application will raise suspicions. Candidates that list titles progressing from CTO to CEO and then down to Junior Developer will be scrutinized. SOLUTION: There isn’t anything you can do to change the past, but explanations could go a long way if you left an industry to pursue a passion. Make sure all of your online profiles match your résumé details before sending applications. Try to use job titles that reflected your actual duties if you worked for a small firm and had an inflated title. Even if you were CEO or CTO of your dorm room software company, it may not be helpful to list the job that way.
“Meh“ – Your qualifications and history are virtually identical to the others in the stack of résumés received. You may have met what was listed on the job spec, but so did everybody else. This is of particular importance for jobs where it is expected that most applicants will have similar qualifications, such as entry-level positions for new graduates or jobs that list highly generic specifications. SOLUTION: There has to be something different about you that you can add to give some positive spin to your candidacy. Review the requirement again and try to find an area where your background exceeds the expectation, or a specific experience you have that others probably don’t.
My ebook Job Tips For GEEKS: The Job Search was recently released and is available for
$9.99 (reduced to $6.99 in December 2013) on iTunes, Amazon, Barnes and Noble, Google Play, and Kobo. I can provide a PDF version for sale by request.
I am often approached by programmers that are thinking about leaving their job but want to discuss to see if they are making a wise move. These conversations are quite sensitive in nature and I do not take them lightly, as the decision is rarely easy to make and will have a lasting impact on the programmer’s career and livelihood.
The thought of potentially leaving a job is often accompanied by the fear of being labeled a job hopper. In my experience, far more programmers tend to overstay their welcome and later experience difficulty with limited career prospects than those that move jobs too often. As I’ve written before, some positive flow in career moves is expected and even desired by hiring companies.
Technologists often rely on the more common and obvious signs to leave their employer (company product failures, layoffs, or reductions in pay/benefits) as primary motivators for making an exit. One could argue that experience at a failing company can be infinitely more valuable than time spent at a highly successful shop. Waiting for those alarms to sound, which could be false alarms, is a mistake for your career.
When should you think about leaving your job?
You are clearly the ‘best’ programmer at the company and/or have no teacher or mentor available – Many people may get this wrong due to overconfidence, so you need to assess your skills honestly. Even if you acknowledge you are not the best, do you have access to others that you can learn from that are both able and willing to share their knowledge with you? Your company may have hired loads of great talent, but if these individuals are too busy to help or not interested in dialogue you are no better off than working alone.
The technologies employed are static and make your skills unmarketable – The extended use of dated, proprietary, or very specific technologies can kill your marketability. If the firm is still using very early releases of popular languages or frameworks this could be a good indicator. Multiple years in a stagnant tech environment is much worse than the same tenure in a shop that consistently improves their tools.
You have accomplished nothing – This is often not your fault. Perhaps your company is consistently delaying releases and never seems to deliver on time, where the problem could lie in the development process or management decisions and not on tech talent. If you look back on your stay with the company and can not point to any significant accomplishments (given a reasonable amount of time), consider the reasons why.
You are underpaid with no upside – There are at least a handful of justifications to accepting compensation below market rate. The ability to work with great people is probably the #1 reason, with learning a valuable skill a close (and related) second. If you took less money with the expectation of a future positive that just hasn’t panned out, it’s time to look at your options.
You are consistently passed over for interesting projects or promotion, and your ideas are not considered - If you are rarely given the plum assignments and not even a candidate for higher responsibility roles, the company simply doesn’t value your service. The firm feels you are doing enough to keep your job, but they do not see you as a true long-term asset. Keep track of how often you volunteer for a new venture and the company response.
You are no better off today than you were when you joined the company - The phrase ‘better off’ can take on a few meanings. Traditionally one might use better off to refer to improved financial standing (raises), but you should add more qualified as well. If your skills, marketability, and compensation have not improved after a reasonable amount of time, you need to question why you are still there.
You see little change in what you do – A consistent and small set of responsibilities for long durations tends to be a career killer. Working on one small part of a very large project/product is usually the culprit.
You have no inspiration – Many domains in software development might not be all that interesting to you personally. In those situations, the technical challenge at hand or the opportunity to do something truly innovative may trump the lack of industry interest. Building a website for an insurance company might not be a dream, but scaling for millions of users could make it fulfilling. If you are finding no value in the work you do and lack any inspiration, there is probably something out there that will get you excited.
Job Tips For GEEKS: The Job Search ebook is now available in most ebook formats. Find out more here.
Generally speaking, when you walk into an interview you are at the mercy of the interviewers. Although you may be given some general information regarding the interview format and probably have an idea about the questions or exercises you may encounter, there are endless possibilities on the topics you may be asked about over a two or three hour session.
As was stated before, any item on your résumé is fair game, so one way to potentially avoid queries on unfamiliar topics is to keep those words off your résumé. Regardless of what is or isn’t on your résumé, it is quite likely that you will be asked questions pertaining to subjects that are not within your areas of expertise. Trying to fully eliminate the exposure of certain vulnerabilities is an exercise in futility, but there is one rather effective method to at least attempt to mitigate the risks.
There is an increasing trend in the technical hiring world for employers to request firm evidence of a candidate’s abilities that go beyond what a traditional résumé includes. For programmers, this typically can be achieved through a code sample. Front-end designers and developers may be expected to show off some UI or website that they built, and architects may be asked to share documents. Mobile developers may hear this more than any other group, and are routinely asked “Do you have any apps available?” as part of the vetting process.
One way to partially control the content and direction of your interview is to provide interviewers a work sample that will presumably become a point of discussion. This will turn what could be a technical interrogation into a version of show and tell. Even if the exchange about your sample only takes fifteen minutes, that is fifteen minutes of the interview where you hopefully will shine, and it is fifteen minutes less time for the interviewers to delve into other topics that are probably less familiar.
To employ this tactic, be sure to make it known at some point early in the process that you have samples of your work for review by request. A GitHub link at the top of your résumé, a URL to download your mobile app, or a link to sites that you developed are much more graceful than large file attachments. You can choose to extend an invitation to view these projects as early as your résumé submission, and when scheduling the interview you can express your willingness to discuss the projects in more detail and offer to bring a laptop with samples.
Independently volunteering to show representations of what you have produced will give an employer the impression that you are both willing and able to demonstrate the quality of your work. That act makes the applicant appear more open and trustworthy than someone who hesitates when asked for some samples. Recruiters and hiring managers alike will welcome résumé submissions that are accompanied by additional supporting evidence of a candidate’s abilities.
When you enter the interview, you can mention that you brought samples to show if the team is interested in seeing your work. This will typically be received quite positively and could lead to a deep dive into familiar territory.
This post is an excerpt from the recently released ebook Job Tips For GEEKS: The Job Search, available to purchase from iTunes iBookstore, Amazon, Barnes and Noble, Smashwords, and (soon?) Kobobooks. A sample from the iBook in PDF format can be found here.
Lately I’ve seen quite a few requests for advice from younger programmers, asking questions either directly to me or in public forums about a career decision they are being faced with that is causing some level of stress. Reddit’s r/cscareerquestions is a hotbed for this type of activity, and you might see the occasional similar post on Hacker News. After 15 years in business, I’m quite comfortabel providing insight on the potential benefits and drawbacks of say, taking a job doing mostly Python versus a position exclusively using a rarely seen proprietary language and platform, or accepting a pure technical management position versus staying more hands-on.
Generally, I want to tell all these people the same thing. If you really enjoy the work and want to be successful in the business for a long time, you should try to make decisions, think like, and become an engineer’s engineer.
I know quite a few people I’d describe as an engineer’s engineer, and most of them have some gray hairs or are young but sound like a throwback to times past. Fortunately, some less experienced developers are benefitting from being able to work alongside someone in this category, who are more often that not open to mentoring and showing the way. As a recruiter I look at and treat these engineers like gold, as they are the types that any of my clients would want to hire – plus they tend to teach me new stuff in every conversation.
Who is the engineer’s engineer?
- Utility player – In baseball, it wasn’t uncommon in the early years for players to play several positions. Specialization has happened in baseball to the point where there are now pitchers who only pitch in the 9th inning. Similarly, software development shops are now often filled with segmented roles for build engineers, dev ops, QA, architects, performance engineers, database developers, etc. The engineer’s engineer is a utility player that can jump in almost anywhere, and doesn’t see the demarcation as a boundary that cannot be crossed. Little is considered beyond the scope, and they will not want to silo themselves into a singular function.
- Initiative – If they see something that is broken, they fix it. Will automating a task make our lives easier? If so, let’s do it, and only ask permission when absolutely necessary. This requires some level of autonomy.
- Technical integrity – By this I mean that an engineer’s engineer will have some opinions about decisions being made (if this person isn’t calling the shots) and will make that opinion known when there is disagreement. Instead of just saying an idea is bad, an alternate solution will be given. This is the desire to do things correctly over taking short cuts, which is likely to conflict with the business at times.
- Can’t be bought with money or title – This group will never take a job purely based on salary or rate, and are driven by the ability to solve interesting problems and work with a strong team. Job title means absolutely nothing. In my experience, most engineers factor money heavily in job decisions and sacrifice a better career move or additional job satisfaction for what amounts to a difference of $2.00 an hour. If you’ve chosen a job based on a 5K salary difference, this is you.
- Sharing - The engineer’s engineer wants to share, whether it be information on how and why they arrived at a particular solution, their favorite tools, or anecdotes about past projects. This is based on a combination of pride in their work and interest in teaching others. Open source is often a part of this equation, where there is a desire to share your solution for the outside world to see and use.
- No limitations - The engineer’s engineer doesn’t want to have the toolset options defined and thrives in an environment where they have autonomy over what will be on their machine. Having a company mandated IDE or OS will be a turn-off, as will any roadmap listing few acceptable tech options. Heavy bureaucracy, regulation, or barriers to being able to solve problems are an issue. The shop ideally will be engineering-friendly.
- No personality conflict, less ego – Of course, many strong programmers (and some weak ones) have quite a bit of ego about what they do. The engineer’s engineer does not come across as overly self-important, and can be more humble than those much less-skilled. This group isn’t alway the most friendly or popular person on the team, but is never the most hated.
- Movement – This group wants things to be progressively moving forward with few delays. Low latency in their process and little downtime at work.
- Has the back of team members – Solidarity among other engineers is their goal, and they tend to stay above or away from the drama of interoffice politics. They are there to solve technical problems, and have no interest in gossip or attacks on others.
- Know that they are not their code – These people can separate a technical criticism from a personal attack.
- Doesn’t need to be a leader – They are often more happy when they are not in charge, and are not instinctively driven to tell others what to do.
Note: In thinking about and doing some mid-article research for this piece, I came across Paul Graham’s 2004 piece Great Hackers which identifies some of the same traits listed here as being shared with hackers. The hackers he describes should share the workplace desires and drive as the engineer’s engineer, but may not always have the same personality or behavioral traits.
Today’s software professional is under constant pressure to maintain a high skill level with an ever-changing palette of languages and tools, and the fear of potentially becoming somewhat irrelevant can be daunting. Those that do not keep up with industry trends and movements are at some risk of losing marketability, but even those that do closely follow tech news need to make choices on which skills to pursue (time permitting), which to ignore, and what methods to use in the pursuit.
The first instinct to learn something new would naturally be to find some good resources online and perhaps acquire a couple books. You can find presentation slides and videos, articles and blog posts, and even attend live meetups or conferences in addition to your reading. Over the years I have seen hundreds of engineers (accomplished and junior) that invest an extraordinary amount of time to reading about different languages and tools, many of which they may never even get to use professionally. Some even read with the goal of some certification, which they feel will demonstrate mastery of a new skill.
I have also come to know another group of technologists who are inclined to learning in a different manner. This group starts off with some amount of reading as well, which might be limited to the product documentation and a quick tutorial, and then immediately transition into a more hands-on approach. Once they have a basic understanding of a language or tool, they actually try to build something.
As a recruiter, I have had candidates do a quick study on a new language (used by the potential employer) and throw together some common interview coding problem or even a simple app in a GitHub repo. As a Java user group leader, I have had presenters build small apps to help familiarize themselves with a framework they will be describing to others, and then demo the app live. The offer to present could be “I think X looks pretty cool. I’ve read about it but haven’t used it yet, but I’ll build something and present on my experience with X. I can be ready in a month.”
It appears that many technologists are very comfortable with the reading portion of learning, but focus there too long and never get around to creating something. This seems to be common for some college graduates, who obtain a wealth of classroom experience but very little time spent doing. Even if what you build is entirely useless to the world, your creation has value. Learning by doing is not a new concept, so the educational value is obvious. What other value is there?
Marketability and interview advantage
I was prompted to write this post about book learning when I was reviewing my recruiting placements for the past year. The developers I’ve helped into new jobs over the past year have (with few exceptions) had one thing in common – a portfolio of products and code. This was rarely the case ten or even five years go, but today it has become the norm. The Android and iOS developers I’ve placed had at least one app available for download. Web developers were able to demonstrate sites with accompanying code samples. Even the programmers who focused on back end had something to show in interviews.
The biggest example of the value of ‘learning by doing’ and a portfolio is probably exemplified by the mobile app space. It’s hard to sell yourself as a mobile developer if you don’t have any mobile app to show, and “Do you have an app?” is probably the first question mobile devs will be asked. Software developers in most other areas are usually not subject to or judged on this direct a question. Put simply, mobile developers know that in most cases having an available app makes you more marketable.
Programmers who work in more secure environments, such as those who build defense systems or financial software, often find it impossible to produce a work sample when seeking new employment. Without being able to show your past work and with no personal projects, these candidates are much more liable to be subjected to a language interrogation and the game show style of interviews that many job seekers dread. Marketability may be more tied to experience and somewhat arbitrary measurements of skill instead of demonstrable accomplishment for these candidates.
Having a portfolio gives an interviewee a distinct advantage, in that the interviewee has at least some control over the topics that will arise. Walk into an interview empty-handed and the possibilities for question topics are endless, and chances are you won’t have endless answers. If a candidate brings a work sample to an interview, it will almost certainly be included in the discussion, and one would hope that the code’s author should fare better on questions regarding that sample than on questions on random topics. Even average developers should see performance improvement in interviews when the topic is their own code.
Read enough to get going, then build something. Don’t worry about whether your something is going to change the world. Save what you build, and occasionally look back and improve upon it. Bring what you build to interviews, and practice talking about your creations.