I’m a founder and CEO of a tech recruiting agency that’s been around for more than 13 years. I’ve gotten to work with thousands of companies and many more thousands of engineers over the years. Here are some areas where I can provide some advice: -How do I know if a recruiter is the real deal? -Misinformation about interviewing and what hiring managers are really looking for? -Strategies for negotiating the best offer. -How to optimize your job search / interview processes I’m open to answering anything related to recruiting within my knowledge! I’m also aware that our industry has a mixed reputation and I wanted to post this AMA to shed some light. Ask Me Anything! ------------------------------------------------------------------------------------------------------------------------------- Thank you all so much for your earnest questions! We’re happy to connect with you further and hear out any additional questions and help you land your next opportunity. We can be reached at info@yourcadre.com
I have a deadline on another offer but I haven’t heard back from my top choice -- what should I do?
Hopefully you were transparent about your timeline and other processes in place. This would set the right expectations up front. If you're working through your recruiter, go through them. Otherwise, contact your top choice company and let them know the time constraints you have from the other offer. Let them know you would appreciate them expediting the process one way or the other, but communicate it in a way that conveys your excitement about their product over your existing offer. Sometimes timing doesn't work out. If your top choice isn't or can't move fast enough, then you have to make a judgement call.
Also it’s not the most ethical thing to do but you can always accept an offer and go with your top choice if they eventually extend you an offer. Again as I said it’s a little unethical and might burn a bridge, but it’s more important for you to find the right job, than it’s for the company to hire you specifically.
How DO you know a recruiter is the real deal?
Assuming this is the first point of contact: Was it a personalized reach out? Did they acknowledge your background accurately? Did they pitch you a role that seems relevant (stack ,location, vertical)? Did they sound knowledgeable on the phone to add value to your search? Are they talking at you or with you? Does it feel like a conversation or an interrogation? Are they transparent? Do they know the in’s and out’s of the particular job they are pitching? They should never come off as merely a lead generator for a company.
Treating a candidate like a person rather than a commodity should be on that list. After the technical prowess, the ability to be likeable and make a candidate feel like a champion for the right role.
Three weeks ago I had an on-site interview and the company recruiter said he would be in touch in a few weeks. I emailed him yesterday but no reply on status following onsite interviews. What could be going on? How should I approach this? Eager for a status.
If your recruiter hasnt gotten back to you, they might not know the answer either, or the company passed. (there are some bad recruiters who ghost) I would loop in other hiring managers/internal recruiters you met during the onsite on your follow up email asking about status. Dont sound too desperate, and dont be intrusive. Sound eager and curious.
Thanks a lot!
What are the best pre-ipo companies where swe’s are flocking to?
It's less about specific companies, it's about verticals. There's an overwhelming draw to altruistic companies, autonomous vehicles, computer vision, machine learning, AI, etc. Candidates are (more than ever) trying to use their existing experience to get their foot in the door with companies that will let them grow in a new capacity.
What are some altruistic companies, and why is it more appealing now?
Since you work both SF Bay and LA Markets, what differentiators do you see in the hiring process and/or founders running these companies?
LA: Startups tend to value culture, individuality and are willing to take risks on raw potential. LA has more first time founders. Interview processes tend to be more individualized to the company, meaning there might be more variation from company to company with the interview steps they require. SF: Startups tend to value education, pedigree, work experience/reputable engineering organizations. There is a more standardized interview process (intro, tech, onsite) and companies tend to have built out internal recruiting teams with an emphasis on metrics + conversions. SF has more founders that come from FAANG companies and/or prior exits under their belts. This makes sense due to the maturity of the Bay Area market.
How do I get into FAANGMULA without Leetcode ?
I was let go and it had nothing to do with performance after only a few months of service. Finding it difficult to get beyond gatekeepers because it looks like I am hopping. How to address in an application or resume. Also when are company hiring most
Sorry to hear you were let go :( What reason did they give? When you're applying for a job, there's usually a place to upload a cover letter that can give context to your resume. You could utilize this space to explain circumstances and reasons for short stints. I'd also recommend working with a recruiter and honestly explaining the whole story to them. Most recruiters work closely with their hiring managers and can explain the situation so you're given a fair shot at being considered. Some common reasons we hear for “hoppy” resumes are that a company’s funding dried up, teams were restructured shortly after joining, the company’s priorities pivoted, or a toxic culture that couldn’t be ascertained from the interview process. The most important thing is to be confident in explaining what happened. Never badmouth a company and - if you were let go - demonstrate self-awareness as to why it didn’t work out and what you learned. As for hiring, we tend to see a significant uptick starting in late January and through Q1 (after budgets are approved) and another spike late summer/early fall. However, we see tech companies aggressively hiring year-round, depending on their goals.
What type of research should candidates do before negotiating? Follow-up, what are some good/reliable resources that you recommend?
In terms of data, we often leverage our own offer data, as well as tools like Levels.fyi and Hired’s Salary Calculator. This will help you get a sense of what the market looks like overall. After your research it’s critical to definitively know what you are looking for (real numbers with your absolute minimum and your target). Communicate your target to the company and don’t lead with your minimum. Asking for “market rate” leaves it open-ended and we don’t advise it, contrary to what you may hear. How a company determines their “market value” varies dramatically based on funding stage, team size, equity pool, etc. Ask your recruiter what type of offers they have given in the past for a similar role, or what range they are targeting/budgeting. Ultimately, it’s a waste of time on both ends to go through a time-consuming interview process just to find out at the end that they couldn’t hit your compensation expectations.
@ct2020 If recruiter tells candidate that it is one of the best offer he has seen in a while, is it a lie or the truth?
I just read this post on Blind and this person says these were his/her mistakes while negotiating and ended up getting lowballed. https://www.teamblind.com/article/Got-an-offer-from-Google-Here-are-the-mistakes-that-you-shouldnt-make-XuFq35NS 1. Revealed my current TC in all it's glory (including pay slips, stocks etc) 2. Didn't approach multiple companies while interviewing - FAANG usually match offers, and it gives you more power to negotiate. 3. Did not negotiate too much above the initial offer 4. Worried more about Base Salary, when I could've asked for a Joining Bonus or more RSUs 5. Said yes too early What are your thoughts about this?
Before I dig in, I’d like to preface that negotiations strategies differ depending on size/stage of the company. Hard to generalize but I will do my best. 1. Revealing your total comp in all its glory is not a bad thing, but be VERY clear if you're looking for a bump or if you're going to a smaller company, that you're open to negotiating with equity. I wouldn't consider this a mistake. 2. Not everyone has the opportunity to interview with FAANG companies, so this isn't always relevant. Regardless of FAANG, if you're serious about your job search it's always a good idea to interview with multiple companies. There's experience to be gained in all stages from the interview process that will help you find the best possible fit. Best case scenario you receive multiple offers that can be used as leverage, but you can't guarantee your top choice is going to, or able to match due to personal performance, company stage/funding, etc. 3. If comp expectations are already set up front, there's no need to negotiate grossly above the initial offer. If you have a better offer you're considering for a similar role at a similar company, there may be leverage. 4. Understanding total comp and the earning potential it merits should be primary over base comp, but it varies based on a candidate's individual needs and cost of living. When you receive an offer, it's a good idea to get on a call with someone at the company to discuss what the total comp/RSUs/equity will look like for the foreseeable future. 5. This is situational, but it's never a bad idea to show excitement about a role you plan on accepting. If you have other interview processes you're more excited about, don't accept the offer. Alternatively if you love the company and the offer has an expiration, you may not have the chance to wait it out.
A key mistake was to confuse it's and its.
My brother just graduated from a coding bootcamp but he's pretty worried about how that'll be perceived by employers. What’s the perception of engineering bootcamp grads?
Most startups do not prioritize bootcamp grads because they're not able to hit the ground running. Companies with infrastructure in place to train junior employees can accommodate bootcamp grads, but they aren't prioritized simply based on the fact that they don't have experience with working with product at scale.
Are there any alternatives to bootcamps that you'd recommend?