Dice - Using Stack Overflow in Your Job Search

If you're on the lookout for a new job, there are several things you can do to make your hunt more successful. Number one is to make sure you have a tight resume that has been recently updated, and then translate that to networking sites like LinkedIn. For programmers, another is to get involved on Stack Overflow. Why? Because recruiters use it to determine whether your skills and personality will be a good fit for certain roles. Read more.

(Dice) – Using Stack Overflow in Your Job Search

How much can a recruiter learn about you from a question-and-answer session? A fair amount, it turns out, which is why a number of them turn to Stack Overflow when they’re searching for candidates for tech roles.

Some recruiters believe that reading through profiles gives them an opportunity to get a sense of a candidate’s technical expertise, how they approach technical challenges, and their skill at communicating with others.

Most agree that the site can be helpful in creating a full and balanced profile of those they’re trying to match with an open role. Stack Overflow’s strength, they add, lies not in its ability to search for candidates (most agree its tools are too limited for that) but in the help it can give in deciding whether you have the skills and personality to fit with the demands of particular job.

Read the full article here… 

TechBeacon - 5 killer questions software engineers should ask on their next job interview

When you go on an interview, you shouldn't just be answering questions--you should be asking them as well. Seasoned interviewees may already have a list of go-to questions for every potential job opportunity, but there are five that every engineer should always bring up. Rivi recruiter  Tonya Shtarkman (and others) share them in this TechBeacon article.

(TechBeacon) – 5 killer questions software engineers should ask on their next job interview

Maybe you're a JavaScript superstar who has taken down your LinkedIn profile to stop those annoying headhunter calls. Or maybe you're an everyday, solid player who gets "only" two to three nibbles a year.

Regardless of how often you find yourself going on a job interview, these five questions every software engineer should ask will help determine if you'll be happy for the long term.

What's your culture?

You'll be living with the beliefs, values, and behaviors of your coworkers 10 to 12 hours per day. Does the corporate culture value technology, respect software engineers, give them a say in product development, and offer the freedom to do their best work without micromanagement?

Read the full article here…

 

Always Meet For Coffee: Don’t Pass Up Career Opportunities, Even When You’re Not Looking

Job momentum in the technology sector shows no signs of slowing down. In 2014, the San Francisco metro area reached statistical full employment, and science and technology is considered one of the top performing industries. Additionally, software engineering consistently ranks highly among careers based on compensation and job availability – so how can you best leverage this pool of opportunities to further your own career? In short – always meet for coffee.

If you’re an engineering executive, you’ve likely experienced firsthand the increasing volume of calls from recruiters pitching new opportunities, colleagues touting hot new startup ideas or a VC connection that’s hoping to chat with you over coffee. You might be prone to say you’re too involved with another project to consider deals, but that’s the wrong move. The market has never been riper with opportunity for new engineering leadership and you will never know when that perfect opportunity, with tough challenges, an inspirational leadership team and big financial upside, is available if you don’t keep your options open.

Even if you’re not actively considering new career opportunities, don’t shut yourself off to exploring your options. The case for coffee:

This advice really applies to all career paths – if someone is interested in speaking with you about a job, do it. At the end of the day, you’ve got nothing to lose and potentially the world to gain. So take the meeting. And for you non-coffee drinkers: now would be a good time to start.

Quartz - Recruiters use these signals to determine when someone is ready to switch jobs

Here's stating the obvious: The best engineers are often already working for another company. How, then, is a burgeoning tech startup to get its hands on said engineers? For one, it's good to know when these people might be ready to jump ship. There are a variety of signals that can help you determine when someone is ready to switch jobs. Ali Behnam talks about several in this Quartz article.

(Quartz) – Recruiters use these signals to determine when someone is ready to switch jobs

In Silicon Valley, there are two universal truths for tech companies: The first is that finding office space is hard. The other is that finding good engineers is really hard.

Tech recruiters certainly have a tall task in front of them: With a firm cap on visas for highly skilled foreign workers, a large source of the talent pool comes from those who are already gainfully employed with six-figure salaries and used to perks like free lunches, on-site haircuts(paywall), and monthly maid service.

In the face of these challenges, Ali Behnam, managing partner at the recruiting firm Riviera Partners, says his company’s strategy is to figure out when potential candidates are ready to switch jobs—often before they know it themselves.

Read the full article here…

WSJ - Google Takes Stricter Approach to Costs

Those who want to work at Google may find that getting a role at the company is tougher than ever. As Google continues to grow, it's focusing more on efficiency and less on adding heads--particularly as profit margins shrink and shares remain flat. The company hiring has ebbed noticeably in 2015, but it is still aggressive about retaining employees, as Ali Behnam notes in this WSJ article.

(The Wall Street Journal) – Google Takes Stricter Approach to Costs

Google Inc. is slowing down as it grows up.

With revenue growth ebbing, profit margins shrinking and shares flat, Google is curbing hiring and seeking ways to run its sprawling empire more efficiently, according to recruiters, venture capitalists and others familiar with the matter.

New Chief Financial Officer Ruth Porat, who joined the company in late May, is active in the effort. Ms. Porat, who reduced expenses and reallocated capital while CFO of Morgan Stanley, is involved in an internal audit examining costs, revenue and accounting systems, according to one of the people. She is looking to make her mark on what has become a more stable but more complex company, another person said.

Google will offer an update on its expenses on Thursday, when it reports second-quarter financial results after regular trading hours and Ms. Porat is expected to speak during a conference call with Google analysts for the first time. The company declined to comment for this article.

Read the full article here…

Stay Scrappy: How to Recruit World Class Software Engineers When You’re not a Mega Tech Brand

In today’s competitive talent marketplace, it may seem impossible for a small tech startup to attract top notch engineers. But nothing is impossible, and a little recruiting know-how goes a long way. Heed the following advice and you’re hiring experience will be a whole lot smoother.

You Have to Pay to Play

It’s a candidates market and competition is fierce and the competition will pay up. As with any industry, if you want high quality, you have to pay the premium. Keep in mind that the cost to hire one A+ workhorse is more affordable than the cost to hire two or three less experienced engineers that would make the same impact.

But Remember: Time is Money

It’s true that most engineering base salaries for smaller startups range between 100K and 160K in addition to various equity amounts or stock options, sign-on bonuses, agency fees, relocation expenses, benefits--for a top level engineer, some companies spend north of 200K per person. But the most significant expense is people’s time. Companies can raise another funding round, bring in more revenue--but you cannot get the time back the team spent with someone you are trying to hire.

So analyze and interview candidates as quickly as possible. The quicker you can get to a yes or no, the less time you spend and fewer cycles your team spends in the process. Don’t let offers hang out there--instead, put a 48 hour expiration date once the candidate is ready to see an offer. Either the person takes it or you move on to other people.

Steer Clear of the Facebook and Google Set

When it comes to big, established companies like Facebook and Google, it’s very  difficult to compete with what they offer: amazing campuses, catered food, catered lifestyle, family benefits, huge scale and reach of their work--not to mention compensation packages that are in the millions for the top people

And of course, there’s the dreaded counter offers in the 6-7 figure range that keep employee retention easy. Alternatively we look for people that used to work at at these companies who have since transitioned into a startup.

Remember: Perks Are the Norm

Silicon Valley is known for its crazy perks. Free food isn’t so much a perk but a requirement for most startups now. Fairly common perks these days are unlimited vacation, work from home flexibility, season tickets to various sports teams, and important family medical benefits.

One of the most unique offers I witnessed included getting candidates’ children into top private schools. The company leveraged their investor network and was able to pull strings. It’s highly recommended to dive into your network to see who can help you close.