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Inside the War For Top Developer Talent 238

Posted by Unknown Lamer
from the where's-my-pony dept.
snydeq writes "With eight qualified candidates for every 10 openings, today's talented developers have their pick of perks, career paths, and more, InfoWorld reports in its inside look at some of the startups and development firms fueling the hottest market for coding talent the tech industry has ever seen. 'Every candidate we look at these days has an offer from at least one of the following companies: Google, Facebook, Twitter, Square, Pinterest, or Palantir,' says Box's Sam Schillace. 'If you want to play at a high level and recruit the best engineers, every single piece matters. You need to have a good story, compensate fairly, engage directly, and have a good culture they want to come work with. You need to make some kind of human connection. You have to do all of it, and you have to do all of it pretty well. Because everyone else is doing it pretty well.'"
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Inside the War For Top Developer Talent

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  • by Taco Cowboy (5327) on Tuesday December 03, 2013 @04:17AM (#45581769) Journal

    The number one problem is many top brains burned too brightly and sometimes they burn out too fast

    I've been in the industry since the 1970's, have had worked with geniuses that could out-produce a contingent of code monkeys for any given task, and I've seen too many cases of burn-outs amongst those top brains

  • by quietwalker (969769) <> on Tuesday December 03, 2013 @05:53AM (#45582015)

    I remember prepping for interviews where there were 30 applicants for every opening, and each of us competed for low pay, a random grab-bag of on-site 'non financial incentives', with zero focus on the work environment or corporate culture, and where your only chance to stick out was to make a strong human connection.

    Now it's shifted the other direction, but devs - don't be lax. If you're any good, you've already been approached by at least 3-4 recruiters a week via phone & email. Do not blow these people off. In a few years, they could be your best friends. Write a short letter that includes that sentiment: Sorry, not now, but please keep me in mind when a position pops up, because my situation may change It doesn't hurt to ask them if you can forward it on to friends or ex-coworkers who may find it interesting either; it increases their interest in you, and most companies provide referral bonuses even to folks outside their company structure - I usually cash in 2 or so of these a year. I like to ask them too, what their focus is - for example, some look more for admin and general IT, some for java or C# devs, some for embedded devs, and so on so I can send them good candidates.

    Once you have a list of non-robotic/non-spam real actual recruiters in your area, when someone you know does indicate they're looking for a job, play matchmaker. Send them to the folks on your list. Tell the recruiters to expect to hear from so-and-so. Grow the professional relationship.

    It's not just about the occasional free lunch. Once, when I was part of a large contract for a company, there was an emergency meeting as our contract had been cancelled out of the blue, and some 200+ of us were effectively laid off. We all shuffled into a big meeting hall to hear about COBRA insurance and such, and after the first 15 minutes, one of the recruiters comes over to me and says, "Oh, you don't have to worry about this stuff; they still need 2-3 folks, and you're one of them. Technically you'll be unemployed for a week and a half, but we got you a pay raise and more vacation time. No need to interview, we're just shifting you over. Congrats!"

    Sure, without my technical skill, I wouldn't have been considered, but out of the some 100 or so with that same skillset in the group of 200, they picked me because they knew me personally. I had brought them 3 new hires, and about 5-6 potentials that didn't get hired. When we had lunch meetings, we spoke about the employment environment, and what it looked like from our perspectives so they could better market jobs. When they had candidates, I made myself available to answer working environment questions, things like that.

    Basically, I had value to them more than just the contract, and they knew it. So my name was at the top of the list when it came time to hand out the more rewarding jobs or christmas bonuses.

    So the tl;dr: Software devs would do well to nurture your relationship with recruiters, because it could pay off in the long run.

  • by Anonymous Coward on Tuesday December 03, 2013 @05:55AM (#45582029)

    Which is not allowed. IIRC Google, Apple et al have been convicted of fixing the software engineering job market,

  • by QuietLagoon (813062) on Tuesday December 03, 2013 @08:40AM (#45582463)

    With eight qualified candidates for every 10 openings

    To me that means that the companies are being far too selective and / or not using screening methods that reflect positive employment outcomes.

    As google's selection process [] has shown, rejecting qualified candidates just because they do not do well on some obscure testing hurdles is not the way to find qualified candidates.

  • by NotSoHeavyD3 (1400425) on Tuesday December 03, 2013 @08:42AM (#45582475)
    Funny, that's not my experience up here in the north east. What I basically find is there's 3 or 4 jobs that every recruiter tries to drop on me. (Which makes for very short conversations.) I think I've been asked about 1 company from at least 5 interviewers.(I interviewed there and didn't like it btw.)
  • by K. S. Kyosuke (729550) on Tuesday December 03, 2013 @09:49AM (#45582869)
    And the ad system. And pardon if I'm too blunt but doesn't the "miserable failure" that is their autonomous car actually drive safer than your average redneck behind the steering wheel these days? It's certainly a better driver than I am. Also, many less well known but still important things like the book scanning project evidently work. A lot of research went into digitization. And that's what got us Tesseract 3, if I'm not mistaken. Also, Chrome.

When in doubt, mumble; when in trouble, delegate; when in charge, ponder. -- James H. Boren