Feedback on career direction

[Origisaurus]

In order to get anywhere *near* hiring managers, you HAVE to say something about your expertise with the tool chain that they want to use.

It's QUITE rare that not even a casual commitment has been made to certain technology.

And you cement your reputation with a new prospect by appearing to understand the ins and outs of that technology.

The hiring party is already "general". They NEED and WANT "specific". It's reassurance that the person can deliver.

However, the gist of what you are saying is correct. A garden variety techie is obvious about wanting the chance to flex his technical muscle. The higher paid senior type will talk "whys", planning, strategy, how much money they have to spend, market windows, etc.

What you say is also correct, IF you are talking to certain levels of management.

The higher the level, the more business-y presentation is needed.  And vice versa, as long as you keep yourself above the level of the really nerdy types, whose pay grade you don't want anyway.


Better to be a "tyre bowler".

[The Gorn]

What you say is also correct, IF you are talking to certain levels of management.

The higher the level, the more business-y presentation is needed.  And vice versa, as long as you keep yourself above the level of the really nerdy types, whose pay grade you don't want anyway.


Better to be a "tyre bowler".

You're oblivious. Slinky has no management experience.

He's looking for a hands on implementation J. O. B. The level of players that you are describing will not be involved in that kind of hiring process.

This is pure thread drift. Please restrain your Walter Mitty impulses. The guy is looking for a programming job.

[Slinky]

However, the gist of what you are saying is correct. A garden variety techie is obvious about wanting the chance to flex his technical muscle. The higher paid senior type will talk "whys", planning, strategy, how much money they have to spend, market windows, etc.

This is exactly what I've been doing. Unfortunately, the interviewing parties get stuck on the "You don't have FrozzBuzz 2.3.1.1.1.1.1, even though you can do our other requirements in your sleep."  Another thing that senior people can do is offer alternatives to the different technological bottlenecks in the company's plate. That is one thing that I'm very good at as well. Again interviewing parties have fingers in their ears and refuse to acknowledge the alternatives as viable solutions. This is extremely frustrating. 

It's like having the advantage in hiring gives managers license to ignore good practices, pay their employees peanuts, and be petty tyrants. Then they wonder why people jump ship, the minute something minutely better comes along. 

[The Gorn]

This is exactly what I've been doing. Unfortunately, the interviewing parties get stuck on the "You don't have FrozzBuzz 2.3.1.1.1.1.1, even though you can do our other requirements in your sleep."  Another thing that senior people can do is offer alternatives to the different technological bottlenecks in the company's plate. That is one thing that I'm very good at as well. Again interviewing parties have fingers in their ears and refuse to acknowledge the alternatives as viable solutions. This is extremely frustrating. 

...exactly as I was admonishing Origisaurus.

I know exactly what it's like out there.

I think what hiring parties really go out of their way to do is to marginalize talent by commoditizing it. If they can hang a label on you that amounts to an "attribute" like some language skill, then they can "objectively" rank you.

Because demonstrated ability to GTD is unquantifiable. The hiring party can always say "but your past success just doesn't matter here. We start everyone on the ground floor!"

Assss-holes.