Introduction Software engineering job search has become a rollercoaster ride lately. You’re not alone if you’ve been sending out countless applications and hearing nothing back. It’s frustrating, demoralizing, and a waste of your valuable time. But what if there’s a better way? Why the Job Market Is Tough Right Now for Software Engineering Job Searchers […]
The Current State of Software Engineering Hiring The recruitment landscape for software engineering jobs has increasingly become a complex arena where both candidates and companies face significant challenges. The typical hiring process often stretches over an extended period, frequently lasting up to a month. This protracted duration is primarily attributed to the rigorous interview process, […]
Hiring the right people is crucial for any company’s success, regardless of its name, size and industry. But what if some of the hiring practices are unintentionally unfair? As a software engineer, I’ve seen firsthand how factors unrelated to a candidate’s skills or experience can influence the hiring process. One simple change can help make the process more equitable: sharing salary ranges in job descriptions.
If you’ve been on either side of the software engineering hiring process lately, you might have noticed a disconnect. Candidates are jumping through hoops, solving abstract algorithm puzzles, and enduring marathon interview sessions—all for roles that seldom require those specific skills in day-to-day work. As someone who’s participated in over 100 interviews, I’ve experienced firsthand how these practices can hinder both candidates and companies.
Let’s talk about something many of us have experienced but not often discussed openly. Have you ever wondered why so many technical interviews focus heavily on data structures and algorithms (DSA)? Especially when, more often than not, these aren’t skills we use daily in our jobs. It’s like training for a marathon but then only ever needing to sprint!
In the fast-paced world of technology, where yesterday’s innovations are today’s history, there’s a secret ingredient that’s transforming bright-eyed mentees into tomorrow’s industry leaders. That ingredient? Mentorship.
So, you’ve got your eyes set on the prize — landing a job at one of the FAANG/MAANG companies. For those in the loop, that’s Facebook (well, Meta now), Apple, Amazon, Netflix, and Google. The big leagues. The dream gigs. But here’s the thing: getting through those interviews is like trying to crack the Da Vinci Code. Without the cryptex. And that’s exactly where a mentor comes into play. Let me break it down for you.