I think this is approximately the optimal way to play the job search process as a candidate: https://www.utsavahuja.com/p/d2039b6a-2592-4ef6-8740-a03076fd315e/ … Note in particular being organized, treating it as a sales pipeline, pursuing multiple offers in parallel, and practicing for interviews.
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Because the tech industry is fundamentally unserious about how it attracts and evaluates candidates, this is not nearly as rigorous as lead qualification by sales organizations, which generally have a defined methodology and checklist by the time they're large and sophisticated.
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One part of that lead qualification practice is "Does this candidate *feel like* the sort of candidate I will regret our peers scooping me on?" and aggressively frontloading "I am a plausible candidate for high status employers" moves you way up that ad hoc gut feel gatekeeping.
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In the instant case, the candidate used this to bypass the team screen, which is almost certainly to the candidate's advantage, since the team screen at most orgs only exists to *cheaply generate negative signal on 50%+ of applicants.*
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This is so known to be true that some organizations have *formalized* pathways to skip that (and other proceesses) for favored candidates, and many more have informal methods to circumvent the formal processes. A repeatable way is to get someone internal enthusiastic about you.
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If you think "Hmm plausibly these sort of hidden shibboleths have distributional consequences with respect to offers received because if you went to Stanford or otherwise have network advantage then 5+ people already explained how the world actually works" then you are right.
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I tried to look up "lead qualification". It's the process of filtering potential clients into those who are worth spending more resources trying to turn into actual clients. Is that correct?
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Directionally accurate. Recruiters want to generate hires (subtype: hires the organization won't regret, although many orgs can't actually feed that back to the recruiter). This incentivizes them to concentrate efforts on best candidates. "Be seen as being that candidate."
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Understanding that recruiters' incentives are to get people hired really helps positioning yourself. Being transparent about other itws and offers you are getting really pushes you through the process faster and up your numbers.
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The amount of time I've heard a recruiter say "We know this (great) candidate is getting an offer from X, we know how much they usually offer, so we need to match" and decide to match, sometime pushing numbers 50% up, was incredibly valuable!
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There’s a big problem in nontechnical recruiters interviewing technical people and not understanding what skills are crucial and what skills can be learned/aren’t crucial for the role
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As we went over my resume which contains 0/4 roles where I was hired to use technology I had years of paid experience with, a head of talent explained to me that just like all other tech companies they could only hire candidates with 3 years of experience using X framework
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