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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(Suffice it to say that I am astronomical units away from believing the tech industry has a rationally constructed process for attracting, evaluating, and closing candidates, but given that the equilibrium is where it is, this is—descriptively—how to play game well.)
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As I think about this more I almost want to provide an annotated version to show what is (probably) happening on the other side of the table which explains some of the candidate's experience.
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Example: this anecdote is a) widely replicable at many high-status organizations, b) indicative of a strategy you can actually use, and c) absolutely crazymaking for me.pic.twitter.com/ioTGDUlecP
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Recruiters, including internal recruiters, are far more akin to sales professionals than most candidates model them as being. Early in the conversation, a recruiter will often implicitly or explicitly run lead qualification on you.
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Replying to @patio11
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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(And/or optimize one's hiring conversation to largely not use the recruiter but to talk to decisionmakers directly and use the recruiter for logistical support only.)
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