Software engineer spent 8 hrs daily applying to entry-level coding jobs for 6 months | Rejected 357x

[Ski Mask]

Even tho im currently learning web development and thought of applying won't enter mind at least until march, I wonder if it would be better for me to freelance until i can land an interview/job?

 

[JT-Money]

It's difficult. I'm currently a recruiter and you do want to hire as many people as possible. We have targets we aim to hit and would love to exceed them. On the other hand, you don't want to set people up for failure.

The recruiters look bad if the person they recommended bombs an interview or gets hired and fails out later. We've had one of our clients tell us to stop sending them people because they weren't "high enough quality". The manager looks bad if they give the candidate a shot and they fail to produce. Onboarding costs are very high.

This leads to recruiters making their searches narrow and restrictive because they don't want to get burnt. Now you're just hitting the reject button all day.

Also, companies that are open to entry level talent are usually smaller and don't spend as much to get the attention the bigger companies do so its hard for those candidates that fit to find them.

It's pretty messed up all around.

Employers and recruiting firms got caught napping and this is the result. None of them anticipated the job market turning on a dime like this. But if you asked most employees how the felt about their job. Most would probably admit they we're looking to quit for years.

I left several employers in just the last 3 years who took tech workers for granted. Now I see them spamming LinkedIn looking for any or everyone who will work for them.

Companies only have themselves to blame if they can't recruit enough talent. Get rid of your toxic middle managers running everyone off. Increase your training budgets and allow some type of remote work. This one size fits all approach for every employee kills morale.

Don't wait until a ton of workers quit to start sending out job satisfaction surveys. I'm hoping this shortage lasts another few years so I can continue to cash in on it.

https://www.cnbc.com/2021/10/29/lab...s-as-biggest-concern-for-tech-companies-.html

"Fifty-seven percent of the tech executives responding said finding qualified employees is the biggest concern for their company right now. Twenty-six percent said the supply chain is their biggest worry, and less than 20% named cybersecurity as their biggest fear".

 

[JT-Money]

Even tho im currently learning web development and thought of applying won't enter mind at least until march, I wonder if it would be better for me to freelance until i can land an interview/job?

Why not apply especially during a huge labor shortage. What do you have to lose besides time?

I hated my Boss and was ready to take a 10% paycut to work elsewhere. But instead ended up with a 20% salary increase to jump ship elsewhere. So not only did I leave this bozo high and dry. But I got paid a premium to do so.


That fool called in sick my last day at work.

He didn't want to face me talking shyt.

 

[Secure Da Bag]

Sounds about right for a coder with no experience honestly..if she would have took a tech support role for a yr or 2 with her credentials she would have had a better time..

I disagree, see below.

I'm not sure why Companies don't want to hire juniors and just stick it out with them for a few years until they improve

I mean I know they can up and leave but if the pay is right and the work environment isn't toxic retention should be decent at worst

Because companies don't understand and are not setup for actual programmers. What they want is someone who can be thrown into a 4-alarm fire without notice and put it out. Then put out random dumpster fires throughout the year. Then jump into another 4-alarm fire at a moment's notice. They are there to fix self-inflicted problems as cheaply as they think as possible.

There's a reason why the programming department in IT should have solutions architects, software architects, software engineers, and software developers. They have actual roles and are not just there for the sake of pay raises.

If you don't expect a traditional architect to go around making the blueprints, checking if the materials will hold, telling people where to build, and pouring the concrete, then you shouldn't be making software architects do the same thing. Or software developers for that matter.

 

[Snoopy Loops]

Being honest on your resume is for the birds b.

 

[Dr. Acula]

Cheong immediately used the money she had saved from restaurant paychecks to enroll in a 13-week software-engineering boot camp called Hack Reactor, where she completed over 1,000 hours of full-stack coding.

Not saying it's not hard out here but a crucial detail is not hinted at in the headline.

That will make it hard for her. She doesn't have a degree in software engineering.

 

[Leao2005]

Not saying it's not hard out here but a crucial detail is not hinted at in the headline.

That will make it hard for her. She doesn't have a degree in software engineering.

I thought tech bros said degree didn’t matter

 

[Rell Lauren]

It's difficult. I'm currently a recruiter and you do want to hire as many people as possible. We have targets we aim to hit and would love to exceed them. On the other hand, you don't want to set people up for failure.

The recruiters look bad if the person they recommended bombs an interview or gets hired and fails out later. We've had one of our clients tell us to stop sending them people because they weren't "high enough quality". The manager looks bad if they give the candidate a shot and they fail to produce. Onboarding costs are very high.

This leads to recruiters making their searches narrow and restrictive because they don't want to get burnt. Now you're just hitting the reject button all day.

Also, companies that are open to entry level talent are usually smaller and don't spend as much to get the attention the bigger companies do so its hard for those candidates that fit to find them.

It's pretty messed up all around.

If onboarding costs are high, companies need to figure out why they have attrition.

As far as OP, did she have certificates? She had no experience, so this was going to happen.

 

[Dr. Acula]

I thought tech bros said degree didn’t matter

I can't speak for other folks. I'm speaking as someone in the field. You will always lose against someone with a degree unless you have experience in lieu of a degree. She went to a boot camp and is expecting to have an easy time to get a job that plenty of degree holders who may even have internship and coop experience are seeking. She had no experience to go with it either. Her starting position is poor.

Degree isn't everything however. If you have a degree and don't have internships or a coop or a significant amount of projects you can show off before you graduate you're going to have a hard time

 

[HoldThisL]

Companies being cheap with their training money & them wanting to hire a person who has to wear multiple hats too. shyt sucks

You really gotta build a portfolio with multiple projects that are not too easy.

 

[daboywonder2002]

She has a degree in business admin. Why not work in the business field at a major company. Then once you're in, try to cross over to the tech side.

 

[Cynic]

She has a degree in business admin. Why not work in the business field at a major company. Then once you're in, try to cross over to the tech side.

She's a moron.

 

[NZA]

I'm not sure why Companies don't want to hire juniors and just stick it out with them for a few years until they improve

I mean I know they can up and leave but if the pay is right and the work environment isn't toxic retention should be decent at worst

probably because many employers want a low pay, high toxicity environment.

 

[Mike809]

She was competing against people with actual computer science/stem degrees ...of course she was going to struggle lol.

 

[Secure Da Bag]

probably because many employers want a low pay, high toxicity environment.

This

• Secure Da Bag
• May 29, 2019

Preach, breh, preach!