Convener: Mel C.
Notetaker: Deidre S.
Dianna – coming back into the programming workforce after a 10 year hiatus – where to start? they all want full stack in everything, that’s not possible. It’s intimidating.
CB – I run a company Community Bridge – do a video. competition is young white men who are willing to work for free, vs my 20 years’ experience and diverse background
Michele – ios programmer
? – full time worker part time grad student software eng want to transition to engineering job, not sure how
Amy – founded a company, need to hire, don’t know how to judge someone with a different background from mine ie marketing
Amanda – first year Cal student – looking for internship, but not getting good response at career fairs
DeirdrÃ© – don’t know how to define what I do
Paul – MS recruiter
to CB: stop trying to compete with the young boys, rise above it, raise your rates – Michele we raised our rates twice last year, attitude drastically changed. Don’t compete at the lower rate. Get recommendations from clients and make them very public.
Ask “What do you need done?” – be a consultant, “What are your business problems, what needs to be done?”
Mel – I charge 25-30% as a recruiter, more than the industry standard 15-20%
stop trying to match a specific job description. Find what you want to do and what you’re good at. Write down your brilliant ideas, compliments you’ve received on what you’re good at. Practice repeating those back to other people.
Get the jargon from the company you want to work for, ie job descriptions, and put it into your resume
reality is that very few people find work by applying cold via a job site etc. – we get jobs via contacts
work your network, go to meetups, hackathons, etc.
have recruiter friends
figure out what you want to do and make a pitch for it, individualized per company
quantify as much as you can what you’ve done – “decreased time to delivery by x%” “launched this product”
if [you’re a programmer and] you don’t have a GitHub, for god’s sake get one
build something, do something, build a sample app using their API,
send that to the project manager as well as or instead of the recruiter
Women Who Code – needs volunteers, 6 events per week, hackathon every weekend
how do you look without letting your current colleagues know you’re looking?
update LinkedIn frequently, especially your summary – that way everyone in your network sees it
write a recommendation for someone else
Dianna: I put generic email at top of my profile, personal at the bottom to see who actually reads all the way down
how to tell if a recruiter is good?
if they start with “Tell me what you want to do”, then continue the conversation
look for one with 7-10 years or more experience
their email should be very tailored to you
get the recruiter to tell you why you are a good fit for the job
startup job descriptions will be vague, often they have to be
Paul: I look at resume rather than cover letter
name, title, what they’re looking for, what they’re currently doing
is it ok to say here are my strengths and weaknesses?
yes, especially to a smaller company – find the decision-makers and pitch directly to them
your pitch should be what you want and what you have to offer
if it’s been a long time since you’ve built something, go build something
join organizations ie triathlons to meet more people
search on indeed.com (it scrapes jobs and resumes) – especially for small jobs – or simplyhired
whitetruffle (but there’s a lot of noise there)
LinkedIn in training for journalists said that you can tell who’s going to have an opening in a company because people are shuffling around
tech is the top of the recruiting food chain right now
do something memorable
hobbies and interests are important – especially if they are exceptional
keywords : responsible for, led, implemented
summary of skills is useless – show in an actual job where you did it
“we shipped this product”
if something is not relevant to what you want to do, take it out of your resume / profile
have a concise consistent narrative in your own voice