Tech Hiring Practices

The problem there is not with your Github contents. The problem is with the kind of HR staff who are not technically knowledgeable enough [1] to understand that skills in other domains can translate to skills in the needed domains. Should consider looking for jobs where the technical leadership do the hiring or at least have a large say in it, as in, they are the ones who vet you technically, not the HR. Many HR people just use a buzzword match (Java 5 years exp? no? out!) and reject blindly bas

C’mon. HR doesn’t have a clue of what they’re asking for. Anyone with a little of experience in the IT industry knows that:1. You’ll need to put whatever is needed in your CV to pass through HR2. You can explain yourself to the actual tech people who interview you in the next stage. For example, if you know Ruby and RoR, but there’s an excellent opportunity to work in a cool product for a company that does Python and Django, well, apply! Obviously you’ll spend a couple of days with Python

I hear what you're saying, but there were several posts and job ads in the who's hiring thread the other day saying "we don't care if you know $technology_in_our_domain, we want quick learners who understand concepts."

Why does working in one technology prevent you from getting a job in another one?

In my experience and opinion I think no employer will ever look down upon a particular technology that you know.What they might look down upon instead are some characteristic traits that they might find in you. For example: passive, not enthusiastic, no ambition etc.If you show enthusiasm and passion for what you do, the employer won't hesitate to hire you because everything is learn-able if you have the will.

Yes, but the problem is non-technical recruiters. They want to be looking for a "Java programmer" or an "Elixir programmer". If you tell them that a good programmer is a good programmer in any language, and that they need to look at what the person has actually achieved, they won't be interested. Keyword-matching on Linkedin is a lot easier.

Look it's okay to not know what every language does, or which library is doing what.But a lot of them are not even using the tools at their disposal correctly or are just being wildly dishonest and incompetent, a few examples:-In the past 2 weeks I got contacted 3 times for expert JAVA/JEE jobs, java is NOT on my resume/linkedin/github, you don't have to know what it is to search for a keyword-I got contacted for a Senior SRE role by a DECACORN, and actually inv

I've hired a number of people. I'm usually not too picky about knowing a specific technology. I'm more interested in the soft skills, as well as proof they'd be able to pick things up quickly.My reasons for NOT hiring someone:- can't communicate well. I always ask them to draw something (like an ER diagram) and explain it.- doesn't show examples of initiative- doesn't seem passionate about career choice- no examples of previous work- (for rece

My advice would be, talent /= experience.I'm sick and tired of companies being super picky because I don't know their technology stack or maybe just one element, they don't even offer a technical test these days.I wont learn Cassandra or Scala because they are popular on super-webscale sites, I did, though, learn Haskell, Node, MongoDB, Redis, Python, Ruby, not because they teach that in college. I think that tells you I can learn other technologies.But I get a feeling - in many intervi

You are thinking like a founder, you need smart people to solve problems, not a react engineer, or a vue engineer etc.Most job postings are usually created by recruiters that get details from the teams on what skills are needed. So the ads read like an ingredient list of sorts.And like you said, the job ad needs to state what the responsibilities are and should detail the current stack so people know what they are applying for, but that shouldn't be used to exclude quality candidates