It's strange because economically, tech is roaring back and the job market is tight as ever.

Are employers hedging against this perpetually 6 month away recession? Is there a shift from growth mindset to value mindset?

There was also a concerted effort from major tech employers to depress wages to control costs. They don't need to directly talk to each other to plan it, they state it in their earnings calls.

For private VC tech, interest rate increases mean the next funding round will be much harder to get

The most economically efficient companies in my career always make it insanely hard to add head count to the team. They tease you with "might get a head count next quarter". Then frequently freeze the head count during your search. They are trying to squeeze as much as they can. I'm not saying this is a pleasant working environment, but it is very good for the bottom line. Also, it is sometimes more efficient for them to give modest pay rises to best performers off-cycle to motivate them to work even harder.

In the past, I would have also found it strange to see tech blowing up in a tight job market. After a decade on the team-building side, though, I feel different.

Interviewing and onboarding are a huge distraction. Interviewing and onboarding done well require hours of attention from the more senior folks on your team.

When a company is hiring, the senior folks involved might be spending 6 hours a week interviewing. For example, I might have 4 45-minute interviews, another 15 minutes prepping for each interview, 15 minutes writing up feedback for every interview, 30 minutes in hire/no-hire discussions for candidates who are close, and another 30 minutes in hiring or interview meta-discussions.

Onboarding takes even more time. If I'm a new hire's onboarding mentor, I'm likely spending their first couple of days close by to answer any and all questions. After that, my work is frequently interrupted for a few weeks as I help them through issues (totally legitimate issues, BTW). We'll be spending extra time pairing with the new hire during the feature development process. Code review for new hires' code takes a lot longer, too.

When you factor all that in, a hiring freeze can realistically free up 10 or more hours of experienced employees' time every week. These are some of the most productive employees on the team.

In that context, it's not especially surprising to me that giving the most productive engineers 33% more productive time would lead to rapid improvements for tech companies, in the short term anyway.

Of course, in the medium-to-long term, a company that's not hiring is building up a huge "personnel debt" that is going to come due eventually. The product improvements will lead to new business, more clients will require more support, the new business will lead to more feature requests, and some employees will move on. The company will find itself without enough personnel to make headway on their product. Then they will have a hiring blitz where they wreck everyone's productive time and the team culture. The new, bigger team will make some headway, but they will still look less productive than the team was during the hiring freeze. The business will stagnate. The company will enact a hiring freeze, or perhaps even lay off team members. And then we're back at step 1.

Perfect explanation of the problem - and if I may suggest the solution is to carve some of those experienced people off as military do into a "training role" - where experienced people rotate off projects onto R&R and then onto training - creating a mini bootcamp that also has knock on benefits of building standards, tech stacks and tooling that "we have always been meaning to build".

Someone recently pointed out that we should learn more from how militaries grow and survive over the years - this is probably the biggest lesson.

It is pretty funny. During Covid I heard all sorts of doom about inflation and the economy, while I was chugging along great.

Now, no one will shut up about how there are so many jobs and how the economy is doing great, but I’m fucked.

We're into the next election cycle and PACs on both sides are engaged in viral marketing. You can no longer trust that any news is sincere and hasn't been sourced from people with a political agenda.

From my experience in two small-medium businesses - they're both running leaner than possible. I figured both were trying to sell, maybe they are?, but neither has.

By leaner than possible, I mean, things are running unmaintained, and it's only a matter of time before some of it starts crashing down.

What does it mean? I don't know. They're either going to have to hire, get bought out, or close up shop. I'm -hoping- it leads to more hiring in q4 or q1/24.

Yeah its tough. But something like 3 interviews a month (and tough to pass) is more what I’ve seen. With less experience. 1 in 6 months could be bad luck but Id wager he just isn’t applying to enough places.

He and I both, apparently!

Yes, the market is pretty bad right now, and Indeed's data shows it quite well: https://www.hiringlab.org/data (go to Sectors and choose Software Development)

We are currently at -64% from the 2022 peak job market and even -20% compared to pre-covid number of job openings.

Love it when people share a point with data. Thanks!

I am likely not revealing anything new to you (nor I know much about hiring), but:

Taking a look at your CV, I notice that you have a lot of very short work stints, averaging at about a position per year.

This is probably just the nature of contracting, but I can see this putting off most companies that are looking for someone to dive deeply in the business domain and work on supporting a project long-term.

I also feel a lot of those "we need someone with experience on X technology to onboard us or fix some urgent problem" jobs are on a downtrend, given the rise of XaaS solutions, convergence of development stacks, more documentation, stuff like ChatGPT, etc.

Thank you for taking the time to look at it and commenting.

It is indeed the nature of contracting and project work. Note that there are 3 times where I have done contracts back to back for 4 or 5 years for the same company, which should show that I don't just jump ship all the time and am able to commit for a long time.

It made more sense to highlight each project individually in an economy with a lot of need for contractors for short stints, but point taken, I'll see if I can highlight the fact that 2, or 3, or 4 consequent contracts are for the same company. Maybe even just bold the company names.

Appreciated, I wish I could help more. There's for sure a way to highlight that you can work on long stints, as well as quickly jump into diverse projects across the full stack.

Unfortunately I can't help much on it, as on my short career I always chained jobs on the good times and never had to work much on my CV or marketing myself.

Best of luck.

I reviewed your CV as well. I am a former programmer/analyst/architect, now an IT director. I have reviewed a lot of CVs as a hiring manager. I agree with the feedback you have already received. Here are some additional thoughts.

You have listed a lot of experience, mainly focusing on technical skills. When I review a CV I focus more on the last 5 or 10 years than roles from 30 years ago (unless I'm looking for someone to do COBOL maintenance). I suggest providing more information about experience in the last 5 or 10 years. I wouldn't worry too much about listing specific projects/assignments before that.

Your CV emphasizes your technical skills, but doesn't provide much insight into other skills. Perhaps for some of your recent projects you could highlight other ways in which you contributed to a successful outcome. Were you the lead developer? Did you interact with users - maybe in an agile process? What aspects of the software development life cycle were you responsible for?

So, based on your current CV, I might suggest a some entries like these:

Subtlety Communications, April 2022 - December 2022

- Vulnerability Mitigation Project

  Lead developer responsible for analyzing vulnerability reports, identifying appropriate mitigation, implementing and testing mitigation. Reported to CISO.  Javascript, React.

- Live Chat Application

  Senior member of agile application development team responsible for front-end development. Automated generation of Docker config files to improve CI/CD processes. Docker, Typescript, React.

Thank you.

Formatting it with the company as the top-level item would make clear at a glance that you’ve been at places for a lot longer.

> I have done contracts back to back for 4 or 5 years for the same company, which should show that I don't just jump ship all the time and am able to commit for a long time.

The harsh reality is right now, there are a lot of applicants were for many recent years hiring meant active recruiting so resumes aren't getting the attention that they once did. People aren't going deep dive your history unless you seem like the perfect candidate.

So short stints even mixed with a few long stints aren't going to balance out as you are suggesting in many situations.

What I can recommend to try and soften this, is be more generic, don't list ever single job, but something along the lines of "Various contract based projects from yyyy to yyyy" and bullet point detail the more juicier bits of the contacts.

but admittedly I base this solely on my own experience, so take it with a grain of salt.

What stands out to me is short work stints. You don’t tell a good story and why do you have your work experience dating back to the 80s?

I personally have been working professionally since the mid 90s. But I realize that no one cares about the fact that I did C on DEC VAX and Stratus VOS mainframes in the 90s, VB6 in the early 2000s along with C, C++/MFC/DCOM or C# for ruggedized Windows mobile devices in the late 200x. I’ve cut out everything on my resume before 2012.

Your resume is full of responsibilities. But not accomplishments. If I were to ask you why should I hire you over the dozens of other generic developers who run across my desk, what about your career sets you apart? I’m being completely hypothetical. I’m not in a hiring position and I’ve only been in one for a brief stint in my career. But put yourself in hiring manager’s shoes. Why would you hire you?

I’m not sitting on high judging you by any means. I’ve had a fairly unremarkable career myself until 2018 and nothing that really stood out.

> why do you have your work experience dating back to the 80s?

I kind of disagree. It’s not like people are printing out or even reading back that far. May as well include it, but certainly don’t expect people to read it.

I’m currently hiring and reading a lot of resumes. I rarely read past the first 2-3 pages, but sometime when I’m curious go back to learn more about career path. Has someone been programming for 30 years? Or started as a dba or a support tech?

I think it depends on the risk of including it. If you worked for an embarrassing employer or maybe don’t want people to guess your age, remove old stuff. But otherwise, I suggest just spending more effort on making the first page relevant.

I'm not an expert but your implicit premise that it's OK for a cv or resume to have multiple pages surprises me.

One page! Put the most recent relevant stuff on one page and send that. I don't agree with the idea that it's OK to include more info because people don't have to read it. They do have to read it because it might contain a red flag.

Every word you type is making work for someone, and if it's not then why write it?

With digital files, I don’t think it makes more work. Different people want different things and it’s hard to know who will be reading.

For my resume, I add on new items after each position or paper or new thing or whatever. So I’m just adding on new sections every few years. If I was starting fresh I probably wouldn’t write pages and pages.

I agree that the first page should contain all essential information. But as for the extra pages, people only read if they have some reason.

The issue what that is I have no idea what his focus is and how does it help you determine whether I would be a good hire for your company to know I did C (and FORTRAN) in the 90s?

I would like to know if you did C or FORTRAN in the 90s because it’s different than if you were building houses.

Someone who has been programming for 25 years, starting in the trenches is different from someone who changes careers in the 00s and learns programming.

And I prefer some context to know what someone means as if it was just a line for “FooCorp 1995-2000, Programmer” does that mean FORTRAN or excel macros?

How I designed systems in the early 2000s when procuring hardware had large up front costs including building an on prem server room with raised floors and non water fire suppression systems is different from how I design systems now when I can create my entire server infrastructure by using a text editor and creating a yaml file.

The considerations I take about scalability, RTO vs RPO and my entire system design and process decisions change when I have unlimited capacity and the ability to scale to zero.

My experience programming in 65C02 assembly in the 80a doesn’t make me a better developer today.

For what it is worth. I disagree completely. Your programming in assembly in the 80s made you what you are today. I am actively in a hiring role, and interviewing seemingly constantly. I want the full job history. My team and I read the complete resume.