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Everything posted by Mike

  1. Just got this from Indeed. It's a good read. https://go.beseen.com/tech-interviewing-complete-guide/ ----------- Hi Michael, It doesn’t matter if you’re a new grad, self-taught coder or seasoned pro, the tech interview process can break anyone into a sweat. That’s why we created the ultimate tech interview guide. It’s jam-packed with insights and real examples to help you go from applicant to top candidate: The phone screen: What interviewers look for (and what you should look for). The interviews: How to answer common questions and make sure the role is right for you. The tech challenges: From take-home coding assignments to whiteboarding, what to study, how to approach (and solve) problems and what to do if you get stuck. The waiting: Wash away post-interview jitters with actionable steps. Do you actually need to send that follow up email? Don’t wait—prep for your next interview now. Read the guide to ace every stage of your tech interview and land the job that’ll take you further. Enjoy! The Seen Team
  2. There’s no way to sugarcoat it: Tech hiring is hard, whether you’re new to tech recruiting or a tech hiring superstar. In fact, employers use an average of five different resources to fuel their tech talent search. And even though there’s been a heavier emphasis on more (and faster) tech skills training in recent years, top-notch tech candidates can still be elusive, with recruiters commonly referring to them as “purple squirrels.” So to figure out how companies piece everything together to make great hires (and help you supercharge your tech hiring along the way), we surveyed hundreds of technical recruiters, sourcers and hiring managers on the hunt for this rare talent. In our new report, Solving the tech talent puzzle: How companies (of all sizes) make great hires, we take a snapshot of what tech hiring looks like in 2019, revealing the major differences (and overlaps) when it comes to hiring tech talent at micro-companies with a handful of employees all the way to enterprise companies with 500+. Download the report now to get insights to boost your tech hiring strategies in 2020 and beyond Using this survey data, in combination with Indeed’s treasure trove of tech job posting data, we’ll uncover intriguing insights about tech hiring in a time when the tech skills gap is starting to close, including: The core tech roles that all companies are hiring for—regardless of size 11 candidate qualities tech employers find most impressive (outside the job description) The 15 biggest hurdles companies face when it comes to tech hiring (and how to overcome them) How employers choose between two awesome tech candidates Which companies struggle the most to hire the right tech talent (and why) Click here to get the report and learn more about how companies are sourcing, attracting and hiring tech talent in an age where nearly every company is a “tech company.” The post [Report] Taking the pulse of tech hiring in 2019 appeared first on Seen by Indeed. View the full article
  3. Great people tend to know other great people. When you’re set up on a date by a friend you trust, you know your date is likely to be a match (and a real person) because they’ve been pre-screened. With online dating, though, you only know what your date has chosen to share on their profile, and it’s not always accurate. Same goes for employee referrals. If a current employee is willing to stake their reputation on someone they think is a match for your open role, that candidate is more likely to be qualified. After all, top performers like to work with others who have similar qualities. Along with a faster time-to-hire and higher ROI, referred candidates are also less likely to ghost you (and less likely to leave once they’re hired). So to find out how to get more mileage out of your employee referral program, Seen by Indeed recently sat down with Ted Prendergast, manager of technology recruiting at Red Ventures, for a webinar. One of Prendergast’s goals for 2019 was to increase referral hires in tech by 100%, which he ended up reaching six months ahead of time. How did Red Ventures do it? Below, we’re breaking down five simple strategies that’ll help you get more out of your employee referrals (and the single most important question you should be asking) so you can replicate Red Ventures’s success and start leveraging your current employees’ networks to build high-performing tech teams. 1. The one question you should be asking tech employees Don’t wait for referrals to just happen. Sit down with engineers, product managers and other tech employees and instead of asking “Do you know anyone who’s looking for a job?” ask “Who would you work with again?” This is the one question Red Ventures asks current employees who’ve been with the company for between three and 12 months, as they’re likely to have the most referrals. But you could even ask this question as part of the onboarding process for new hires to see if there’s anyone from their previous company that they’d love to bring with them to their new team. This question is great for generating warm leads (which Red Ventures says leads to 43% higher response rates over cold leads), since you can then approach prospects by saying “[Employee Name] who you worked with in the past is here at [Company Name] and thought you might be a great match for us.” To boost candidate response rates even further, encourage current employees to handle the initial outreach themselves. Candidates on Seen have an 80% response rate, on average. Meet them today. 2. How to turn a like into a referral Referrals don’t just have to be friends, family or former coworkers. In fact, they can be distantly connected (the fourth cousins twice removed of an employee’s professional network) or even complete strangers. In fact, Red Ventures has seen a lot of success by using an unconventional strategy to turn strangers into referrals. When an employee publishes original content on Medium, LinkedIn or Twitter, Red Ventures combs through the likes, claps and comments to identify any promising candidates. The employee who wrote the article then sends each prospect a quick message asking if they’d be interested in working at the company. The idea is if someone is interested in a certain tech topic, they might also be interested in (and qualified for) a similar role. This method works because employees enjoy building their network with people who enjoy their content and “likers” are often willing to chat about opportunities. Red Ventures reports a response rate of nearly 100% using this technique. 3. Unlocking your employees’ online networks Tap into your employees’ networks to source qualified, connected referrals. If you’re trying to fill a cloud engineer role, for example, look up your company’s current cloud engineers (or employees in related roles) and search through their LinkedIn connections to find professionals who match your open role. Since nearly 40% of tech hirers say getting misleading, inaccurate or dishonest information from candidates is their primary hiring challenge, ask employees about potential candidates’ skills before you even send your first message. Would they recommend them for the role? Do they know them in real life? Are the experiences on their profile legit? If they seem like a good match from both your perspective and the employee’s, encourage the employee to reach out and initiate the conversation, as candidates are often much more likely to consider a job opportunity brought to them by someone they’re connected with. Identify prospects that aren’t in job-search mode: Taking this more proactive approach to employee referrals can also help you reach a largely untapped pool of passive candidates (62% of developers fall into the “passive candidate” bucket) since most employees only refer candidates who they know are actively looking for a new job. 4. Share your open jobs (and make them shareable) When employees only kind of know what roles are open, the results can be underwhelming. And employees shouldn’t be expected to constantly check your company’s intranet to see which jobs are open within the company or outside of their team. So to get better referrals (and keep referring top of mind), communicate your hiring needs. Send out an internal email on a weekly or monthly basis—or include a section in the company newsletter—that spotlights your top open jobs and what you’re looking for in a referral. Include pre-written social copy or any other recruiting materials (e.g., company tour videos, photos of the office) that they can share with their network of followers on LinkedIn, Facebook and Twitter. The easier you make it for your best and brightest to refer the right candidates, the more likely they will. For example, Booking.com tracks referrals through its ATS so that when employees share open jobs on their social media accounts, they get the credit when someone clicks on the link and applies for the role. 5. Offer a referral incentive employees actually want We’ve talked a lot about encouraging employees to reach out first. But what’s in it for them? You have to give them a reason to step away from their code, daily standups, strategy planning meetings, etc. to message a referral. Companies typically offer between $1,000 to $5,000 for each referral that ends up getting hired. Red Ventures, for instance, offers a $2,000 referral bonus to incentivize referrals. Some employees have even earned $10K-$15K by making several hires in a year. Cloud infrastructure company DigitalOcean offers $3,500 per hired referral, plus an additional $1,500 charitable donation to fund a cause of the employees’ choice. And because a person’s network might be homogenous (i.e., people tend to refer people who are similar to them), lots of companies are pushing for more diverse referrals by offering bigger payouts. Intel, for example, doubles its referral bonus when the company hires underrepresented minorities, women and veterans through referrals. Your referral bonus doesn’t have to stop at a cash award. Referrals save you time and thousands of dollars, so consider supplementing any monetary bonuses with something creative and memorable, like tickets to an event, a meal delivery subscription, company-branded swag, quarterly prize drawings, company stock, an extra day off with pay, etc. You can even put up a leaderboard and publicly share stats on the number of referrals received and hired to spark some healthy referral competition. Crowdsourcing your tech sourcing With the number of jobs advertised online jumping to a record 7.3 million and the unemployment rate for tech workers hitting a 20-year low, there’s more competition than ever before for tech candidates’ attention. To keep up, you need to work smarter (not harder) to recruit top candidates. That means experimenting with tactics that’ll get you more out of employee referrals—from asking the right questions to elicit better referrals, to zeroing in on tech pros who’ve liked an employee’s tweet to looking beyond active job seekers. And while it’s true that employee referrals don’t always bring in the highest amount of applications, this collaborative hiring method more than makes up for that in increasing metrics like quality, average hiring time, retention rate and cost-per-hire that’ll help you hit your goals. The post The one question to get more out of employee referrals appeared first on Seen by Indeed. View the full article
  4. Ever found yourself daydreaming of another career? Whether it’s to find fulfilling work, earn a higher salary, solve bigger challenges or all of the above, more people than you might expect turn those dreams into reality. In fact, in a recent survey by Indeed.com, 49% of employees told us they’d made a total career change. And the tech industry is no exception. People are looking to break into tech and they’re succeeding: 41% of surveyed tech workers said they’ve made a complete career switch. It’s a great time to make the move with more employers willing to take on candidates with less traditional backgrounds and high-paying, fast-growing jobs not necessarily requiring a highly technical background (e.g. agile coach). If you’re considering jumping into tech or find yourself in the middle of a transition, find some inspiration below as we dig into who has switched careers in the tech industry, why they did it and what it takes to get there. Why people switch careers into tech People gave us a lot of reasons for switching into tech. That might have to do with just how long they have to think about a new career: on average, people who moved into tech considered it for 12 months. That’s two months longer than other industries. More people who switched into tech also talked through their plans with friends and family: 81% had conversations about their decisions compared to only 71% in other industries. So why do people shift gears? 89% of our respondents cited money, which was the number one reason, but they offered us plenty of others: Closely following a search for more money is wanting more opportunities for advancement (81%), with the top five rounded out by people looking for more challenges in their role (75%), wanting more flexibility (75%) or not being happy in their role (70%). Further down the list of reasons others offered were looking for a less stressful job or feeling their job was going to be obsolete. This reinforces that salary is important, but it’s not a single dimension that attracts someone to a role. In surveys we’ve run to tech talent on Seen, we’ve also found the perks they actually care about can differ pretty dramatically. One thing to point out is that some people in tech reported they were looking to change careers out of tech in the next two years for a lot of the same reasons people switched into tech: unhappiness, lack of advancement, stress and money. If you’re looking to switch, take the time to think about your motivations since tech isn’t right for everyone. What—and how much—it takes to break into tech Only 36% of tech switchers reported enrolling in specific educational or training programs, a nearly identical portion as other industries (37%). As Indeed pointed out, this could be because of career changers moving into roles with transferable skills. Within tech, this could mean graphic designers moving into a UX design role or program managers moving into product management. Others are also likely taking advantage of company tuition reimbursement or in-house education, or going the entirely self-taught route. And of those seeking formal education? While bootcamps are growing in popularity, colleges and universities tie with certifications (both at 46%) as the main ways job seekers educate themselves in tech. Tech changers that invest financially in their education have to invest far more than other industries: an average of $38,507 compared to $15,715. The good news is that 81% of those in tech recouped their investment by the time of our survey (compared to 71% in other industries), with certain IT certifications in particular paying off in higher salaries. That said, you don’t have to invest financially. 56% of tech career changers didn’t have to invest any money to make the switch. HackerRank reported earlier this year that nearly a third of coders are self taught. Unsurprising with the amount of online resources to teach themselves and practice completely for free. Regardless of whether or not they invested, 83% of career changers into tech reported being impacted financially by their decision with only 39% saying it meant they took a pay cut initially (compared to 61% in other industries). Beyond the financial and time investment, it might involve relocation, too: nearly half of respondents said that breaking into tech involved moving to another state (or even country). That number is higher than other industries, which could be another reason those in tech reported having more conversations around their decision. The most important question we asked “Are you happier since making your career change?” 92% of people that switched into tech told us they were. But knowing the (multiple) payoffs doesn’t make it any easier to break in. The first step to breaking into tech is figuring out what “tech” means to you. Tech might conjure up an image of a developer working in a code terminal, but the industry is also driven by those who design the visuals of an app, manage the security of a network, test hardware, guide product strategy and a slew of other career paths. Career coach tip: Don’t know where to start? Ask people within the tech industry in a few roles you’re curious about for an informational interview. It’s easier than you probably think. While it may be called the “tech industry,” nearly every single industry is being disrupted or enhanced by tech. And as this data shows, breaking into tech is by no means impossible. It won’t happen overnight, but by putting in time, thought and energy, you can earn your spot in a (more) fulfilling tech career. The post This is who’s breaking into tech appeared first on Seen by Indeed. View the full article
  5. Soft skills matter in the tech world, but if you don’t know the right programming language or platform, you probably won’t get the job. With so many tech skills out there (Indeed’s Hiring Lab currently tracks 500+), which ones are the most in demand across the US? That’s what the Hiring Lab analyzed in a new report on tech skills in the US. A team of economists and researchers looked at millions of tech job postings on Indeed.com in the five-year period between 2014 and 2019 to uncover which programming languages (and other tech skills) companies need most over time. Play around with your tech skills using our interactive tool to see how much they’ve changed in the last five years. We’ll dive deeper into the the top ones below. Top programming languages and tech skills employers want the most To help you grow your career in the right places (and focus your job search), here are the top five trending programming languages and skills across ​all tech jobs. 5. JavaScript A front-end staple, JavaScript appears in 14.5% of all tech job postings on Indeed. Not only is it a highly sought-after skill, but it’s also the most-used programming language, with 69.7% of professional developers coding with it regularly. The language has seen constant evolution, particularly when it comes to its libraries and frameworks. Angular is the most widespread, edging out Ajax in late 2016 and jQuery in mid 2018. In fact, in the last five years, jQuery’s popularity fell by 33% and Ajax fell by 55%. It’s not all on the decline, though: React.js, Vue.js and Node.js have all seen strong, steady growth since 2014. JavaScript isn’t specific to one industry or role: Check out our guide to the top-paying JS career paths. 4. Linux Appearing in 14.9% of all tech job postings, it’s no surprise why Linux is the #4 most in-demand tech skill. Linux serves up most of the websites and apps people use on a daily basis (it even has a stronger presence on Microsoft Azure than Windows). And it probably doesn’t hurt that it lives on every Android phone and tablet in the world. As the most secure OS available (due to its open source development model), companies across all sizes and industries are looking for tech pros who understand the Linux ecosystem to cut down on the time (and cost) it takes to develop products and services of all kinds. In fact, Linux is now finding its way onto smart TVs, drones, refrigerators, thermostats and even supercomputers (all 500 of the world’s fastest are powered by Linux). Automakers are even seeing the potential. Automotive Grade Linux (AGL), for example, is an open source project for developing in-vehicle technology for connected cars, including Audi, Mercedes-Benz, Hyundai and Toyota. Join Seen for free to get matched with a role that matches your skills 3. Python As of September 2019, Python appears in 18% of tech job postings, making it the third-most popular skill on the list. The language also boasts the fastest growth of any major tech skill the Hiring Lab looked at. In 2014, Python was the #15 tech skill, but by 2019 it has risen to #3 (an increase of 118%). A new mix of jobs, including data scientists and associated roles, like data engineers, data analysts and machine learning engineers, partially explains this growth. Since December 2013, for example, data science jobs skyrocketed by 256%. And as companies produce more and more data, Python is likely to continue this high-growth trajectory, especially since the language has been a data scientist favorite for years. It’s not just the rise of data science jobs contributing to Python’s success, either. Software engineers, full stack developers, QA engineers and several other roles increasingly use Python for its versatility, ease of use and speed of development. And for the first time, Python outranked Java as the second most loved language in 2019 (behind JavaScript). 2. Java Java shows up in 21% of tech job postings, making it the second most in-demand skill. Not just a mainstay of Android mobile development, Java has also been a popular skill for software engineers for almost 25 years. Since it’s a “write once, run anywhere” (WORA) language, it works cross-platform, allowing companies to develop Java code on one system and run it on any other Java-supported machine. Because it’s designed for projects that can scale up in size, the bulk of enterprise companies—including large players like Facebook, Netflix and Airbnb—and startups alike use it to build everything from ecommerce back-ends and machine learning environments to cloud apps and IoT tech. As a result of its versatility, rich ecosystem of tools and strong community, there are now 13 billion Java-enabled devices worldwide—which means demand for Java talent isn’t likely to fade anytime soon. Have an upcoming Java interview? Boost your game by knowing the three main types of Java interview questions. 1. SQL SQL is the top tech skill of 2019, appearing in 22% of all tech job postings (and just squeezing past Java by about 1%.) Why? All companies rely on data and need to organize, understand and visualize it to make important business decisions. And SQL is the most universal database language, powering database engines like Microsoft SQL Server, MySQL, PostgreSQL and SQLite. All kinds of tech pros use it, from developers who access databases to write a program to engineers who design databases to data scientists and analysts who turn thousands (or billions) of rows of data into insights that fuel business growth. Even non-tech teams, like marketing and sales, leverage it to inform decisions (without having to wait on the dev team). But despite taking Hiring Lab’s top spot, SQL’s share has actually slightly declined by 7% in the last five years, which could be partially explained by the rise of alternative database querying tools like NoSQL. Even still, as tech job descriptions show, SQL dominates the market and doesn’t appear to be going anywhere anytime soon. Want to jumpstart a career in SQL? Our guide to the top five SQL careers will help you SELECT the one for you. The rise and fall of the most in-demand programming languages and tech skills The top five languages and tech skills employers are looking for in 2019 aren’t necessarily the ones growing the fastest (or at all). Tech is never static, so let’s take a look at which skills are experiencing the biggest growth and which are quickly falling out of favor so you can stay ahead of the latest trends. Note: Some of the languages and skills discussed in this section don’t appear in the chart above since they weren’t top 10 skills over the entire 2014-2019 period. Fastest-growing tech skills Stand out to employers by learning the following fastest-growing tech skills. Already know them? Highlight them on your resume to get a jump on the competition. Docker: Docker has had an impressive trajectory over the last five years. The containerization software was almost nonexistent in job descriptions on Indeed in 2014 (since the first production-ready version was released late that year). But in 2019, Docker has risen more than 40-fold, with employer demand actually outweighing job seeker interest. IoT: IoT (Internet of Things) as a skill shot up nearly 2,000% in the last five years, fueled by the sheer number of physical devices connected to the internet, including smart homes, connected cars, smart cities and wearable tech. Ansible: The IT automation platform that makes apps and systems easier to deploy only appeared in 0.1% of tech job descriptions in 2014, but now appears in 2.8%—a remarkable growth of nearly 1,300%. Kafka: Apache Kafka, an open-source platform for building real-time streaming data pipelines, is also experiencing explosive growth, up over 1,200% in five years. This reflects the soaring popularity in data science and the tech jobs accompanying it, including several rising quickly, like DevOps, data scientist and full stack developer. Fastest-declining tech skills As newer technologies, languages and standards enter the mainstream, older ones are being pushed out of the rankings (or even retired). Consider leaving these skills behind in 2020. Clojure: As a dialect of the Lisp programming language, Clojure is a cult classic with a small but passionate fan base, rather than a mainstream language. And due to its steep learning curve, lack of a strong library ecosystem and the fact that it requires higher CPU utilization (which drives up hiring and operating costs), employer demand for Clojure has dropped by 80% since 2014. EJB: Although Java is one of the top tech skills of 2019, EJB (short for Enterprise JavaBeans) is down 73% since 2014. One potential explanation is that other modern Java-based frameworks like Spring Boot (up 58% in the past year) are open-source, easier to use and less resource intensive. Servlets: Servlets are another Java-based skill fast becoming a legacy technology. Why? Developers using servlets have to write a lot of utility code to support their web applications, while other frameworks, like Spring MVC, automate the manual work, making it faster and easier to build web apps. JSP: Similar to what’s happening with EJB and servlets, JSP (JavaServer Pages) is falling out of fashion as new choices for building dynamic web pages mature and become popular. While JSP is limited to simple, fixed interactions, newer JS frameworks like Angular, React and Vue.js offer richer web apps with lots of user interactions. Are you keeping your tech skills current? In the fast-moving tech world, keeping your skills up to date is critical for both finding a new tech job and investing in your career development. But it can be difficult to figure out what’s a passing fad and what’s here to stay, especially when it seems like new technologies are getting released (and older ones are being phased out) on a daily basis. So how do you adapt, pick up the right skills to power your career and stop falling for the latest short-lived craze or familiar name that’s fading? Five years of steady (and sometimes explosive) growth signals that a language or skill is likely here to stay, at least until the next Python, Java or SQL comes along to disrupt the rankings again. The post Top tech skills employers want going into 2020 appeared first on Seen by Indeed. View the full article
  6. Open ended questions have always been covered in every single one of my interviews. The interviewer is looking for a few things and here are some tips. Jeff Sipe has some great advice:
  7. Here's a great book I found about interviewing and winning a job as a Product Manager. Cracking the PM Interview: https://www.amazon.com/gp/product/0984782818/ref=ox_sc_act_title_1?smid=A2A5EA1BJDQMVF&psc=1
  8. Over 2.5 quintillion bytes of data are created every day, from searches to Netflix streams to splitting your dinner on Venmo. And since the amount of data in the world has nowhere to go but up, there will no doubt be a continued need for data analysts to pull it all together. In fact, data analyst jobs on Indeed have increased by 17% from October 2017 to October 2019. But something to remember: While the need for data analysts is climbing, properly preparing for interviews—and impressing decision makers—is the only sure way to land your next opportunity. That said, what kind of data analyst interview questions can you expect in your search? What topics should you expect? And how will you communicate that you have the right skills the company needs to make better business decisions? To put you on the right path, we’re covering three types of data analyst interview questions, plus example questions for each. Join Seen for free to be matched with data analyst jobs that’ll take your career further Data analyst interview questions you need to know According to Mitchell Breinholt, data analytics team lead at Seen by Indeed, there are generally three types of interview questions you may encounter. Each topic helps the interviewer understand how you’ll contribute to the role, from your communication and problem-solving abilities to your knowledge and application of data analysis tools and techniques. Data analyst interview questions will vary from company to company. But they’ll also differ based on the type of work you’ll be doing—i.e., does the company want a data analyst with a strong business sense, or one that leans heavier on data science? Both the job description and types of interview questions you’re asked will clue you in, so listen closely (and remember to ask questions, too). Questions related to how data fits into business Any data analyst role leans heavily on the use of technology, but your soft skills (how you perform and interact with others) are just as valuable. And when it comes down to who gets the job—you or another equally tech-savvy candidate—your soft skills can be what puts you on top. A few of the most valuable soft skills to have as a data analyst? Problem-solving, critical thinking, collaboration and communication. You should be able to collaborate across technical and non-technical functions (e.g., marketing, sales, operations) as well as logically break down big-picture problems into actionable steps. Hiring managers will also want to know that you can effectively communicate to stakeholders in a way that builds trust and confidence—i.e., will leaders in the company be comfortable approaching you with high-level challenges that impact business growth? How to prepare Many data analyst interview questions provide an opportunity to highlight your soft skills, such as questions about how you overcame a challenge (e.g., managing pressing deadlines), uncovered possible reasons behind a dip in company growth or handled a presentation that went south. Before your interview, think about how you’ve navigated these types of situations and be able to share those examples in detail, from your thought process to the final outcome. Example questions: How do you explain technical information to a non-technical audience? Describe your experience presenting reports and insights to leadership or stakeholders. How do you approach solving for a high-level problem, like a sudden spike in customer churn? Tell me about a project that went wrong. What happened and why? What steps did you take to avoid repeating the issue? Talk about a time you had to influence or persuade others. Were you successful? Questions related to technical skills As a data analyst, your primary goal is to provide meaningful insights that help drive the business forward. You’ll work with datasets to uncover trends and patterns, from user logins to sales figures. And beyond gathering, inputting and organizing this information within spreadsheets and databases, you’ll also be called on to build out data visualizations (e.g., dashboards, charts, graphs) so that you can present your findings to company leadership and stakeholders. All of this requires the right blend of tech skills. And to really wow the hiring manager, you’ll want to sharpen your knowledge of the ones in highest demand. Our data shows that SQL, Stata and Microsoft Excel are high up on the list of skills employers want in a data analyst, followed closely by other data visualization and statistical software (Tableau, SAS) and programming languages (Python, R). Machine learning tops the list of the most in-demand data analyst skills, but only 3% of data analyst jobs include it. This suggests that it’s more of a bonus skills, not a must-have. Regardless, it’s a method to understand if you want to increase your marketability as a data analyst. How to prepare Get comfortable describing how you’ve used these technologies and your level of expertise for each. Replay specific instances where you’ve used data analysis tools to solve for challenges—or avoid challenges altogether. Find out what technologies the company uses (typically listed out in the job description) so you can detail your experience with those in particular. Example questions: What is your experience working with programming languages like Python and R? How do you monitor and measure the effectiveness of newly implemented processes? How have you improved team efficiency by replacing manual processes with automation? How are you currently developing your technical skill set? Questions related to data analysis processes The complete data analysis process can be broken down into several steps, which may vary based on the role, company and project needs. It generally starts with defining the objective, which leads into collecting, cleaning and analyzing data, then onto data visualization and communicating the findings. But digging into a real-world problem isn’t as straightforward as step one, step two, step three. And because data analysts are often key to uncovering trends that will determine business decisions—and shape the future of the company—show the interviewer you can think logically about what steps to take (or not take). Part of quickly finding the root cause of any problem is knowing how to approach it from the start. When you’re assigned a new project, how do you begin? Do you understand how to adjust your process based on changing business needs? Having a solid data analysis process in place also means asking and answering the right questions along the way (e.g., what happened, why did it happen, what might happen, what action should be taken). How to prepare Much of what interviewers want to know tie into both your thought and problem-solving processes. In addition to looking for how you tackle a project off the bat, they want to understand how you break it down, determine what’s the most important data to uncover and navigate unforeseen roadblocks. Know your own processes and approach. Prepare examples of times you gathered and cleaned the right data that fueled a critical business decision and brought immediate results. Connect the dots between your work and the impact of your work (e.g., saved 30% in annual company expenses) to not only prove your value, but that you understand how your role plays into organizational goals. Example questions: What project are you most proud of and why? How do you deal with dirty data? What’s the largest dataset you’ve worked with? What was the project? How often do you retrain a data model? How do you choose what data to pull or when you’ve collected enough data to build a model? Prepping for data analyst interview questions like a pro Although this isn’t a complete list of what you’ll be asked, it’s a good starting point that’ll help you prepare for the big day. And to really drive home that you’ll be a solid team addition (and will put your skills to use ASAP), always go into an interview with specific examples of how you’ve overcome challenges in the past, plus how you embrace a growth mindset for a successful future. Remember, data analyst roles aren’t the same for every company, so read the job posting thoroughly to better understand what the company is looking for. Make sure the role aligns with your skills and goals, prepare for common data analyst interview questions and get ready to land your next big opportunity. *Methodology: Indeed analyzed the percentage change in the share of job postings with “data analyst” in the job title over a two-year period from October 2017 to October 2019. The post 3 kinds of data analyst interview questions to expect appeared first on Seen by Indeed. View the full article
  9. One of the most challenging experiences I've had, in the US, is the healthcare insurance system. My number one issue is the fact that most people (including myself) use the employer-based insurance program. While it does have many benefits to join a group healthcare insurance program, it can be a real nightmare when a layoff occurs. It can be a big problem if you're also carrying the primary insurance for an family. I'm not going into a big story with this, but, I did want to share some of my experience. At the time of my layoff, I had coverage for myself and my son. My fiance had her own coverage through work. So, if you're laid off and need to find coverage, what are your options? COBRA - COBRA is a federal law that may let you pay to stay on your employee health insurance for a limited time after your job ends (usually 18 months). This is basically the same insurance you had at your employer. However, since you are no longer working for the company, you must pay the FULL price of coverage. I *believe* you still get the group discount, but, because your employer paid most of it, you are now on the hook for the entire bill. In my case, (using round numbers) I was paying about $200/mo and another $250/mo for the high deductible plan - a total around $450/mo. After my layoff, the numbers more than doubled to around $950/mo. After a layoff, this can be a big challenge. This is where you'll need to balance the cost of coverage versus your expenses. If you don't go to the doctor often, and in great health, it's likely not worth it. However, if you need a lot of doctor visits or have a large procedure (surgery, etc) you may want to consider it. You will receive information in the mail about COBRA, but, you can also visit their website here: https://www.dol.gov/general/topic/health-plans/cobra DEPENDENT COVERAGE / MARRIED - If you're married, and your spouse has coverage at work, this can be the best and most cost effective option. A job loss is considered a 'qualifying life event' which means your spouse can add you (and children) to their plan. Your spouse would simply need to move their coverage from an individual plan to a family plan. This will certainly cost more per month, but, not as much as COBRA. One caveat to remember, if you have already paid off your entire deductible at your prior job, you'll have to start over with a new deductible amount. This should be used to calculate the difference between this plan and the COBRA idea. DEPENDENT COVERAGE / UNMARRIED - If you are living with your significant other, and unmarried, there may also be hope. I believe the laws vary by state, but, some insurance companies allow coverage for 'domestic partners'. In my case, my fiance was able to add both of us to her policy. We did have to sign a waiver, and provide proof that we were financially relying on each other. We had to provide proof that we were making a large purchase together, which was our house. They also allowed other forms of proof such as a joint car payment, personal loan, and other options. Coverage for domestic partners are typically more expensive, but, in my case the value was still worth it. FEDERAL PROGRAMS - There are some options available in the US, through the website healthcare.gov. I don't have any experience with this, but from what I can tell, they have a marketplace where you can buy your own coverage. They have a special enrollment period (much like a qualifying life event), where you can sign up or change coverage outside their typical open enrollment period. The website looks pretty good: https://www.healthcare.gov/have-job-based-coverage/if-you-lose-job-based-coverage/ PRIVATE INSURANCE - You can also look for private insurance companies that will sell you insurance as an individual or as a self-employed worker. I also do not have a lot of information on this, but, there are a lot of resources online. Here's a great website where I found some additional information: https://www.investopedia.com/articles/pf/08/private-health-insurance.asp All-in-all, it is possible to get the health coverage you need after a layoff. Don't let yourself get too frustrated and make sure you weigh each option. I signed up for a Google Docs account, and used their 'sheets' program to compare my options. It's a great way to track each option so you can make an intelligent decision either for yourself or your family. Keep your head up and eyes focused on the future, you will be fine! Hope this helps, and feel free to let me know if you've found other helpful tips! Mike
  10. New government data shows which college degrees are instantly paying off and which ones leave graduates loaded with debt but skimpy income. Some of the examples are striking. Bismarck State College can now boast its business majors earned a median of $100,500 one year after graduation, topping several elite private schools, such as Emory University. But the amount that graduates of certain programs owe the federal government or bring home in pay will likely cause some soul-searching among prospective students. At Brown University, biology majors earned $30,500 immediately after college—$12,400 less than history majors. Dentists who attended New York University’s graduate program borrowed a median of $387,660—but earned just $69,600. The Trump administration on Wednesday published a trove of new data offering the most granular look yet at the financial health of the nation’s new college graduates. For the first time, Americans can now compare the student debt levels and first-year earnings of graduates based on what they studied, broken out by major or graduate degree program. Until now, the government has only published schoolwide statistics on debt and earnings for undergraduates. EXPLORE THE DATA • Compare colleges and programs to find out which degrees offer a bang for your buck The figures show that at most programs, graduates typically earn more in their first year than what they borrowed in total. But 15% of programs had graduates carrying a debt load greater than income. At 2% of programs, graduates owed more than twice their annual salaries. The release could allow students to make more informed decisions about where to go to college, what to study and how much to borrow. The data was uploaded on a consumer website created by the Obama administration known as the College Scorecard, giving visitors earnings information on more than 36,000 programs at about 4,400 colleges. The data allows consumers to compare programs and defies years of efforts by the higher-education lobby to keep much of this information hidden. For example, students earning a bachelor’s in computer engineering at DeVry University-Illinois, a for-profit college, owe $53,391 at graduation while earning $37,800 in their first year. Meanwhile, at Wichita State University in Kansas, a public school, the same degree leads to a median debt of $31,000 and a starting salary of $61,800. The effort reflects the Trump administration’s belief that the best way to rein in tuition and student debt, and to improve graduates’ earnings prospects, is to make higher education into more of a competitive marketplace—rather than using sanctions on low-performing schools—and providing consumers with information to shop around and force colleges to justify their prices. “The best way to attack the ever-rising cost of college is to drive real transparency,” Education Secretary Betsy DeVos said in a statement. Students need actionable data on costs, debt and return on investment so they can make the best decisions for themselves, she said. Department officials said the administration has been working with tech companies, including Alphabet Inc.’s Google, to find ways to make the data easily accessible to families, employers and academics. To protect students’ privacy, the government isn’t publishing data on programs with few students. For programs making the cut, the data released Wednesday show debt loads at graduation for students who finished college in the 2016 and 2017 school years. The data also reflects how much students who graduated during the 2015 and 2016 school years earned a year after leaving school, excluding those who re-enrolled in college. The debt and earnings data represent only students who received federal financial aid, which can be a small share at some wealthy universities. Another limitation: The figures exclude debt taken on by parents on behalf of their children—a fast-growing category of student debt. In some cases, the data reflects common wisdom: Science and engineering majors at elite schools provide the highest return on investment. At the Massachusetts Institute of Technology, math majors earned a median of $120,300 after graduation while borrowing just $8,219—the lowest debt-to-income ratio for bachelor’s degrees. There are some surprising results as well. While students at Ivy League schools like Harvard, Brown and Yale universities typically earn high salaries, not all do. At Columbia University, students who majored in rhetoric and composition/writing studies graduate with a median $28,556 in student debt but earn just $19,700 in their first year. At another highly selective school, the University of Southern California, those who earned a master’s degree in drama and theater arts owed $100,796 at graduation but earned just $30,800 in their first year. Some programs at public colleges also showed a weak return on investment. A bachelor’s degree in theater at the University of Alabama lands the typical graduate in about $25,000 in student debt while netting a first-year income of just $14,000. Johnna Ueltschi, 22 years old, says she borrowed about $32,000 to study psychology and criminal justice at the University of Central Florida in Orlando. After graduating in May, she struggled to find a job in her field. She now makes $10 an hour as a restaurant hostess. “I was a good student, I graduated on time, I did everything that I was conventionally supposed to do,” she said. Finding a job is “a lot harder than they lead it on to be when you’re in school.” Some of the highest debt-to-income ratios are found at medical schools, in part because many doctors earn low salaries during residency programs, but also because tuition in that sector has soared in recent years. For example, Georgetown University medical school graduates borrowed a median of $233,128 and earned $56,600. An NYU spokesman said that first-year salaries for dental school graduates aren’t reflective of their earning potential, and many go on to residency programs. The Obama administration had begun collecting similar data as that released Wednesday, which it had planned to use to cut off federal dollars to some of the worst-performing programs, all but forcing them to shut down. The policy, which primarily targeted for-profit schools, was rolled back by the Trump administration. Earnings figures for more than a year out of college aren’t available. Some student debt experts say that some degrees, like those in the liberal arts, take longer than a few years to pay off. The department says it will update figures annually, eventually offering earnings data for graduates in their first 10 years. Write to Josh Mitchell at joshua.mitchell@wsj.com, Andrea Fuller at andrea.fuller@wsj.com and Michelle Hackman at Michelle.Hackman@wsj.com Source: The Wall Street Jounal - https://www.wsj.com/articles/which-college-graduates-make-the-most-11574267424
  11. I've hired many different resume writers over the past decade or so. The one thing I learned is that you definitely get what you pay for. Here's a list of the various services and what you'll likely get for your money: Simple Resume Writer - $150-$250. This is the bare bones starter package for most resume agencies. This package will likely get you a 30-60 minute initial conversation and a few changes (over email) to your resume. Most of the time, the person taking your information is NOT the author of the resume. It will be written by an offshore agency or put into a canned system and formatted appropriately. Sometimes these agencies will simply rewrite your LinkedIn profile or your current resume with better words. They will stop working with you after sending the final resume. Technical Resume Author - $250-$500. This is the next step up from the starter package. Your initial phone interview will likely take 1-2 hours and the author possibly works directly for the agency at the same office. You will be asked to explain your work history and follow up with some information such as two job targets, quotes from references, performance review analysis, and a list of technical proficiencies. Changes are typically limited to 2-3 revisions over email or phone. They will deliver a set of resumes in multiple formats and likely give you a set to include in your LinkedIn profile. A cover letter is also provided. They will stop working with you after sending the final resume. Resume and Personal Branding - $500-1,500. This is a full featured service and includes many different phone conversations and revisions. The agent will not always follow up throughout the interview process, but, will work to assure your entire profile is set up to bring in job opportunities. Personal branding is also very typical with this package and the author will work to assure your 'brand' is created with your best interests at heart. Agents do not typically follow you through the interview process. Full Service - $1,500-$3,500+. This package is the full deal. It includes everything above, but, the personalized agent will typically follow you through every job opportunity, sometimes even hooking you up with local companies. The agent will help with interview process and act as your personal liaison for your search. I've met some great agents using this technique and even had conversations over lunch. It's a full service package with a price tag to go with it. Again, these are just my personal experiences and values above may change at any time. Remember the agency working with you on this project will be working with others at the same time. They are in the business to make money, so they will be limited in their time spent with you on any topic. Keeping focused during your conversations and setting goals is always the best move for hiring any of these services. Let me know what you think. Mike
  12. A newly minted degree doesn’t guarantee a job—even if you have all the tech skills employers are looking for. And since finding a job always takes longer than you think (and student debt can up the urgency), it’s important to start your post-grad job search pre-grad. The key: Begin applying for full-time jobs at the start of your senior year to boost your chances of having a job lined up before you graduate. However, many students worry that they won’t have enough (or the right) experience to impress employers. After all, over 67% of graduating college students haven’t accepted a full-time job offer before graduation. And surprisingly, that number is higher for CS grads, with over 72% without a job before flipping the tassel. So how can you market yourself to employers if all you have is a pending college degree and a bare-bones resume? Below, you’ll learn how to get a job after college while you’re still in college, including how to step outside the lecture hall to build a standout resume employers can’t ignore. How to get a job after college (months before graduating) If you’re supposed to start applying for jobs at least six months before graduation, how does that all work? Let’s look at the logistics behind getting a tech job even if aren’t available to start work until you graduate. First, know that lots of employers are willing to extend offers to qualified candidates even if they’re still in school. Why? The tech skills shortage is still very real, and hiring early in the academic year gives employers the chance to secure top talent before the competition heats up during grad season. Plus, there’s likely multiple rounds of interviews and coding tests to complete, so the hiring process itself could end up taking several months. In fact, the average hiring time for tech roles is 24.4 days (with many stretching well beyond that). So how do you know which companies hire students well before graduation? College career fairs and campus job sites are two good places to start, since employers featured here have a track record of hiring college students. You can also apply for entry-level or junior roles outside your university’s network by including your expected graduation date on your resume. However, to make those applications worth it, you’ll need a solid resume with the right skills and experience. In the following sections, you’ll get tips on building up a winning college resume that impresses employers (even if you don’t have “real-world” experience yet). 1. Take advantage of your college’s career resources Start by checking with your college’s career center to see what they have to offer. They can help you create a plan based on your major and career goals. Plus, they’ll be able to tell you the common timeframes and recruiting seasons for certain industries and roles. For example, recruiters at consulting firms, financial organizations and bigger companies typically start scouting tech candidates in the first week of senior year, but startups, nonprofits and smaller companies typically wait until much later. Likewise, recruiters start earlier for more in-demand roles, like software engineers and data scientists, while they might wait until the spring semester to recruit UX designers or web developers. Knowing this insider info on your desired industry and role could help you get a jump on the competition. Beyond job search assistance (e.g., resume reviews, mock interviews, career workshops), they’ll often have direct relationships with campus recruiters, as well as a list of campus and local job fairs, networking events and an alumni network you can tap into. They might even be able to provide intel on which companies heavily recruit out of your school in particular. Career coach tip: Before you attend a career fair, choose the companies you want to target, research them and prep your talking points. 2. Join student organizations Employers are often more interested in real-world experience vs. a GPA score. That’s why getting involved on campus is a smart way to show that you can juggle school, work and other activities. Joining a club that’s in line with your desired career goals and interests will also open up networking opportunities, strengthen your leadership, teamwork and communications skills, and enhance your resume. Your college campus might have hundreds of student organizations, so finding the right one (or two) can be overwhelming. To make it easier, search through your college’s online databases or go to student organization fairs, pick up brochures and talk to org members to test the waters. Ask your classmates and professors what clubs they recommend. If you want to eventually work at a specific company, see if they support any orgs on campus. For example, the Q++ group at the University of Texas at Austin is a student-run org out of the Department of CS for LGBTQIA+ people in tech. Students at UC Berkeley can join Blueprint, a club that develops pro-bono apps for nonprofits. 3. Take on an internship Tech internships are a great way to earn academic credits, extra money and valuable skills that can help clarify your career interests before you jump into a full-time role (and they boost your resume at the same time). Internships also show employers that you have experience in the professional workplace—i.e., you understand modern office etiquette—which can make the transition from college to the working world much smoother. According to a survey by the National Association of Colleges and Employers (NACE), out of all 2019 graduates who received job offers during their senior year, 57.5% had an internship and 43.7% didn’t. So while you can certainly land a job without an internship under your belt, having one could potentially boost your chances of getting an offer before you walk across the stage. 4. Volunteer in your community Data shows that 61% of all full-time “entry-level” jobs require more than three years of experience. But how can you get experience if you’re busy writing papers, studying for exams and trying to coordinate that group project? In your free time (even if it’s just a few hours a week), pitch an idea to a small company or local business and volunteer to take it on. You could offer to build or overhaul a local mom-and-pop’s website or mobile app, or you could teach coding to kids at an after-school program. Volunteering isn’t just a great way to boost your resume and portfolio. It also gives you real-world experience working with clients and can help you make connections in your local community—which could lead to future job referrals. 5. Go on informational interviews You’ve heard it before: Networking is one of the single most important parts of any job search, particularly while you’re still in college. So get to know the people who can help take your career further by setting up informational interviews. Tap into your college’s alumni database by searching for contacts that match your location and desired career field. Ask your professors if you can chat with them about a certain role, industry or company. If you approach them thoughtfully, people are often more than willing to carve out time to talk to you about how they accomplished their career goals (and you might end up with a career mentor, future job shadow opportunity or even an internship). Note: You’re only asking for information and advice at this point—not a job referral. 6. Build your portfolio Your online presence matters. And while you might’ve already taken down any unprofessional photos (or changed the privacy settings on your social media profiles), there’s more you can do to impress employers online, instead of hiding from them. If you’re targeting developer roles, set up a GitHub account and start contributing code. If you’re looking for a UX role, show off your user interfaces and designs on Dribbble or Behance. You can also start a tech blog, answer questions on Stack Overflow or Quora or contribute guest posts to your school’s newspaper to build authority in your niche. Take control of how you’re seen online: Check out our complete guide to personal branding for tech pros. 7. Play up your transferable skills during interviews You might end up learning more at a retail job than during a tech internship. That’s because all work experience, tech or not, develops in-demand soft skills. In fact, the soft skills employers on the Seen platform look for most often when searching for tech candidates are management, communication, leadership, problem-solving and teamwork. And according to a recent Seen survey, 70% of all recruiters and hiring managers say adaptability is the most important quality in tech candidates. However, while tech employers want college graduates with these soft skills, they report having difficulty finding them. So even if you don’t have work experience that’s directly related to your desired career field, you’ll stand out if you add them to your resume and prepare examples that show them off during interviews. Graduate with a diploma and a job offer Too many students wait until May or June to start looking for their first job out of college. But with months-long hiring processes, student loans to think about and competition from other grads, the earlier you start your post-graduate job search the better. And while you might be able to get away with procrastinating in school, the job search is an entirely different kind of assignment. Get started at the right time, use the free resources your college offers and put some effort into building up a standout resume and you’ll ace your college job search. The post How to prepare for your tech career while you’re still in college appeared first on Seen by Indeed. View the full article
  13. One-on-one tech interviews can be intimidating enough. Make it one-on-four or five (or more) and your nerves can shoot through the roof. When you think of a panel interview, you might have visions of being bombarded with rapid-fire questions, inquisition style. Or maybe you imagine auditioning on stage in front of a panel of harsh celebrity judges grilling your every move. And if that’s not overwhelming enough, panel interviews are often the last interview standing between you and the role, so you have to perform well if you want the job. More interviewers means more preparation, so we’ve rounded up our top tips to help you ace your panel interview. The panel interview explained Not all tech interviews include a panel interview, but if yours does, it’ll likely take place just before a final hiring decision is made—i.e., after you’ve already met the hiring manager in person and passed any onsite coding challenges. A panel interview is when three to five decision-makers from the company come together to interview you in the same room (or via video chat)—all at the same time. Panel interviews typically last 45-60 minutes, with panelists representing different job functions and departments. The purpose? Get perspective from a range of stakeholders, help eliminate bias (whether conscious or unconscious) and see how well you perform under pressure in group situations. Expect fast-paced questions, cross-talk and follow-up questions, which means your panel interview will be more lively, social and less technical than a traditional tech interview. Career coach tip: Treat your panel interview like a group conversation instead of a stuffy interview or Q&A session. This will help your answers flow more naturally and prevent you from experiencing those dreaded “deer in the headlights” moments. Join Seen for free to get matched with a tech role that’ll take your career further Who’s on the firing squad? As with every type of tech interview, research your interviewers in advance. If you haven’t been given a list of people who will be on the panel, email your contact at the company—either the recruiter or hiring manager—and ask for their names and job titles. Knowing each panelist’s background (and even what they look like) can help eliminate the mystery behind the process to make your panel interview less nerve-wracking. It’ll also help you find commonalities that’ll create interview chemistry (e.g., same alma mater, similar background, mutual connections). Take note of how technical each member’s background is. For example, not everyone on the panel will know what an isomorphic string or tree traversal algorithm is. And because your interviewers come from different backgrounds, they’ll each be interested in different aspects of your background, so be sure to highlight the right skills and traits based on who’s asking. Keep in mind, however, that when one person asks a question, everyone will be listening closely to your answer. Career coach tip: You can probably get away without addressing panelists by name during the interview, but you should remember names so you can write personalized thank you notes later on. Brainstorm what each panelist will ask you (and look for) Each panelist will view you through a different lens. A fellow engineer might ask questions about your work as a software engineer. A director of engineering, on the other hand, might ask high-level questions that reveal how you fit into the company as a whole. That’s why it’s important to prepare for the panel interview questions each person might ask. Here are the different stakeholders that might make up your panel, along with what they’ll want to know about you: Hiring manager Beyond your technical skills, hiring managers want to know how you align with engineering and product teams, as well as overall company culture and values. So in addition to focusing on traditional hiring criteria—like education, years of experience and coding language requirements—they want to see how you interact with different groups and personalities. Fellow worker Depending on the role you’re applying for, your peers will likely test your knowledge of more technical topics, such as algorithms, test cases, design tools, etc. Will you go above and beyond in your role? Are you willing to learn along the way? Each question they ask helps them assess your tech skills (and if you’re willing to learn) as well as how you’ll mesh with the team. Product manager The questions product managers ask aim to reveal your level of passion for the products you work on, as well as the contributions you’ll make. How well do you adapt to changing requirements and respond to challenges? How comfortable are you tending to the smallest product details while keeping the big picture in mind? What’s your process for dealing with conflict? Do you deliver on time? Director/VP Questions will be around what motivates you on a day-to-day basis and your ability to make an impact. How do your career goals align with the role? How have you made an impact in previous roles and how do you plan on growing with the company? What leadership qualities do you bring to the table that will help you mentor future new hires and/or help you grow into a leadership position yourself? Non-tech stakeholders Non PM/engineering panel members like marketers, salespeople and designers hope to learn if you’re a strong fit, tech skills aside. They might ask questions related to your soft skills, like your ability to communicate effectively and solve problems. Do you accept feedback positively and use that insight to shape your processes? Can they bring you in for a customer call? Can you write for the company’s tech blog? How do you learn and grow from mistakes? Practice the art of group eye contact with these tips Now that you know who’s on the panel, it’s time to practice interacting with them. Talking to a group of people is very different than engaging with someone one-on-one. Making eye contact, for instance, is often trickier when speaking to a group. And when you’re nervous, it can be even harder. You might be tempted to focus on one interviewer (often the most senior-level panelist, most outgoing, or the one you connect with the most). Or, you might have a tendency to avert your gaze and avoid looking anyone in the eye. But it’s important to give equal attention to each panelist since everyone will likely have a vote—and you don’t know who has the most decision-making power. Learn to work the room. How? Before your interview, practice confident body language whenever you’re in a group of people, or set up a mock panel interview with a few friends. When one person asks you a question, maintain eye contact with them at the beginning of your answer and then shift your gaze to others as you continue to elaborate. This will help you establish rapport and create a conversational atmosphere where everyone feels included. Come with questions to ask the panel Have questions ready to ask the entire panel as a group, as well as questions specifically for each panelist—even though you won’t get to them all. Avoid asking general questions. For instance, since the panel interview is likely one of the final interviews (if not the last), you’ve probably already asked about the company’s values, what a typical day looks like in the role and who you’ll be reporting to. Instead, dive deeper and think about what you really want to know. A common misconception is that you should ask questions just to look good in front of your interviewers. And while that’s important, asking smart questions is a unique opportunity to find out if the role, team dynamics and company will be a good match for you. You can direct questions to the panel in general—e.g., “What are each of you looking for in an ideal candidate?” Or you can ask questions to an individual on the panel by framing it as “What is the marketing team looking for?” Here are a few other panel interview questions you might want to ask: What do you think is the biggest challenge I’ll be facing in this role? Do you have any concerns about my skills or qualifications? What’s your favorite (and least favorite) part about working here? How do teams in different departments work together? What are the company’s current goals and how are each of you working to achieve them? Bring extra copies of your resume Bring enough copies of your resume for everyone (plus a few extras just in case anyone else joins the panel). The panel might already have copies of your resume on hand, but taking this small initiative can highlight your soft skills—like organization, dependability and attention to detail—and can go a long way towards solidifying you as the right person for the role. Leave a lasting impact with a handshake and a thank you Before leaving the interview room, give everyone on the panel a handshake and address them by name. Within 48 hours, send a thank you note to each member of the panel individually using a specific detail you might have learned about them during the interview, or expanding further on a question they asked. If you don’t have every panelist’s email address, send a group thank you—but make sure to mention everyone by name in your note. What makes a successful panel interview? Panel interview success doesn’t always mean getting a new job. It might mean getting useful interview feedback that clarifies what you’re doing right and how you can improve. It could mean making meaningful connections in your industry that could lead to a future job referral. It might mean figuring out that you don’t want to work for a startup. Job offer or not, panel interviews are a great way to hone and build your interview skills. After all, if you can survive a panel interview, you can survive just about any interview. The post How to survive a panel interview appeared first on Seen by Indeed. View the full article
  14. Launched in 2013, Slack didn’t take long to grow into what it is today: a collaboration hub with 10 million daily users sending a whopping one billion messages weekly. Slack is one of the most popular global solutions for team communication, but beyond messaging your coworkers about work (or what’s for lunch), the platform allows you to connect with like-minded tech professionals outside of your company circle through Slack communities. Hundreds of Slack communities are bringing people get together on the topics that interest them most—and this number only continues to climb. That means plenty of opportunities to meet and chat with others on just about anything tech related, from software development to UX to data science. If you’re hungry to grow your tech career, you can’t go wrong with Slack communities, which is why we’re covering the most important info you need to get started, plus 22 of the best Slack communities to join for networking, talking code, finding solutions and maybe even landing your next job. Join Seen for free to get matched with a job that’ll take you further What is Slack? Slack “brings the right people, information and tools together to get work done” for companies of all industries and sizes. It replaces roadblocks that commonly slow organizational success with solutions like real-time messages, integrated file sharing (e.g., PDFs, images, videos) and voice or video calls. Source: Slack Slack 101 If you haven’t used Slack before (or need a refresher), read over the following information on basic functions and features to get the most out of your experience off the bat. A workspace is a company’s shared hub for team communication. If using Slack for work, your employer will send you an email invitation to become part of its workspace. Channels are where members communicate in a workspace. Much like online chat rooms, channels are where team collaboration happens. They can be organized by team, project or topic so that users are only involved in the conversations relevant to them. Users can join and leave channels as needed. But while you can join any public channel, you’ll need an invite to join a private channel. Source: Slack Communities are like workspaces, except instead of connecting team members at a company, they bring together like-minded professionals from across the globe to talk about a certain topic. (And just like workspaces, Slack communities have channels for more targeted conversations.) Many communities are free to join, but some require a monthly, yearly or one-time fee. Direct messages are private messages for one-on-one conversations. You can DM one person and up to as many people as needed. Unlike channels, these conversations are only searchable by you and other people included in the message. Benefits of Slack communities Joining a Slack community puts you in direct contact with other techies that have similar backgrounds, interests, roles, skills and goals. It’s a chance to expand your networking circle from the comfort of your home, favorite coffee shop or wherever (which can also be useful if you tend to avoid in-person networking events). And because the tech industry requires you to embrace continual learning as languages, technologies and trends are always changing, Slack is a way to learn from others, find and offer solutions to unanswered questions, and build professional relationships and mentorships that can last for years to come. What makes it different than other social or professional networking sites? For one, there’s far less distraction, which allows for more focused communication—zero ads or news articles filling your feed and competing for your attention. You also have easy access to every message sent within channels or direct messages—it’s all indexed and searchable. No more scrolling through countless messages to find that one tidbit of information you need, just search by keyword. Another perk? Slack bookmarks any message you want. All you have to do is “star” it. And if you’re looking for a new job, you may just find one in a Slack community. Because it’s a tech candidate’s market, tech sourcers and recruiters are finding new ways to reach tech talent. This means less time spent on traditional job boards and search engines, more time on platforms like Slack. Source: CodeBuddies Slack communities to join for tech professionals We’ve rounded up some of the best Slack communities for tech pros where you can engage in ongoing discussions, get responses in real-time (vs. watching and waiting in a forum) and meet other people passionate about tech. Software development 1. #developers A global community for developers where you can talk about specific languages (e.g., Ruby, Python, Node.js) and topics like testing, debugging, meetups and jobs. 2. #devchat Where developers meet to ask and answer questions, solve challenges and share insights. Its primary channels are #python, #javascript, #java and #webdev. 3. CodeBuddies Intended for programmers of all experience levels, this community is all about helping each other and sharing knowledge with opportunities for screen sharing or voice hangouts to co-work on projects and pair program. Source: CodeBuddies 4. CodeNewbie What started out as a Twitter chat is now a supportive community that helps beginner programmers learn to code. Mobile development 5. iOS Developers A community with 25,000+ members that prides itself on being helpful, friendly and patient, this is where iOS and Mac developers meet to grow their skills and careers in tech. 6. Android United Where more than 3,000 members share experiences, knowledge and news about all things Android and mobile. 7. Ionic Worldwide Chat with other Ionic developers, get feedback on apps and test new features. Data science 8. KaggleNoobs Over 10,000 users join here to connect and collaborate about Kaggle, a platform that unites data scientists and machine learners to solve problems and compete in challenges. 9. Data Quest One of the largest Slack communities to chat about data science and machine learning in channels covering Python, data science books, jobs, Kaggle and more. UX/UI 10. Designer Hangout A network of 18,000+ UX professionals, discover the latest trends, get live feedback and build a network to progress your career. As an invite-only Slack community, you’ll need to submit a request to join. All requests are manually vetted, so the wait time to be approved could be up to 12 weeks. Source: Designer Hangout 11. UX.Guide This community is open to anyone interested in user experience, product design and “the general art and science of improving the human condition through making things of value.” 12. Designership Over 6,300 creatives with a passion for design come here to share, discuss and learn. Joining this community also gives you the chance to participate in competitions to win prizes like swag and software. 13. Animation at Work Join to connect with web animation and UI animation professionals. If you want the latest news and tutorials sent straight to your inbox, sign up for its Web Animation Weekly newsletter. Information technology 14. IT Crowd A global community of IT pros join forces on Slack to solve real-world problems and share technologies and insight. Quality assurance 15. Ministry of Testing Where you can join others interested in software quality to learn about all things testing. A few of its popular channels include automation, CI and API testing. 16. SeleniumHQ Join about 5,000 members to connect on topics like Selenium, Jenkins, Java, JavaScript and more. Ask and answer questions, and keep an eye on its job posting channel to land your next gig. Product management 17. Product Manager HQ Featured on Forbes and HuffPost, this is where 7,000+ members connect in over 40 channels. Chat with tech pros from some of the most well-known companies (Facebook, Netflix, Twitter, etc.), practice PM case interviews over video chat and join AMA discussions with prominent product leaders. Cost: $25 for lifetime access Source: Product Manager HQ 18. Product School Network with over 40,000 product managers, participate in weekly AMAs and connect with PMs from your city in local channels. With additional resources like videos, guides and podcasts at your disposal, it’s easy to stay in the loop of the latest product trends. 19. Mind the Product Join 20,000+ actively engaged product people to ask questions, find solutions and get second opinions on whatever they’re building. Find your next big opportunity in its jobs channel and join the mailing list to stay current on all things PM. Inclusive tech 20. Women in Technology A dedicated space for women in all tech professions: customer support, technical writing, graphic design, project management, QA and beyond. 21. Techqueria Where Latinx tech professionals go for resources and support to thrive in their careers. Join for career advice, tech talks, mentorship, jobs and more. 22. Blacks in Technology Focused on increasing diversity in technology, this community provides resources and guidance to help its members succeed in their tech careers. Get started on Slack to propel your tech career Growing your tech career is a must no matter where you are in your journey, and using Slack to take your career further is a smart move. You’ll be just a few clicks away from starting up a conversation with tech pros like yourself—with no shortage of custom emojis. If you’re looking for other Slack communities to join, run a quick Google search (e.g., “Slack communities for software developers”) or find them on Slofile, a public Slack community database that’ll also include details like member count and channel topics. Find what you’re looking for? Join the conversation. The post 22 of the best Slack communities for tech pros appeared first on Seen by Indeed. View the full article
  15. Tech internships aren’t just for students or recent grads. A “minternship” gives mid-level professionals the opportunity to relaunch or switch careers. Medical technology company Medtronic even offers “returnships” for those returning to engineering roles after a significant break. And while landing a tech internship, minternship or returnship is an accomplishment you should be proud of, it’s also important to think about what you’ll do to make sure it’s a success. You’ll get out what you put in, so treat your internship like a real job. What else can you do to gain the skills and experience you need to boost your resume, make valuable connections and stand out among other interns? And above all, how can you turn your internship into full-time employment? Here are nine tips for optimizing your tech internship, including how to increase your chances of getting that post-internship job. 1. Set ambitious (but realistic) tech internship goals What are you hoping to get out of your tech internship? Do you want to explore a broad range of experiences or target a specific area of concentration? Identify the technical and soft skills you want to pick up and any other specific things you want to experience (e.g., shipping production code, working with a certain tech stack, learning about Agile development, having 1:1 lunch meetings with 10 different engineers to grow your network). Come up with these goals within your first week, share them with your internship manager or mentor and then work towards meeting them. These goals will serve as success metrics, giving you a sense of direction, helping you measure your progress and ensuring that you get what you want out of your experience. Ready to kickstart your tech career? Join Seen for free to get matched with a role that’s right for you 2. Fight imposter syndrome “I think they meant to hire someone else,” might run through your mind during your internship—especially at the start. You might feel like you’re not skilled or talented enough, but don’t let that hold you back from doing your best work. Remember, you were selected for this internship for a reason (likely based on a combination of your GPA, past experiences, interviews, etc.)—not just hired accidentally or at random. It’s completely normal to feel overwhelmed, lost or confused. In fact, the people you’re working for have probably felt like imposters in their roles at some point (even the most experienced engineers look up solutions on Stack Overflow). 3. Grow your professional network Don’t just focus on your work—whether it’s coding, data crunching, bug fixing or product roadmap planning. Get to know the people you’re working with and network as broadly as possible across teams and departments. You could end up with a career mentor or connections that could make the transition from student (or career changer) to employee much easier. Ask your internship manager if they know of anyone who would be good to talk to. Set up informational interviews over lunch or coffee with employees in a variety of roles (even outside the engineering team) to gain insight into what their daily life looks like, how they planned their career and where you might want to go in yours. Depending on the size of the company, you could even get the chance to participate in social events, hackathons or networking programs to expand your network. For example, companies like IBM, Meetup and InVision use a Slack bot called Donut to randomly pair employees from different teams for 1:1 lunch or coffee meetings. 4. Ask lots of questions—but don’t spam your manager As an intern, you’re not expected to know everything. Asking questions shows your willingness to learn, as well as your motivation and passion. But remember that the purpose of your internship isn’t just to impress your employer, it’s to soak up as much knowledge as possible. At the start of your internship, you might want to ask your manager the following questions: What are the team’s goals? How can I help achieve them? What’s the best way to communicate with you (in-person, email, Slack or something else)? How often should I check in with you? If I need help, who else should I ask (other than you)? Part of being a good engineer, data scientist, product manager or other tech pro is clarifying expectations upfront, so when you’re assigned a project or task, ask your manager how long they think it should take you and how often you should update them on your progress. If you’re blocked on something for more than an hour, don’t be afraid to rope in a coworker, fellow intern or your internship manager to get unblocked. You don’t have time to stare at your screen quietly for days without progress. Just make sure to ask smart questions—i.e., put in effort to find a solution by googling or researching your question on Stack Overflow, Quora, GitHub or another source first so you can say something like “I’ve tried XYZ, but I’m still stuck.” 5. Don’t wait for your manager to tell you what to do next There’s probably not a lot of time for someone to be constantly supervising you (especially at companies that don’t have structured internship programs), so seek out opportunities and take initiative. If you’re assigned a standalone “intern project,” instead of a real project that will actually be used in production (or you have a lot of downtime), pick up small tasks outside the scope of the project and try to get involved in the real work that a full-time engineer does. How? Don’t wait for things to be assigned to you. Ask your fellow interns, coworkers and the people you met during informational interviews if you can help with anything they’re currently working on. Ask to shadow an engineer during a standup or job interview. The more parts of a full-time role you get to see, the better. And the more proactive you are, the more likely you’ll reach the internship goals you set earlier. Career coach tip: Make it a goal to contribute something that your team will use after you leave. 6. Keep a journal of your accomplishments Track and document your daily progress as a running list in a shared Google Doc, spreadsheet or physical notebook. You can show this list to your manager or mentor to update them on what you’re been working on—without them having to constantly look over your shoulder. Use this log as a reference to remember what you’ve accomplished and the things you’ve learned. For example, every time you close out a ticket or finish a new feature, write it down. This can help you measure the results of your work, add impactful accomplishments to your resume and serve as the basis of a conversation about a potential job offer. Career coach tip: Keep your internship manager in the loop by sending short weekly email updates with bullet points of what you did that week, what you’ll work on next week and if you have an blockers or questions. 7. Get honest feedback Tech internships only last a few weeks or months, so you don’t want to realize in week four that you’re doing something wrong or inefficiently. Plus, a lack of feedback can feed imposter syndrome. That’s why it’s important to sync up with your internship manager, fellow interns and colleagues frequently to ask: “What do you think I’m doing well and how can I improve?” Encourage them to be as direct as possible to elicit both positive and constructive feedback. If you’re in engineering, for example, this feedback might come during code reviews. If you’re a product intern, it might come during sprint retrospectives. Listen to their advice and act on it to show your interest in personal growth and prove that you’re worth hiring. 8. Keep in touch when your internship ends If your internship ends without a full-time job offer, it doesn’t mean the door is sealed shut (or that you can’t get a professional reference for another role). But know that it’s your responsibility to keep the relationships you formed from fizzling out. Instead of emailing HR or the people you worked with to directly inquire about job openings, send updates to your contacts at the company (e.g., your internship supervisor, coworkers, people you met over lunch) and talk about new projects you’re working on and how you’ve used their advice. That way if a job does open up, you’ll be the first person they think of. 9. Reflect on your experience to get clarity about your future goals Revisit the goals you set for yourself at the start of your internship. Did you achieve them? What did and didn’t you enjoy about your internship? Would you want to work for this kind of company or industry again? Did your personality mesh well with company culture? Your answers to these questions can help you determine if this role, company and industry is right for you (and can even help you decide between two job offers later on in your career). Get paid to test out a role and company While your internship manager might be trying to gain a sense of how you’d perform as a full-time hire, don’t get too caught up in treating your internship like a months-long interview. A successful tech internship is more than landing a job. It’s about getting a better idea of what you want (and don’t want) from a job, building a solid resume and portfolio, and meeting new people in your industry—and getting paid to do it. And if it’s the right match and timing, you might even end your internship with an offer letter. The post 9 steps to turn your tech internship into a full-time job appeared first on Seen by Indeed. View the full article
  16. A gold rush mentality surrounds bitcoin, cryptocurrency and blockchain. And despite drastic price fluctuations (Bitcoin’s value shot up more than 230% in the first six months of 2019 to above $12K) and nearly half of companies citing regulatory uncertainty as a major barrier to blockchain adoption, employers continue to ride the wave and invest in both blockchain tech and talent. Mark Zuckerberg, for instance, wants to launch Libra, a new global cryptocurrency, in 2020. And digital payment giant Square recently assembled a crypto-focused team, Square Crypto, with the goal of strengthening the Bitcoin ecosystem. Not only that, but you’ll soon be able to spend bitcoins at Starbucks through a brand new exchange app that converts digital assets into dollars. So with the headlines filled with cryptocurrency innovations (and widespread scrutiny), what has job growth and tech talent interest for crypto jobs looked like this year? And what can we expect in 2020? We analyzed millions of job postings on Indeed.com to unpack how bitcoin, cryptocurrency and blockchain trends have affected the job market and what its future might look like—i.e., is it more gold plated or solid gold? Crypto, blockchain and bitcoin jobs at a glance Searches for bitcoin, blockchain and cryptocurrency roles are going down—yet employer demand has skyrocketed. According to Indeed.com, in the four-year period between September 2015 and September 2019, the share of these jobs per million grew by 1,457%. In that same time period, the share of searches per million increased by “only” 469%. Looking more recently, in the past year, the share of cryptocurrency job postings per million on Indeed have increased by 26%, while the share of searches per million for jobs have decreased by 53%. We’ve previously covered how bitcoin’s volatility seems to correlate with job seeker interest, and the change in bitcoin price this year might be why job searches have declined. Employers, however, are doubling down on these tamper-proof blockchain technologies, which means there’s likely lots of opportunities for job seekers with these skills or interested in this industry. Join Seen for free to get matched with a cryptocurrency role that’s right for you Top 5 cryptocurrency tech jobs So employer demand is high for tech roles related to bitcoin, blockchain and cryptocurrency—but what are those jobs? From coding smart contracts to designing user interfaces for cryptocurrency apps to building decentralized applications (dApps) that communicate with the blockchain, there’s no shortage of work to be done in the bitcoin field—and the tech jobs in our top five prove it. For a better chance at landing one of these roles, familiarize yourself with basic cryptography, P2P networks and a language like C++, Java, Python or JavaScript (along with certain crypto soft skills). To stand out, learn new blockchain development languages like Hyperledger, Bitcoin Script, Ethereum’s Solidity, the Ripple protocol or even languages currently in development like Rholang to stay ahead of the curve. Companies doing the most hiring for crypto, blockchain and bitcoin jobs Software roles make up the highest percentage of cryptocurrency jobs, but which companies had the highest share of job postings for these roles over the last year? Since blockchain technology has expanded well beyond the financial sector, you’ll see a sprinkling of crypto startups, but also bigger, more established firms not directly related to cryptocurrencies (or even the financial industry at all). IT, consulting and professional services firms Two of the Big Four accounting firms make the top 10, along with tech giant IBM. Why? Earlier this year, EY launched a new crypto tax accounting tool for investors, and consulting firms are hiring blockchain talent to advise clients on how to apply these new technologies. IBM is also making waves with IBM Blockchain World Wire, a blockchain network that clears and settles international payments in near real-time. Crypto companies Not surprisingly, five companies directly related to cryptocurrency—Coinbase, Ripple, Circle, Kraken and ConsenSys—make our list. Only ConsenSys made the top 10 in our previous list of bitcoin hirers from May 2019. Banks Why are financial companies hiring so much blockchain and cryptocurrency talent? They’re designing their own dollar-backed digital coins. Signature Bank (#15), for example, built its own blockchain platform, Signet, to allow its clients to move money around in 30 seconds, 24/7 by converting dollars to ethereum-based tokens known as “Signets.” Non-financial companies Given the potential of blockchain, companies outside the traditional finance ecosystem are starting to adopt it for use in supply chain management, ecommerce, telecommunications and beyond. Collins Aerospace (#5), for example, is an Iowa-headquartered company that provides solutions for the aerospace and defense industries. It’s using blockchain technology to make complex global supply chains more efficient and protect defense and space-related data from cyber attacks. Another company you might not expect to be hiring a lot of cryptocurrency talent is online home goods retailer Overstock.com (#8). However, it makes sense because it was the first major retailer to accept Bitcoin as a form of payment, starting back in early 2014. The company now accepts all major cryptocurrencies and has since founded a venture capital arm, Medici Ventures, to accelerate blockchain innovation. Bitcoin jobs are not as volatile as its value As the bitcoin, blockchain and cryptocurrency industry continues its rapid growth and widespread adoption, companies of all sizes and industries are making long-term investments in these technologies by ramping up hiring over the last year. That trend is likely to continue through 2020, even in the face of extreme price volatility and regulatory uncertainty of cryptocurrency specifically. And while Bitcoin and other cryptocurrencies might function more like an asset than a currency (there’s not much you can actually buy with it), that’s clearly changing as major retailers are starting to accept digital tokens and more unique use-cases for these technologies continue to pop up. So with employers investing heavily in bitcoin jobs and cryptocurrencies becoming more accepted and accessible, blockchain tech seems like it’s here to stay. *Methodology: Indeed.com analyzed the percentage change in the share of job postings and share of job searches per million for roles related to bitcoin, cryptocurrency and blockchain during the time period specified. The most in demand roles related to cryptocurrency were identified by calculating the percentage of job postings related to bitcoin, cryptocurrency and blockchain during the time period specified and ranking them in order based on the percentage of job postings for those roles during the time period of October 2018 to September 2019. Companies listed had the highest share of job postings related to bitcoin, cryptocurrency and blockchain on Indeed from October 2018 to September 2019. The post What the bitcoin job market looks like in 2019 (and beyond) appeared first on Seen by Indeed. View the full article
  17. Financial technology, or fintech, has rapidly changed the way the world works by making financial services like credit, lending, payments and insurance more accessible for consumers. Fintech has shifted the world away from having to step inside a bank branch to make a deposit. It’s the tech that’s eliminated the need to balance a checkbook and carry cash every day. Any time you’ve placed an online order or sent money to a friend via an app on your mobile phone? All because of fintech. And as digital is now the new norm, fintech is becoming more mainstream with a growing number of companies adopting it to stay competitive. In fact, fintech investments rose to over $55 billion in 2018. How can you make your mark in fintech and get the chance to work on advancements like JPMorgan’s AI-powered virtual assistant? By stepping into a role that suits you and your talents best. Here are five fintech careers to get you started. Join Seen for free to get matched with fintech roles like these Cybersecurity engineer Digital attacks are becoming more innovative and sophisticated every year, pushing companies to proactively defend against them (and be able to recover from them). ImmuniWeb, a web security company, set out to pinpoint security flaws for 100 of the world’s largest banks. Their results show that 97% of these banks are vulnerable to web and mobile app attacks, with 92% of mobile banking apps having at least one medium-risk security vulnerability. And as the cost of a data breach averaged $3.9 million in 2019, there’s no question as to why cybersecurity engineers in fintech are sought after. Implementing and following the right measures is necessary to safeguard data and systems. Using a combination of modern security techniques and tools (e.g., malware protection, firewalls), a solid cyber incident response plan and training for members across the organization, cybersecurity engineers are key to protecting sensitive data for both companies and clients. Data scientist From basic client information to behavior usage patterns to millions of credit card transactions, fintech companies house massive amounts of data. Beyond needing this data to keep business running, companies rely on data scientists to extract meaning from it to make smarter decisions that accelerate growth, increase revenue and cut costs. Fintech companies also realize the power of machine learning to rise above the competition. This means data scientists skilled in applying machine learning-based approaches, such as fraud detection, robo-advisors (automated online advisors) and algorithmic trading (the use of algorithms to conduct trades), are integral to success. Lemonade, a not-so-average insurance company, is a prime example of how data science can drive change for traditionally non-tech companies. Powered by AI and machine learning, this company has replaced the need for brokers with a bot named Maya, and innovations around fraud mitigation and risk analysis. Want to take your data science career further? Check out the top five tech skills employers want most in data scientists. Blockchain developer Originally created to support Bitcoin, blockchain technology (a digital ledger to record transactions) has taken off as a secure way to exchange data, information and money. In fact, blockchain in the fintech market is expected to grow from $231 million in 2017 to $6.7 billion by 2023. With the crypto and blockchain market rapidly growing (the share of US job postings related to crypto, blockchain and Bitcoin grew 90% from February 2018 to February 2019), employers are looking for blockchain developers that can fill demand. There are two different types of blockchain developers: core blockchain developers and blockchain software developers. Core blockchain developers are mainly responsible for the design, architecture and security of a blockchain system using languages like Rust, C++ and Java. On the other hand, blockchain software developers build decentralized applications (or Dapps) using blockchain tech and programming languages (e.g., Python, Java, C#). Product manager From day-to-day details to big-picture vision, product managers define product vision and build out a strategy for long-term success. They lead cross-functional teams from concept to launch with a goal of maximizing revenue and creating value for users. Product management is a little different in fintech versus other industries in that there’s a stronger focus on compliance and security, including data privacy and accounting accuracy. And on top of collaborating across engineering, design and marketing teams (like product managers do in any industry), PMs in fintech also communicate with departments such as legal, portfolio risk, capital markets and financial operations. Cloud engineer Fintech companies are adopting cloud technology to drive efficiency across business functions, scale to meet user demands and cut down on costs. Operating in the cloud also means that fintech companies can ramp up cybersecurity to better manage threats (e.g., data leakage, confidentiality breaches) and recover from disasters. According to a survey of banks, a mere 3% said they didn’t have a cloud strategy in place. To make the transition to being a digital business, these companies call on cloud engineers skilled in cloud-specific technologies like AWS and Azure. Where do cloud engineers get paid the most? Check out our list of the 10 top cities for high cloud engineer salaries. Capital One’s cloud-first strategy, for instance, was designed to align with long-term business goals. Today it supports over 8,000 apps and services in the cloud and makes it possible to use machine learning to more efficiently deploy and operate those apps. Launch your fintech career and make your mark As more companies find new ways to scale, meet the needs of consumers and improve the delivery of financial services, fintech careers will only become more in demand from here on out. Remember, it’s easy to associate banking with fintech first and foremost, but the industry also encompasses insurance, investment management, blockchain, ecommerce and payment platforms, which means more opportunity to find a fintech career you love. The post 5 careers driving fintech appeared first on Seen by Indeed. View the full article
  18. How can you turn a stranger (or an acquaintance) into a career mentor or an inside source on a company’s culture? You’ve heard about the importance of networking. But depending on your personality, approaching people you don’t know at a networking event can be uncomfortable or intimidating. And passively handing out hundreds of resumes probably won’t be very effective. Informational interviews, however, are a more targeted way to not only build your network, but also stay inspired in your job search. These 1:1 convos, which typically happen over coffee or the phone, can give you insider career advice, help you explore roles and companies, and grow a professional network that could lead to your next big opportunity. So how do you get one? Here’s everything you need to know about how to ask for an informational interview (with an outreach message template), plus how to get valuable insights that are more than worth the cost of two lattes. Table of contents What’s an informational interview? Benefits of informational interviews Finding the right person for your informational interview How to ask for an informational interview Request for informational interview (template) They said yes, now what? What’s an informational interview? Unlike a job interview, an informational interview is a casual meeting you set up with someone who works in a position or at a company you’re targeting in your job search. It’s your chance to get the inside scoop on a role, career path or a specific company’s culture so you can explore, clarify and reach your career goals. This isn’t the time to ask for a job. Instead, you’re absorbing information and making connections that could give you an extra edge in your job search. While these private info sessions are more common for career changers, fresh grads and people looking for a new job, informational interviews can be a good networking and career exploration tool for anyone—whether you’re actively looking for a job or not. Send your last resume. Join Seen for free to get matched with a role that’s right for you. Benefits of informational interviews So should you spend your time and energy on informational interviews when you could be sending out application? There are tons of benefits—from building community to getting a job referral. Here are a few more ways informational interviews can accelerate your career: You’ll develop contacts in your current or desired industry. A strong professional network could begin a potential mentorship, foster your career development and open up doors to new opportunities. If you recently relocated, informational interviews can also help you build connections in your new city. You’ll stay up to date about trends in a specific career field. With tech changing so quickly, an informational interview can help you stay informed about which technologies are up-and-coming and which are being phased out. You can even learn about the tech that’s used most often in the niche you’re looking into (e.g., fintech, edtech, healthtech). You’ll figure out if you want a similar job. You might come away from an informational interview feeling more excited than ever, or you might start second-guessing a certain industry or company after learning about daily life in the role. You’ll avoid the same mistakes. You’ll learn what industry pros would’ve done differently to reach their career goals faster, or what next steps they recommend to help you jump onto your desired career track (minus the trial and error). You might get a referral for a role you want. It’s all about who you know. Your interviewee might recommend you for future roles or put you in contact with hiring managers. Plus, since around 70% of jobs aren’t even listed publicly, an informational interview might help you break into the hidden job market. Finding the right person for your informational interview Search online for mid-level professionals who either work at your dream company, hold your desired job title or both. You can even reach out via your college’s alumni network or any professional associations you’re part of. Target people who realistically have more time to talk to you—i.e., probably not the CEO of a major company. Try to find industry pros local to your area first, since face-to-face meetups often feel more natural and will make you more memorable. But feel free to open up your search to people outside your city. You can always have a meaningful conversation over the phone or video chat. Beyond cold-contacting, consider asking your inner circle (e.g., friends, coworkers, family members, former professors) if they can introduce you to anyone who works in your desired role, industry or company. Pro tip: If you like your current company, but want to explore other roles, go on informational interviews with your coworkers. This could potentially lead to lateral moves into another department, team or functional role. How to ask for an informational interview Once you’ve come up with a shortlist of potential interviewees, it’s time to make the ask. However, getting strangers to respond to a cold message isn’t always easy. Instead of “My name is X. Here’s my resume. Let me know if you have any jobs for me,” here’s how to convince busy professionals to take time out of their day to meet with you. 1. Schmooze them, but make it authentic. A generic message is a sure-fire way to get ignored, so think about why you’re asking this person in particular. Are you impressed by an app they built? Did you enjoy reading an article they wrote on software architecture? Are you inspired by their journey from self-taught coder to engineering manager? 2. Ask for career advice—not a job. If they don’t know you, they probably won’t be willing to do you a favor. But by making it clear that you’re not asking for a job, you’ll take the pressure off the person and improve your chances of a response. (Wait until you’ve established trust before asking for help getting your foot in the door). 3. Bring up something you both have in common. You’re much more likely to develop a genuine relationship with someone if you share common interests. Are you both alumni of the same university? Do you share a hobby? Are you both from the same city? Avoid crossing the line: Only bring up commonalities you can find on their professional profiles (LinkedIn, GitHub, company website, etc.)—not a family vacation you found out about by scrolling through their Facebook profile. 4. What do you want out of the interview? Instead of “I’d love to learn more about what you do,” ask for 15 minutes of their time to talk about how they broke into a career in machine learning. Or ask for 20 minutes to learn about what it’s like to work as a software engineer at Company ABC. 5. Give next steps. Always end your message with a question so they have something to reply to. For example, you could ask “What time works for you next week?” or you could propose a few days and times that work for you. Pro tip: Close with “Thanks in advance.” A study of 350,000 emails asking for help or advice shows that this is the most effective email sign-off, with a response rate of 65.7%. Request for informational interview (template) Now, let’s put everything together into a message that industry pros can’t ignore: Hi [First name], My name is [Your name] and I’m [a recent grad, looking to switch careers, looking for a new opportunity, etc.]. I [found your profile on LinkedIn/got your email from X] and [include what you admire about the person and why you decided to contact them]. [Add anything you have in common] If you have 15-20 minutes to chat, I’d love to meet with you [over coffee/over the phone/via video chat] and talk about [what you’re interested in learning about, such as the company, career path or industry]. Coffee’s on me! What time works for you in the next two weeks? [Optional: I’m free on Wednesdays and Thursdays between 2pm and 7pm.] Let me know and I’ll send over a calendar invite. I look forward to hearing from you. Thanks in advance, [Your name] They said yes, now what? Got a response? Here’s what to do for a successful informational interview. Ask these questions in an informational interview You’re here to get answers, so come prepared with 5–10 informational interview questions. You don’t have to stick to a script (it’s important to let the conversation flow naturally), but make sure you have a rough agenda in mind. Remember, this is your meeting, so take charge of the conversation. Here’s a list of informational interview questions you might want to ask (pick and choose the ones that are most important to you): How did your career path lead you to this role with this company? What does your day-to-day look like in this role? What do you enjoy most about this job, company, etc? What do you like least? If you could go back to the beginning of your career, what would you do differently? What’s the most challenging part of your job? What big projects are you working on right now? Where do you see yourself in five years? 10 years? Do you have any advice for standing out as a job candidate? Is there anyone else you’d recommend I talk to? Show your passion This is a valuable time to show off your personal brand—i.e., who you are and where you want to go, the value you provide, and your passion and enthusiasm. Getting a job shouldn’t be your immediate goal, but making a good impression could lead to a referral down the line. Bring your resume (but hide it) While you’re not trying to market yourself, sometimes an informational interview leads to an opportunity and you want to be prepared if it does. That’s why you should bring a copy of your resume, but keep it tucked away unless your interviewee specifically asks for it. Wrap it up in a timely manner Keep an eye on your time, making sure to check in if you find yourself going over the 30-minute mark. It can be easy to get carried away, but remember that your interviewee’s time is valuable. Say something like, “I know we’re running up on 30 minutes, so I don’t want to take up too much of your time…”, which leaves it open if they do have more time. Follow up It’s your responsibility to stay in touch. Connect with them on LinkedIn, send a thank you note within 24 hours and update them a few weeks later on how you took and applied their advice. Valuable career advice for the price of two coffees? People often pay hundreds or thousands of dollars to get expert career coaching to hone their job search strategy or attend talks from industry pros at tech conferences. But an informational interview at your local coffee shop might only cost you $8 (if you buy a latte for you and your interviewee). These informational interviews can put you on the fast track to a career that ticks all your boxes, whether it’s through building the foundation of your professional network, learning from someone else’s mistakes or even getting job leads—without ever having to ask. And there’s no limit to how many informational interviews you can set up (one person went on 30 informational interviews and ended up getting a job at Hulu). The post How to ask for an informational interview appeared first on Seen by Indeed. View the full article
  19. Attracting the right tech talent is far more than posting an open role and hoping for responses to come flooding in. These days, it pays to get creative when sourcing candidates because not only does demand outweigh supply, but tech workers have become desensitized (or downright aggressive) to cold outreach. Add on the fact that while nearly three-fourths of developers are open to hearing about new opportunities, only 15% are actively looking for a job—and some might even disconnect from professional networking sites altogether in an attempt to avoid spam or copy-paste recruiter emails. Which means? Traditional sourcing methods aren’t always going to get you the candidates you need. On the bright side, tech talent has been known to hang out together to collaborate, share (and show off) their code and hone their skills. And once you know where to look for them, you’ve already overcome a major hurdle in sourcing talent. Boost your sourcing strategy: Join Seen and match with actively searching candidates who have an 80%+ average response rate Reddit An active community of 330+ million Redditors makes Reddit the fifth most visited site in the US. On it, you’ll find conversations between anyone about anything, from random musings to current events to technology. Topics are broken out by categories, called subreddits, and there’s a good chance you can find a subreddit on any topic. Reddit can be a bit overwhelming for newcomers, so familiarize yourself with the platform before anything else. Because it’s a community to share ideas and engage with each other, know that you’ll quickly be called out on any kind of self-promotion or spam—even get banned for it. Don’t want to get banned? Read the FAQs and Reddiquette. Learn the lingo. Lurk a little bit before posting anything to understand how its users communicate and what they respond to, both positively and negatively. There’s also a karma system, which is kind of like a scoreboard. When your posts and comments are upvoted by users, you gain karma. Any time they’re downvoted, you lose points. The more karma you have (and some profiles have millions), the more likely users will see you as a credible source. Sourcing candidates on Reddit Create an account (it’s free). Next, search for and subscribe to subreddits that’ll get you closer to the types of candidates you’re looking for. To search for subreddits, type a topic into the search bar located at the top of the homepage. For example, scoping out software developers skilled in Python? Follow r/python or r/softwaredevelopment (and then run a search for Python within it). Looking for data scientists? Try r/datascience. Spend a few weeks getting comfortable and contributing to build up karma. Another way to get karma: Offer a recruiter’s perspective on subreddits like r/cscareerquestions for questions related to interviewing, education requirements, etc. Sourcing on Reddit isn’t exactly a quick win, but you’ll see firsthand how tech pros interact in a casual environment, and what interests and excites them. To source these potential candidates, you can post jobs on tech-specific subreddits, or on job posting subreddits like r/techjobs, r/javascript_jobs and r/forhire. Meetup Meetup goes beyond connecting like-minded people online to grow their hobbies and skills—it brings them together in real life. From cooking and fitness to business and tech, there’s something for everyone. Meetup groups are held in cities across the US (and worldwide), which means you’re able to pinpoint tech talent by skill set and location. And while you can attend Meetup events to chat with tech pros in person if you want, it’s easy to find and connect with them online using the insights available, no in-person networking required. Sourcing candidates on Meetup You can browse Meetup groups and member information freely without an account, but you’ll need to create an account if you plan on messaging members directly from the platform. When you land on the homepage, you’ll see events and groups near you, and a list of categories to search by topic (e.g., learning, tech). Browsing groups related to tech would be a good start to sourcing on Meetup. Once you click on the tech category, you’ll navigate to a page that lets you search for a specific group topic within a certain distance from your target city or zip code. Click into the relevant groups that populate from your search to learn more about the group’s interests, events and members. Then start visiting individual member profiles. Members control how much information they disclose, but even if you come across a less-than-complete profile you can still see their location, interests and other Meetup groups they’re members of. They may also link to their networks (e.g., Twitter, LinkedIn). On top of being able to message members directly on the platform and connect on social or professional networking sites, you have the option to post job openings straight into the discussion section of a group’s page. Quora Chances are you’ve had a question and landed on Quora. Quora is a Q&A site where anyone can ask and answer questions on any topic (with technology being one of its most popular). It gets about 300 million visitors every month, and is similar to Reddit in that users can upvote and downvote answers. Building credibility on Quora gets you better connected with its users and can also drive traffic to your company’s website when you link out to it in your profile. But also like Reddit, Quora has a few ground rules to follow, so make sure you read up on them to avoid Quora moderators hiding your answers or banning your profile. The main thing to remember? Anything you post needs to have real value (spam and self-promotion isn’t tolerated). Sourcing candidates on Quora Create a free profile to get started. Once you’re in, follow a few relevant topics to your sourcing needs. Good ones to start with include Jobs and Careers in Software Engineering, or something related to tech skills, like JavaScript. Ask and answer questions to engage with users if your plan is to become a thought leader and gain followers. Otherwise, spend some time browsing and reading answers to spot prospective candidates. How do you spot one? Look for strings of thoughtful answers that prove expertise in their field (upvotes and shares help confirm great answers), and how many users follow them. ID’d a prospect? Visit their Quora profile to learn more about them. Message them directly through Quora, or visit their social and professional network platforms (if included) to connect with them there. YouTube Over 400 hours of video is uploaded every minute to YouTube, and over one billion hours are being watched every day. When sourcing candidates on YouTube, however, your best bet will be to focus more on who’s uploading these videos rather than who’s watching them. It can be difficult to sift through so much content, so aim for creators that are passionate and knowledgeable about their chosen subject. Look for how often they upload new videos (and how recent their last upload was) and how many followers they have. Pay attention to the overall content quality, too—though you may not speak tech, it’s clear when someone is truly driven vs. not. Sourcing candidates on YouTube On the homepage, run a search on the role or skill you’re sourcing candidates for. For example, if you’re looking for a data analyst with SQL expertise, type “SQL” into the top search bar, or narrow it down a little more with “SQL data analysis.” Much of the content techies put out there on their personal channels is educational in nature (e.g., SQL tips for data science, C++ tutorial for beginners), which means they’re not only passionate about the topic, but probably know it well enough to teach others. But to get a better idea of the quality of the content, scroll through the comments to read how others respond. Find someone you like and navigate to their profile page where you can read more about them, plus where else they hang out online, like GitHub, Twitter or a personal website. You’re unable to direct message a user on YouTube, so connect with them on one of their other platforms. Source: Hitesh Choudhary What about their location? 80% of tech workers say they’ve considered moving for work before, so if they’re not local to the company you’re hiring for, there’s still a chance they’re open to making a move. Goodreads Goodreads an online card catalog where people can search for books and recommendations. The Goodreads community also comes here to discuss books, as well as create groups of book suggestions, surveys and blogs. Sourcing candidates on Goodreads Create a free account and start searching for books related to the skills or roles you’re sourcing for. If you’re sourcing for a mobile developer, for example, run searches for iOS development, Swift or Kotlin. Out of the results, look for books that are highly rated by a lot of users. Scroll through and read the ratings and reviews for insight into who’s experienced and passionate about that topic, which can help you pinpoint tech pros that best match to your open role. Once you find a potential candidate, head over to their profile page to learn more about them. Many times members include personal websites, email addresses and social media and professional networking sites, all of which you can use for outreach. Slack Slack keeps people connected at work, but instead of phone calls and email chains, this instant messaging tool makes it possible (and practically effortless) to have real-time conversations. Using Slack, workers across functions and locations can collaborate in set channels or direct messages to share messages and files, even video calls. Sourcing candidates on Slack While Slack has paid versions, its free plan is generally all you’ll need to source tech talent. Start by searching channels (if it’s public, you can search it) to find relevant groups, or use a tool like Slofile. You can also run a Google search that’ll surface relevant articles. For example, searching for the best Slack channels for developers will pull up articles like this one to get you started. When you find a public channel that aligns with the role you’re sourcing for, watch and read. Learn what the members do and don’t like about a particular technology, and use the insight you gain in future conversations. You can engage with the members on those topics in the group chat or send a direct message to start a private conversation. Tap into creative ways to source tech talent Recruiting and sourcing tech pros comes with its own unique set of challenges, but there’s a lot of opportunity to connect with the right talent using a more modern approach than the traditional job board. And remember, there’s more to sourcing talent than finding them. Your cold message is key in getting candidates interested and engaged, so when you contact them, don’t be generic. Be personal. Mention how you found them and what stood out, and get them excited about what you have to offer. The post 6 unexpected places to source tech candidates appeared first on Seen by Indeed. View the full article