It being 2 pages is a cultural vestige - that was my point.
When you think about the resume, it's a terrible representation of you and what you can do in a work place. If a human is to look for a summary, sure, 2 pages is great, but when developers have things like github repos, what do other workers have?
The sum total of work for a marketer or ops engineer etc is harder to contain in a resume, much less an easily shareable thing.
We can do better. This is a space I care about deeply.
There's a huge difference between objective measures and skill sets, and how effective someone is in performing work. This is why leet code tests often fail to truly identify the best talent. Working in teams, problem solving, etc are harder to suss out with leet code test or checkboxes. This is why person to person interviews are so effective (caveat: when performed by trained interviewers who are held accountable by a good process)
I've built tech around this. Spent a ton of time here. It's shockingly good, provided your process of using the LLMs is sound. I had built demo tech to solve the problem of helping candidates improve their answers. Turns out that's a narrow and difficult market to reach.
That said, the workflow and analysis is still live with a demo site:
Have a look at two interview analysis reports. The interviews were actual Q&A from a free coaching call I did. I have a very large video library of mock interviews that I have been using to fine tune and test.
I have long said with my customers that the #1 job of the interview loop is to answer the following question: can this candidate do this job at this company and likely exceed expectations?
It's surprising how many companies are bad at the interviewing process. How bad they are at the eval process (resume and interviews). It's still giving vitamin and not painkiller vibes though.
I have been working in this space for the last few years as an indie hacker solopreneur. I'm currently working through customer discovery on this exact problem (eval candidates more effectively) and if you (or a delegate) could make time, I would really appreciate it.
I have a tool that I "shipped" as demo-ward (loopalla.com) but pivoted to HiredUpon to focus higher in the funnel.
I want to rejigger the tech I built for Loopalla. I would love to do a customer discovery call with you if you would be willing. I am an ex-AMZN director. I have a AMZN style working backward FAQ doc ready to go to drive the call. I want to humanize hiring, ironically by using tech. :)
I have already built HiredUpon and InterviewAt. I have been focused on this space as ex-AMZN, ex-MSFT, ex-startup, etc for the last 3 years.
My experience with ATS systems shows that there is room for improvement.
If there are any decision makers on this thread with whom I could do a customer discovery call, I would appreciate it. Please raise your hand and I will schedule.
I have an AMZN style FAQ working backwards document already completed. I want to humanize hiring and change how candidates and companies meet in the marketplace.
Here's a fun fact: resumes are limited to 1 page (2 front and back) because of the staple. Candidate's didn't want to risk losing a page on submission, and HR departments hated removing the staple when they shredded docs.
So, because of the lowly staple, we still have the high information inefficient resume as a digital representation when applying to jobs.
We can do better. I want to build something to do better.
I've worked with Dave before. He will in fact implement ask the things in a very short period of time. We used to talk about him as the master of spinning developer plates.
I for one would love to see a $$ breakdown of what is being proposed here. This is the one thing I find always catches people out. That, and some of the default aws options which aren't necessary but can really run up the $$ intentionally.
Do you mind if I ask a follow up? Do you feel that the breakdown with recruiters is because there is not an easy way to present as "suitable" for a role?
At the risk of leading to an answer, do you think that this is related to the information density constraints of a resume and linkedin profile, and the additional risk that a recruiter cannot do much to parse a GitHub repo?
Also, when these recruiters are reaching out to you, what is your experience of split between external firm vs internal FTE at target company?
I have been doing free mock interviews for the last 2 years at InterviewAt. My free calendar is booked out to end of June, but I do have a ton of mock interviews available on the YouTube channel. These have my inputs as to how candidates can perform better through the lens of a former senior exec from AMZN, MSFT, ORCL and multiple startups. I want to help.
The EBUG was the zamboni driver for the home team junior team. And also a practice goalie. He comes out in helmet, pads and breezers (pants) of the home team, and even skates to the wrong goal because...wrong team. And plays half the game.
Then Steve Dangle melts down. He's on Sportsnet in Canada. He's a die hard Leafs (home team) fan. He's even written a book about how the Leafs have ruined his life. His video is epic.
To the extent that this is helpful for those looking - I am still doing COMPLETELY FREE OF CHARGE interview prep. Go to InterviewAt.com to sign up. I also have real mock interview questions with answer analysis on youtube. https://www.youtube.com/channel/UC2iE212r3dOKTfnOdNGboig
To the extent that I can be helpful, I've been doing FREE behavioral interview prep through InterviewAt[dot]com. I'm ex-AMZN ex-MSFT executive and have run many large teams and been on hundred of hiring loops at all levels. I have a YT channel under that name as well with examples. Happy to help out.
We've all been there. You do the loop and the feedback you get from the recruiter/hiring manager is binary Yes || No. And when it's a No, you get one of the two types of feedback:
1) Sorry, you didn't get it
2) None
This has to stop, and I'm trying to solve this problem. I stood up InterviewAt at the beginning of the COVID pandemic as a way to help folks who were being displaced. The service is up and running, and I'm still doing the mock interview sessions free of charge.
I already knew that there is no great feedback mechanism and I wanted to improve on that, but I also discovered there is no great resource for learning from actual interviews for professional roles. How many of you have actually sat in on a VP Engineering interview? Or seen a great Sr PM interview? These are real interviews for people preparing for interviews for real roles.
I've also started a YouTube channel where I will be posting interview segments with analysis and assessment. I've been an exec at MSFT, AMZN, and ORCL, and have run my own startups with exits. I'm doing this as a new company I've started this year because I feel it's really important so that we can all learn and get better from the feedback that you wish you had received when you looped for a role.
Feedback is welcomed, but if you have an upcoming interview or what to get real, executive level feedback on how you show up in an interview, please give us a look.
When you think about the resume, it's a terrible representation of you and what you can do in a work place. If a human is to look for a summary, sure, 2 pages is great, but when developers have things like github repos, what do other workers have?
The sum total of work for a marketer or ops engineer etc is harder to contain in a resume, much less an easily shareable thing.
We can do better. This is a space I care about deeply.