I always respond to recruiters on LinkedIn. Here are the reasons I turn down jobs: pay is lower than what I make now, PTO is less than I have now, they don't allow remote work, the culture is horrible, the work is fixing other people's mistakes not writing good software.
You mention mostly what is going on, so I think you just have to keep looking.
As for me, I've decided my next move will only be temp to hire, and I'm thinking of going independent again, I'm tired of being lured by the advertising nature of recruiting.
Thanks for the reply. Most developers seem to ignore contacts from recruiters, but that could be because they realize they're not being targeted narrowly, but just got picked up by some mailing tool.
We've been considering reaching out to people in a more generic way: because finally the specifics of technology and role matter less than getting people who have the right mix of tech depth, pragmatism, and end-user focus.
because finally the specifics of technology and role matter less than getting people who have the right mix of tech depth, pragmatism, and end-user focus.
Only if you actually hiring accordingly. I've had a number of experiences where supposedly the specifics didn't matter, go through interviews, and then get turned down on the basis of things that supposedly "weren't required."
Yes, a lot of technical interviewers take a narrow view of what they need for the next 12 months on their project. That may be okay when hiring temp folk, but for employees one ought to step back and consider what the company needs.
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I always respond to recruiters on LinkedIn. Here are the reasons I turn down jobs: pay is lower than what I make now, PTO is less than I have now, they don't allow remote work, the culture is horrible, the work is fixing other people's mistakes not writing good software.
You mention mostly what is going on, so I think you just have to keep looking.
As for me, I've decided my next move will only be temp to hire, and I'm thinking of going independent again, I'm tired of being lured by the advertising nature of recruiting.
Thanks for the reply. Most developers seem to ignore contacts from recruiters, but that could be because they realize they're not being targeted narrowly, but just got picked up by some mailing tool.
We've been considering reaching out to people in a more generic way: because finally the specifics of technology and role matter less than getting people who have the right mix of tech depth, pragmatism, and end-user focus.
Exactly!
Only if you actually hiring accordingly. I've had a number of experiences where supposedly the specifics didn't matter, go through interviews, and then get turned down on the basis of things that supposedly "weren't required."
Yes, a lot of technical interviewers take a narrow view of what they need for the next 12 months on their project. That may be okay when hiring temp folk, but for employees one ought to step back and consider what the company needs.