Master Jobs Needed / Offered Discussion Thread

[Rja4000]

Do you want to propose a quickie paragraph on what to include both for the company and applicant?

Maybe something like

HIRE | AVAILABLE
EU | USA | ... | Anywhere
Target date + Duration + FTE%
Category ? (Tech, Mgt, PM, Sales, ...)
Short description
Details

 

[amirm]

Not forgetting the ghost jobs that are advertised just to get people on to their 'books'.

I hadn't consider this. It explains why so many applications go unanswered, even when the resume matches the job spec.

 

[Nango]

I have to say I'm (half) amused by the very low adequacy between the job offers I receive through LinkedIn and my actual profile.

I found the mismatch ridiculous, most of the time.

When I get offered junior industrial automation programmer positions, while being in charge of the European OT and automation program for a major Global company for 8 years now, and with 36 years experience in leading teams, there is kind of a "disconnection"

I find that funny because I'm not looking for another job. But if I was, I'd find that infuriating, for sure.


On the other side, I see a huge difference between "cheap" consultants that people teams are using to find and hire profiles we're looking for - most of those consultants are just using some more or less advanced search tools, while having no experience and zero understanding what the words actually mean - and, at the opposite side, clever companies that, on the contrary, bring the right experts on board to tune the search and filter results, understanding exactly what we're looking for.
Not surprisingly, the former are a pure waste of time, while the later always find quickly what you're looking for. And then charge a crazy fee on every hour you pay for.

LinkedIn is NOT the tool a recruiter wants you to deal with when looking for a new opportunity.

 

[Ajax]

Great idea Amir, helping others is always a reward in itself.

Well done.

 

[jcbenten]

I work for Jacobs Engineering as Chemical Process Engineer and my division works on Advanced Facilities: Semi, Pharma, Data Centers and such. We are expanding. If you have that type of experience, particularly in UPW, check out the Jacobs website. Note this is worldwide...India in particular is hot.

Edit: I should note this is for all engineering disciplines and includes Architects.

 

[Cadillacofminds]

(GAAP) Accounting undergraduate degree (magna cum laude), tax accounting graduate degree. Need to relearn everything, need to pursue sitting for the CPA exam. Resume shows a strong distaste for the work and bs involved in landing a job. Able and willing to move anywhere for a job that gets my foot in the door, for a job that qualifies towards the CPA requirement.

 

[RayDunzl]

I'm always available for any position which has no schedule, no responsibilities, no reporting, and no particular skills necessary.

Maybe like Einstein, who picked Princeton over other Ivy League Schools, since the job responsibility at Princeton was just "to think".

Or maybe a Senior Advisor, in the vein of Major Kong, who famously said "Well I've been to one world fair, a picnic, and a rodeo, and that's the stupidest thing I ever heard come over a set of earphones."

 

[keithm55]

I have been getting a number of career/job advice from people I know. I find that the current online system of recruiting people maddening. Seems that resumes get filtered randomly and never get to hiring managers. So applying to jobs seems at best a random process.

I thought I create this thread to give people who want to have a job an opportunity to post here with the hope that someone reading the forum either has an open position, or can help others find one.

Conversely, if members want to post job openings, they are welcome to do so as well.

Nothing is worse than not having a job in these uncertain times. Conversely, having a position open and not filling it is a great missed opportunity. So let's help each other in any way we can on this front.

If this catches on, I may create a dedicated forum with different categories of jobs.

"Seems that resumes get filtered randomly and never get to hiring managers."

From my experience this appears to be the situation at many and especially the very large companies. I was a CTO at mid cap tech company for >30 years and my retirement "gig" is a part-time engineering professor at the University of California. I constantly get email, LinkedIn messages and phone calls from people (hiring managers) in industry that I either worked with or were customers about helping them fill open positions targeted at graduating undergrad and grad students. In almost every case where I have forwarded a students resume to a hiring manager: (1) the manager had not seen the resume before and (2) the student has already applied for the same position via the "normal" channel. The story each hiring manager says to me is always the same, the Human Resources departments appear to be filtering and ranking applications with additional criteria that the manager did not specify to the point where the hiring manager does not see many, if any, qualified candidates.

The upside for my former students is that more than 80% of the time the students I do refer are getting hired.

 

[GD Fan]

"Seems that resumes get filtered randomly and never get to hiring managers."

From my experience this appears to be the situation at many and especially the very large companies. I was a CTO at mid cap tech company for >30 years and my retirement "gig" is a part-time engineering professor at the University of California. I constantly get email, LinkedIn messages and phone calls from people (hiring managers) in industry that I either worked with or were customers about helping them fill open positions targeted at graduating undergrad and grad students. In almost every case where I have forwarded a students resume to a hiring manager: (1) the manager had not seen the resume before and (2) the student has already applied for the same position via the "normal" channel. The story each hiring manager says to me is always the same, the Human Resources departments appear to be filtering and ranking applications with additional criteria that the manager did not specify to the point where the hiring manager does not see many, if any, qualified candidates.

The upside for my former students is that more than 80% of the time the students I do refer are getting hired.

That's 100% my experience with HR departments. And most headhunters if you don't have an Ivy League school and / or Goldman Sachs on your CV.

 

[Mr Ludlow]

Timely for me.

Senior Communications Manager, currently at BP. Ten years experience as a professional speechwriter in business and government. Strategy, leadership, internal, transformation and crisis communications.

Experienced leader of teams.

Grateful for any pointers or suggestions.

Linkedin profile here

 

[ayane]

Any recruiters in the EU willing to take an immigrant from the US? I currently work as an audio engineer (magnetics/electromechanical), and I have 10+ years of experience with Linux, Java, C, C++. I've worked on dm-crypt and drm within the kernel, and on ffmpeg, libopus, libretro, osbuddy a while back. I majored in mathematics and linguistics.

Strength: I pick up technical skills very quickly by stitching the fundamentals together with theory and maths. Weakness: aloof communication style.

I'm open to work in any industry that needs some subset of these skills. DM me!

 

[MonkeyKing]

The biggest issue right now is that both the resume creation process and the resume/CV reviewing process is all focused on AI. So, you need to find ways to stand out and get around all of that and get to the actual human. Nothing beats using the friends and family network.

But their are other things, samples of your projects, videos of yourself, testimonials from bosses and coworkers. Just about anything that makes you stand out is worth doing.

 

[DWPress]

I'm always available for any position which has no schedule, no responsibilities, no reporting, and no particular skills necessary.

Ahh, a true artist - you're hired!

 

[375HP2482]

I'm always available for any position which has no schedule, no responsibilities, no reporting, and no particular skills necessary.

Maybe like Einstein, who picked Princeton over other Ivy League Schools, since the job responsibility at Princeton was just "to think".

Or maybe a Senior Advisor, in the vein of Major Kong, who famously said "Well I've been to one world fair, a picnic, and a rodeo, and that's the stupidest thing I ever heard come over a set of earphones."

I think you'll find that there are slim pickens for that role.

 

[wwenze]

Ahh, a true artist - you're hired!

Pay him in exposure

 

[amirm]

The upside for my former students is that more than 80% of the time the students I do refer are getting hired.

That's very nice of you to do that!

I imagine the problem is that in the age of Internet, they get thousands of random resumes. I have heard they hire agencies that do keyword filtering and most resumes get rejected as a result. Even when I use my contact at the large companies for a referral, they resort to an internal system for such which also goes nowhere. When I managed groups, if an employee referred someone, we would give it very high priority. Indeed, we would give them a bonus if we hired someone they referred. Today, none of that seems to be in place.

 

[amirm]

The biggest issue right now is that both the resume creation process and the resume/CV reviewing process is all focused on AI.

Not just reviewing. In tech, the jobs themselves have all become AI/LLM/Machine Learning. I am amazed at the job specs they have, wanting PhD, years of AI/machine learning, programming, etc. experience. How they heck do they expect people to already know all these things given how young the technology is? And if someone has all those experiences, why would they be sitting around looking for a job and not already hired???

 

[wwenze]

 

[MonkeyKing]

Not just reviewing. In tech, the jobs themselves have all become AI/LLM/Machine Learning. I am amazed at the job specs they have, wanting PhD, years of AI/machine learning, programming, etc. experience. How they heck do they expect people to already know all these things given how young the technology is? And if someone has all those experiences, why would they be sitting around looking for a job and not already hired???

Its a good question. I am one of the one's hiring those people. Fortunately/Unfortunately, we are seeing a split now. Its one thing to know how to work with AI/LLM tools and another to create them.

On the AI creation side, you need to get all the math you need in high school (>3 years of Calc and more) so you can focus on how to build new AI tools (and the associated languages and tooling) in college. And become an expert on building and wielding it. Its getting built in to everything. Every college has a major where there is a combination of that major +AI.

On the user side, the expectation is that you need to know how to use all those tools (and the differences between them) to do your job better. Luckily the rhetoric and expectations are changing from AI will replace your job, to you need to know how to use them to be more efficient (although that still means job loss in the long run) in your job. There are no real good ways to learn that without doing it, but its going to be a difference maker in the long run.

Granted, on the AI creator side, those people are not lacking for jobs (or they were not). But, the way US is treating US and immigrant researchers and international students is already impacting the number of those people coming to or staying in the US and eventually the startups and companies will shift outside too.

As far as this forum goes, my advice is get as much hands on experience as you can in all the AI tools. Know what to use and when and the pros and cons of the various tools and models. Know how to use them in your job. No downside to that and it will help your employability.

 

[ohnonotagain]

I imagine the problem is that in the age of Internet, they get thousands of random resumes. I have heard they hire agencies that do keyword filtering and most resumes get rejected as a result. Even when I use my contact at the large companies for a referral, they resort to an internal system for such which also goes nowhere. When I managed groups, if an employee referred someone, we would give it very high priority. Indeed, we would give them a bonus if we hired someone they referred. Today, none of that seems to be in place.

Twelve years ago, when I was looking to change job, things were very different. Job postings had the name and phone number of the hiring manager on them, and I had a pretty simple formula to get interviews: prepare three questions, one about the work, one about the team, and one about the company; call the hiring manager, ask the questions, and for each question tie their response into what I could bring; and ask about next steps. I'd then write a cover letter referring to the points we discussed and tailor my CV to highlight the things that were most important to them. That got me five interviews out of seven applications.

Nowadays it's much harder to find ways to show that kind of initiative. The job postings are much more anonymous, which leads to the candidates being treated more anonymously too. If companies are seeing thousands of applications, you have to either play the numbers game and apply to thousands of positions, or find someone you know who knows someone who's hiring. And, if you're not currently looking to change job, make friends with the recruiters where you are. They might move on before you and be able to do you a favour when your time comes.