This makes me have some hope! will be open to any remote/job opportunity as a geologist
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Master Jobs Needed / Offered Discussion Thread
- Thread starter amirm
- Start date
It has been decades since I retired…
I used employment consultants when seeking higher level employees, so-called “headhunters”, with success. My Human Resources staff would ask my requirements for candidates, formalize the list and pass it on to the recruitment company. They would provide candidates to HR, essentially a pre-screen, then HR would pass the best on to me to select for interview. Saved me a great deal of time by having the candidates sorted before hand.
My advice to job seekers - the decision-maker does not look past the first page of a resume’; make your case on that page, the rest is fluff. Tailor that page specifically for the position the hiring company is seeking. DO NOT USE BOILERPLATE!!
Lastly, coach the people you are using for references… help them to tailor their references as specifically as you prepare your critical first page! A good reference goes a long way to getting a job offer.
I used employment consultants when seeking higher level employees, so-called “headhunters”, with success. My Human Resources staff would ask my requirements for candidates, formalize the list and pass it on to the recruitment company. They would provide candidates to HR, essentially a pre-screen, then HR would pass the best on to me to select for interview. Saved me a great deal of time by having the candidates sorted before hand.
My advice to job seekers - the decision-maker does not look past the first page of a resume’; make your case on that page, the rest is fluff. Tailor that page specifically for the position the hiring company is seeking. DO NOT USE BOILERPLATE!!
Lastly, coach the people you are using for references… help them to tailor their references as specifically as you prepare your critical first page! A good reference goes a long way to getting a job offer.
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Looking for a sugar industry expert in the US
I work as CTO for onwo.trade, a sweetener start up based out of India. We focus on small and medium enterprises and provide them regular and speciailty sweeteners (brown, Icing, Liquid, Invert, Pharma) et al. In cross border trade, professionalism is mostly absent - so we try to focus on that.
That apart, we do private label retail packs, bulk bags, paper bags, jumbo bags et al, and palletized loads. We also support mixed container loads - for egs, as a distributor you may want 10 tons of 25 kg brown and say another 10 tons of 1kg retail bags in your brand.
Our largest market at the moment is Canada.
We have been wondering how to expand to US. Regular (refined) sugar is Mafia controlled in US - so that is ruled out.
Is there someone who can help us grow our speciality sweetener business in the US?
DM me pls if you have something interesting to discuss.
Cheers
Prasanth
www.onwo.trade
I work as CTO for onwo.trade, a sweetener start up based out of India. We focus on small and medium enterprises and provide them regular and speciailty sweeteners (brown, Icing, Liquid, Invert, Pharma) et al. In cross border trade, professionalism is mostly absent - so we try to focus on that.
That apart, we do private label retail packs, bulk bags, paper bags, jumbo bags et al, and palletized loads. We also support mixed container loads - for egs, as a distributor you may want 10 tons of 25 kg brown and say another 10 tons of 1kg retail bags in your brand.
Our largest market at the moment is Canada.
We have been wondering how to expand to US. Regular (refined) sugar is Mafia controlled in US - so that is ruled out.
Is there someone who can help us grow our speciality sweetener business in the US?
DM me pls if you have something interesting to discuss.
Cheers
Prasanth
www.onwo.trade
This might be off a lot of people's radar, but as a suggestion for an unlikely career....
If someone has a broad skill set, enjoys problem solving and isn't afraid to get dirty on occasion, being a petroleum service technician (i.e. repairing gas stations) might be a good option. Pay can be pretty good with the right qualifications, and the industry is pretty stable. Companies struggle to find people who can do the job well! I know, because I commonly end up being the "clean up" guy, chasing down problems that have eluded other techs.
The main skill they are looking for is the ability to troubleshoot, to think through the problem step by step, understanding how a system works and how systems interact with each other. And a tech needs to be able to do this while under pressure. It isn't for everybody!
The scope of work is seemingly unlimited! Most guys end up specializing in something, but we are all expected to be able to work on anything. When I say "anything", I mean there are tanks, pumps and piping, leak detection systems, electrical problems, electronics, computer networks, secure payment terminals, etc. These systems are not that complicated by themselves, but things can get interesting when they start interacting with each other!
Today I had to telnet into an old tank monitor to figure out why remote communication wasn't working. Then I had a dispenser with an error code. After that I had to try to explain to a customer that they need to change the configuration of their network so the card reader for their fuel would work correctly.
On another day I might be repairing piping, testing leak detection systems, taking apart a severely rusted pump, or playing electrician in order to figure out why a motor is not turning on. I admit I get a certain joy from finding weird and unexpected failures....
If someone has a broad skill set, enjoys problem solving and isn't afraid to get dirty on occasion, being a petroleum service technician (i.e. repairing gas stations) might be a good option. Pay can be pretty good with the right qualifications, and the industry is pretty stable. Companies struggle to find people who can do the job well! I know, because I commonly end up being the "clean up" guy, chasing down problems that have eluded other techs.
The main skill they are looking for is the ability to troubleshoot, to think through the problem step by step, understanding how a system works and how systems interact with each other. And a tech needs to be able to do this while under pressure. It isn't for everybody!
The scope of work is seemingly unlimited! Most guys end up specializing in something, but we are all expected to be able to work on anything. When I say "anything", I mean there are tanks, pumps and piping, leak detection systems, electrical problems, electronics, computer networks, secure payment terminals, etc. These systems are not that complicated by themselves, but things can get interesting when they start interacting with each other!
Today I had to telnet into an old tank monitor to figure out why remote communication wasn't working. Then I had a dispenser with an error code. After that I had to try to explain to a customer that they need to change the configuration of their network so the card reader for their fuel would work correctly.
On another day I might be repairing piping, testing leak detection systems, taking apart a severely rusted pump, or playing electrician in order to figure out why a motor is not turning on. I admit I get a certain joy from finding weird and unexpected failures....
PristineSound
Senior Member
This thread is more important than ever.
Many corporate layoffs, this could just be the beginning for some industries.
apnews.com
Many corporate layoffs, this could just be the beginning for some industries.
Microsoft lays off about 3% of its workforce in what one executive calls a 'day with a lot of tears'
Microsoft began laying off about 6,000 workers Tuesday, nearly 3% of its entire workforce and its largest job cuts in more than two years as the company spends heavily on artificial intelligence.
apnews.com
That sounds like what I used to do day by day to troubleshoot my local contractor workers who can mess up with equipment setup every time and all I can have as a clue is some messed up result files..
As they say, it's a dirty job, but somebody has got to do it!
Here in the States atleast, everyone who does well on ACT/ SAT tests is pushed to go to college, so they can do "smart person" work in an office, you know, escaping from the dismal life of physical labor! This creates a kind of class division based on intelligence. But I think every industry needs a natural distribution of skill and ability. There are a lot of "dirty" jobs that need atleast a few clever people!
I once planned to be a mechanical engineer, but at some point I realized that I while like engineering, I didn't want to be an engineer. Now (years later) I've designed my own product and am developing my own manufacturing process. The product idea came from "working in the trenches", and I get paid to test it every day. Plus I'm able to self-finance development because the job pays fairly well. I can let you know if I ever recoup my investment.... I guess I'm saying that there are opportunities in seemingly unlikely places.
And relating to a previous post about programmer jobs being cut, my company's most promising new hires is a guy who previously worked as a freelance programmer. He has a huge advantage over people like myself who have just used computers to browse the internet. For example, I don't like working on the cash registers since they are so critical to our customer's business and also a bit finicky, but to him, it is a playground.
OP
- Thread Starter
- #89
Folks, I really need your help here. My son is having zero luck getting through any company after applying for hundreds of jobs! He is an excellent C++ programmer with great knowledge of 3-D graphics/VR/parallel processing/GPUs. He had his dream job working at a gaming start-up but alas, they got acquired and he couldn't relocate with them. Here is his LinkedIn profile: https://www.linkedin.com/in/kamran-majidimehr-a954b0125/
He is super smart and has great systems knowledge. He is open to any programming job really.
He is quiet, dedicated and writes quality code.
Really appreciate any help or references.
He is super smart and has great systems knowledge. He is open to any programming job really.
He is quiet, dedicated and writes quality code.
Really appreciate any help or references.
BlackTalon
Addicted to Fun and Learning
No love with Bethesda? I realize MS shut down some of the studios last year, but the operation is still going.
The one person I know in marketing retired last year, unfortunately. The other person I know is in the kitchen and does not have any involvement with programmers, etc. other then plating their food. But if you son is willing to start as a dishwasher I can pass along his resume.
Anyway, all the best to your son in his search. Tech still seems to be going strong in the DC region if he's not set on the west coast.
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Is he willing to relocate? I'm seeing a lot of "must be present in office" type listings lately. It's a big risk unless where you move to for work is a "hub" like Silicon Valley, or what Austin used to be. Not really advice or a suggestion - and I'm not a recruiter or hiring manager, but if I was his age, I'd probably be adventurous enough to take a job far from home if it paid well and offered 'growth' opportunity.
OP
- Thread Starter
- #92
Unfortunately not. He bought a house right before his company got acquired. Eventually if he can't find anything, yes, he will relocate to Bay Area or some place with lots of opportunity.
There are hundreds of development jobs here in my last look. The challenge is getting through these companies and to the hiring manager. He has found positions that are as if they are written for him yet he can't get through. I have a ton of contacts on LinkedIn but sadly, that has not helped either as all they can do is make a referral. When I was in corporate world, internal employee referrals would be given high priority and resume would go right to the hiring manager. The referrals I see seem to be no different than applying yourself.
It’s way outside my area @amirm but I do have several clients who employ people with your son’s skill set. They, like me, are all in the Austin area. Would he be interested in anything in Austin, Texas.
OP
- Thread Starter
- #94
If it can be mostly remote, yes. He doesn't mind travelling but unfortunately can't relocate. He is incredibly ethical and meticulous in his work. His last job was all remote and we couldn't get him to answer his phone during work hours! Appreciate anything you can do.
gberchin
Active Member
Oh, the number of times that I thought to myself, "It looks like they were reading my resume while they were writing their job ad!," only to apply and then never even receive so much as an acknowledgement of my application. "If not me, then WHO?"
Many times I even followed the old advice, "Find a person inside the company, and send your resume to them, not to HR." Every single time that I did this, when I followed-up with that person they told me that they sent my resume to HR. In other words, I could have saved myself the trouble.
Unfortunately, it's a statistical game, not a deterministic one. When the company receives 1000 applications for one position, of which 100 are qualified, they do their best to eliminate candidates by any means possible. Sometimes this means, "Throw away every resume that was received on Monday," or something similar. As with any statistical process, if the odds are only slightly in one's favor, the way to win is to keep playing ... and playing ... and playing.
I wish that my message didn't have to be so bleak, but it reflects my own experience.
Understand, like I said, not my area and I so no conception of how much is remote, I’m locked into a time warp from 30 years ago where everyone drove in.If it can be mostly remote, yes. He doesn't mind travelling but unfortunately can't relocate. He is incredibly ethical and meticulous in his work. His last job was all remote and we couldn't get him to answer his phone during work hours! Appreciate anything you can do.
I will reach out to them (founder/owner/O-Suite level) and ask if they could help me get a resume to the right person so it will be looked at with the proper consideration.
Long shot seeing as I'm based in Asia.
Experienced journalist of ~5 years that has covered broadly, regulation, trade, and macroeconomics in one of the most prominent East Asian news outlets. But also municipal affairs, workforce policy and equities on occasion. Due to the broad tent nature of our audience with some being ESL, experienced in explaining and simplifying complex jargon, policies and concepts into plain digestible English. Adept with turning analytical pieces fast in both familiar and unfamiliar domains. Wide contact base.
Partially responsible for revenue generation (rare for my experience level and line of work), generating sales leads in the low 6-figure USD range through my contact base and portfolio of work.
Also involved as both contributor and/or lead in complex projects to deliver content in interactive data, audio, written and video formats, with geographically-dispersed teams.
Previously a freelance research assistant into various research projects in law and international relations, as well as an intern at a highly-competitive government think-tank.
Conversant-to-fluent in Mandarin.
Strong appraisals, have references available.
Looking for roles in trade promotion, think tanks, communications, policy research, technical writing or government affairs.
Regularly engage with and am not intimidated by senior stakeholders. Have undertaken major long-haul work trips solo for projects overseas (again, relatively rare for the context), including in South-East Asia, and in Europe.
One portfolio piece I can share is the 3-part article on the Harman curve on the blog Headphonesty, which Sean Olive had some very kind words for, which I had written with no formal training in (psycho)acoustics.
Experienced journalist of ~5 years that has covered broadly, regulation, trade, and macroeconomics in one of the most prominent East Asian news outlets. But also municipal affairs, workforce policy and equities on occasion. Due to the broad tent nature of our audience with some being ESL, experienced in explaining and simplifying complex jargon, policies and concepts into plain digestible English. Adept with turning analytical pieces fast in both familiar and unfamiliar domains. Wide contact base.
Partially responsible for revenue generation (rare for my experience level and line of work), generating sales leads in the low 6-figure USD range through my contact base and portfolio of work.
Also involved as both contributor and/or lead in complex projects to deliver content in interactive data, audio, written and video formats, with geographically-dispersed teams.
Previously a freelance research assistant into various research projects in law and international relations, as well as an intern at a highly-competitive government think-tank.
Conversant-to-fluent in Mandarin.
Strong appraisals, have references available.
Looking for roles in trade promotion, think tanks, communications, policy research, technical writing or government affairs.
Regularly engage with and am not intimidated by senior stakeholders. Have undertaken major long-haul work trips solo for projects overseas (again, relatively rare for the context), including in South-East Asia, and in Europe.
One portfolio piece I can share is the 3-part article on the Harman curve on the blog Headphonesty, which Sean Olive had some very kind words for, which I had written with no formal training in (psycho)acoustics.
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I know someone who is (apparently) retired from a career in HR (staffing). When hundreds of applications roll in for an announcement, the position’s managers have to depend on HR people and their crappy software tools to separate the wheat from the chaff. But often the wheat goes out with the chaff, because the resume didn’t specifically address the announcement’s specialized experience requirements.
The job of the first-line reviewer is to provide a manageable number of qualified candidates, not to advance the opportunities of every candidate who might be qualified.
We can rail about that all we want, and not without justification, but the goal is to get hired. So, find the key words and use them. Specifically address every specialized experience requirement. But I caution people about using LLMs to write a resume—this glows in the dark once the resume gets reviewed by an expert human. If the LLM is good at weaving in the right language, rewrite it in your own words using the same key phrases.
On the ageism thing, I have been noticing that since the trailing edge of the baby boom was replaced in management roles. The boomers are disliked as a class, by my observation, by younger managers.
So, a couple of points: if you have more than 30 years of experience, don’t emphasize the number. You can’t hide it, but certainly don’t brag about it. “Over 30 years of experience” is as far as one should go, I think, in the summary sentences. If the experience from longer ago than that is key to the specialized experience, describe it without dates to the extent possible. Example: I have 45 years of experience, starting with 1 in research, 12 in state and local government agencies, 17 as a consultant, and 15 in my present job (about which I will say nothing more). I would never lay it out like that in a resume, unless I knew the owner/CEO of the company and was negotiating a position from the top. If the prior public-sector experience was key, I’d mention the consulting experience first and leave out the years. “Served as a leading consultant in project-management roles, and as a program manager at the Cities of X and Y and the State of Z. Recently, serving as the nnn Program Manager for…” And then I would provide the detail (with help from an LLM if necessary) with as few dates as possible (recognizing that dates will probably be required). Let the work speak, not the years.
But also remember that getting hired is a means to an end. Misrepresenting experience to get past the HR Department sets up expectations you may not be able to live up to. Use of LLMs runs the same risk.
“Mr. Denney, we were extremely impressed with your resume, and we’d really like to hire the person that wrote it.”
Rick “still employed” Denney
The job of the first-line reviewer is to provide a manageable number of qualified candidates, not to advance the opportunities of every candidate who might be qualified.
We can rail about that all we want, and not without justification, but the goal is to get hired. So, find the key words and use them. Specifically address every specialized experience requirement. But I caution people about using LLMs to write a resume—this glows in the dark once the resume gets reviewed by an expert human. If the LLM is good at weaving in the right language, rewrite it in your own words using the same key phrases.
On the ageism thing, I have been noticing that since the trailing edge of the baby boom was replaced in management roles. The boomers are disliked as a class, by my observation, by younger managers.
So, a couple of points: if you have more than 30 years of experience, don’t emphasize the number. You can’t hide it, but certainly don’t brag about it. “Over 30 years of experience” is as far as one should go, I think, in the summary sentences. If the experience from longer ago than that is key to the specialized experience, describe it without dates to the extent possible. Example: I have 45 years of experience, starting with 1 in research, 12 in state and local government agencies, 17 as a consultant, and 15 in my present job (about which I will say nothing more). I would never lay it out like that in a resume, unless I knew the owner/CEO of the company and was negotiating a position from the top. If the prior public-sector experience was key, I’d mention the consulting experience first and leave out the years. “Served as a leading consultant in project-management roles, and as a program manager at the Cities of X and Y and the State of Z. Recently, serving as the nnn Program Manager for…” And then I would provide the detail (with help from an LLM if necessary) with as few dates as possible (recognizing that dates will probably be required). Let the work speak, not the years.
But also remember that getting hired is a means to an end. Misrepresenting experience to get past the HR Department sets up expectations you may not be able to live up to. Use of LLMs runs the same risk.
“Mr. Denney, we were extremely impressed with your resume, and we’d really like to hire the person that wrote it.”
Rick “still employed” Denney
Extreme_Boky
Active Member
- Joined
- Jun 9, 2020
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- 87
HR scans the resumes for a few keywords. If the resume contains those words, it goes to the next round. The trick is to identify the keywords from a job opening ad. Sending the already-made resume to a job opening usually means you'll never hear from them again. You must identify those words and include them in your resume.
The candidate who meets the above requirements at the lowest cost will have priority; however, the cultural blend is also of nearly equal importance.
Once called for an interview, it is essential to avoid "I" / "me".... Instead, the we, the team, and the group (effort) are the only things that will fly. Of course, a candidate will be asked a question like, "What is your biggest achievement / what are you extremely proud of?"... and the answer must not start with "I am particularly proud of..." or "My most significant achievement was... ". It's a game the HR department plays.
However, If a manager likes you, the HR will have very little to object to... unless you fuck it up by showing them you will be a poor cultural (team) blend / poor team player / too egoistic/narcissistic. Therefore, candidates should do their best to figure these out (who the team will consist of; what the team culture is) before attending an interview.
I hope the above will help.
The candidate who meets the above requirements at the lowest cost will have priority; however, the cultural blend is also of nearly equal importance.
Once called for an interview, it is essential to avoid "I" / "me".... Instead, the we, the team, and the group (effort) are the only things that will fly. Of course, a candidate will be asked a question like, "What is your biggest achievement / what are you extremely proud of?"... and the answer must not start with "I am particularly proud of..." or "My most significant achievement was... ". It's a game the HR department plays.
However, If a manager likes you, the HR will have very little to object to... unless you fuck it up by showing them you will be a poor cultural (team) blend / poor team player / too egoistic/narcissistic. Therefore, candidates should do their best to figure these out (who the team will consist of; what the team culture is) before attending an interview.
I hope the above will help.
OP
- Thread Starter
- #100
Talking to my son, half of the jobs require you to type in your experience in their online portal. So not every resume even gets seen by the HR/hiring manager. I guess by classifying the resume this way, they can filter things easier.
It is just remarkable how the landscape has changed. A recruiting person was on NPR radio a couple of weeks ago. She said many companies have jumped on AI software from start-up companies as to have a quick/cheaper solution than humans. Many realize the problem with the software but are afraid to publicize them, lest they want to get a class action lawsuit against them for discriminating! The start-ups need these companies so aggressively sell to them as to increase their valuation.
She also made the good point that human based system wasn't all that good anyway. So there is no good example for what AI should be doing. After all, many of us have hired people we regretted. I used to say that I need minimum of 10 openings as to have one shot of hiring a star! That with 3 or 4 positions you were almost guaranteed to have an average team.
It is just remarkable how the landscape has changed. A recruiting person was on NPR radio a couple of weeks ago. She said many companies have jumped on AI software from start-up companies as to have a quick/cheaper solution than humans. Many realize the problem with the software but are afraid to publicize them, lest they want to get a class action lawsuit against them for discriminating! The start-ups need these companies so aggressively sell to them as to increase their valuation.
She also made the good point that human based system wasn't all that good anyway. So there is no good example for what AI should be doing. After all, many of us have hired people we regretted. I used to say that I need minimum of 10 openings as to have one shot of hiring a star! That with 3 or 4 positions you were almost guaranteed to have an average team.
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