EppsNet Archive: Jobs

Tech Gender Bias: Men Not as Concerned

24 Oct 2017 /

According to LinkedIn:

Despite a string of revelations that women in tech face considerable headwinds — from persistent gender-based pay gaps (per Bloomberg), to limited VC funding for female-led startups (per Fortune), to sexual harassment (per The New York Times) — just 29% of men say that discrimination is a major problem in the industry, according to data from Pew. In fact, some 32% of men claim that it’s not a problem at all.

Everything I read about gender discrimination in tech starts out by assuming it’s a real problem and that all reasonable people agree that it’s a real problem.

Even the supposedly objective LinkedIn blurb above tells us that 29% of men “say” that discrimination is a major problem, while 32% of men “claim” that it’s not a problem at all, “despite a string of revelations blah blah blah . . .”

I’ve worked in tech for 30 years . . . I say it’s not a problem but I’m open to an evidence-based argument that I’m wrong. (NB: “If you can’t see it, then you’re part of the problem” is not an evidence-based argument.)

 

Some possible evidence for gender discrimination:

Gender

Just look at the numbers. It’s a male-dominated industry.

Agreed, but that’s not prima facie evidence of discrimination.

I worked with a nursing organization for five years. Nursing, you may have noticed, is a female-dominated profession. During that time, I never heard one person mention gender bias in nursing. Never. In five years.

Most schoolteachers are women, most therapists are women, most social workers, most MFC counselors . . . I could go on with this but I think we both get the point: Have you ever heard anything about gender bias in any female-dominated profession? I haven’t.

Gender imbalance is not evidence of discrimination. Men and women are different and they choose to do different things. More women choose to be nurses and social workers and more men choose to be programmers.

Limited VC funding for female-led startups

VCs would love to fund more female-led startups, but again, men and women choose to do different things and more men choose to do startups.

Note that there doesn’t seem to be a shortage of women starting small businesses, but more men choose to pitch VC-funded startups.

Gender-based pay gaps

Gender-based pay gaps are not specific to the tech industry.

Sexual harassment

Sexual harassment is not specific to the tech industry.

Online harassment

If you think online harassment is limited to women, you haven’t spent much time online. Standards of discourse are nonexistent. Civility is almost non-existent.

Jump on Twitter for a few minutes and see how people talk to each other.

I’ve been interacting with people on the web for a couple of decades . . . some of the things people have said to me . . . it’s beyond upsetting . . . you can feel the blood draining out of your face as you’re reading it. It’s not limited to women.

Women are passed over for raises, promotions, plum projects, etc.

Yes . . . so are men. What’s your hypothesis? Men are passed over because they’re undeserving, while women are passed over just because they’re women?

 

TL;DR -> Women are capable of making decisions for themselves. For the most part, they choose to do things other than work in tech and do startups. So what?

Thus spoke The Programmer


What Does a Programmer Do?

8 Oct 2017 /

I was asked to give a talk last week to a high school computer science class on “What Does a Programmer Do?” (I’m indebted to Jim McCarthy for the “lords and ladies of logic” section.)

 

Programming is problem solving.

Programmer

At the highest level, the problem that programmers solve is that people want to be able to do things with computers that they can’t do. And by computers, I don’t mean just the kind of computers you have on the desks here, I mean phones, watches, cars . . . more and more different kinds of devices are running software.

So one good thing about being a programmer is that pretty much every field of endeavor now uses software and data.

You can work at a tech company like Microsoft or Google or Twitter or Facebook, but you can also work in healthcare, finance, education, sports . . . you can work on cancer research, you can write video games . . . everybody uses software and everybody hires programmers.

Programming is a good job if you want to be learning new things all the time, if you don’t want to do the same things over and over.

The dark side of this is that it can be daunting trying to keep up with the pace of technological change. It can be overwhelming.

I was asked once in an interview, “What’s the coolest thing you’ve learned in the last week?” If you haven’t learned anything in the last week, it’s hard to answer that question, let alone if you haven’t learned anything in a month or a year. It’s easy to let your career slip away from you.

Programming has been a good job for me because I’ve been able to make a living doing things I like and things that I’m good at. I’ve always liked solving problems and building things.

To me that’s a good job: you do things you like and things that you’re good at. I don’t think most people can say that. Most people seem to be like “I hate Mondays,” “Thank god it’s Friday,” “Thank god it’s Thursday because it’s almost Friday.” If you spend a lot of time doing things you don’t like and you’re not good at, that’s a bad job.

As a programmer, you’re given problems to solve and a set of tools with which to solve them. You need to be able to figure out “what do i need to do, what do I need to learn, to be able to solve these problems with these tools?”

Self-reliance is good. Persistence is good. Floundering is bad. Know when to ask for help.

Asking for help is a no-lose strategy. Worst case, you ask for help and someone can’t help you or won’t help you, but you’re not any worse off than you were in the first place.

The demand for programmers exceeds the supply and it doesn’t look like that’s going to change anytime soon.

Nearly 30 percent of Americans ages 18 to 24 cannot locate the Pacific Ocean on a map, and 25 percent of Americans think the sun goes around the earth. Those people are not going to be programmers.

In a time of ubiquitous software and intellectual lethargy, programmers are like the priests in the Middle Ages. We are the lords and ladies of logic. We’re in charge of rationality for our era. We’re bringing common sense and sound judgment and aggregated wisdom and glory to everyone.

That’s our job.


HireRight and the Background Check From Hell

5 Oct 2017 /

I got a job offer recently contingent on a background check to be conducted by a company called HireRight.

HireRight has an office right here in Irvine but for some reason, everyone I communicated with during the background check, either by phone or email, was in the Philippines.

Why is that a problem? Well, if I were tasked with doing background checks on people in Orange County, it would be to my advantage that I live here, I work here, I know people, I know the companies and I know how to get things done.

For the same reasons, if you wanted to do background checks on people in the Philippines, you’d be better off hiring someone in the Philippines to do them.

Cyclist in side street, Apas, Cebu City (The Philippines)

HireRight background checker, probably

The first communication I had from HireRight was this email:

The dates of employment we have currently verified for your employer Company A differ from the dates initially submitted to HireRight. The original dates provided were [dates from 5 years ago] and the dates we are able to verify are [dates within the last year, when I actually worked for Company B]. If the dates we have verified are not correct, we ask that you please supply us with clarifying documentation that indicates your correct employment dates (such as copies of W2’s, 1099’s or tax documents) to assist us in completing your background check.

They mixed up the dates for Company A and Company B so I sent an email in response:

The dates you’ve listed for Company A are the dates for a different employer — Company B. You’ve mixed up the dates for Company B and Company A. If you can fix this, let me know, otherwise I’ll call and talk to someone.

Automated response from HireRight:

Dear Valued Customer.

Thank you for contacting Customer Service and Support. Case Number 61889631 has been created in response to your email.

(I made up that case number but notice as we go along that it keeps changing. HireRight seems to assign a new case number to every communication they have with you.)

 

That was followed up by a personal email from Gauntlett Brown of HireRight’s Service Excellence department (I don’t mean to single out Gauntlett Brown but I like the name and gauntlet is a perfect description of the HireRight process):

Hello Paul Epps,

This email is response to the one we received from you for employment history verification related to the employer Company A. Thank you for responding to our request clarification of the dates of employment we received from the company. We understand that the dates the company provided were incorrect. I just wanted to inform you that the information we received was the information the company had submitted to the database we normally use complete these processes. In addition to this, because the information we received is incorrect you can have a dispute filled for the results. We appreciate your assistance and wish you the best.

If you have any further questions or need my assistance, please feel free to reply to this email and reference your case number of 61872735 [note the new case number].

Thank you and have a great day!

I wish they hadn’t just ignored what I said about mixing up the dates but I tried to work with what they gave me:

Yes, I would like to dispute the results.

I don’t think what you said is correct though. Company A didn’t provide you with the wrong dates. I would be very surprised if Company A mistakenly provided exactly the same dates that I worked for Company B. I worked for those companies five years apart. You’ve just got the dates mixed up for the two companies.

That drew another automated response from HireRight customer support:

Thank you, Paul.
We have received your submission and a member of our Consumer Support team will contact you shortly if additional information is needed to help complete the process. Your case number is 61892502
[another new case number].

 

The next I heard from HireRight was via a phone call:

“Hello, I’m trying to verify employment for Paul Epps. Do you know Paul Epps?”

“I am Paul Epps.”

“Do you know who I can call to verify employment for Company A?”

“If I were you, I’d try calling Company A instead of calling me.”

Unbelievably, I got this exact same “Do you know Paul Epps?” phone call again a couple days later.

 

Here’s the next email from HireRight:

Dear Paul,

We’re working to complete your background verification. We are requesting additional information to help expedite the completion of your background verification.

Information requested:

We have been in contact with Company C. Unfortunately, we couldn’t obtain the information needed to complete this verification. Please provide us with W-2s, 1099s, or pay stubs to represent your start and end dates of employment. We are dedicated to completing this screening in a timely manner, and we are depending on your assistance make this happen.

We have been in contact with Company B. Unfortunately, we couldn’t obtain the information needed to complete this verification. Please provide us with W-2s, 1099s, or pay stubs to represent your start and end dates of employment. We are dedicated to completing this screening in a timely manner, and we are depending on your assistance make this happen.

I can’t imagine what attempts they made, if any, to get dates of employment from these two companies. Remember that HireRight already had my dates of employment for Company B, they just assigned those dates to Company A by mistake.

Company B and Company C are local companies, one in Anaheim and one in Newport Beach. I worked with both of them within the last two years. Any reasonably bright 4th-grader could call them, say “Hi, I need to verify dates of employment” and get the information they need.

The only possible way to screw this up is to outsource it to someone in a remote part of the world, and even then the person would have to be exceptionally lazy and/or inept.

That being said, I sent them W-2s for Company B and Company C, and got this email in response:

We appreciate you taking the time to provide us with the requested documentation shown below and will utilize it in the processing of your background verification. While we try our best to minimize the inconvenience to you, please note that HireRight may reach out to you again should we need additional information and or documentation for this or an alternate component of your background verification.

Thank you again for your assistance.

My “assistance” . . . I’m doing all the verification and legwork myself and they thank me for my assistance.

 

I’ve actually condensed this process . . . there were other emails and phone calls but they were all the same . . . “We’re terribly sorry about the inconvenience, we understand the information is wrong, we’ll pass your input along to the researcher . . .” and nothing is done.

HireRight calls their people “researchers.” That is a scream . . . not only do they not research anything, they can’t figure out what’s right in front of them and they ignore anyone who tries to point it out.

When HireRight finally finished the background check, they sent me a link to it. It was a disaster. There were red flags all over it and all of them were wrong.

I sent an email to the HR person at the company extending me the job offer:

I’ve spent about a week emailing, calling and sending documentation to HireRight. They just sent me a link to their report, which doesn’t take any of that into account.

Among other things, they’ve listed my Company B work dates as Company A work dates and flagged it as a major discrepancy. I worked at those companies 5 years apart. I’ve talked with four different people in the last week to say that they mixed the dates up and they never fixed it. They were polite and apologetic but they never fixed it.

They’ve listed Company B and Company C as “unable to verify” even after I sent them copies of W-2 forms.

They actually called me twice to say “We’re verifying employment for Paul Epps. Do you know Paul Epps?” Anyway, I don’t know how this compares to their usual quality of work but I’ll give you a call in the morning.

– Paul

Her response:

Go ahead and send me what you have for your companies (the W-2’s). I will take a look at your background. Most likely I can add notes to clear up everything 🙂

Thank you!

So the saving grace was that this woman was familiar with the appalling quality of HireRight’s work and was able to take corrective action.

I can easily envision a job offer that someone really needs being revoked over a background check that comes back with “major discrepancy” and “unable to verify” all over it.

And shame on HireRight for doing this to people.


To Young Women Considering a Career in Technology

30 Aug 2017 /

You’ve probably read a lot of articles about how sexist and awful the culture is for women in technology.

I think if anything deters young women from technology careers, it’s this glut of articles saying how sexist and awful the culture is.

Young female technologist

I’ve worked in software development for 30 years. In my experience — and feel free to discount this because I’m not a woman — the culture is not tough for women. If anything, men give women the benefit of the doubt because they’d like to have more women around.

As Holden Caulfield used to say, “I like to be somewhere at least where you can see a few girls around once in a while, even if they’re only scratching their arms or blowing their noses or even just giggling or something.”

Yes, I have seen bad things happen to women in tech, but I’ve seen bad things happen to men and I’ve had bad things happen to me. I’m also aware of bad things happening to women in other professions. We’ve all had our ups and downs.

How to explain this? Bad things happen to women because they’re women and bad things happen to men because — what? We deserve it?

You’ve probably also read a lot of articles about a “diversity chasm” in tech, usually written by women who work in tech and can’t understand why every young woman in America is not making the same career choices they themselves have made.

Women, like any group, are under-represented in some professions (like tech) and over-represented in other professions — education and health services, for example.

Is a software engineering career objectively better than being a nurse or a teacher or a therapist or any of the careers that women seem to prefer?

I’m happy to admit that I don’t know what the “right” male-female ratio is for any given profession and that I don’t know what other people should be doing with their lives.

Programming has been a pretty good career for me — I like to build things and I like to solve hard problems — but I’ve spent most of my life alone in a room or cubicle staring at a computer screen. It’s not for everyone. There are pros and cons like any other job.

I don’t have a daughter but my son never took an interest in programming and I never pushed him to do so. He graduated college with a degree in business. I have no reason to think his life will be less fulfilling because he’s not working in a technology job.

TL;DR:

  • Don’t pursue a technology career because someone else thinks you should.
  • Don’t pursue a technology career to make some point about gender roles in society.
  • Don’t be scared off by inaccurate (IMO) generalizations about anti-female culture.
  • Follow your heart.

Thus spoke The Programmer.


One Thing I Can’t Tolerate is Intolerance: The Google Memo

8 Aug 2017 /

The now-famous Google memo was first published by Gizmodo under the headline Here’s The Full 10-Page Anti-Diversity Screed Circulating Internally at Google.

If you’re interested in the topic, you should read the memo yourself, otherwise you’re going to get a terribly slanted second-hand judgment, e.g., “anti-diversity screed.” I’ve read it and I don’t think it’s “anti-diversity” and it’s definitely not what I’d call a screed.

I’ve seen that word — screed — used by multiple sources. That’s one way of dismissing and declining to engage with an opinion you don’t like: give it a label like “screed,” suggesting that the author is angry and irrational and not fit to have a discussion with.

In my reading though, I found the original memo to be academic and clinical, much less screed-like than the responses I’ve seen.

As usual (in my experience), the most intolerant people in the mix are the ones presenting themselves as champions of tolerance, diversity, acceptance and mutual respect. They love people of all genders, skin color, hair color, eye color, etc., but they have no tolerance at all for anyone who doesn’t think exactly the way they do.

If you have an opinion that doesn’t fit the preferred narrative, you are harmful and stupid, you shouldn’t be allowed to hold a job and you shouldn’t feel safe in giving voice to your opinions.

The argument against expressing an opinion like the author of the Google memo is, as I understand it, that it’s considered hostile and unwelcoming to women who might want to work in the field of technology.

Google chief executive Sundar Pichai said in firing the memo author: “The memo has clearly impacted our co-workers, some of whom are hurting and feel judged based on their gender.”

If it’s hurtful to judge people based on their “gender,” why isn’t it hurtful to say that the percentage of males working in technology is unacceptably high and should be reduced? (I know nobody says it that way. They say “increase the percentage of women” but it’s the same thing.)

Why isn’t it hurtful to implement policies to reduce the percentage of males working in technology? Why isn’t it hurtful to hire “diversity” personnel whose job it is to reduce the percentage of males in technology?.

Depending on which groups you’re in, you’re either not allowed to be discouraged by anything or you’re entitled to be demoralized by absolutely everything.

Thus spoke The Programmer.

Related link: Where are the additional women in technology supposed to come from?

 

Irony alert

“By ‘diverse mix of voices,’ we mean non-white females. Look at the picture. Oh, you thought it meant a diversity of opinions?! Well, in that case, you’re fired.”

 

TL;DR from Google memo

  • Google’s political bias has equated the freedom from offense with psychological safety, but shaming into silence is the antithesis of psychological safety.
  • This silencing has created an ideological echo chamber where some ideas are too sacred to be honestly discussed.
  • The lack of discussion fosters the most extreme and authoritarian elements of this ideology.
  • Extreme: all disparities in representation are due to oppression
  • Authoritarian: we should discriminate to correct for this oppression
  • Differences in distributions of traits between men and women may in part explain why we don’t have 50% representation of women in tech and leadership. Discrimination to reach equal representation is unfair, divisive, and bad for business.

Where Are the Additional Women in Technology Supposed to Come From?

29 Jul 2017 /

The jobs report for May contained discouraging news: continuing low labor-force participation, now below 63 percent overall. About 20 million men between the prime working ages of 20 and 65 had no paid work in 2015, and seven million men have stopped looking altogether.

In the meantime, the jobs most in demand — like nursing and nurse assistants, home health care aides, occupational therapists or physical therapists — sit open. The health care sector had the largest gap between vacancies and hires of any sector in April, for example.

We hear a lot about a shortage of women in technology jobs but we don’t hear about a shortage of men in traditionally female jobs.

It’s really two sides of the same problem. Unless a lot of women suddenly appear out of nowhere, the only way to get more women into professions where they’re currently under-represented — like technology — is to get them out of professions like health care, which they seem to prefer but in which they are significantly over-represented.

In theory, nursing should appeal to men because the pay is good and it’s seen as a profession with a defined skill set.

But the NYT cites a study from UMass Amherst, showing that not only will most unemployed men resist taking a “feminine” job, but that those men who might have been willing to consider it encountered resistance from their wives, who urged them to keep looking.

So much for diversity . . .

Speaking of which, here is a screenshot of the current board of directors of a nursing organization that I used to work with.

https://www.aacn.org/about-aacn/board?tab=Board%20of%20Directors

Nursing is a white female dominated profession, much more so than technology is a white male dominated profession, but I worked with this organization for about five years and never heard word one about a lack of diversity in nursing.

It’s hard to imagine an organization in 2017 having a 15-member all-white, all-male board of directors without drawing a lot of negative attention but all-white, all-female is okay.

I see a tremendous number of proposals for “empowering” women to get into technical professions that they may just not be interested in, but if the number of women in technology is considered problematic, then the number of women in nursing (and other over-represented professions) has to be considered equally problematic.

Where else are the additional women in technology supposed to come from?

Thus spoke The Programmer.


Learn to Code

24 Jan 2017 /

I’m a programmer . . .

Job searches for me go like this: I’m old, I have to compete with people half my age, but I’ve worked in Orange County since forever so I know some people, and I can write good code in interviews, which the majority of programmers who show up for interviews can’t.

I was out of work on January 5. It’s now January 24. I have three job offers and picked the one I like best.

Moral of the story: Learn to code, kids . . .

Thus spoke The Programmer.


Two Out of Three Job Search Coaches Agree

7 Nov 2015 /
https://www.themuse.com/coaching

The jobs are off to your left . . .

Tags:

My Name is Fido

3 Oct 2015 /

From an actual email:

Hello,

My name is Fido and I’m an IT recruiter at TechDigital Corporation. We are currently hiring a .Net Developer/Software Engineer preferrably [sic] with experience in the Financial domain for a W2 or C2C Contract for one of our direct clients in Green Bay, WI.

Fido Xavier
Recruiter

  1. I live in California. Are there no software engineers in Wisconsin or anywhere between California and Wisconsin?
  2. On the Internet, no one knows you’re a dog.

Thus spoke The Programmer.


I Think We Are Kidding Ourselves

7 Sep 2015 /

More people have ascended bodily into heaven than shipped great software on time.Jim McCarthy

Ascension

On the other hand, the number of people on LinkedIn claiming to have a demonstrated ability to lead software projects to successful completion, on time and on budget, as well as the number of companies seeking to hire such people, is infinite.

Thus spoke The Programmer.


Is Dignity an Obstacle to Success?

27 May 2015 /

Sometimes life requires that we take jobs below our station until we learn skills, offer apologies even when we are wronged, suck-up to power when necessary, work long hours when we “deserve” some rest, risk embarrassment in front of witnesses, risk failure and humiliation, and get rejected by the people we hope to love. In that sort of game, the player unburdened with human dignity usually wins.


Now What?

15 May 2015 /
Sather Tower (the Campanile) looking out over ...

We’re in Berkeley for Casey’s graduation tomorrow . . . we got a text from him earlier this week saying “I just took my last two college exams.” Thus ends a journey that began 17 years ago on the first day of kindergarten, which I feel like I remember too vividly for it to have been 17 years ago, but it was.

Now what? I don’t mean for him . . . he’s got a job lined up in San Francisco. I mean for me. I’ve had the milestone birthdays — the ones where your age ends in zero — that seem to depress a lot of people . . . they didn’t bother me at all. But my boy becoming an independent person in the world is really disorienting me . . .


This Photo of A Guy Tap Dancing in a Pink Floyd Shirt Explains a Lot

20 Mar 2015 /

A Wall Street Journal article on college students, the weak job market and high debt loads is illustrated by this photo of a guy in a Pink Floyd t-shirt taking a tap dancing class.

The crazy thing is that not only are these kids running up debt and killing their job prospects, they don’t even appear to be having a good time doing it . . .

Tap dancing


When is Diversity Not a Dilemma?

26 Feb 2015 /

I just read yet another brief — Solving the Diversity Dilemma — regarding lack of diversity in the STEM workforce.

If members of Group X are underrepresented in some professions, they must be overrepresented in others. For example, I used to work with a nursing organization . . . women far outnumber men in nursing but for the five years I worked there I never heard anyone talk about the shortage of men in nursing being a dilemma, crisis, etc., or suggesting that anything be done to change it.

I work in a STEM field. It’s a good job for me but not for everyone. My son (age 21) for example, never showed any interest in it and I don’t think he’ll be any less happy in life because he’s not working in STEM. There are pluses and minuses like any other profession.

Simple but possibly valid explanation for STEM demographics: Not everyone wants to work in STEM.


Civil Rights Symmetry

27 Jan 2015 /

Why does a Civil Rights Bill forbid me to apply racial criteria when I choose an employee but allow me to apply racial criteria when I choose an employer? If I turn down a job offer, should I be required to prove that my motives were not discriminatory? … Why am I permitted to apply racial criteria when I select a spouse but not when I select a personal assistant?

— Steven Landsburg, The Armchair Economist

How to Answer Stupid Job Interview Questions

15 Mar 2014 /

Via Liz Ryan


9 Links

1 Mar 2014 /
  1. Data Structure Visualizations
  2. Good Tech Lead, Bad Tech Lead
  3. Google Java Style
  4. Guide to 12 Disruptive Technologies
  5. How to Write a Cover Letter
  6. The Landing Page Optimization Guide You Wish You Always Had
  7. Selendroid: Selenium for Android
  8. UX Axioms by Eric Dahl
  9. Yelp’s got style (and the guide to back it up)

Some Links

26 Jan 2014 /

A $15 Minimum Wage is Not Going to Help You

6 Dec 2013 /

Fast Food Workers Will Strike On Thursday In L.A. : LAist

Fast food workers staged a one-day strike for “living wages.” More specifically, they want the federal minimum wage to be raised from $7.25 an hour to $15.

Fast food

(Photo credit: H Dragon)

You want to make a living wage? I’ll tell you how to make a living wage. I’ve had a lot of jobs and this method has never failed me.

Here it is: Before accepting a job offer, you always ask yourself, “Does this job pay enough for me to live on?” And if the answer is no, then you don’t take that job.

If you want to earn $15 an hour, do what I do: get a job that pays $15 an hour. Who’s stopping you?

If no one’s willing to pay you $15 an hour, it’s because the skills, intelligence and motivation that you bring to the table don’t allow you to do anything that’s worth $15 an hour. You need to do something about that. You need to be able to deliver $15 of value to an employer. Figure that out.

Setting the minimum wage at $15 is not going to help you. If you set the price of something at more than it’s worth, people are not going to buy it.

Imagine this: My friend Paul Epps is a programmer. Let’s say we passed a Minimum Wage for Programmers law that says that programmers must be paid at least $200,000 a year. Is that good news for Epps?

No, it isn’t.

His boss calls all the programmers into a meeting and says, “Well, according to the new Minimum Wage for Programmers law, I can’t hire any of you for less than $200,000 per year. You know what that means?”

“We all get a big raise?” Epps suggests hopefully.

“No, it means you’re all fired. Get out of here.”

Or imagine this: We pass a Minimum Price for Restaurants law that says you can’t get a meal in restaurant unless you pay at least $15 for it. What will that do to sales of Quarter Pounders and Jumbo Jacks?

People will stop buying those things. Many restaurants serve meals for which customers are willing to pay $15, but a fast food burger isn’t worth $15, even with fries and a drink, so people will stop buying those things.


How to Save a Lot of Time in Interviews

19 Nov 2013 /

There used to be a book titled The Top 2800 Interview Questions…And Answers. I have this fantasy: You walk into an employer’s office, shake hands, and say, “I know you have a lot of questions for me. So let’s save us both a lot of time.” You slide that baby across the desk toward the manager… “So here they are, along with all the answers. Now can we cut the crap and talk about the job and how I’ll do it for you, okay?”


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