Blog

Finally I accidentally found a recruiting company who thinks like me! (at least on their web site)

Check out their manifesto web page https://triplebyte.com/manifesto

I can subscribe under each paragraph! In fact every it is exactly what I'm saying to my wife every time I'm coming back from some interview. 

Just in case if they will disappeared at some moment, it happens on Internet, I want to copy all their statements here



MANIFESTO

Here are ten things that we believe about Triplebyte. These beliefs motivate our approach towards hiring and interviewing.

Programmer interviews are broken.

Candidates deserve a consistent experience and consistent evaluation. A company can't meaningfully evaluate candidates if it treats each one differently.

Hiring processes need to be standardized.

Whiteboard coding and algorithm questions aren't good predictors of how effective someone will be at writing real code. Technical hiring processes harm both excellent candidates who don't interview well and companies trying to hire good programmers.

Hiring decisions should be objective.

Hiring decisions should be made using a clear scoring system, not gut feelings. Humans are good at gathering information, but bad at ignoring bias. We unconsciously pattern match. This harms candidates who don't match our expectations.

Hiring processes should focus on strengths, not weaknesses.

The hiring process should be focused on discovering strengths, not uncovering weaknesses. Everybody has weaknesses. What matters is a candidate's strengths, and how quickly they can learn new things.

Candidates should know what to expect.

Candidates should be told exactly what to expect in an interview, and be allowed to prepare in advance. A comfortable interview is more likely to lead to a better hiring decision.

Candidates deserve feedback.

Candidates should be given clear, truthful feedback on how they did during the interview so they know how they can improve. Companies should invest time in providing this.

Credentials aren't everything.

Whiteboard coding and algorithm questions aren't good predictors of how effective someone will be at writing real code. Technical hiring processes harm both excellent candidates who don't interview well and companies trying to hire good programmers.

Hiring should constantly be iterated on and improved.

The hiring process should be treated like a software product, constantly iterated on using data, and improved over time. The software industry needs to experiment more with hiring processes and figure out what really works.

Compensation statistics should be public.

Candidates are at a fundamental disadvantage in salary and equity negotiations. They always know less than the hiring manager. This is unfair.

Recruiting should not be a core competency for companies.

Just as companies now outsource server management to AWS, they should be able to outsource technical hiring. The flaw with current external recruiting firms is they don't reliably deliver enough good candidates to build trust with companies.


I have a son for sale! :)

#son #hire #free #bonus #iphonex #pixel2

I have a college aged son with practically no any real life professional experience, who is looking for a software development internship position for as low as $15/hour. He even can work as a contractor without any perks like health insurance or so. The huge advantage of having him is me! He will have full support from me, a professional with more that 20 years of experience. I even don't mind to do some of his work to teach him the best practices. So he will learn very fast! Seriously! ;)
Would you like to talk to him? Here is his profile - Ali Zeynalov@LinkedIn


!!!ATTENTION FREE MONEY!!! Also I can propose a referral bonus! Do you want an iPhone X or Pixel 2 or whatever else? You'll get it, just get him hired! ;-)

Job related questions

Last time I started to receive many messages from different recruiters, and basically their messages look like "I have something awesome let's talk about it!" (smile)

Often I simply delete those messages without response, because I don't want to spend my time on useless (in general, no offence) discussions. And finally I come up with the idea to create this page with the list of questions I want to know answers before to start any discussions.

So if you received the answer from me with just a link to this page, please replay to my message with the additional details.

Of course you don't have to answer in the details on all of them, but at least I'm expecting to know the first three answers (bold). They are required part of the equation.

Here are my questions

  1. The role
  2. The company
    1. Name
    2. Location
    3. Commute options
    4. Parking
  3. The compensation
    1. Base (must be >195K)
    2. Bonus
    3. Equity
    4. Benefits
  4. The team
    1. local?
    2. distributed?
      1. overseas?
      2. timezones?
  5. Carrier grows options
    1. Review process
    2. Promotions
    3. Raises 

About me

  • Looking For: Full time
  • Career Path: Engineering
  • Years of Experience: >20
  • Authorization: I am authorized to work in the U.S. and don't need visa sponsorship
  • Interested in: Back-end Developer, Full stack Developer, Engineering Manager, Software Architect
  • Relocation: SF Bay Area only


Thank you for the understanding!
- Vagif (wink)

Shorten URL to this page

Some historical links

I've found today some historical links about me

  • http://www.friends-partners.org/ccsi/elctrnic/region/catnet.htm

    CatNet is Turkmenistan's largest e-mail provider. Internet connectivity is available if needed. Accounts for nonprofit organizations are free. Commercial organizations and individuals are charged modest rates. In Ashgabat there are about 500 accounts, and since 1998 the local host @tashauz.cat.glasnet.ru is working in Tashauz (there are already 13 accounts, including 5 free).

    CatNet's administrator is Vagif Zeynalov (vagif@cat.glasnet.ru)

Today it looks like something unreal! (smile)

My skills set

I was asked at work to write my skills set, and here is what I've got :)

  • Years — Experience in IT industry about 30 years :)
  • Top skills — Critical thinking and analysis, learning skills. Everything else is just a result of those three ;)
  • All skills (for last 6 months) —
    • Programming languages — Java, Scala, Lua, Python, Shell
    • Frameworks/Tools
      • Spring (many projects like Spring-Boot, Spring-MVC, Spring-Data, etc)
      • Apache Spark
      • Gatling — stress tool
      • Cucumber — testing tool
      • Nginx
      • Git (Bitbucket, Gitlab, Github)
      • Jenkins
      • Jira
      • Confluence
    • Cassandra
      • Triggers — did research how Cassandra works on very low level
      • DSE drivers 
      • Spring-Data-Cassandra
    • OS — Mac OS X, Windows, Linux, FreeBSD, Android, iOS
    • Cloud services — AWS (personal projects)
  • Passion – build systems that work!
Go public! :)

After a week of playing around, I just made this site public.

Still not quite sure how secure Atlassian's software, and is it safe to keep some private information on the same site (in the hidden areas)? (smile)

So will see how it will go...