Lessons Learned on the Job Search

Photo by Drew Beamer on Unsplash

Anatomy of a Loop

Most companies have a 4±1 step process:

  1. Screening call with an internal recruiter; 30% of my interview loops skipped this step
  2. A first round, which is generally a role-fit discussion with the hiring manager (HM). I consider this to be the first round of the loop and for me, 76% of the 25 of these I had were just a casual discussion with the HM. Of the remaining six: four were a panel (two of which had technical components), one was a coding challenge, one was a design challenge
  3. A second round, consisting of one or more people, sometimes as a panel (meaning multiple interviewers are in the video call), sometimes as a string of video calls with individual interviewers. But all pre-scheduled together. Eight of the 13 I went through had a technical bent: four included a technical chat, three design challenge, one coding challenge. Six of them were also panels: one of the design challenges, and three technical chats.
  4. A third round, which is usually the opposite of the second: if they did a panel first, then this is not a panel; and vice-versa. If they have a technical screen and the second round was technical, then this won’t be; and vice-versa. About 29% of my interview loops skipped this step: three of my five were panels, and one of those was technical, the other two were informal chats with a CTO or VP.
  5. Hopefully, an offer. Most of my interview loops skipped this step 🙂 All five of the offers I got had a fairly consistent base, plus 10–20% bonus, but big variation on equity — not just in terms of value, but also type: from no equity to private options to public RSUs. Equity ended up being the deciding factor for me.

What Worked at Each Stage

Resume

As you can see above, this was the biggest rejection stage, by a Grand Canyon-sized margin. A full quarter of my resume submissions were rejected, but even more (39%) were ghosted, and I never heard anything about them. I put a lot of work on my resume — and it always helps for it to be short (one page, if possible, because no one has time to screen them), to include the buzz words you’re skilled with and interested in (to make it past recruiters), and to be visually attractive (you can find lots of great templates for Google Docs on Etsy, for under 5$) — but that’s not what made the difference, as I found:

Recruiter Screen

Hiring Manager Screen

Of the 19 HM screens I was in, my pass rate was 68%, and I have to say that most of the rejections at this stage were surprising to me. I thought almost all of them went well, and in fact I had at least two of the HMs tell me they’d like to move me forward, only to get a Dear John email a few days later from the recruiter. I imagine they talked to someone they liked more the next day, but one of the more frustrating parts of the process is that rejection feedback is exceedingly rare. The unfortunate truth is that the overwhelming majority of companies do not provide feedback, largely for legal reasons.

Behavioral Interview

The vast majority of leadership interviews I was in were what has become the norm the tech industry: storytelling. I can’t tell you how much PTSD I have over the phrase “tell me about a time when …”. The idea is that an experienced manager can (a) demonstrate that experience by recollecting tales from a storied career, and (b) knows to emphasize the parts that the interviewer wants them to emphasize. In the beginning of my job search, I would fail miserably at the second part with the mind-reading, because I didn’t realize there was a hidden agenda to the question.

  1. you had to manage someone out
  2. you had to deal with a difficult employee
  3. you had a disagreement with a peer
  4. you promoted someone
  5. your project was late
  6. you failed
  7. you dealt with a DEI issue
  8. you motivated your team
  9. you affected change without using authority
  10. you were part of a large undertaking

Technical Interview

Only 20% of my post-recruiter-screen interviews were rigorous technical ones, and I think about half of the loops had such a stage. So it’s definitely possible to get a job without running into one, but they’re very common in Big Tech.

TL;DR

Interviewing processes are very broken at most companies, and as a job seeker, there’s not much you can do about it except refusing to take part in broken processes — such as live coding challenges — if you have the luxury of doing so. For many people though, especially in the new remote world of SF/NY salaries, this would mean walking away from a significant pay raise.

  1. It will likely be a multi-month process, due to the speed at which most companies operate; I would prepare for roughly 3 months
  2. The best thing to get your resume noticed is to make use of your network
  3. When you do have to cold apply, writing a paragraph to the recruiter is worth the investment
  4. A polished, short, beautiful resume is worth the investment
  5. Optimizing your LinkedIn profile for recruiter searches is worth the investment
  6. Feedback, about why you were rejected, is an endangered bald eagle: rare to come across and wondrous to behold
  7. Practicing storytelling for the behavioral interview, and looking for the question behind the question, are both crucial
  8. Practicing leetcode is needed for many interviews at Big Tech companies
  9. Good PowerPoint skillz might come in handy
  10. There are lots of mock interviews available to watch — both behavioral and design — and they help a lot

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Software. Management. Shmanagement.

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