Nice tool, I wonder if trends can be used for marketing and recruitment?
replies(1):
Nice graphs though. Source of that is https://github.com/kroitor/asciichart
I'm currently trying to find a job in New Zealand, Australia, or Canada.
(I still appreciated and upvoted this project, though. I know nothing is perfect when it's first released.)
[1] https://github.com/timqian/hacker-job-trends/tree/master/ass...
Its one thing to make a feature suggestion to be helpful to the author and a completely different thing to provide armchair critique like this.
The tool they wrote is to do the job they wanted to do. If you want something else, build it. If it doesn't satisfy your needs or you're too lazy to fork it, move on.
With that said, the data (text and HTML) is literally in the assets dir of the repository which should make it easier for you to build your version of the tool. Did you bother looking?
Fortunately most of these things are open source, so there's always the 'well submit a PR' response. It's been so long since I slung HTML that I am fairly certain if I attempted it for a Show HN, folks would be so distracted by how bad it is they wouldn't pay attention to the utility of it.
My process had over a dozen stages, mostly 1+ hour video calls, one of them a 2-hour tech test. It took several months to complete.
I wasn't in a rush (I actually walked away from it for about a month in the middle for personal reasons), and they were being a little cagey perhaps because it was a senior-ish hire into tech (Principal), and picking the wrong person at that level can do serious damage to a tech culture. I appreciated they took it that seriously.
They then were prepared to wait for my notice on my existing role, which was 3 months (negotiated down to half that in the end).
That shows commitment on both sides.
This is going to be a stronger trend. There are a lot of people out there with a CV that says "senior developer" on it, asking for top-drawer contractor rates, feeling a little entitled because they know some React or Go, so it makes sense to take your time and really, really kick the tires.
With a remote workforce, able to hire anybody in any country, it makes sense to really find the best you can: they can make or break your business. Makes sense to me.
There is research - but I can't place where/when I read it right now - that says you should decide how many people you're prepared to interview, then discard your first third of that number. Then hire the first person you meet who is better than the best candidate in the first third.
It'd be great if there was a way to graph sum of all posts that require both (or more) technologies. I have tried with spaces and comas etc... (eg: 'rust, python') but it doesn't work well as you have to guess exact matches (so 'rust, python' is a different result than 'python, rust').
Why did you prefer using the HTML format instead of HN API? https://github.com/HackerNews/API
For example, basically every company is always hiring for a "Software Engineer" role. No company is publishing a new job description every time they hire a new Software Engineer.
I understand your point, but at least the readme could have images as a demo.
Anyway, it doesn't matter that much. Clearly we all like the tool regardless.
I'm sure this crowd would appreciate seeing an example graph for Kotlin, Scala, or Rust as well. :-)
I agree that hiring someone wrong can be damaging, but you can usually screen out obvious incompetence pretty quickly for any level real fast in onsites.
If I was the candidate I would assume they have a culture of waiting for perfection before shipping tomorrow rather than shipping something OK today and that is not the culture I want to be a part of.
Please note that I'm only detailing what I personally would infer from their decision. They may very well have a totally different culture.
In any event, I'd suspect it was more likely for the problem to be in the browser rather than than the kernel...
Slightly off topic perhaps, but it's been my experience that these sorts of titles are meaningful and comparable only within a company. Across companies they don't mean much. A "principal" engineer at one company may not even be a senior engineer at another, or may be comparable to the CTO at another.
The terms are probably closer to being comparable within similar companies. e.g. the FAANG companies might have organically developed similar nomenclature to each other. But in general I find the terms are near-useless.
I wonder if others have the same impression. It would be nice if we had some way to calibrate positions across companies.
Firefox / Ubuntu Bionic, probably related to font choice or font-rendering library.
https://bigquery.cloud.google.com/table/bigquery-public-data...
Practices vary wildly between company, and even between hiring managers.
w3m -dump https://news.ycombinator.com/item?id=17442187 | tr '[:space:]' '[\n]' | tr '[:upper:]' '[:lower:]' | grep -v "^\s$" | tr -cd '[[:alnum:]]\n' | sort | uniq -c | sort -nbr > july.jobs.2018
You can grep for the fields you are interested to have an idea. This is the data I grabbed on the 2nd around 14:00EST
79 python
71 frontend
63 backend
62 web
54 aws
39 fullstack
35 rails
34 devops
33 ruby
33 mobile
33 docker
32 react native
31 javascript
30 c
27 android
26 linux
25 scale
21 security
21 api
18 nodejs
15 postgresql
14 django
12 node
12 graphql
12 angular
11 golangBackend devs I find usually also do a fair bit of database work, at least at a basic level, and are usually where the devops work comes in (migrations, upgrades, keeping the system running). As experience grows, I think most people at least get a sprinkling of these different fields, even if they didn't intend to.
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