Astrotalk’s Post

That's a powerful mindset to adopt! Embracing the idea that you are your own biggest limit can really motivate you to push past barriers and strive for your best. What are you working towards right now? #codeinfotekinc #itstaffing #hiring #bdm #itsolution

How to tackle & solve hiring challenge, which is Live on #VickyBytes! Abhijeet Burman shared his insights and experience in solving the hiring challenge currently live on #VickyBytes. Read more on #VickyFeeds - https://lnkd.in/gxXrpi2b

Recent #layoffs and my 3 week with AI. While my team designed and built the new landing page for illustrationsAI.com, I've been testing the AI waters by coding for the illustrationsAI.com backend. The truth is I am able to write much better code, faster! For example, after creating all prediction and training functions that run locally, I wanted to create a node server, backed by database, so that I can move to production. Cursor backed by Claude-sonnet-3.5 bootstrapped the migration scripts 🤯 with dummy data. As lazy as I am, I would always slack off, and just do away without proper migration scripts. I would have never created those migration scripts, It took cursor 2,3 prompts to get there. The Good and the Bad. Whats immediately exciting is that with a small team of 20+ team members at Two Minute Reports | GoX.ai we could do much more together and scale our product and customers and therefore revenue. But what about businesses that hired too many people for too little value add? This is very controversial to say, but hope the recent layoffs dont start the trend from previous years when twitter started firing employees and everyone followed left, right and centre - this time because AI is more capable not because they over-hired? I may be wrong, I wish to be wrong in this case.

I firmly believe that our people are our greatest asset. I have always believed this in whatever role I was in, management or non-management. For those who know me, I like to work hard but I also like to learn (...and have fun!) with those I work alongside. That's why I'm always on the lookout for exceptional individuals who can add immense value to our team and our customers. At StormImpact, we're not just looking for skilled professionals – we're looking for game-changers. People who share our mission and vision, and who are passionate about driving innovation and growth. When we bring onboard special people, it means we're not just adding to our headcount – we're multiplying our impact. These individuals bring fresh perspectives, new ideas, and a relentless drive to excel. They help us push the boundaries of what's possible, and they enable us to deliver solutions that exceed our customers' expectations. By surrounding ourselves with exceptional talent, we're able to accelerate our mission to empower businesses of all sizes. We're able to create a more resilient future for our customers, and we're able to redefine what's possible. That's why I'm so excited about our new employee announcement coming out soon. It's a reminder that we're committed to excellence, integrity, and a better future – and that we're willing to invest in the best people to make it happen. #stormimpact #utilityindustry #growingteam

🌟 Why wait longer? Your company's time is precious, and so is finding the perfect talent for your team! ⏰ With our streamlined process, we guarantee a lightning-fast turnaround time of 2 weeks max for your hiring needs. 💼 Don't let lengthy hiring processes slow you down - choose Virtustant for efficiency and results! #FastHiring #Hiring #Efficiency #Virtustant #JoinTheTeam 🚀

Ever felt the pressure to oversell a job to land the ideal candidate? Let's talk about why that might not be the best approach. As a recruiter or hiring manager, it's easy to fall into the trap of painting a picture-perfect image of our companies. But in reality, honesty trumps hype. 🤔 What if we focused on transparency instead of sugarcoating? How would that impact the hiring process? Nathan Sutter, Global Vice President of Engineering at CoderPad gives his thoughts in this clip. What do you think? Is there such a thing as too honest? #Hiring #TechRecruiting #HiringDevs

For me, hiring always comes down to 3 simple things: Can they do the job? Do they want to do the job? Do they fit into the company culture, values and vision? If the answer is "yes", then the door should be kept open. The ability to see potential, developing it and offering the platform is as much of a part of our duty to the next generation of talent as education is. Do you agree? What do you do if they haven't done it before but you see this potential? #talentdevelopment #careers #highpotential #skillsshortage #hiring #training

In my experience of a couple of decades having worked with more than a dozen managers, I worked with only a couple of leaders who did not think of a hiring decision on the axes of 'risk of success' I wasn't the most talented candidate for the couple of BIG successful breaks I received in my career. One right out of B school and the second while moving continents. The leaders I worked with saw in me more than skills. They saw my attitude to learn, my perseverance and resilience. Can these skills be taught easily ? I learnt Python, SQL, AB testing, Product Management, KPI designing and tons of other skills On The Job. These couple of leaders were ready to see in me what I couldn't see in myself and work along with me to bring their vision to reality. I think about them every time the word Leader comes up. Of course they were not without their flaws but for me they are the model of leadership. I emulate their quality in my everyday life today, as an entrepreneur, a coach, a husband, a son and a human being. Leadership is not merely a job, it's a life decision. Not everyone is a born leader but one can be coached to be a better leader. Where is 'Leadership Excellence' on the list of priorities of organizations today ?

I think we are way too many SWEs and HWEs for the need of the tech job market right now. In fact, we are in a new era of this industry where layoffs surpass hiring, and where CEOs and managers are looking for strategies to lay off up to 80% of their headcounts (as Elon did right in Twitter). Of course, they still open some positions but with a list of unrealistic skill sets, so-called "unicorn" positions, which no market in or entirely galaxy could match. This is why most tech positions remain unfilled despite being millions of excellent SWEs and HWEs out there perfect for such positions. High salaries, in this case, only reflect the price of the unicorns. And we don't even mention the ghost and fake positions that are the majority on platforms like LinkedIn, Monster, etc. The only realistic chance right now if you are a SWE, HWE is creating your own job and fills clear gaps left by a dysfunctional, hyped tech industry. If some hundred of thousands of top-skilled SWEs and HWEs, instead of looking for matching unicorn jobs, rather create their own jobs and after a while new professional niches for others in a cascade reaction, then yes, all that excess of millions of SWEs and HWEs could be handled pretty decently.

Can your last name open doors? If not, here’s another way: Build in the open. Let your work speak so loudly that doors have no choice but to open. 🚀🔓 What’s one thing you’ve done that you should start sharing with the world? Drop it in the comments! 💬👇 If this resonates with you, save it for motivation and share it with someone who needs to hear this! 🔄✨ #ShowYourWork #CareerGrowth #30dayschallenge #tech #jobs #hiring