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Software Engineers on

by AFAIK

Series B Startup

Finding it very hard to get a job 😶

Hey everyone, I am a Junior FE Dev (from my prev work title coz my exp is 1YoE). Have been working extensively on React.JS and Redux. My previous company was great. I was loving it. Sadly a few months ago, I was laid off. I still don't know the reason behind why I was one of the laid off people. Anyway, I moved on from that depression and started searching for a new job from last month. Made it to final rounds in pretty much every interview I sat for. But then got rejected in final round for crazy reasons including "we currently don't have funds to hire you". One of them even said they are on hiring freeze, literally in the final round 🥲. Haven't been able to get a job anywhere. I don't know if my skills aren't enough to be hired or is it something else. "What's hot in FE right now ? Like what skills can fetch me a job ?" - Started asking this myself as well as some of my good friends, but they say don't learn skills for getting job, learn it for yourself. Though it's true, I don't have much savings to support myself for atleast a month. So, I have to get into a job to keep myself from going bonkers under the financial crunch that I can clearly see ahead of myself if I stay unemployed in the next 20 days. Yes, the tech market is in its winter season. I understand that, but I still see there are so many openings in the market for ppl with 1YoE like me and skillset that matches mine, yet I never hear back from them or just get rejected in final rounds 😕. I'm absolutely clueless on what to do right now. Any suggestions would be really helpful.

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Confessions on

by FreshRaita

Stealth

Design hiring is the trickiest

And no, the debate isn’t whether tech hiring is tough or non-tech hiring is tough - all I’m saying is ... design hiring is the trickiest of them all. Think about it: - There are only so many keywords to focus on. How do you even begin to filter out the right talent? - Subjectivity of Aesthetics: Defining what looks good vs what is “really” good. What might look good to a recruiter is not what might appeal to a hiring manager - Communication Breakdown: What looks good to a hiring manager needs to be translated to the recruiter on the grounds and factors why the design made sense. Tough - hell yeah! - Every designer has a portfolio, but how do you differentiate between genuinely innovative work and something that’s just flashy or just showed his inclination to one theme/style or is the portfolio screaming love for one sub section - neobrutalism anyone? Today’s trendy designs might be tomorrow’s outdated trash. How do you hire for timeless design skills? - Technical Skills vs. Artistic Vision: How do you balance or filter on either - the need for technical proficiency with the necessity for artistic vision - Client-Based Variability: Designers often tailor their work to what the ask was. How do you discern their true skill level when their portfolio is a mixed bag of client/customer whims? + how do you know X's work is not Y inspired or even better.. a rip off? - Designers are creative people. How do you access real Cultural Fit? This breed needs to be protected and let them be. But then how do you ascertain designers work style gels with your company’s culture? - Without assignments you cant get to know them or their depth and dimension of work, and assignments (in general) carry a bad rep in that circuit - cause a lot of work is passed off as a screening assignment. IMHO, design hiring is like assembling a rocket ship with Lego pieces - it’s complex, nuanced, and the stakes are incredibly high. If can either get it right or F UP real bad.