Garner Health’s Post

Throw out the title 'Growth Engineer'... 🙏🏻 It's a conundrum wrapped in an enigma! 🤯 Consider this - from one firm to another, the criteria, the mission, and the skillset needed are chalk and cheese. It holds too many interpretations. 🌪 Revamp your hiring strategy with explicit roles: - Data Engineer - Data Operations - Software Engineer - Product Growth - Sales Operations With clarity comes understanding. Make your job titles crystal clear, and people will know exactly what they're signing up for.

We're #hiring at #TheHive! Check out the listings below and let me know if you'd like an intro!

Exciting times ahead at FirstPrinciples! If you have a love for physics, check out the opportunities below (and our page) to learn more!

📣 Hey! I'm #hiring. Here's what I'm looking for: - Principal Engineer, Data Platform - Sr. Engineering Manager, Platform Engineering - Engineering Manager, Data Platform - Platform Engineer III, Storage - Platform Engineer III, Caching & Messaging Normally, I'd post this with a blurb about how awesome the team you'll be joining is (and it is), but if you're in this war zone of a job market right now, I expect your grasp on sanity may be somewhat fragile at the moment and you're not here for my chest-thumping rah-rah bullshit. So if you're in my network, somehow finding the courage every day to hit one more apply button and fill out the same idiotic forms yet again, just hit me up. Or maybe that's not you and you're just curious about the possibilities, but understandably anxious about what entering the market again would be like. Either way, just send me a message if you're interested. No paperwork, no forms. We can talk like people, and we can feel out together whether any of these roles, this team, and this company could be a good fit for you. My schedule is bananas, because I am not a recruiter and I have a day job leading an engineering domain, but until these roles are filled I will prioritize you, and attempt to give you back a little of what this process seems to have lost: humanity.

When asked “How do you see the current hiring market?”  I think about Andrei’s pockets theory, which explains it well in my opinion. 🎒 Some pockets (data engineering, data architecture, data leadership, ML, AI) are in very high demand, and low supply, similar to or higher than 2021-2022 levels. 👝 Some pockets (Backend engineering, Tech lead) are also in high demand but the supply (at least on paper) is closer to matching that demand. 🛄 Some other pockets (data/business analyst, non-technical product roles, and operations in general) have a massive supply and a relatively small demand compared to previous years. This is how I’m experiencing it from my small corner of the market. #hiring

opportunity

Hiring alert!! Check out this post! Need help with resume building and demo interviews? Feel free to reach out to me! #machinelearning #machinelearningengineer #appliedscience #hiring #resumebuilding #interviewpreparation

#hiring #jobalerts #techjobs Follow ReferBuds for more hiring updates.

It's a struggle for companies to find great Data Engineers. But why? It’s because great Data Engineers have coding skills as good as Software Engineers. So great Data Engineers usually come from a Software Engineering background. But most software engineers just want to stay software engineers. Hence why there aren’t that many great data engineers. So to succeed in hiring Data Engineers you have to do 1 of 3 things: 1. Understand talent pool is limited and therefore you might need to tweak hiring strategy. 2. Hire Data Engineers coming from Data Science & Data Analyst backgrounds, which are easier to find. Identify those candidates that have a real interest in learning testing, Dev Ops, Infrastructure as a Code etc, and train them up in house. 3. Wait a few years until technology advances and Data Engineering becomes completely automated. Anything I missed? #dataengineering #talent #datastrategy

In today’s fast-paced business world, agility, innovation, and quick decision-making are essential. Traditional hierarchical teams often struggle with rigid structures and slow responses, leading to inefficiency and missed opportunities. At Teraflow, we’ve embraced a solution: autonomous squads. By decentralising decision-making, we empower our teams to make quick, informed decisions, fostering innovation and engagement. Our squad-based model allows for: - Faster decision-making - Enhanced collaboration - Increased innovation - Personal growth and leadership development Ready to join a team that values agility and innovation? We're on the lookout for experienced Data Engineers: 👉 https://lnkd.in/dmuB-gsH Read more about how squads outperform traditional teams: https://lnkd.in/dmPAHPKp #DataEngineering #Culture #Business #Agility #Technology #DataEngineer #Recruitment #Jobs #Tech