Jade Wilson’s Post

Surprisingly, most hiring processes downplay critical screening criteria. The following three have proven successful in making our services stand out. 1️⃣ 𝗣𝗿𝗼𝗯𝗹𝗲𝗺-𝘀𝗼𝗹𝘃𝗶𝗻𝗴 We don’t care if a candidate has X years of experience in Y programming language. Such experience will be useless if they can't handle unexpected scenarios/problems. Specific knowledge has a place, but we have evidence that only problem-solvers nail it in the long run. 2️⃣ 𝗜𝗻𝘁𝗲𝗴𝗿𝗶𝘁𝘆 At work, people are challenged to make decisions that prioritize “the right thing” over their personal benefit. Since we manage client’s assets daily, working with honest individuals is critical. Sure, people can fake integrity, but only for a while. Dishonest behaviors “leak;” we have plenty of experience to spot them and screen out such individuals. 3️⃣ 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 Being able to express thoughts clearly is as essential as the thought itself. We avoid focusing on the "talkers" who can easily trick our human minds. On top of that, they should be able to engage in constructive discussions. We prefer introverts who can clearly express their ideas and foster discussion… rather than extroverts who rely on verbal skills to "win." Of course, there are more criteria beyond these three. Can you spot them? - - - - - - - - - - - - - - - - - - - - - - - - - -  → I'm the founder of kommit → We service functional software engineering for other companies. → This is the talent we deliver: https://bit.ly/4glaRQy

Why Both Code Coverage and Functional Coverage are Essential in Verification? As a Design Verification Engineer, ensuring the reliability and efficiency of our designs is paramount. Two critical metrics we use are Code Coverage and Functional Coverage. Here’s why both are indispensable: Code Coverage: 1. Ensures All Code is Tested: Code coverage helps us verify that every line of code is executed during testing. This ensures no part of the codebase is left untested. 2. Identifies Dead Code: It helps in detecting portions of the code that are never executed, which might indicate unnecessary or redundant code. 3. Improves Code Quality: By striving for high code coverage, we improve the overall quality and maintainability of our code. 4. Enhances Test Suite: It guides us in writing more comprehensive tests, ensuring that all possible code paths are tested. Functional Coverage: 1. Validates Design Intent: Functional coverage ensures that the design behaves as expected under various scenarios, validating that the design meets all specified requirements. 2. Captures Design Requirements: It helps in confirming that all functional aspects of the design, as specified in the requirements, are exercised during testing. 3. Improves Confidence in Design: High functional coverage gives us confidence that the design will function correctly in real-world applications. 4. Identifies Gaps in Testing: It highlights scenarios that haven’t been tested, guiding us to write tests that cover these gaps. Why Both Matter: 1. Comprehensive Verification: While code coverage ensures all code paths are tested, functional coverage ensures all functionalities are verified. Together, they provide a thorough verification strategy. 2. Balanced Approach: Relying solely on one type of coverage can lead to missed bugs. Code coverage might miss functional issues, and functional coverage might miss untested code paths. 3. Enhanced Reliability: Combining both coverages enhances the reliability and robustness of our designs, ensuring they are bug-free and meet all requirements. 4. Better Debugging: A dual approach makes it easier to pinpoint and debug issues, as we have a complete picture of what has been tested and what hasn’t. Achieving high code and functional coverage is crucial for delivering high-quality, reliable designs. What do you think about this? Comment down your thoughts 👇🏻👇🏻👇🏻 #vlsi #engineering #semiconductor #hardware #skills #freshgraduates #vlsiengineering #vlsijobs #vlsijobseekers #careerguidance #mockinterviews #interviewprep #ushiring #usajobs #opentowork #h1b #semiconductorjobs #designverification #verificationengineer #systemverilog #uvm #siliconvalley #opentowork #activelylooking #uscitizens #freshersjob #vlsiwithjatin

This is why you aren’t attracting the best candidates: Your job specs are horrifically unrealistic. - Must be fluent in 10 programming languages, including ones still in Beta phase. - Must display exceptional adaptability, including but not limited to mind-reading. - Must be able to juggle tasks, conversations and bowling pins while coding. Job descriptions like this aren’t attracting the best candidate. They’re attracting the most traditional.  The most innovative professionals won’t check every box. But they will bring creativity, agility, and new ideas. By sticking to rigid requirements, businesses are missing out on: - Innovators with hands-on experience - Self-starters who excel outside of the norm - Career-changers who bring fresh perspectives Focus on hiring for potential, not just a perfect resume.

Applies in software, applies in any engineering, applies in life... soft skills build holistic professionals.

Don't hire students to build a product company Why? Yash, the majority of your team is students, what are you talking about? Just hear me out Students have high spirits and enthusiasm But the problem is their definition of a task being "DONE" is totally different than what is acceptable as done Code running on a local device and code being production-ready are 2 different things It's not their fault though it's just what experience teaches you Then comes the biggest con of hiring students The weird rule of compulsory 75% attendance in college People in my team have to go to college from 8 am to 7 pm (These guys have a major and minor degree so it's like 2 degrees in 4 years) Now how can they work on the product after spending 11 hours in college It just gets unproductive I have always posted about the Pros of hiring students and how they get shit done faster and cheaper But there is another side to it as well The work done is not reliable and the team gets unproductive So next time when deciding to hire a student be aware that pros come with cons

Craft a compelling job description by clearly outlining responsibilities, qualifications, and company culture to attract top talent. Follow the below points to Write a Winning Job Description: 1. Use Clear, Specific Titles: Choose job titles that are precise and descriptive to attract the right candidates. 2. Highlight Key Responsibilities: Clearly outline the main duties and tasks associated with the role. 3. Detail Required Qualifications: Specify the essential skills, experience, and education needed for the position. 4. Promote Company Culture: Include information about your company's values, mission, and work environment. 5. Include Application Instructions: Provide clear and concise instructions on how to apply and what documents are required. #HiringSuccess #JobDescriptionTips #jobs #jobdescriptions #Codcores

Craft a compelling job description by clearly outlining responsibilities, qualifications, and company culture to attract top talent. Follow the below points to Write a Winning Job Description: 1. Use Clear, Specific Titles: Choose job titles that are precise and descriptive to attract the right candidates. 2. Highlight Key Responsibilities: Clearly outline the main duties and tasks associated with the role. 3. Detail Required Qualifications: Specify the essential skills, experience, and education needed for the position. 4. Promote Company Culture: Include information about your company's values, mission, and work environment. 5. Include Application Instructions: Provide clear and concise instructions on how to apply and what documents are required. #HiringSuccess #JobDescriptionTips #jobs #jobdescriptions #Codcores

𝐇𝐨𝐰 𝐍𝐨𝐭 𝐭𝐨 𝐀𝐩𝐩𝐥𝐲 𝐟𝐨𝐫 𝐉𝐨𝐛𝐬 ! Recently, I was hiring for a beginner-level Engineer role. My previous posts for various other roles had attracted a lot of attention, and that's when some smart professionals did something that caught my eye. I was overwhelmed by the number of applications I received, but a few candidates made things way easier. They clearly stated the job they were applying for in the email subject line. This simple step helped me find the right candidates quickly and made a great impression. But not everyone did this. But many other great candidates got lost in the shuffle because they didn’t specify their desired role. 𝐏𝐫𝐨 𝐓𝐢𝐩 : Always make it easy to find and connect you.  A clear subject line can make a big difference in getting noticed and landing the job. Repost ♻️ to spread the message. ---------------------------------------------- Follow Ankita Basu 🌟 #JobSearchTips #CareerAdvice #Recruitment #JobHunt #JobApplications #Hiring #ResumeTips

The 1 Trait I Always Look for in New Hires When hiring for a tech role, technical skills are a given. Asking about soft skills like teamwork and communication is also standard practice. But one trait often overlooked is curiosity. The tech world evolves so quickly that staying up-to-date is a constant challenge. Without genuine curiosity, it’s impossible to keep pace. That’s how you end up with developers boasting 20+ years of experience but lacking relevance in today’s market. 👉 To future-proof your tech systems, prioritize hiring curious people. They’ll ensure your stack evolves with the times.

Hiring software engineers isn't a talent shortage. It's a *matching* problem. We're failing to connect the right engineers with the right companies. Let's fix it. The problem? Companies post generic job descriptions. They attract the wrong candidates. Engineers waste time. Companies waste money. 🤯 The solution? Hyper-targeted recruitment. Craft detailed, specific job descriptions. Highlight unique aspects. Focus on the *why*. Why should *this* engineer join *your* company? What's the mission? What's the culture? Tell a story. Show, don't tell. Use real examples. Showcase your team's personality. Imagine Sarah, a brilliant backend engineer. She loves sustainable tech. A company focusing on green energy hires her. Perfect match! 💚 This saves time and money. It boosts morale. It creates a better company culture. Win-win! 🎉 Here's how to do it: *  **Deep dive:** Understand your needs. What are the *must-haves*? What are the *nice-to-haves*? *  **Craft a narrative:** Tell a compelling story. Make it personal. Make it relatable. *  **Use specific keywords:** Target your ideal candidate. Avoid generic terms. *  **Showcase your culture:** Highlight your values. Show your personality. *  **Promote internally:** Let your employees share the job posting. Leverage your network. This approach attracts the best talent. It improves hiring outcomes. It builds a strong team. The key is not to prioritize what's on your schedule, but to schedule your priorities. - Stephen Covey What's your biggest hiring challenge? 🤔 #HealthTech #Hiring #SoftwareEngineering #AIinHealthcare #Recruitment