Jefferson Frank’s Post

🚨 Breaking news alert! An AWS developer claims Amazon is silently sacking people after enforcing a strict RTO policy, without being required to give them severance or announce layoffs. This has significant implications not only for Amazon but also for its customers. Stay informed and stay ahead in the world of AI, ML, and Big Data. #AI #ML #BigData #Amazon #TechNews

A lot of developers are on the street right now. Recruiters and HR types seem to be doing fine though. It is beyond frustrating that they are gatekeepers in our industry, but they don't understand it. More and more they hide behind ATS systems that add even more friction to the application process while doing nothing to improve it. Today I submitted an application to a very senior level tech role only to be met with a set of automated "qualifying" questions. I was presented with a list of "skills" and asked to rank my expertise in them. Among the skills were: Senior Staff Go Golang Amazon Web Services AWS Programming Services Micro Services SaaS These are not skills. Some are redundant terms for the same thing. All of them telegraph that the people in charge of recruiting for $300k roles are completely clueless. Or perhaps it the "AI" in their ATS systems. I can't tell but what I can see is a complete lack of respect for their potential employees. We deserve better than this.

Summary: Amazon eliminated the senior role of Justin Garrison at AWS, but he continues to receive paychecks without being assigned new work. The company's tactics of enforcing return-to-office plans and quietly firing employees have raised concerns about employee treatment and job security. Takeaway: The reported tactics used by Amazon to manage head count and enforce return-to-office plans have raised concerns about employee treatment and job security within the company. Hashtags: #Amazon #EmployeeTreatment #JobSecurity #ReturnToOffice #CorporateCulture

Let's explore the latest insights from the Jefferson Frank AWS Careers and Hiring Guide 2024, with an emphasis on the contract market! 🔍 Increasing Demand: The guide highlights a significant rise in demand for contract AWS professionals, indicating a shift towards contract hiring for specialized roles and short-term projects. 📈 Rate Trends: Insights reveal an upward trend in contract rates for AWS roles, reflecting the competitive landscape and the value of specialized skills in the market. 💼 Top Contract Roles: Cloud architects, DevOps engineers, and AWS Consultants emerge as the top contract roles in demand, showcasing the need for expertise in key areas of AWS. 🌐 Global Opportunities: The guide explores the prevalence of remote work opportunities in the contract market, offering flexibility and access to a global talent pool. 📣 Join the Discussion: Share your thoughts on these findings and connect with me to discuss how we can help you hire the right AWS talent for your projects. 📖 Get the Full Insights: Dive deeper into the Jefferson Frank AWS Careers and Hiring Guide 2024. Download the full guide here: https://lnkd.in/geAz5js4 #AWS #HiringGuide #CloudComputing #CareerDevelopment

Saw a gem of a job posting looking for someone with 12 years of experience in Microsoft Azure, Docker, and Kubernetes. The pay? $56/hour, no benefits😬 Let's unpack why this is ridiculous🤔 1. Impossible Experience Requirements Microsoft Azure has only been publicly available for about 13 years, and only as "Microsoft Azure" for 10. Docker first public release was 11 years ago. Kubernetes for 9. 2. Principal-level experience, junior-level pay. Even if it were possible to meet those requirements, that many years of experience puts someone at senior or principal engineer. Anyone who takes that role is desperate for money, isn't planning on sticking around, and is just trying to avoid the much-maligned job gap. In short, this recruiter is looking for someone to lie on their resume, be on the founding team for 3 different major technologies yet leaving all of them, accept low pay without benefits, and not leave at the first opportunity that's remotely better. Is this really someone you want on your team?

Hiring for a highly specialized skillset (like AWS) doesn't have to be stressful and time-consuming. While there are quite a few reasons why hiring AWS contractors over permanent employees has its benefits, here are the top four. Check them out and let us know what we're missing in the comments! #AWS #AWScontractors #AWSconsultants #hiring #ITrecruiting #consultants

#hiring #amazon #freetool #github #MacOnly #softwareengineering #softwaredevelopment #softwaredeveloper Hey everyone! I made a script that makes it easier to find job on the Amazon.jobs website. It allows you to enter some search criteria and it will create a list of aggregated data for you. Working on adding more sites and getting it to help auto apply for jobs to make life easier. https://lnkd.in/dTJaZzrX

Amazon has seen a surge in resignations lately, and some are blaming its RTO policy #amazon #rto #work As per a recent report by Business Insider, Amazon's policy of returning to the office is causing a significant increase in resignations at AWS. Employees are expressing their dissatisfaction with Amazon's return-to-office policy in their resignation notes, which are being shared on the company's internal Slack channel. The report suggests that Amazon's inflexible policy is causing a large number of employees to quit. This serves as a reminder that companies must remain adaptable and flexible to the evolving needs of their employees.

Now this is a very simple graph. It's one of the simplest I've ever created, but also one of the most impactful. I was working with a tech company looking to hire software developers at pace and at scale, we're talking about 20 per month over a 6 month period. There was a reluctance to offer hybrid/remote options and an insistence that every hire needed either AWS or Azure experience in addition to .NET Core. This graph helped to change that, showing the sizes of the potential talent pools by being more flexible on geography and taking the approach of hiring really talented developers and upskilling them in Azure. Hiring targets and growth plans would never have been achieved without this flexibility. Use data always, visualising it makes it more impactful. Even the most basic of data visuals can have a massive impact.

For those of you considering a career with AWS (Amazon Web Services) I'd like to share some insight behind the curtain on their SOP for eliminating people. I was employed by AWS for 7.5 years, and that put me in the very small group of 20% of employees that had tenure greater than 2 years. To have 1.6 million employees world wide, and the average tenure is just two years should be an alarming red flag. My exit from AWS is very similar to this HR employee's story - however, I insured my exit was as costly and drawn out as possible, as I had done absolutely nothing wrong. The PIVOT process that is discussed in this story was completely skipped over in my case, as was any coaching. The decision by my brand-new manager (meaning he was a manager for two weeks total when he made the decision), to place me on PIP was made in ten business hours. Even worse is the fact that my skip level manager supported the manager's decision and let him run with whatever he wanted. If you plan to apply to AWS, you owe it to yourself to read this article. https://lnkd.in/gJ7qDX2H