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Comment by ericpauley | Hacker News Reader

My two cents: As someone who is actively hiring and looking at a lot of résumés from fresh grads (albeit looking for more systems programming experience), I would personally not move forward with an interview for this CV.

Red flags for me:

* Talks a big talk on AI but it’s inscrutable if any of it goes beyond “I installed PyTorch and ran example code/prompted an API”

* Multiple projects but from demos it’s very unclear what they actually did. (Not “very legible technical work”)

* No GitHub on résumé despite claiming it on “skills”

I can get a good engineer onboarded to AI tooling quickly (heck, some of the referenced techniques have existed for only months), but I can’t reliably take someone from AI consumer to engineer.

These issues are very widespread. I’d say under 10% of junior résumés I look at give me confidence that they’d show up and know how to write real systems instead of just gluing things together.

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>I’d say under 10% of junior résumés I look at give me confidence that they’d show up and know how to write real systems instead of just gluing things together

They're juniors. With that kind of mentality, I'm not sure you're looking for juniors, but instead are looking for someone with a few years in industry that is apparently masquerading as a junior. But perhaps my expectation of "real systems" is different than yours.

To put this into perspective, I mentor and have mentored lots of juniors from code schools and traditional, four year university computer science majors in web dev. Having some concept of both the web stack/language and a basic understanding of good coding practices is about the most I'd expect. All thing things that sit on top of it, like scaling the stack, performance optimizations and the like are things I wouldn't even come close to expecting a junior to know. Those are things I'd expect to have to coach on.

> They're juniors. With that kind of mentality, I'm not sure you're looking for juniors, but instead are looking for someone with a few years in industry that is apparently masquerading as a junior.

This is just how the junior job market seems to operate now. Barely anyone wants some open-ended, curious recent graduate who's eager to expand their technical knowledge with new skills that are taught to them at the job. Everyone wants juniors to punch well above their weight - to even have a chance of an interview, ideally your resume should indicate that you're already an expert at every required skill in the job listing. They fish out the top 1-5% of all graduates and the really desperate people who are willing to go work a junior job despite extensive work experience - everyone else is welcome to keep putting in hundreds of applications elsewhere. Of course, it makes sense that you'd want the best - but it feels like there's active pressure now to hire as few people as possible regardless of circumstance. Companies will keep searching for the miracle candidate - if they don't find one, they'll just repost the listing until one shows up. Everyone else has locked the doors on hiring altogether. We're probably going to see a push on juicing more value out of existing workers than paying new ones, so the average graduates will continue having nowhere to go.

Indeed, real systems is a lower bar than you imply. In this case it’s unclear from the CV that I’d be getting someone that has ever written more than a 50 line one-off Python script.

You mention mentoring people in undergrad. Sure, by a year-3 course I’d expect to have to coach beyond basic understanding. To say that basic understanding of performance optimization is out of scope for a BS graduate is not supported by my experience, however. We’re not talking about boot camp grads here.

> These issues are very widespread. I’d say under 10% of junior résumés I look at give me confidence that they’d show up and know how to write real systems instead of just gluing things together.

You’re looking for seniors with junior pay grades.

When I hire, I always look at personal github projects. They are a hint that the person loves coding and loves creating software. I'm not looking for 1000 stars projects, and I don't even look at the kind of project, just the fact that the candidate has done some work in his spare time.

If there's no github project, I ask the candidate what website, web communities he watches/participates in regularly. I check if they are related to programming or building software (bonus point if you read HN :-)).

Both are good signs that there is an interest in the job that goes beyond paycheck.

Yeah I had a personal GitHub project in 2010, nowadays it is not feasible with kids. Time is either spent making money or getting together with family, with an occasional something else, coding for fun isn’t usually there (though I wish there was).

You’re looking for special snowflakes, but want to pay usual money. You may find that money also works as a motivation, a transactional relationship between an employer and an employee is healthy in that neither has to pretend there’s anything else that ultimately matters. (The illusion can be kept only until the first round of layoffs anyway.)

While those are certainly indicators of interest, is their absence an indicator of lack of interest? In other words, "has side projects" is sufficient to prove "likes programming", but I don't think it's necessary.

There's only 24 hours in a day, and mastering any serious curriculum already takes the majority of those.

Then there's family: some have parents to support, and/or a spouse they can't just ignore all evening to sit in front of a terminal typing git push.

Lastly, plenty of people learn or tinker on their own, but they don't all have the (socioeconomically loaded) reflex of marketing themselves with a github repo.

Of my whole Bachelor's, Master's and PhD cohorts, I haven't known one person to have a github repo outside of employment. Some were building little things on the side but sharing them informally, never in public.

What you're looking for is people with no social life, no responsibilities towards anyone or anything (even just being an immigrant can be a huge time and energy sink), and with the social background to confidently market themselves by putting what's objectively noise online.

I happen to have kids and have always spent about 30 min a day, more like an hour, every day, looking at some side coding side projects. Being doing that before I was dad, now less since I am. But I still do. I'm past 50 now and I must admit the quantity of work I put out on side projects have decreased.

Side projects requires passion, not discipline, not effort, just passion. And that's what I'm looking for. When you like what you do you're generally good a it.

Now, I have hired people who don't have side projects, of course, they're not that common but not rare neither. And the side project question is sure not the main question. But that's a cool differentiator.

Moreover, questioning people on their side project is always more fun for them.

And of course, people with side project sometimes day dream so you have to keep them busy :-)

And having a github repo is a 15 minutes job. And most of the time, nobody will care about your side project. It's not like your marketing yourself. As I have said, I don't care about the stars. Just looking at what you do on the side, what interests you in a domain that is not far away from your job.

And side projects are always cool: I have interviewed people who were working on their game engine, planet trajectories, web sites for friends, playing with machine learning, writing little tools like Javadoc,...

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