gentleteblor

I don't lie. I make sure my resume speaks the lingo though. W

What's the lingo?

At the highest level, it's corporate speak. Slightly below that it's industry specific terminology, below that it's position specific concepts/terminology.

I customize my resume to the job, i make sure to mention concrete, quantifiable, and relevant achievements [1]. I make sure to mention typical problems for the position and how i've solved them [1]

[1] Knowing what these and having them ready is the hard part. I built an app to help me do it. https://jobrudder.com

I'd like to help.

Dell XPS 15.

- Build quality is excellent

- The form factor is terrific (physical size of a 14-incher)

- You can get it with the latest desktop i7s and a boatload of RAM

- Good battery life (skip the 4k screen)

Antony & The Johnsons. It's sad and beautiful.

This.

Too many designers/sites equate tiny, close spaced text with modernity/sleekness.

Don't make me squint.

A few .NET wrappers exist...but it's always felt heavyweight for me (my use case is pretty rare). I am hoping this makes it trivially easy.

We'll see how it goes.

I've always wanted to use Tesseract on .NET projects but it was always clumsy (wrappers). This looks like it'll make things easier.

Thanks for putting this out.

> Many of the devs who struggle the most have some difficulty giving themselves credit for things they've done

Ain't that the truth. I've been an engineer for a decade, I built a career app, I blog about career management, and i definitely still struggle with this.

And you're right. It's not only about good writing. Writing a good resume is a specific skill. There are so many career specific factors that come into play (industry lingo/keywords, being able to quantify value etc), you can't just make it pretty.

This is why the resume endures despite it's many flaws (talked about this in some other comments). There needs to be a summarized, editorialized version of your "history" and that's what the resume does in a (semi) standardized format.

The big thing for me is that this summarized/editorialized version shouldn't be what you (the one with the career) manage on a regular basis. You should have a source of truth that is far more comprehensive (and manageable) and which allows you to create this summary version easily.

On another note...I've been writing a lot of web copy lately and I've started seeing a lot of similarities between good web copy and good resume copy. Resumes are marketing tools, and don't you forget it.

I'm always excited when alternatives to the resume work. Glad it did for you.

Did you happen to post about this anywhere (on a blog maybe?). I'd love to see the narrative version and hopefully learn a thing or two.

It's not the new resume by a long shot. But it does point to some large flaws resumes have.

Resumes in their current form don't work well as a source of truth about anyone's career. The main issue being that we put summarized/editorialized information in instead of details. It's like discarding the data you used to generate a chart and then updating the chart directly going forward.

You also can't manage the things you put on a resume. You can't easily search, tag, sort, view by company, position etc. You're doing all that in your head and then putting the result on paper.

There should be tools to help with this stuff (I built one [1]) and those tools should put the resume in it's proper place, as an output of some other more comprehensive source of truth.

[1] https://jobrudder.com

I agree. I really like the move towards a better source of truth for our careers but I think it should be private.

Let me customize it easily (e.g. for a role or job) and present that customized view to different audiences.

I like where this is going (i've built something similar, if private [1]).

Resumes in their current form don't work well as a source of truth about anyone's career. The main issue being that we put summarized/editorialized information in instead of details. It's like discarding the data you used to generate a chart and then updating the chart directly going forward.

[1] https://jobrudder.com

Yes, I think you should be direct. Some more things to keep in mind:

- Make sure you gather proof of how you've grown and all your accomplishments. Don't expect your manager or HR to know or keep track of this for you. Even better do this all the time (even when you're not seeing a promotion or raise [1]). Also gather proof that your responsibilities are in line with those of the role you want (ask, look at the job descriptions etc).

- Think of this as a conversation you're going to have with your boss. It's not a Q&A nor is it a confrontation.

- Show empathy for any position the company might be in (if for example the company is going through hard times and can't afford to promote you right now).

- Do NOT threaten to quit if you get a negative response. Instead, make sure to get feedback on how you can improve and make a plan with your boss on how to fulfill any requirements.

- DO update your resume (should be easy if you're tracking those accomplishments) if you get a negative response. Put feelers out, look at some postings. Quietly.

Good luck.

[1] I built an app called JobRudder for situations just like this. It helps you track your accomplishments, prepare for salary increase meetings, performance reviews, interviews, and more:

https://jobrudder.com

That is a bummer. I also have RP but I'm only down to about 10% of night vision (i remember being able to see much better at night). How's your day vision?

Much luck (and peace) to you.

I'm rereading the Malazan Book Of The Fallen series. Finished Gardens of the Moon last night. It only gets better.

This is great news all around. More flexibility for .Net developers, GCE gets access to a market segement Azure and AWS have dominated so far.

Well done.

Do you have RP or something similar?

What else is on your bucket list? Apologies if the questions are too personal, I find what we miss when we lose sight very interesting.

Hope you get to see them again.

I don't see your comment as an attack (criticizism is aok), but i do want to understand it.

Are you saying that i am simultaneously minimizing gender diversity in tech ("what about da menz") AND encouraging more folks to do so by being too blunt?

If you are (again, i'm not sure what you're saying), i'd say the first point is a wrong reading of my comments. The second point is a little better. I am being blunt, but that's just what the doctor ordered here.

EDIT (can't reply to your comment):

That is better, thank you for clarifying.

I had not thought about silence as the biggest problem for women in tech. I don't know the gender of the first poster i replied to, but maybe i should have made a point to engage with one of the female engineers in the thread.

Maybe it's a blind spot, something i have to keep an eye out for and be better at. Will be thinking about it for sure.

I still believe in my comments about some of these attitudes that are popular on HN. We should all talk about them.

It's a bummer you couldn't comment further, this thread is going to look a little out of order.

But let's get real here.

This isn't about male victimization. This is about the inability of a privileged class to see it's own privilege. Read this whole thread and what you see are many men who don't recognize their own privilege, men who are blind to individual and structural biases. And because they don't see it they wonder what all the fuss is? They wonder why we keep bugging them with "initiatives" and blog posts.

You get this same behavior with race, gender, money, class etc. The excuses are also the same: "it's not about gender, it's just people being condescending to each other sometimes", "it's not about race, it's just people being mean to each other sometimes". It's an easy trick, it's absolution.

But the inequalities persist. The biases persist. They are unconscious and they are subtle. They are structural. They are written into laws, into company policy, into city ordinances, and work place culture.

We shouldn't be afraid to name these behaviors. We shouldn't get tired of fighting them. And I say we, because I (yes, i'm one of you men) am also guilty.

I think my usage of "mansplaining" is pretty ideal here. It describes a specific behavior almost entirely practiced by men and which is being practiced right here and now.

The interesting part about "mansplaining" (as it were), is that it's usually slathered in "appeals to reason", logical fallacies, declarations of impartiality etc. etc.

But it's easy to spot.

True.

HN never seems more like Reddit than when we're discussing diversity (gender, race, economic). All the bad habits (mansplaining, straw man arguments etc.) you find elsewhere seem to suddenly rise to the surface.

Distressing indeed.

I think it's extremely important for folks over 40 to track their accomplishments.

Their resumes are longer, their skills can be older, some of the companies they've worked for might not even exist anymore. It's even more important to be able to search/narrow down/focus your decades of experience/accomplishments to those that matter in this new ageist landscape.

And the truth is, you've probably done whatever SV recruiters/managers say you require. You've been the self-starting, chaos riding, new tech stack conquering machine. You've lived at the cutting edge. It's just not on your resume, and you don't bring it up in interviews because you haven't been that person in a while and all your (maybe) recent job search experience is in displaying the breadth and length of your career.

It's tough.

There are few ML libraries out there for .NET (.e.g ACCORD), but nothing near what you can get with say Python. I hope things improve.

This rings true to me and I like it a lot.

It's important for employees (especially the skilled, self confident kind) to remember that outside of their current job, boss and co-workers, no one knows who they are, what they've done, what they can do. The default opinion is that they are average until proven otherwise.

Anything you can do to prove otherwise (that you're not average or mediocre) is a win. Anything at all.

I feel your pain. One thing i'll note about your landing page is that it seems to suffer from the same problem mine does which is a lack of content.

Folks that have reviewed my landing page brought up this issue as the biggest red flag. I had a nice looking site but very little content, very little actual information or persuasion. I've been working on adding more content.

As a user, i feel just like that looking at your landing page. What's the real problem you're trying to solve? Why is your way better? Why should i trust you?

Those are the questions your content should answer. I would shoot for 500 - 1000 words on your landing page (based on advice i've read only)

ps. I think it should be 90th percentile in your screenshot.

pps. I added more content to my landing page (to answer those questions) this weekend. In case it gives you any inspiration, it is: https://jobrudder.com

>> Don't worry about any of this. Just workout how to get paying customers and leave problems like this for later.

This is good advice.

When you're sure it's time to dig into this topic, Stripe's implementation docs are a great resource (even if you don't use Stripe).

Amen. If that isn't the truth, i don't know what is.

To me, that complexity is what makes it difficult for the system to find and reward the right people. That's what make it easy for employee value to get lost in the numbers, in exhaustion, in time crunches and stack rankings.

These are both great points, really. Financial independence is the dream. Until then, the deal matters.

>> I think we're mostly on the same page, it's just a matter of degrees.

Indeed.

Man, I hope we all get all more great managers. It makes a world of difference when you get one, it just feels so rare.

>> the kumara [2] never sings of its own sweetness

I really like that saying (Kumara also looks delicious). I feel like I've known a few people with that attitude, and it was always a pleasure working with them. It just sucks that they usually didn't get as far as they deserved. All in all, it (actively managing your career vs being humble and letting your work speak for itself) is a tough balance to keep. Worth the effort though.

Your replies help me remember that all the people in this employer-employee relationship are fully complex and rounded individuals. That's something i ought to remember more of the time, so thank you.

Maybe it all comes down to odds. How much can an employee leave to chance, to the good nature of his manager, the fairness of his company's performance review process?

Not much.