Open source is a great idea! I haven't seen most people mention that on their resume (and I feel people are afraid to dive into that world), so it really sets you apart as a candidate.
I will mention this idea to a small group of new grads I help guide. Thank you for sharing your thoughts!
I agree that the applying to 100s of random jobs on LinkedIn strategy no longer works that well. I tried this two years ago when I was looking for jobs, and didn't see much success.
Curious, since you mentioned you used your network - did you just reach out to people on LinkedIn and ask for a referral, or was it in some other ways?
Maybe correct but not too polished sentences may be a better give away that it's not AI generated, but still good enough to get through ATS or AI screening?
the funniest thing is, I submitted two referrals for friends who are super good at what they do (SWE) and none of their applications got looked at. Super surprising. Maybe it's just my company, but even referrals are not getting a priority IMO.
Many of us in tech hear "FIRE" and think of early retirement and extreme frugality. But I've found that focusing on "Retire Early" misses the true power of the FIRE movement.
This post dives into a my perspective on what FIRE is really all about: gaining power, control, and freedom over your career and life — much sooner than you'd expect. Simply put, it's about having options.
I cover how you can use your tech income to get there.
Read the full post:
What are your thoughts on "retirement" and "financial independence" in a tech career? Let's discuss in the comments!
With the current tech market being so tough for new grads, I wanted to understand the root cause of why so many get cut after the initial screening call. I spent some time talking with a handful of tech recruiters to get their perspective.
The key insight was consistent: that first call isn't a mini-technical test, but a "risk filter." The recruiter's primary job is to protect their engineers' time, so they're looking for specific signals of competence, interest, and professionalism to decide if a candidate is a "safe bet" to move forward.
The post breaks down what those signals are and how to demonstrate them, based on those conversations. It's an attempt to give new engineers a more strategic framework for that first, crucial step.
Happy to answer any questions and curious to hear if this resonates with those of you who have been on either side of the hiring table.
I know the title is a bit provocative, so let me clarify the main idea. The point isn't that new grads should write bad code. It’s that focusing only on code perfection in your first year is a trap. The more important, higher-leverage skills to develop early on are understanding the people, the business context, and the existing systems.
The post itself is a no-fluff playbook for new grads covering three areas:
Navigating the Job: How to be a "human sponge" instead of just a code-writer.
Building Wealth: The simple, automated money moves to make with your first paychecks (401k match, emergency fund).
Personal Growth: A framework for growing without letting the job consume you.
I wrote it because it’s the advice I wish I had when I started out.
For the experienced folks here: what’s the one piece of non-technical advice you’d give a new grad?
I will mention this idea to a small group of new grads I help guide. Thank you for sharing your thoughts!
I agree that the applying to 100s of random jobs on LinkedIn strategy no longer works that well. I tried this two years ago when I was looking for jobs, and didn't see much success.
Curious, since you mentioned you used your network - did you just reach out to people on LinkedIn and ask for a referral, or was it in some other ways?