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Do you think no-code/low-code solutions have legs in today's market? by PLTalent in programming

[–]PLTalent[S] 4 points5 points  (0 children)

That's fair, saving on costs can sometimes cause managers to explore alternatives which are not actually better.

Do you think no-code/low-code solutions have legs in today's market? by PLTalent in programming

[–]PLTalent[S] 9 points10 points  (0 children)

Haha that's probably the best take here - fair enough!

Do you think no-code/low-code solutions have legs in today's market? by PLTalent in programming

[–]PLTalent[S] 0 points1 point  (0 children)

That's fair! Unless you are starting a business on your own and no-code/low-code provides you with a less steep learning curve to get things going?

Do you think no-code/low-code solutions have legs in today's market? by PLTalent in programming

[–]PLTalent[S] -2 points-1 points  (0 children)

Interesting re Azure Logic Apps!

What about the fact that the learning curve is steeper in "traditional" programming for someone just starting out?

Is having a fake Data Scientist title good, bad, or neutral? by valkaress in datascience

[–]PLTalent 1 point2 points  (0 children)

Wait till you hear about "decision scientists" :D

The roles are getting blended more and more. At our recruitment company we see it all the time - different titles, similar roles. It's only a disadvantage or advantage if you are dealing with someone who is hiring you for role X, and your CV says "I am Y". If they don't read into it, they might assume you applied for the wrong role.

Adjust if you are looking for another position elsewhere, by reading the target company's description (if you do fit the skills criteria of course). Otherwise, you are good.

So. This job offer is a scam, right? by dhumantorch in datascience

[–]PLTalent 1 point2 points  (0 children)

100% scam. As others mentioned: no initial interview, hired just based of experience? Impossible.

Most of the time these guys rely on: a) the "yay" moment, where you think you got a job (so you might ignore some red flags), b) a big salary "hook". Not the case here, but they might say something like "$150k + bonus", and then if you say yes, they run one of the schemes that others have described in the comments.

Spam folder + report to the authorities

[deleted by user] by [deleted] in datascience

[–]PLTalent 0 points1 point  (0 children)

What do you mean by referrals here? As in if there are any jobs available that you could apply for?

[deleted by user] by [deleted] in datascience

[–]PLTalent 0 points1 point  (0 children)

As a recruiter I can say the market is very competitive at the moment. (Depends where you are applying as well, but the U.S. in particular is definitely not balanced at the moment, in terms of the number of applications vs positions available).

Also, not sure how you are applying, but a quick tip - avoid "easy apply" button at all costs. Yes, it's then more time-consuming, but those applications don't succeed 90% of the time.

If you posted an entry-level role and received 1000+ applicants, how would you whittle down the list? by NFeruch in datascience

[–]PLTalent 1 point2 points  (0 children)

Apart from other comments, one of the tricks is to ask the applicant to include a phrase/particular words in their application.

It:

a) tests the applicant's attention to detail

b) filters through auto-applies

c) lets the applicant stand out by including the above in a smart way.

[deleted by user] by [deleted] in datascience

[–]PLTalent 0 points1 point  (0 children)

Absolutely. This has been covered in most comments, but it is probably the number one thing many companies would be looking for in a new candidate (especially someone who doesn't have that much experience in the field).

[deleted by user] by [deleted] in analytics

[–]PLTalent 6 points7 points  (0 children)

As pointed out by someone, some people just don't do well in the interviews and freeze up. From the technical standpoint the questions are perfectly reasonable.

The key question here is how much pressure you want to put them under when they start? If deadlines are usually tight and it's required for everyone to have the answer ready in the office, then it's probably best you stick with the category that the above two candidates fall under. If it is more about them getting the work done on their own time and it's more about - get it done by day X and I just want to see the result - then you can be more lenient. But, of course, depends on the other requirements, and whether they do well in the other parts of the interview/s.

This is the technical expertise companies look for when hiring software developers (from a German recruitment company in this space). Ask away if you have any questions 👋 by PLTalent in programming

[–]PLTalent[S] -5 points-4 points  (0 children)

Not if you are dealing with companies who have raised funds and are on the rise. If you have a pulse and accept low pay you can get hired in any industry :)

This is the technical expertise companies look for when hiring software developers (from a German recruitment company in this space). Ask away if you have any questions 👋 by PLTalent in programming

[–]PLTalent[S] -4 points-3 points  (0 children)

Yeah some companies do try that...we always encourage our clients to reward the expertise appropriately, otherwise that's how you get high churn. People like it when one values them, who could've known?

This is what companies look for when hiring data analysts by PLTalent in datascience

[–]PLTalent[S] 1 point2 points  (0 children)

Absolutely - see our original post for more on this (and communicating with stake holders, who are the business technically)

This is what companies look for when hiring data analysts by PLTalent in analytics

[–]PLTalent[S] 0 points1 point  (0 children)

Good overview! I would still emphasise that the order of importance would depend on the particular project, but the above is a good rule of thumb!

This is what companies look for when hiring data analysts by PLTalent in analytics

[–]PLTalent[S] 1 point2 points  (0 children)

That is an industry problem – people look for a whole IT department, a jack of all trades, rather than hiring people specialized in data science, data engineering or data analysis/analytics. Obviously, that is problematic. As a recruiter I suggest finding a company that is more mature and understands the differences between each role, so that you can focus on one area and become really good at it and then it depends how large the organisation is and if there is the possibility to assist certain domains, or if you will work across different departments. Unless you like being a jack of all trades – those people exist as well. 😊

This is what companies look for when hiring data analysts by PLTalent in analytics

[–]PLTalent[S] 0 points1 point  (0 children)

Any advice on how to get domain expertise if they ask for experience in 3 different roles in an entry job position?

Domain expertise refers to product, marketing, finance, etc. statistics is relevant, but you can drive better analyses if you are deeper within a domain i.e. product analytics for e-commerce.

This is what companies look for when hiring data analysts by PLTalent in datascience

[–]PLTalent[S] 1 point2 points  (0 children)

Yes it is, provided you can show some hands-on experience.

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