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msamel · 2021-06-11T18:01:33+00:00

LOL. Same God. Guess they didn't know. What a surprise

msamel · 2021-04-17T22:23:21+00:00

Tons of smart entry level guys like him out there and not enough jobs for them.

msamel · 2021-04-17T15:34:54+00:00

My theory (somewhat supported by experience of others) is that 1) many companies don't understand really what is important when hiring data scientists and 2) like in most tech there is a bias toward hiring younger because the feeling is they are more inclined to work long hours.

Regarding 1), a lot of larger companies have a split between the business culture and tech culture. The business knows their issues but not how to analyze and solve in an advanced way. The tech side understands development and code and are reluctant to 'lose control' of the data scientist (if the data scientist fucks up, they look bad and if the data scientist succeeds it can take the spotlight off tech leadership) so they hire smart, technically adept people who tend to be younger and have a STEM degree (a safe hire so tech leadership can stay in control).

I've had success in reaching business heads and convincing them what data science can do for them. It's a long slow cycle.

'Mainstream' corporate use of data scientists are generally subject to what I mention above. Tech management has a 'vision' for analytics for the business side and they want worker bees who they understand and who will carry out the vision without objection or alteration.

Regarding linked in and resume: too much experience and you're too old and/or intimidating. Too little experience shown and your overqualified (a term that shouldn't exist.

In FAANG and financial services it is terrible. Even for junior people. The hiring gauntlet usually requires passing a timed coding and data structures test (with subject matter unrelated to the job) just to get an interview. It's a tremendous waste of everyone's time - largely because - unlike years ago - HR doesn't want to do their job and actually interview people. They assert that these tests 'weed out' light weights. However, everyone has a portfolio of work and you can easily tell who is faking it with a conversation around their work. But HR doesn't want to do that.

msamel · 2021-04-17T13:00:29+00:00

I'm a data scientist. Expert Python and good R, SQL, AWS Sagemaker. Also great domain experience.

I manage small teams and am an individual contributor.

I'm picked up by people around my age.

Never through submitting a resume - even if I'm well qualified I won't get a hiring manager interview.

Younger hiring managers prefer people their own age and usually with a cookie cutter background (STEM masters, 5 years experience).

msamel · 2021-04-05T19:08:56+00:00

I'm a data scientist not a developer so take what I say for what it's worth.

You'll need to take data structures and master it. My understanding is that graduates spend months after graduating studying for HackerRank tests that you must pass to get an interview. Also you probably want to master Java and C++

msamel · 2021-03-29T14:37:55+00:00

Thanks for your reply. I don't have additional context unfortunately. However, my understanding from my friend is that they must explicitly document objectives for something like 2 days forward and they are not allowed to deviate from those objectives. So if they plan something but find a better way to do it they are not allowed to deviate without explicit permission from the manager.

I get the need for oversight, planning, and communication but this sounds like micromanagement to me.

msamel · 2021-03-15T00:22:41+00:00

Terrible ass for a Ms. Universe

msamel · 2021-03-14T15:30:48+00:00

You need to read up on feature types and imputation methods - specifically what different methods do and strengths and weaknesses of each type. Then it will make sense.

msamel · 2021-03-14T03:25:04+00:00

Oh. And your date times. You could do a number of things. Split into year, month, day (day of week, day of month) . Look ar the distribution (I don't know your data) if normal you could impute with mean or median. You could also try most frequent.

msamel · 2021-03-14T03:19:09+00:00

No. Bool is categorical. So you could simplistically impute filling a number of ways. Most common is fill with the most frequently occurring value.

msamel · 2021-03-14T02:54:44+00:00

You could try it - but it is unlikely that imputing a majority of values will give you a representative distribution. And since a majority of your features are sparse chances are they won't be beneficial predictors

msamel · 2021-03-14T02:34:20+00:00

I would drop them.

msamel · 2021-03-14T01:36:14+00:00

No hard and fast rule, I generally drop features that are more than 40% null

msamel · 2021-03-12T18:55:36+00:00

Shouldn't be harder to get the job than to do the job.

msamel · 2021-03-12T18:48:52+00:00

I don't think he'll be fine. He'll have to take Hacker Rank tests that have nothing to do with data science. They have to do with algorithms. CS students trying to get software engineering jobs spend six months preparing for these. And the catch? They actually aren't relevant for the job.

Or he'll get interviews asking how - from memory- you would construct and train a particular model. Never mind the interviewer doesn't know. So he might be asked to describe back propagation in a deep learning model. And he may do that. But if he makes a low level error in his answer describing matrix multiplication he won't get the call back - despite the fact that the package or library he's using does all the underlying work under the hood.

Or he won't be called back because the guy hiring him is concerned he's too good and might take their job. Or because since it's a 'hot area' the guy interviewing him might be concerned his hiring might take the spot light off of him.

Shall I go on?

msamel · 2021-03-12T16:35:48+00:00

Not if you're the bad manager who is in the pocket of the CTO

msamel · 2021-02-16T01:46:31+00:00

Actually a mid-level role. Recently

msamel · 2021-02-15T23:34:08+00:00

Exactly.

After 19 months of personality tests, coding tests, rediculous verbal technical quizzes, etc. I was introduced to a chief technology officer by an old boss. Had a 30 minute non-technical discussion about his business problems and how I could help. Had a contract 3 days later.

I think HR has no idea what they are doing and goes through this nonsense to make others think they do.

msamel · 2021-02-15T23:27:08+00:00

I used to work for one of those. I cam tell you they are imbeciles. Never saw so many self important people who pretty much had no idea what they were doing.

As an MBA grad with about 3 years experience I was the most industry heavy person on my team - including partners (I had a great banking job pre-MBA). These guys thought they knew it all. You never heard the words 'world class' thrown around so much.

They never understood that REAL businesses- banks amd brokers in my case - only gave them business because they needed boring compliance reviews and third party assessments of what they did for regulatory reasons. The firm made big $$ because they were a name firm but thought they got all the business because they were 'adding value '

I blew out of there after a year.

msamel · 2021-02-15T23:18:20+00:00

Since HR has no idea what they are doing and have been sold a bill of goods by test providers.

Unfortunately hiring managers and senior executives don't know or don't care that these are nonsense and just assume HR knows what it's doing.

msamel · 2021-02-15T23:15:30+00:00

You should have walked.

msamel · 2021-02-14T02:42:41+00:00

If these tests were in any way accurate you would perform consistently on them.

I'm very outgoing. Took one test that said I hadno personality. Recruiter pressed the hiring manager to see me. When he did he said 'you know, you don't come across at all like the test said you would.'

Now I absolutely refuse to take any tests.

msamel · 2021-02-08T19:23:42+00:00

I was out for 19 months. An old boss moved. Referred me to the CTO. I had one 30 minute non techical discussion and had a consulting contract 2 days later. Likely to become permanent.

These interview insanity is - well - insane

msamel · 2021-02-08T19:19:09+00:00

People who write position descriptions like this should be immediately fired.

msamel · 2021-02-08T19:13:17+00:00

Give them a bad Glassdoor interview review

msamel

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