Perl Hunter Job Leads
I figure I might as well get blogging on Perl Hunting as well.
I have set of Perl job leads open now. This is a telecommute job from these
8 states or onsite in Silver Springs MD:
CA FL GA IL MD MI NC NY
To apply for either job send your resume in PDF or plain text AND
samples of your Perl code to resumes AT PerlHunter.com.
If your shop has a Perl job you want filled, send it to me as well. I
have placed over 30 Perl developers all over the country and can help
you out. You save time and money by doing reading fewer resumes, and no
wasting hours of time interviewing candidates who have no chance of
being hired. Read more about my services at PerlHunter.com.
I place Perl developers and I also do Perl support and consulting.
FYI, the second posting is no longer available.
Heya, we emailed a while back and you never got back to me after you went on vacation, so this likely slipped attention as well:
Your Seekers page still does not mention the paintext/PDF requirement: http://sysarch.com/perlhunter/seekers.html
I just was notified of that today and I have updated the blog
entry. This client may have openings in the future so if you want to
apply there, let me know first as I have a great relationship with the
HR people. I have placed 2 developers there in the last 5 months.
I get many resumes and I can't or don't respond to them all. If you
think I have let your resume slip by, then email me about it. I always
reply to those emails.
As for requesting PDF or plain text resumes, I always post that now and
I will update the site to reflect that. Not that it does much good as I
still get overly formatted word docs from those who don't follow
rules. It is a small test to see how well candidates read the posting. I
don't drop anyone who fails but I do chide them about it. :)
My bigger concern is getting sample Perl code which is MUCH more
important to my review of a candidate than a resume. I go over that code
during my initial phone screen and I learn even more about candidates
from that. This is why my placement rate is so very high (about 50%
overall and much higher with some clients). I don't submit unqualified
candidates and my submissions usually get top of the pile treatment.
Nah, you didn't let me slip by and did respond (You can find it if you search for Christian Walde). I just had bad timing and sent it just before you went on a vacation, after which i never heard anything back. This also isn't much of an issue though, since shortly after i received a regionally close offer that i ended up accepting on short notice.
And just so you know i didn't take anything bad from the exchange: I'll most likely be contacting you this fall or next spring, as i'm not looking very much towards continuing here for a long time.
And you'll get plenty of code examples now that I've been more busy on cpan and submitting patches on github. In fact: Maybe you could give people examples of what kind of code examples you'd expect.
sorry about the lack of response back then. we seemed to have cleared it
up on irc the other night.
as for what kind of code i want, it really doesn't matter. the key is i
need to see your code, good or bad, new or old. it tells me so much
about how you think about code, what is important to you when coding,
and more. i do code reviews during my initial interviews with candidates
and use their code to probe them. why did you do this? did you know
about this technique or function? etc. part of the is learning how well
you take constructive criticism and in general discussing your work. i
just interviewed a junior perl candidate today and his code shows
promise but could be improved in many ways. i got from this that he
would do well under a proper mentor who could guide him to better
code. he did show he cared but he just didn't have enough experience to
do better than he did. that is fine for a junior slot. i decided to
submit him for the position as i think he would do well there. the key
to my decision was his code and our discussion of it. his resume never
once entered our chat. to me, code samples are much more important than
resumes. not the usual view of a technical recruiter.