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Chapter 1

Before the Search

Before starting your job search, you need to prepare yourself. You shouldn’t apply for jobs without knowing what kind of job you want. Just being a good coder isn’t enough; you must understand what the market wants and how you can improve and package your own skills to make sure that the company with the job you want will want you.

Know Yourself

Stereotypes to the contrary, all programmers are not alike. Knowing what kind of programmer you are is crucial to finding the right kind of job. Although you can probably do many different kinds of programming tasks, you probably don’t find them all equally engaging. Doing something you don’t enjoy is fine on a short-term basis, but you need to be interested in and excited by what you’re doing for it to sustain you over the long term. The best programmers are passionate about their work, and you can’t truly be passionate about something that’s only moderately interesting to you.

If you’re not sure what you like or dislike, ask yourself some questions:

• Are you a systems programmer or an application developer? Systems programmers work on the code that keeps computer systems running: frameworks, tools, compilers, drivers, servers, and so on. Other programmers are their primary audience, so little interaction occurs with non-programmers — and usually the job involves little or no user interface work. Application developers, on the other hand, work on the pieces that those non-programmers use to do their own work, and often more interaction occurs with non-technical people. Many programmers find interacting with non-technical people about technical topics to be frustrating; on the other hand, you may enjoy creating applications that are seen and used by an audience that extends beyond other programmers.
• Do you like coding user interfaces? User interface design — also referred to as user experience (UX) or human computer interaction (HCI) — is a role that draws on a diverse set of skills, including programming, graphic design, and psychology. This work is high profile because the user interface is the most visible part of any application. User interface design is particularly important in mobile application development, where the restrictions of the device require even greater creativity and innovation. If you have the necessary skills and enjoy this work, you’re in elite company: Many programmers find it finicky, hard to do well, and easy to criticize, especially when you take internationalization and accessibility issues into account.
• Are you a good debugger? If you think finding problems in your own code is difficult, imagine what it’s like to fix problems with someone else’s code. It requires strong analytical and problem-solving skills. Finding and fixing bugs can be extremely rewarding in its own right. You need to know if you’d be happy doing primarily maintenance work. (Of course, you should always expect to maintain your own code — all programmers need debugging skills.) In many cases, particularly in older companies, maintenance programming jobs involve working primarily with older technologies now considered outdated or no longer in fashion. Developing your experience and skills with older technologies may narrow the range of jobs that you’re suited for, but because expertise in older technologies is hard to find, you may be highly sought after by the smaller number of companies dependent on older programs.
• Do you like testing? Testing — also referred to as quality assurance or QA for short — requires a combination of meticulous attention to detail to ensure that tests cover every conceivable use of a program and outside-the-box creativity to find bugs in the program by generating combinations of inputs that the program’s developers never considered. Skilled testers are hard to find, and good programming skills are required to write tools and automated test cases.
• Are you an architect or a coder? Every coding job includes some kind of design aspect, but certain jobs lean more one way than the other. If you enjoy designing, particularly designing the large-scale structure of big projects, a position as a software architect might be more appealing than a coding-focused job. Although you need a good understanding of how to code to be an effective architect, architecture positions can involve a lot of meetings and interpersonal interactions and little or no coding. Unless you have formal training in software architecture, the usual route to becoming an architect is to code first and to then display an aptitude for designing and fitting together different pieces of a project.

The preceding questions deal with different kinds of programming, but you should also consider non-programming responsibilities that might interest you and the work environment that you prefer:

• Does management interest you? Some coders have a long-term goal to become a manager, but others shiver at the very thought. If management is your goal, you need to develop leadership skills and demonstrate that you can manage the human parts of the software development equation as well as the technical pieces. If management is not your goal, look for companies with good technical career paths, so you’re not forced to manage people to be promoted. (You still need leadership skills to get promoted no matter which career path you choose, but leadership skills are separate from people management skills.)
• Do you want to work for a big company? There are advantages and disadvantages to working at big companies. For example, a large company may offer more job stability (although layoffs during downturns are common) and some kind of career path. It may also have a name brand that non-techies recognize. On the other hand, you may feel stifled by the bureaucracy, rigidness, and intracompany rivalry often found in bigger companies.
• Do you want to work for a small company? The pay may be less, but getting in on the ground floor at a new company can create opportunities for future advancement (and possibly substantial remuneration) as the company grows and succeeds. Also, the work environment at small companies is often more informal than at larger organizations. The downside, of course, is that most new ventures fail, and you may be out of a job within a year or two, most likely without the kind of severance package you might expect from a large company.
• Do you want to work on open source projects? The vast majority of programming jobs have historically involved proprietary, closed-source projects, which some programmers don’t like. A shift has occurred in some companies in favor of more open software development, which provides opportunities for people to work on open-source projects and still be paid for that participation. If it’s important to you that your work project is open source, it’s best to seek out companies already involved in open source. Trying to champion open source in traditional software companies is often a frustrating and fruitless undertaking.
• Do you want long-term or short-term projects? Some programmers crave change, spending a few months at most on each project. If you like short-term projects and don’t mind traveling, a gig with a consulting company might make more sense than a more conventional corporate job.

Realize that there are no universal answers to these questions, and no right or wrong way to answer them. The more truthful you are in answering them, the more likely you’ll find the kind of programming job you truly enjoy.

Know the Market

Knowing what you’d like to do is great, but don’t box yourself in too narrowly. You also need to understand the current job market and how it constrains your search for the “ideal” job, especially during an economic downturn like the one that burst the Internet bubble of the late ’90s or the global real estate and banking meltdown of the late 2000s.

Basic Market Information

A number of sources of information exist about what’s hot and what’s not in the developer job market, including the following:

• Social networks — The tremendous growth of social networks, such as LinkedIn, Facebook, and Google+, have transformed social networks into virtual recruiting grounds for all types and sizes of organizations. LinkedIn is particularly important. The other social networks can provide an indirect “pulse” of the market and also valuable leads for new and even unannounced job postings.
• Online job sites — Visit two kinds of job sites as part of your research. Job listing sites such as Dice (which specializes in technology-related career listings) and Monster (a general job listing site) enable you to see what kinds of jobs are currently in demand. Review sites such as Glassdoor and CareerBliss discuss working conditions, salaries, bonuses, perks, and other information useful for finding the right kind of company for you.
• Bookstores — Even though more and more programmer documentation is available online, professionally published books are still important, whether printed or downloadable. The number of books published on any given topic is a good indication of the level of interest the programming community has in that topic. Look especially for niche topics that are suddenly going mainstream, but beware that in most companies, mainstream use of technologies lags the interest levels represented in books by a few years.
• Professional development courses — Colleges and universities try to keep abreast of what companies want and create professional development courses around those needs.

If you’re not in college or university, find out what languages and technologies the local institutions and your alma mater require of their computer science students; although academic needs don’t always coincide with what employers want, educational institutions try to graduate students with practical skills that employers can use.

What About Outsourcing?

Outsourcing and offshoring — contracting tasks to other companies or foreign divisions or companies — is an important part of the technical employment landscape. Outsourcing of ancillary business activities such as payroll administration and property maintenance has been around for decades. More recently, this has expanded to programming, driven by the advent of inexpensive computers, cheap long distance communication provided by the Internet, and the recognition of technically educated workforces in low-wage developing countries. There was a flurry of outsourcing, particularly offshoring, in the mid-2000s. This has become less topical in the past several years because most companies that intend to outsource have already outsourced whatever they can. In addition, the costs of offshoring have risen as wages rise in the developing world, particularly in India and China. This coupled with recognition of the hidden costs of coordination with workforces from different cultures on very different schedules have led some companies to insource roles they previously outsourced. Nevertheless, outsourcing and offshoring remain a possibility for expanding companies that think they may cut costs, as well as established companies wondering if they’re paying too much by keeping their work local.

If outsourcing (and offshoring in particular) is something that worries you, consider taking steps to avoid landing a job that might be outsourced at some point in the future. The following are some suggestions:

• Work for software development firms — A software firm’s raison d’être is the intellectual property it develops. Although medium and large firms may open development centers in other parts of the world, the smart ones are unlikely to move their entire operations to other countries or entrust their future to outside firms. That said, some companies outsource all or substantial parts of a project to other countries for cost or other reasons, so it pays to research a company’s behaviors and policies.
• Work for an outsourcer — Oddly enough, many outsourcing firms hire personnel in countries such as the United States.
• Move up the programmer food chain — Design-oriented jobs are less likely to be outsourced. Coders are relatively cheap and plentiful, but good designers are much harder to find. (This assumes that your company recognizes that good design skills are separate from good coding skills.) Another way to make yourself more difficult to replace is to acquire domain specific knowledge: expertise related to the programs you write but outside of the field of programming. For example, if you develop financial software, it’s much more difficult to outsource your job if it involves the application of accounting skills in addition to programming than if you’re purely a coder.
• Take a management job — Management can be a refuge from outsourcing, so a management-oriented career path is one option to consider.

Of all these options, moving up the food chain is usually the best approach. The more non-programming knowledge your job requires, or the more interaction with customers, the less likely you are to be outsourced. There’s no guarantee you’ll never be outsourced, of course, or that you’ll always keep your job. Your company may shutter or downsize the project you’re working on at any point, after all, and put you back on the street. This is why developing reusable and marketable skills throughout your career is extremely important.

Develop Marketable Skills

In the appendix we discuss your résumé as a marketing tool to get you job interviews. The easiest thing to sell is something that people want, so it’s important that you have marketable skills to offer a prospective employer.

To stand out from the crowd both on paper and in the interviews you need to develop skills and accomplishments, especially if you’re entering the job market for the first time. The following are some approaches you can take:

• Upgrade your credentials — Companies such as Google are well known for favoring job applicants with graduate degrees. Getting a master’s or doctorate degree is one way to upgrade your credentials. You can upgrade your credentials in other ways, such as taking university or professional development courses or participating in programming contests.
• Get certified — Certification is a contentious issue in the software development profession, but some jobs either prefer or require candidates to be certified in specific technologies, especially IT jobs. Consider surveying job listings to see whether certifications are required for the jobs that interest you before you invest time and money in certifications.
• Work on a side project — A great way to expand your skill set is to work on a project not directly related to your primary work or study focus. Starting or joining an open-source development project is one way to go. Or if you work at a company, see if it will let you spend time on an ancillary project.
• Do well in school — Although grades aren’t everything, they are one measure that companies use to rank new graduates with little job experience. The better your grades, especially in computer science and mathematics courses, the more you can impress a potential employer.
• Keep learning — The end of formal education doesn’t mean you should stop learning, especially when so much information about programming is available from a wide variety of sources. Whether it’s books or blogs, there’s always a way to keep current, no matter what type of programming you do. It’s also a great way to expand your horizons and discover other areas of interest. This kind of learning doesn’t show up on your résumé, but it’s something you can highlight in your technical interviews.
• Be an intern — New graduates who manage to secure employment during their non-school terms — especially those that participate in cooperative education programs — have a huge advantage over their peers who haven’t yet ventured into the real world. Software development in the field is often different from software development in an academic setting, and potential employers are cognizant of this.

The key is to keep learning, no matter the stage of your career. You can’t develop marketable skills overnight; they take some effort and initiative on your part but can have long-lasting effects on your career.

Get Things Done

Companies look for software developers who get things done. You may look great on paper in terms of skills and education, but credentials and knowledge don’t make products or services that a company can sell. It’s your ability to accomplish something that truly sets you apart from the other candidates.

Getting an advanced degree such as a Ph.D., becoming a trusted contributor to a widely used open source project, or carrying a product through from start to launch are all big accomplishments. But small accomplishments can be just as important, such as adding a feature to a product, making a measurable improvement to the product’s performance, starting and completing a side project, or creating a useful application for a class project. These all show that you can get things done.

Recruiters and hiring committees like to see that you have multiple accomplishments — a pattern of getting things done. This is especially true for more senior and experienced developers. You need to show those accomplishments on your résumé and your online profile. Whether your accomplishments are big or small, always be ready to talk intelligently and confidently about each one. This is incredibly important! Make sure you can clearly and succinctly describe the underlying problem and how your project solved it, even to a non-technical person. Displaying a passion for programming is always positive; clearly communicating how your passion produces products and services that other people can use makes you really stand out from the other candidates.

Manage Your Online Profile

Your online profile — everything public about you online — is just as important as your résumé. Recruiters use online profiles to find desirable candidates. Screeners use them to weed out undesirable applicants. Interviewers use them to prepare in-depth interview questions when résumés lack details.

An online profile consists of any or all these things:

• LinkedIn profile — LinkedIn is a social network for tracking professional connections. It’s free to join, and you can create a detailed profile about yourself, including your jobs and your education — essentially an online résumé. Colleagues and customers can publicly endorse you or your work, which can be quite valuable.
• Other social network profiles — Other social networks such as Facebook or Google+, depending on your privacy settings.
• Personal website — This is a potential source of more in-depth information about you.
• Articles and blog posts — If you write about programming-related topics, this is a good way for recruiters to assess your experience.
• Comments and forum posts — These provide another way to gain some insight into your programming skills and your general attitude toward technology and technology companies.

The impression employers get from your online profile can affect your chances of being hired. If your résumé lists extensive experience with C# but they find a forum posting you made only 6 months ago asking how to open a file in C#, they’ll probably conclude that you’re exaggerating your experience level, putting your whole résumé into doubt. Or if they see disturbing or inflammatory material that they think you’ve authored, they may decide to pass you over for an interview, no matter how well your résumé reads or how long ago you wrote those things. No one’s proud of everything they ever did in high school or college, but those who have grown up in the post-Internet era see things follow them that they’d rather forget about, something the older generations rarely had to contend with.

At some point before you apply for a job, take a good look at your online profile. Put yourself in a company’s shoes to see how much information — good or bad — they can find about you, or link to you. If your online profile is possibly going to prevent you from being hired, take some steps to sanitize your profile. If possible, remove questionable material from the web and from the search engines.

Spend some time developing the positive aspects of your profile. This is particularly important if there’s unfavorable material about you on the web that you’re unable to remove. You may want to read a little about search engine optimization (SEO) and apply some of these techniques to get the positive aspects of your profile to appear before older, less favorable items in search results. If you don’t have a LinkedIn profile, create one, and make it as detailed as possible; if you already have one, make sure it’s up to date. Consider creating a profile on Stack Overflow or a similar Q&A site, and spend some time answering questions relating to your areas of expertise.

Develop an online profile that doesn’t throw any red flags in front of the screeners and shows you in the best possible light. Finding a good job is hard enough — why make it harder?

Summary

What you do before a formal job search is critical to finding the right kind of job. With that in mind, you should consider the following things:

• Know your likes and dislikes as a programmer and a prospective employee.
• Understand the market to find and apply for the best jobs.
• Develop the marketable skills that employers look for and that can enhance your career.
• Manage your public profile to show you in the best possible light and make sure there are no surprises to turn off potential employers.

Once you’ve worked through all these points, you’re ready to begin your job search.

Chapter 2

The Job Application Process

Interviewing and recruiting procedures are similar at most tech companies, so the more prepared you are for what you will encounter, the more successful you will be. This chapter familiarizes you with the entire job-search process, from contacting companies to starting your new job, so you won’t need to write off your first few application attempts as learning experiences. Hiring procedures at technical companies are often substantially different from those followed by more traditional firms, so you may find this information useful even if you’ve spent some time in the working world.

Finding and Contacting Companies

The first step to getting a job is to find and make contact with companies you’re interested in working for. Although referrals are the best way to land a job, you can also work with headhunters or contact a company directly.

Finding Companies

You can better target your search if you know which companies you’re most interested in working for. Big companies are easy to find — you can probably name a dozen national and international tech companies off the top of your head. You can identify candidate medium-sized (as well as large) companies through articles in trade and local business press. Many magazines and newspapers regularly compile lists of successful companies and rankings of the best places to work. (Take these rankings with a grain of salt: There’s often a lot of variation in quality of work life across large companies.) Most companies of this size also advertise at least some of their job openings on online job boards; these postings can help you identify companies to investigate even if the specific job posted isn’t right for you.

Small companies, especially early-stage startups, can be much more challenging to find. Often these companies are too small, too new, or too secretive to get much press. They may lack the resources to advertise their openings beyond their own website, which you can’t find unless you know the name of the company. One good way to find these companies is asking friends and acquaintances if they know of startups that are hiring. Another technique is to use online social networks. You can use some sites, such as LinkedIn, to search for people by profession within a region. Most people on these sites list the name of their company, so you can build a list of companies in a particular region by going through the results of this search. This can be laborious, but part of the payoff is that if you can’t find these companies any other way, neither can anyone else, so you’re likely to be competing with fewer applicants.

Getting Referrals

Referrals are the best way to find a job. Tell all your friends about what kind of job you’re looking for. Even if they don’t work for the kinds of companies that might hire you, they may know people who do. Coming from “Susan’s friend” or “Bill’s neighbor,” your résumé is sure to receive more careful consideration than the hundreds (or thousands) of anonymous résumés that come flooding in from online postings, job fairs, and other recruitment activities. Be sure to use your social networks, both real and virtual, to identify potential job opportunities.

Don’t feel you’re imposing on your friends and acquaintances. Companies often reward employees with big bonuses — as much as several thousand dollars — for successful referrals of talented software engineers. Your friends have a financial incentive to submit as many résumés as possible! (This is why referral bonuses are paid only after the referred person has been hired and has started working for the company.)

After you have a contact at a company, it’s up to you to make the most of it. Your approach depends on how well you know the contact.

If the contact is not a close friend, e-mail the person to arrange a time to speak. When you speak to the person, ask about the company and the work environment. Then ask about any existing job openings. The person might not know of any — many employees know only about job openings in their immediate workgroup — but if you know jobs are available, point the person to the job listings. Explain why you’d be a good match for one of those openings. Then ask the person to submit your résumé. Before you end your conversation, always thank people for their time.

If the contacts are close friends, you can be more casual and just ask about job openings and if they’d refer you.

The best referrals are from people who have worked with you before. A current employee who vouches for your skills and accomplishments is the strongest type of referral. That’s why you need to keep track of former co-workers — you might want to work with them again one day.

Working with Headhunters

Particularly when labor markets are tight, some firms use outside recruiters known as headhunters to help them find candidates. In addition, you may find it useful to seek out a headhunter and provide her with your information.

If you list yourself with a headhunter, she can assist you with your job search and call you when she learns of an opening that matches your skill set. It may take a while, so don’t be discouraged.

Some headhunters are more helpful than others, so ask around to see if anyone you know has recommendations. If you can’t locate a headhunter this way, you can search the web for headhunters, recruiters, or staffing services. You can check out a prospective headhunter by asking for references, but be aware that headhunters deal with so many people that even those who frequently do a poor job probably have 5 or 10 satisfied clients who serve as references.

When you work with headhunters, you must understand their motivation: headhunters are paid only when an applicant they’ve referred is hired. It is therefore in a headhunter’s interest to put as many people as possible into as many jobs as possible as quickly as possible. A headhunter has no financial incentive to find you the best possible job — or to find a company the best possible applicant, for that matter. If you recognize that a headhunter is in business for the purpose of making a living and not for the purpose of helping you, you are less likely to be surprised or disappointed by your experiences. This is not to suggest that headhunters are bad people or that as a rule they take advantage of applicants or companies. Headhunters can be helpful and useful, but you must not expect them to look out for your interests above their own.

When you get a potential lead from a headhunter, she will usually send you a job description and a vague description of the type of company but not the name of the company. This is to make sure that if you apply for the job, you do it through the headhunter so that she gets her commission. It’s unethical to independently apply for a job that comes to you through a headhunter, but sometimes you might like to have more information about the job or company before you proceed. For example, you may determine that it’s a job you’ve already applied for, or at a location that would involve too long of a commute. The job description that the headhunter sends you is often copied verbatim from the company’s website so by pasting it into your favorite search engine you can often find the original job listing.

Some companies don’t work with headhunters in any capacity, so don’t limit yourself by conducting your entire job search through a headhunter. As a corollary of this, avoid working with any headhunter who insists on being your exclusive representative. Finally, be aware that “headhunter” is a widely used term by people outside of this profession, but considered pejorative by most of the people who do this work, so it’s best not to use the word “headhunter” when you speak to one of them.

Contacting the Company Directly

You can also try contacting companies directly. The Internet is the best medium for this approach. Most companies’ web pages have instructions for submitting résumés. If the website lists specific openings, read through them and submit your résumé specifically for the openings that interest you. If you don’t have a contact within the company, it’s best to look for specific job openings: In many companies, résumés targeted at a specific job opportunity are forwarded directly to the hiring manager, whereas those that don’t mention a specific opening languish in the human resources database. A tech-oriented job site is a good place to start your search if you don’t have a specific company already in mind.

If a site doesn’t provide any directions for submitting your résumé, look for an e-mail address to which you can send it. Send your résumé as both plain text in the body of the e-mail (so the recipient can read it without having to do any work) and, unless there are instructions to the contrary, as an attached file so that the recipient can print a copy. A PDF file is ideal; otherwise, attach a Microsoft Word file. Do not send a file in any other format unless specifically requested. Be sure to convert the file so that it can be read by older versions of Word, and scan it with an antivirus program (you can easily do this by mailing the resume to yourself as an attachment) to be absolutely certain that your résumé isn’t carrying any macro viruses.

Approaching a company directly like this is a bit of a long shot, especially when the résumé is sent to a generic human resources e-mail address. Many companies use automated screening software to filter incoming résumés, so if your résumé lacks the right buzzwords, a human probably won’t even see it. Consult the appendix for tips to get your résumé past automated screeners. With a good résumé in hand it takes so little time and effort to apply that you have nothing to lose.

Job Fairs

Job fairs are an easy way to learn about and make contact with a lot of companies without much effort. Your chances of success with any one particular company at a job fair are low because each company sees so many applicants. However, given the number of companies at a job fair, your overall odds may still be favorable. If you collect business cards at the job fair and follow up with people afterward, you can separate yourself from the rest of the job fair crowd.

In addition, if they are available to you, college career centers, alumni organizations, and professional associations can also be helpful in finding jobs.

The Interview Process

If someone is sufficiently impressed by your résumé to want to talk to you, the next step is one or more screening interviews, usually followed by an on-site interview. Here, we prepare you for the stages of the interview process and help you dress for success.

Screening Interviews

Screening interviews are usually conducted by phone and last anywhere from 15 minutes to an hour. You should take the interview in a quiet room with no distractions and keep pen and paper handy to take notes. Screening interviews may also take place on the spot at a job fair or on campus as part of a college recruiting process.

The initial screening interview is with a company recruiter or human resources representative. The recruiter wants to make sure that you’re interested in doing the job the company is hiring for, that you have the skills needed for the position, and that you’re willing to accept any logistical requirements of the position, such as relocation or travel.

If you make it past the recruiter, there’s normally a second screening interview in which a technical person asks you a few knowledge-based questions. These questions are designed to eliminate applicants who have inflated their résumés or are weak in skills that are key to the position. During the technical interview you may be asked to write some code using some kind of cloud-based document-sharing tool such as Google Docs. This gives the interviewer a firsthand look at your coding skills.

You should treat the phone interview as seriously as an on-site interview. It is an interview.

If the feedback from the technical interviewer is positive, the recruiter will get back to you, usually within a week, to schedule an on-site interview at the company’s office.

On-Site Interviews

Your performance in on-site interviews is the biggest factor in determining whether you get an offer. These interviews consist mostly of a variety of technical questions: problems requiring you to implement a simple program or function; questions that test your knowledge of computers, languages, and programming; and sometimes even mathematics and logic puzzles. The majority of this book focuses on helping you answer these questions to succeed in your interviews.

Your on-site interviews usually last either a half day or a full day and typically consist of three to six interviews of 30 to 60 minutes each. Arrive early and well rested at the company’s office, and take a restroom break if at all possible before any of the interviewing starts. Turn off any phones or pagers you carry. Under no circumstances should you interrupt your interview to read or answer a text, page, or call. You’ll likely be greeted by either the recruiter you’ve been dealing with or the hiring manager. You may get an informal tour before the actual interviewing starts, which is a good way to see what the working conditions are like at that location.

Your interviewers may be the members of the team you’ll work with if you are hired, or they may be engineers chosen at random from other groups within the company. Most companies have a rule that any interviewer can block an applicant from being hired, so all your interviews are important. Sometimes you may interview with two separate teams on the same day. Usually each group you interview with makes a separate decision about giving you an offer.

The company usually takes you out for lunch midway through your interview day. A free lunch at a nice restaurant or even at the company cafeteria is certainly enjoyable, but don’t let your guard down completely. If you make a negative impression at lunch, you may lose your offer. Be polite, and avoid alcohol and messy foods. These general guidelines apply to all company outings, including evening recruiting activities. Moderate drinking is acceptable during evening outings, but show restraint. Getting drunk isn’t likely to improve your chances to get an offer.

At the end of the day, you may meet with the boss; if he or she spends a lot of time trying to sell you on working for the company, it’s a pretty strong indication that you’ve done well in your interviews and an offer will follow.

Dress

Job applicants traditionally wear suits to interviews. Most tech companies, though, are business casual — or even just casual. The running joke at some of these companies is that the only people who wear suits are job candidates and salespeople.

This is one area in which it’s critical to do some research. It’s probably not to your advantage to wear a suit if nobody else at the company is wearing them, not even the salespeople. On the other hand, if you wear jeans and a T-shirt, interviewers may feel you’re not showing sufficient respect or seriousness, even though they may be wearing jeans. Ask around to see what’s appropriate for the company. Expectations for dress vary by location and nature of business. For example, programmers working for a bank or brokerage may be expected to wear suits. You should aim to dress as well as or slightly more formally than you would be expected to dress for the job you’re interviewing for.

In general, though, a suit or even a jacket and tie is overkill for most technical job interviews. A standard technical interviewing outfit for men consists of non-denim cotton pants, a collared shirt, and loafers (no sneakers or sandals). Women can dress similarly to men. No matter what your sex, go light on the perfume or cologne.

A Recruiter’s Role

Your interviews and offer are usually coordinated by a company recruiter or human resources representative. The recruiter is responsible for the scheduling and logistical aspects of your interview, including reimbursing you for travel or lodging expenses. Recruiters aren’t usually involved in the hiring decision but may pass on information about you to those who are. They are also usually the ones who call you back about your offer and handle compensation negotiations.

Recruiters are usually good at what they do. The vast majority of recruiters are honorable people deserving of your respect and courtesy. Nevertheless, don’t let their friendliness fool you into thinking that their job is to help you; their job is to get you to sign with their company as quickly as possible for as little money as possible. As with headhunters, you need to understand the position recruiters are in so that you understand how they behave:

• Recruiters may focus on a job’s benefits or perks to draw attention away from negative aspects of a job offer. They generally tell you to come to them with any questions about your offer. This is fine for benefit and salary questions, but ill-advised when you have questions about the job. The recruiter usually doesn’t know much about the job you’re being hired to do. When you ask a specific question about the job, the recruiter has little incentive to do the work to find the answer, especially if that answer might cause you to turn down the offer. Instead, recruiters are likely to give you a vague response along the lines of what they think you want to hear. When you want straight answers to your questions, it’s best to go directly to the people you’ll be working for. You can also try going directly to your potential manager if you feel the recruiter is being unreasonable with you. This is a somewhat risky strategy — it certainly won’t win you the recruiters’ love — but often the hiring manager has the authority to overrule decisions or restrictions that a recruiter makes. Hiring managers are often more willing to be flexible than recruiters. You’re just another applicant to recruiters, but to the hiring manager, you’re the person she chose to work with.
• After the decision is made to give you an offer, the recruiter’s job is to do everything necessary to get you to accept the offer at the lowest possible salary. A recruiter’s pay is often tied to how many candidates he signs. To maneuver you, a recruiter sometimes might try to play career counselor or advisor by asking you about each of your offers and leading you through a supposedly objective analysis to determine which is the best offer. Not surprisingly, this exercise always leads to the conclusion that the offer from the recruiter’s company is clearly the best choice.
• Some recruiters are territorial enough about their candidates that they won’t give you your prospective team’s contact information. To protect against this possibility, collect business cards from your interviewers during your interviews, particularly from your prospective managers. Then you’ll have the necessary information without having to go through the recruiter.

Offers and Negotiation

When you get an offer, you’ve made it through the hardest part: You now have a job, if you want it. However, the game isn’t over yet. You’re looking for a job because you need to make money; how you play the end game largely determines how much you get.

When your recruiter or hiring manager makes you an offer, she may also tell you how much the company plans to pay you. Perhaps a more common practice, though, is for the recruiter or hiring manager to tell you that the company would like to hire you and ask you how much you want to make. Answering this question is covered in detail in Chapter 17.

After you’ve been given a specific offer that includes details about salary, signing bonus, and stock options, you need to decide whether you’re satisfied with it. This shouldn’t be a snap decision — never accept an offer on the spot. Always spend at least a day thinking about important decisions such as this; it’s surprising how much can change in a day.

Dealing with Recruiter Pressures

Recruiters often employ a variety of high-pressure tactics to get you to accept offers quickly. They may tell you that you must accept the offer within a few days if you want the job, or they may offer you an exploding signing bonus: a signing bonus that decreases by a fixed amount each day. Don’t let this bullying rush your decision. If the company wants you (and it probably does if it made you an offer), these limits and terms are negotiable, even when a recruiter claims they aren’t. You may have to go over the recruiter’s head and talk to your hiring manager if the recruiter refuses to be flexible. If these conditions are non-negotiable, you probably don’t want to work for a rigid company full of bullies anyway.

Negotiating Your Salary

If, after careful consideration, the offer meets or exceeds your expectations, you’re all set. On the other hand, if you’re not completely happy with your offer, you should try to negotiate. All too often, applicants assume that offers are non-negotiable and reject offers without negotiation or accept offers they’re not pleased with. Almost every offer is negotiable to some extent.

You should never reject an offer for monetary reasons without trying to negotiate. When you negotiate an offer that you would otherwise reject, you hold the ultimate high card. You’re ready to walk, so you have nothing to lose.

Even when an offer is in the range you were expecting, it’s often worthwhile to negotiate. As long as you are respectful and truthful in your negotiations and your requests are reasonable, you’ll almost never lose an offer just because you tried to negotiate it. In the worst case, the company refuses to change the offer, and you’re no worse off than before you tried to negotiate.

If you decide to negotiate your compensation package, here’s how you do it:

• Figure out exactly what you want. You may want a signing bonus, better pay, or more stock options.
• Arrange a phone call with the appropriate negotiator, usually the recruiter. Your negotiator is usually the same person who gave you the terms of your offer. Don’t call the negotiator blind because you may catch him at an inconvenient time.
• Explain your case. Say you appreciate receiving the offer and explain why you’re not completely happy with it. For example, you could say, “I’m pleased to have received the offer, but I’m having a hard time accepting it because it’s not competitive with my other offers.” Or you could say, “Thank you again for the offer, but I’m having trouble accepting it because I know from discussions with my peers and from talking with other companies that this offer is below market rates.” If the negotiator asks you to go into greater detail about which other companies have offered you more money and how much, or where your peers work, you’re under no obligation to do so. You can easily say, “I keep all my offers confidential, including yours, and feel that it’s unprofessional to give out that sort of information.”
• Thank the negotiator for his time and help and say that you’ re looking forward to hearing from him again. Negotiators rarely change an offer on the spot. The company’s negotiator may ask you what you had in mind or, conversely, tell you that the offer is non-negotiable. Claiming that the offer is non-negotiable is often merely a hardball negotiation tactic, so in either case you should respond by politely and respectfully spelling out exactly what you expect in an offer and giving the negotiator a chance to consider what you’ve said.

Many people find negotiation uncomfortable, especially when dealing with professional recruiters who do it every day. It’s not uncommon for someone to accept an offer as close enough just to avoid having to negotiate. If you feel this way about negotiation, try looking at it this way: You rarely have anything to lose, and even modest success in negotiation can be rewarding. If it takes you a 30-minute phone call to get your offer increased by $3,000, you’ve made $6,000 per hour. Even lawyers aren’t paid that much.

Remember that the best time to get more money is before you accept the job. When you’re an employee, the company holds all the power.

Accepting and Rejecting Offers

At some point, your negotiations will be complete, and you will be ready to accept an offer. After you inform a company you’re accepting its offer, be sure to keep in touch to coordinate start dates and paperwork. The company may do a background check on you at this point to verify your identity and your credentials.