Finding a new software developer job
Hiring for software developers has become markedly tougher and more exhausting, with multi-round interview gauntlets, lengthy take‑home tests, ghosting, and months‑long searches now common even for experienced engineers. Commenters describe a sharp shift from the 2017–2021 boom to a buyer’s market where companies keep high bars, pay less, lean on remote and offshore talent, and are far choosier about exact tech stacks and levels. Many argue that networking and referrals now matter far more than cold applications, while junior and non-core roles (like managers and designers) are hit hardest, raising broader concerns about job security and the long‑term appeal of the field.
Interview processes and their value
- Many see 4–6+ stage loops (recruiter, manager, multiple tech rounds, PM/CTO) as excessive, slow, and costly for both sides.
- Candidates report burnout, ghosting even after 5+ interviews, and withdrawing mid‑process; some companies then scramble to bypass their own process.
- Others note this is still less time than old multi‑day onsite marathons, but candidates reply that modern loops often stretch across weeks with homework.
- Debate on whether longer loops meaningfully improve hiring accuracy versus a focused 1–2 hour assessment plus fast trial period.
Market conditions and supply/demand
- Multiple posters say the author’s “30 apps → 3 offers” experience is unusually good; many report 100+ apps with few responses, especially early‑career.
- Seniors with historically easy job searches now struggle to even get phone screens; some describe this market as the worst they’ve seen, others say still not as bad as 2008.
- Hiring managers say it’s a “buyer’s market”: many strong candidates, so they can keep the bar high and hire only people who have “done it recently.”
Networking vs cold applying
- Strong consensus that warm introductions and prior colleagues greatly outperform cold applications.
- Some report entire careers without formal applications; others find their “network” is also tapped out due to layoffs and freezes.
Assessments: coding, IQ, and trivia
- Complaints about IQ/personality tests, including ones asking political preferences, raising legality and ethics concerns.
- Take‑home projects are often under‑scoped (“2 hours” that really need 6+) and nitpicked.
- Specific example: “database connection timeout” question seen as a poor rejection reason; better use is to probe reasoning and context, not expect a magic number.
Bias, resumes, and identity
- Debate over photos on CVs: discouraged in US to reduce bias, but still common in Europe. Some companies strip photos/names before review.
- Concerns about discrimination based on appearance, name, university, and political views; some argue anonymization helps, others see deep structural bias.
Geography, offshoring, and RTO
- Several report US roles being replaced with lower‑cost teams abroad (India, Latin America, etc.).
- Some argue in‑office work is one of the few remaining advantages for higher‑cost domestic workers; others say offshoring continues regardless.
Emotional impact
- Many describe the hunt as demoralizing, “soul‑crushing,” and especially brutal for juniors and non‑dev roles (PM, design, EM).
- Coping strategies include lowering expectations, treating it as a numbers game, and focusing on energy, enthusiasm, and selective applications where possible.