[dwharrison]

I've found myself where you are at multiple points in my career. And each time, I made a leap to a new domain. Not wildly, but to an immediately adjacent domain that excited me.

With 20 years of experience you potentially bring far more to the table than "just" your dev skills. The great thing about being a developer is that you touch a lot of other domains...often at a fairly detailed level of understanding (I learned more than I ever wanted to know about the credit card industry by developing commercial credit card processing software for gasoline dispensers many years ago).

Of course, this is how many devs end up becoming managers...though you say that's not where you want to go. But there are other paths as well. For example, a Product Manager with strong development skills can have a significant edge over someone that's come up strictly through marketing.

People who can straddle the boundaries between domains of knowledge have unique value. At this point in your career, you likely possess knowledge and skill beyond just ASP.net development...skills that startups or companies would find valuable.

I originally came out of physics around the time of the collapse of the SSC project. I saw colleagues with freshly minted PhD's in theoretical physics (NOT a marketable degree...except for driving a cab) go off to Wall Street and become quants...and do quite well.

So the core question is: are you locked into thinking of yourself as just one thing ("developer"), in which case the search is for what kind of developer you want to be next...or can you think of yourself as someone whose years of experience bring unique and valuable expertise...in which case the search should be broader and more unconventional.

It's less about what the external trends are; more about how you can reset your internal self-image...and your willingness to make the investment to bring that into reality.

Of course that means adopting entirely new strategies for finding where your skills have value...those types of jobs aren't posted on HR job boards.

Personally, I've made some huge career and domain jumps over the years (physics, software, large-scale databases, robotics, biotech...and various startups). It can be challenging...and a little scary (but only in the roller-coaster/skydiving sense), but It's also made for an exciting life that's largely been quite financially rewarding.

Never be afraid to jump out of the box...

[RefactorCareer]

I'm not necessarily afraid to jump out of the box, I'm just unsure which direction to jump. I could work myself into a product manager (I've done stints to fill in for short staff), but I guess it would take some research to see if reinventing myself in any specific direction is worth the effort in the long run, because in the short term, I expect to not be considered for a senior-level in that position, same as with any other development skill.

But you mention "adopting entirely new strategies for finding where your skills have value...those types of jobs aren't posted on HR job boards.", which would bypass the HR filter that I would worry about. Do you have any examples of these types of strategies? Is it more of networking? Cold calling into industries you've worked in? Anything that works for people who aren't natural sellers?

[dwharrison]

I've held 6 "normal" jobs (W-2 employee) in my career. I've never submitted an unsolicited resume or a CV...I've never gone through HR (except for onboarding after I was hired). I was asked to join and worked from the beginning directly with manager (or board of directors) that I'd be reporting to.

Here's the dirty secret: A hiring manager ALWAYS has more political power than ANYONE in HR. But in larger organizations hiring managers are also very risk averse (and political cowards) and therefore will always defer to HR. This is why HR is so out of control in most companies!

So either avoid large organizations and focus on startup, growth phase and SMB companies...or find a way to directly reach the ear of the hiring managers in a manner that reduces their level of perceived risk in choosing you.

Here are strategies I've used:

1. First understand how businesses and hiring managers perceive value (it's NOT as obvious as you might think!)

Then:

2. Write - blogs, articles, comments in places like LinkedIn groups where hiring managers might be loitering

3. Talk - conference talks, training, do a podcast, do webinars...but always with an eye towards message and audience (junior programmers will NOT be hiring you)

4. Network - take any opportunity to be visible and demonstrate expertise and knowledge. And tell everyone you know what it is you're looking for.

It not unlike marketing a product. Find where the audience hangs out, figure out what they value, and then communicate that value and be visible.

This isn't a "next week" solution, but could certainly be a 90-120 day solution!

As an example of one possible direction, I've seen some awesome product managers that came out of development. Did they have the Marketing degree or the 20 years of experience...NO!

But brought a unique understanding of how products were built and how to communicate the needs of the business back to the development team in a way that NO non-technical person would ever be capable of doing.

So don't compare yourself apples-to-apples with those already in the job (whatever role you're shooting for). In a certain sense, you have to BE what you want to become, even before you get there.

The truth is, there's nothing easier than doing tomorrow whatever it was that you did today and yesterday. Change is hard, and the hardest part of change is mastering the interior game. Knowing what you want and becoming that person.

[totallystupid]

the last 3 pos i had i "created" them myself by reaching out to people who needed something. one i responded to a job ad and ended up being hired to build something different on much better terms ( essentially as a consultant ). one i emailed 110 people in the space i wanted to get paid to work, got 10 replies 3 interview and 2 offers. one i pitched a project and got funding for equity. in all 3 cases i ensured i got people to pay me for me learning something new. so it was definitely a case of me not knowing how to do it when i approached them, yet i knew i could do it. another way to say that is i knew i could work it out. you sound like someone who can teach themselves that too. getting the work is like getting dates, it works to ask a lot of people, then care for, manage and nurture those connections. or like fishing, you got to cast a lot of times to get a couple nibbles, to land the biggun. you got this.