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by bigiain
3082 days ago
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1) Everybody in the hiring process knows that people are _super_ selective about who they choose to use as references. When checking them it's fantastically unusual to get anything less than a completely glowing almost certainly pre-arranged set of answers. 2) Everybody in the hiring process knows that candidates mostly cannot put their current manager and often even cow orkers down as references, due to the sensitivity/privacy of the job seeking process. 3) If you've made extraordinary claims in your resume or the interview - those will be checked probably both with your given references, and possibly with random ex-colleagues the recruiter or hiring manager will discover from LinkedIn, Googling you, or asking their own network of contacts to suggest names of people who might have worked with you. This is lots more relevant the more senior the role is - if you're going for a C level role, you should 100% expect board members to be reaching out several levels deep in their networks to find out more about you. I'd suggest going for Senior SDE roles as your second job might trigger #3 there. While giving contact details for your direct reports will help - I'd consider checking your LinkedIn and social media profiles, and your top page or two of google search results, and ask yourself what the people revealed _there_ will say about you if a recruiter calls up... (I've seen this from all sides: I've had recruiters cold-call me to ask about ex colleagues, I've had friends/acquaintances get in touch asking about people they're considering hiring and if I know them or know any of the people they've given as references, I've Google/LinkedIn stalked candidates I've considered hiring, and I've asked my network of friends/acquaintances if they know anything about people who've claimed to work with them or at places they work...) |
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