Yes yes yes! This is what drives me CRAZY about the job postings from Y Combinator companies here on Hacker News. I would NEVER apply for a job without knowing what the company does and who is behind it. "Stealth mode" is a lame excuse. We've all learned that execution trumps ideas alone, and is a surprise launch <i>really</i> the cornerstone of your execution?<p>Before applying for a job, I would want to check out the company's home page and see "do they look competent? Do they look like they're building a product that they're proud of? Is it something that I want to be a part of?" I'd also want to check out the company on LinkedIn or other social networks, to see if they're actually thought leaders in their community, and to see if I know anyone who can give some more color on the people involved.<p>It's a job seeker's market out there. You may be special, but if you don't tell me who you are, I'm unable to determine whether you're really special or not.
Here's my canned response:<p>I want to work with the cool technologies I love, namely Python, Django, jQuery, Postgresql, MongoDB, and if it has to be Java it better be something cool for Android.<p>I need at least ${insert a very competitive salary for my region} to make a jump. I also need full time and good benefits, I don't do contract to hire.<p>I need a flexible work schedule, sometimes I like to come in very early, sometimes not. I also hate commuting so being able to work from home at least once a week is a must.<p>So far my requirements have been enough to keep most recruiters at bay.
After being burnt by <i>another</i> cold calling recruiter (you'd think i'd learn to simply hang up on them) this week, i feel obliged to pay respect where it's due to my favourite recruiter. If you're in sydney, and you're looking for a job or a recruiter, speak to steve gilles: <a href="http://stevegilles.com/" rel="nofollow">http://stevegilles.com/</a>
Brilliant.<p>Of couse, recruiters withhold company names because they're scared you'll go straight to the company and they won't get paid.<p>Therefore, you should add something to the letter like "I understand you have to make money. So my pledge to you is this: Unless I have a pre-existing relationship with the company, I promise not to go straight to them without giving you due credit."<p>That's a fair agreement.
Ok but this isn't my biggest peeve with recruiters.<p>My biggest peeve is when they ask me to refer them potential candidates - either specifically (<i>"can you intro me to <person x>"</i>) or generally (<i>"do you know anyone that would fit <role>?"</i>).<p>Trouble is that if they are successful with the hire that could be worth $25k+ (25% of salary a good annual salary).<p>Sorry, but to ask me to do that without offering to split the fee with me is to make a chump out of me. No one has ever handed me $25k on a plate.
The whole process sucks. We are trying to hire for our small startup and we have a few different recruiters. They seem to just send us random bodies off LinkedIn - nobody particularly stellar, much less demanding of the 25% annual salary as commission. It's unreal.<p>Someone needs to reinvent this market.
I totally agree. When recently searching for jobs, I found so much value in being able to investigate the company and the opportunity.
However, I can understand the recruiter point of view:
Many recruiters who are cold calling from recruiting firms make their money only if they are directly responsible for the placement.<p>It's an unfortunate side effect that it is risky for the recruiter to drop the name of the company, because the potential candidate could then bypass the recruiter, and consequently, the recruiter loses that placement commission.
Former recruiter here: recruiters get paid based on the fact that they submitted the candidate first. They <i>do not get paid</i> if the candidate came to them previous. I once got someone multiple rounds of interviews at a hedge fund, only to find out that he'd applied and been rejected three months earlier (apparently luck plus a good cover letter radically improves your odds).<p>The recruiting fee on a software developer is likely to be $20K+. Half or so would be the recruiter's bonus.<p>How often do you put a stranger in a position where he or she can casually cost you $10,000 with no repercussions?<p>I can totally understand where the average developer is coming from, here. But most recruiters run the numbers and decide they'd rather work with the folks who don't need to know the company name. There's room for people who do both, but the behavior this letter decries is normal for a reason.
<a href="http://www.thanksno.com/" rel="nofollow">http://www.thanksno.com/</a>, which inspired this service, is intriguing. "I can't bring myself to tell you, so I'll use this webpage to tell you instead"? I'm not saying it does not make sense, just that it's a bit funny when you think of it.
i would add a link to this book <a href="http://goo.gl/w6BQp" rel="nofollow">http://goo.gl/w6BQp</a> by Joel Spolsky.
it gives great insight into what makes developers tick. Recruiters would benefit greatly from understanding that good developers are rare, and in high demand, and they are not going to respond to your email just because you've named some technologies that they've worked with.<p>Most job descriptions make no effort in enticing good talent. it's the here-is-what-you-MUST-know laundry list along with vague generic write up on the company. And most recruiters just forward this garbage to everyone on their list that somewhat matches the skill set.
I always tell them to check the local user group(s). Great range of talent and willing to hear a one min pitch.<p>Talented people network for themselves. They know the shops, the recruiters, the heavies, and up-and-coming...