I'm still seeing a lot of open positions in FAANG, so what exactly has changed in FAANG's hiring process after the layoffs started? My friends in Google say it's like 10x less likely to get an offer now, but why would you layoff thousands of people and hire new middle (2+ years of exp.) engineers anyway? Let's hear more than 2 of my friends :)
Laying off then re-hiring at reduced pay and benefits, a common practice not confined to the tech industry or FAANG. Also a way to get rid of troublesome and unproductive people under the guise of a mass layoff. Labor unions exist in part to prevent that practice.<p>I'll let you work out why companies might prefer hiring people with less experience, or discriminate against older and more experienced people -- a practice so widespread in tech we joke about it. Hint: seniority usually implies higher pay, lower chance of getting blinded by free pizza and dry cleaning, and more independence of thought in the workplace. Less work experience usually means a more compliant employee.<p>A more cynical take: the tech companies, especially FAANG and the startups that emulate them, over-hired to hoard "talent" and slow down their competitors. And they based their hiring binges on bad ideas like "the metaverse," or more generally sustained crazy growth as if markets never mature. The layoffs then represent the workers paying the price for poor management and short-sighted decisions, and pandering to Wall Street and VCs.
Source: work at a FAANG which has had layoffs.<p>There is still some hiring going on, but obviously very much reduced so just by the numbers it's going to be harder. I don't think actual $ offers are lower, if anything they will be better since new hires get better stock grant prices. I think one factor is that you won't see bidding wars like we did in 2021 since it's harder to get multiple offers.<p>As far as firing and rehiring at lower prices - I honestly don't think this is a thing at larger tech companies. It just takes too long to ramp up new people. I think these companies just needed to shed headcount due to over hiring and the fact that no one quit during the last few years!<p>Hiring remote people is much much harder now though. Remote is non-existent for new hires, maybe you can get it after working on site a bit.<p>As far as the process itself, I don't think anything has really changed. Expect a tech screen, then an interview loop with leet code coding, system design, and behavioral sessions.<p>All that said, I think it seems to be a good time to be a specialist. It is still hard to hire embedded engineers for example.
I received this email yesterday, which I found amusing in a sad way.<p><i>Hello, Thank you for booking time with me to discuss your background and opportunities at Microsoft. Unfortunately, I need to cancel our meeting because I will be leaving the company due to changes in our business and reduction in force in Talent Acquisition. I am grateful for my time here and recommend Microsoft to anyone. I wish you all the best in your career and your next opportunity!</i>
This is a message I received from a Google recruiter.<p>--<p>This is *** again reaching out to see if you were open to new opportunities? The team I am on supports Software Engineer III - in most other places this would be more of a Software Engineer IV or V.<p>Based on your experience in ******, there were a few specialized roles that you would have been a great fit for, which closed earlier this month. With those positions opening up again in no time, I wanted to have a 30-minute conversation and learn more about your background. If you or anyone you know would be a good fit for one of our opportunities, please feel free to reach out.<p>If you or anyone you know would be a good fit for one of our many opportunities, please feel free to reach out.<p>--<p>So they are reaching out to candidates without even having job openings. This is likely in order to keep pipelines open for when positions become available. But it comes off as though they have low retention, or plan to do more layoffs and replace them with lower paid workers.
I'm interested if any Twitter employees remain in the UK?<p>I can't find anything solid online, seems the UK office is closed.<p>Were all UK staff get let go?
Just one data point at one company, I passed the final stage with good feedback but after a long delay was told the offer was given to an internal candidate instead as headcount is really low for new hires. So a waste of time
I started a job at Meta after the November layoffs. The process felt pretty long for me (four months) but talking to other people it was not atypical. I’ve never worked at a FAANG before so I can’t comment on how things are different or anything like that. I am on a specialized area - privacy. From my job search I can tell you that privacy and security continue to be hot areas for hiring.
I know some recruiters not in faang. From what I've been told before they are likely 'pipelining' talent, essentially looking to always have a pool of warm talent for general roles so when a role is approved and ready to hire for they can slot in a good match.
I’ve had a few companies that “had openings” and i passed hiring bar, but then actually didn’t have the headcount to hire me. Talking to some others this is very common right now, so I wouldnt trust job postings to reflect how many people are actually being hired
In contract to start as a security engineer at a FAANG in a few weeks. I passed the loop before the hiring freeze. Current pay is less than the offer before the hiring freeze.<p>wish me luck...