Recruiters look at volumes of profiles/résumés and not all recruiters have a technical sense but they do look for patterns on how to categorize developers into different tiers.
They may have not dug deep into questions on the phone because they've already put you in a box based on your existing profile/résumé.
I'm looking at your LinkedIn Profile and I would peg you for a junior show no growth with the last 3 years of experience because:
not seeing career progression in 3 years (that's a surprise)
no suggestion of team or leadership qualities
a nearly empty GitHub with no open-source contributions
ASP.NET is a "small-town" stack and can indicate limited developer skills
I certainly have my own checklist of what I want to see for an intermediate developer which could be its own article.
I've been at the same company since I graduated uni in 2012. We have some "levels" of programmer/analyst, but I feel like they don't really equate to anything meaningful, so I haven't updated my resume to reflect that... especially since I've been assigned to, developed and maintained, the same projects since I've started.
The best thing you can do to combat this obstacle is by producing high-quality tech posts, build your social proof and/or contribute to open source projects.
So for example, if you volunteer your personal time on DEV.to codebase it could be possible for you to become a core contributor with enough time put in.
Look at what @rhymes
and @lightalloy
are doing in terms of DEV.to open-source contribution, if you have the time but not the opportunity to secure jobs because you're in a small town its the best thing you can do.
Small towns tend to not be as progressive. So, for example, I am in Toronto which is a big city. We see current methodologies being utilized and developers constantly pushing to learn to stay competitive.
A small town commonly use tech stacks beyond 15 years.
So you'll see them using the following:
PHP
ASP.NET
ColdFusion
Java
There's more too it but is the best I can describe for now
Thanks Andrew! I know open-source/publicized projects are a priority to some, but I've never heard a lack of job-hopping marked as a downside. I would be interested to read your own checklist, and thanks for taking the time. You did some digging, and you were clear with your feedback.
I could certainly update my profile with the progression of projects I've worked, even if they haven't come with a change in title or company. Without giving away client names or NDA prohibited details, I would like to compile some metrics such as number of projects contributed to, New Relic incidents claimed/resolved, people/departments trained, and if appropriate (or even available) the amount my company has billed for my dev work and how that has increased with time.
You may already understand what I meant but figured I'd throw an image here and show in greater detail.
You can see career progression two ways, leaving a company for a better title.
Another is seeing progression within that company. Here is a good example of progression within 3 years for Toronto
If I were in San Fran I would consider job title progression to occurs as soon as every 3 months up to 3 times, so we see a serious jump in 9 months to a year.
You are in Salt Lake City so I'm not sure if this is local recruitment for your area or you are looking for jobs elsewhere in states. I can really only tell you how it is for recruitment for these big city tech hubs though I think the advice is applicable anywhere.
You can all those metrics, Not sure how much they will help honestly.
That checklist article is on my todo list.
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Recruiters look at volumes of profiles/résumés and not all recruiters have a technical sense but they do look for patterns on how to categorize developers into different tiers.
They may have not dug deep into questions on the phone because they've already put you in a box based on your existing profile/résumé.
I'm looking at your LinkedIn Profile and I would peg you for a junior show no growth with the last 3 years of experience because:
I certainly have my own checklist of what I want to see for an intermediate developer which could be its own article.
Well this comment was a sad read =(
I've been at the same company since I graduated uni in 2012. We have some "levels" of programmer/analyst, but I feel like they don't really equate to anything meaningful, so I haven't updated my resume to reflect that... especially since I've been assigned to, developed and maintained, the same projects since I've started.
The best thing you can do to combat this obstacle is by producing high-quality tech posts, build your social proof and/or contribute to open source projects.
So for example, if you volunteer your personal time on DEV.to codebase it could be possible for you to become a core contributor with enough time put in.
Look at what @rhymes and @lightalloy are doing in terms of DEV.to open-source contribution, if you have the time but not the opportunity to secure jobs because you're in a small town its the best thing you can do.
Nice
What exactly is a "small-town stack?" (never heard that one before)
Small towns tend to not be as progressive. So, for example, I am in Toronto which is a big city. We see current methodologies being utilized and developers constantly pushing to learn to stay competitive.
A small town commonly use tech stacks beyond 15 years.
So you'll see them using the following:
There's more too it but is the best I can describe for now
Thanks Andrew! I know open-source/publicized projects are a priority to some, but I've never heard a lack of job-hopping marked as a downside. I would be interested to read your own checklist, and thanks for taking the time. You did some digging, and you were clear with your feedback.
I could certainly update my profile with the progression of projects I've worked, even if they haven't come with a change in title or company. Without giving away client names or NDA prohibited details, I would like to compile some metrics such as number of projects contributed to, New Relic incidents claimed/resolved, people/departments trained, and if appropriate (or even available) the amount my company has billed for my dev work and how that has increased with time.
You may already understand what I meant but figured I'd throw an image here and show in greater detail.
You can see career progression two ways, leaving a company for a better title.
Another is seeing progression within that company. Here is a good example of progression within 3 years for Toronto
If I were in San Fran I would consider job title progression to occurs as soon as every 3 months up to 3 times, so we see a serious jump in 9 months to a year.
You are in Salt Lake City so I'm not sure if this is local recruitment for your area or you are looking for jobs elsewhere in states. I can really only tell you how it is for recruitment for these big city tech hubs though I think the advice is applicable anywhere.
You can all those metrics, Not sure how much they will help honestly.
That checklist article is on my todo list.