My take on how a decade (or more) of using cloud services for everything has seemingly deskilled the workforce.
Just recently I found myself interviewing senior security engineers just to realize that in many cases they had absolutely no idea about how the stuff they supposedly worked with, actually worked.
This all made me wonder, is it possible that over-reliance on cloud services for everything has massively deskilled the engineering workforce? And if it is so, who is going to be the European clouds, so necessary for EU’s digital sovereignty?
I did not copy-paste the post in here because of the different writing style, but I get no benefit whatsoever from website visits.
I went through hiring several times at several companies, being on the interviewer side.
Typically it’s not the talent pool as much as what the company has to offer and how much they’re willing to pay. I referred top notch engineer friends, and they never made it past HR. A couple were rejected without interview because they asked too high of a salary, despite asking under market average. The rest didn’t pass HR on personnality or not having all the “requirements”, because the really good engineers are socially awkward and demand flexibility and are honest on the résumé/CV, or are self taught and barely have high-school graduation on there (just like me).
I’ve literally seen the case of: they want to hire another me, but ended up in a situation where: I wouldn’t apply for the position myself, and even if I did, I wouldn’t make it to the interview stage where I’d talk to myself and hire myself.
Naturally the candidates that did make it to me weren’t great. Those are the people that do the bare minimum, have studied every test question (without understanding), vibe code everything, typically on the younger and very junior side. They’re very good at passing HR, and very bad at their actual job.
It’s not the technology, it’s the companies that hire that ultimately steers the market and what people study for. Job requirements are ridiculous, HR hires engineers on personnality like they’re shopping for yet another sales associate, now it takes 6 rounds of interviews for an entry level position at a startup. VC startups continue to pay wildly inflated wages to snatch all the top talent while established companies are laying off as much IT staff as possible to maximize profits.
I have the opposite experience, when I was doing interviews I just skipped the very obviously underskilled people (which, IIRC were in the single digits) and interviewed pretty much everyone.
For context, I’m the main architect and dev of the company I was hiring for. Most of the candidates were horrible.
A lot of this has to do with recruiters. I’ve been interviewing for a few years at my company such with as many different sets of recruiters, from recruiting firms to our corporate recruiters, to ones we hired ourselves. Our corporate recruiters handed over garbage candidates who we could often tell wouldn’t work out after the first 10 min of the interview, whereas the other two groups of recruiters would do a good job filtering so we’d get than a 50% hit rate on our first round. Unfortunately, we promoted our recruiters once the need for talent dropped (or they moved on to a recruiter firm), and now they’re unwilling to go back to recruiting.
The quality of your recruiter matters quite a bit, so you’ll want to find someone who is experienced hiring a certain type of person so they know what to look for.
I totally agree with you, but I don’t think this is the specific case. Most of the rejections in our case (which I can see) on the preliminary screening were based on lacking CV skills. Which is stupid in its own way, but at least makes sense assuming we are looking for those skills specifically.
For the rest, the company is a remote company paying good salaries for the European market, I would say slightly above market average in many metrics.
I will sift more into the rejections, but from what I have seen, almost all those who had the screening phone call made it to the interview (I.e., rejections were mostly cv-based).