HackerRank's blog shares data from its coding platform on developers by country, university and language, plus hiring and engineering workforce topics.
HN links it for its developer rankings and hiring posts; commenters use them to discuss Poland's engineers, picking Python, and hiring practices.
Hiring, by definition, is mostly discrimination.
Otherwise, people would just hire the first person you received a resume from who had the solid qualifications and experience you needed.
But no...of course that's not what happens. Managers go through the Kabuki dance with the potential employee just trying to find a small "chink in the armor" to quickly disqualify them.
It's called the "initial screen" of course, and the whole point is to find something to "discriminate" against and eliminate the candidate. Please PLEASE do NOT reply to this message saying "oh discriminating is the wrong term I'm simply EVALUATING blah blah blah" Yes whatever you like to call it the end result is exactly the same.
Then, of course, the whole team does the same sort of "don't call it discrimination but if we notice some trait we don't like, we don't hire them" thing again.
Maybe it's their age, or hair, or the clothes they wear, or the way they talked, or didn't talk. Maybe even sometimes, because the person is broke and hungry and they came off wrong, because of course, they don't have any income, or took a risk in their lives that didn't pan out, or perhaps even had to take care of a dying parent for a while, and now have to struggle to come up with an explanation on why they weren't working for that time.
Maybe they even had a felony 20 years ago when they were totally different people...heaven forbid they did THAT because, of course, NO ONE in our amazing Foobar company EVER did…
> The biggest one to me is the sex discrimination
Let's review the facts.
Technology firms in India have a better female to male staff ratio than the tech giants of Silicon Valley [1]. India has a much better male-to-female ratio compared with the U.S. Engineering male-female ratio in India is 1.96 as compared with 4.61 in the U.S. [2]
[1] https://www.theguardian.com/guardian-professional/2015/jun/24/why-women-in-stem-may-be-better-off-working-in-india-and-latin-america
[2] https://blogs.scientificamerican.com/guest-blog/engineering-is-a-mane28099s-field-changing-a-stereotype-with-a-lesson-from-india/
What India Can Teach Silicon Valley About Its Gender Problem
https://www.wired.com/2014/08/silicon-valley-sexism/
https://blog.hackerrank.com/which-countries-have-the-most-skilled-female-developers/
The 2015 stackoverflow survey has this interesting statement: "Developers in India are 3-times more likely to be female than developers in the United States." See https://insights.stackoverflow.com/survey/2015 Actually it is worse than it sounds because most of the female developers in the United States are first generation immigrants from Asia and Eastern Europe.
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Definitely is not 'nobody really cares'.
Adding vacation time (which is standard not only in IT) of 5 weeks plus average sicktime (let's assume two weeks in a year) that's a big paid difference.
And as to the basecamp package being typical in SV: I concluded from many posts in this conversation differently.
PPP adjusted for cost of living, I suspect 20% lower on average than yours. Taking into account healthcare (priv and public), pensions, education (here is free and much better objectively: https://blog.hackerrank.com/which-country-would-win-in-the-programming-olympics/ but also feel free to google OECD reports for EU/USA gap if you don't like hackerrank) and of course that year of paid maternity leave you skimmed over ;-) yeah it's much "different" here.
p.s. There was also a great discussion on HN about CA standard of housing and costs (rents, houses etc) two months ago. Conclusion: insane, unless you're DINK.
I have no idea why people who otherwise are against practices like stack ranking think that companies like "Hacker"Rank which assign you a score based on a set of simplistic algorithm are a good idea. If you are a manager and your company uses HackerRank as a hiring filter, I request you to take a good, hard second look at it – specially if you lament that you are unable to find any developers.
These companies make bank from both sides (the person interviewing who is cramming on their material, and the employer), and leave out important things like how well you work with teams, how fast you adapt to new frameworks, or how maintainable your code base is.
I guess it is no surprise that another of their "featured" blog posts talks in extremely glowing terms about someone for coding for 24 hours without any sleep. (http://blog.hackerrank.com/recap-how-mimino-solved-78-project-euler-problems-in-under-24-hours/).
You know, if truth be told, we really haven't come very far. You'd probably be surprised at just how well a modern COBOL system can operate. (http://blog.hackerrank.com/the-inevitable-return-of-cobol/)
In fact, in many ways we've made things worse because not only does the sand keep shifting, there is now way too much sand. Young people come into the field and they want to make their mark. So we are constantly going through "next big thing" phases, some big like OOP, some smaller like React, only later to realize that what seemed so very interesting was really a lot of navel gazing and didn't really mater that much. It was just a choice, among many.
I can only hope one day some breakthrough in C.S. will get us past this "Cambrian Explosion" period and things will finally start to settle down. But I am not holding my breath. Instead I am learning Forth ;)