So I have pretty near the maximum amount of time you can find with these technologies (I know, I help hire, too). Those who actually have more experience, say from 1998 or 1999, are usually CTOs and directors of engineering.
But when it comes to applying for senior positions (technical lead, principal engineer, architect), I can't get people to look past my relatively short career; either that or I'm doing something majorly wrong on my resume. The feedback I get from technical interviews is always very good, and I often feel like they don't ask difficult enough questions to really test my limits.
This is primarily an issue on hiring/internal movement — when a company or team doesn't really know you yet, or has only seen your resume. Within my teams, I've always performed well at various levels of responsibility up to team management and lead architect.
I'm unhappy with the level of tasks and systems I have to work on currently; my team lead knows this and just doesn't have anything else to offer. As a result, I'm becoming worried that it is impossible to find a team/job that knows how to measure my skills appropriately and place me in a position where I'm actually challenged.
Two typical scenarios:
- I will send a company my resume, and they will look at it and say "we're looking for someone a bit more 'deep' or 'senior' experience in server technologies". (I ask the HR contact what this means; they never know.)
- I will pass all the technical interviews a company throws at me, but after meeting me, they want someone more "senior" for their senior or technical lead positions. They ask me to join as a mid-to-senior individual contributor.
(I haven't really had any problem getting offers as what they call a "senior" in-name-only individual contributor, but have had trouble getting offers as principal/lead engineer, architect, development manager, etc.)
* If you do, you're going to pay for it, big time.
Maybe large, older companies just don't get how to measure seniority in these fresh technologies, and that it's no fault of the engineers, but regardless, I'd like to know what I can do differently.
What is the best way to communicate (resume, on GTYK calls, interviews, etc.) that one actually has senior levels of experience — because they've focused their (relatively) short careers directly to the technologies involved?
Note: I've seen this question and I feel like it's a similar question but this case is when engineers do have the years of experience listed, but are still young.