Everything You Wanted to Know About Getting a Job in Silicon Valley But Didn't Know Who to Ask

Many people ask me for advice about getting a job in Silicon Valley, so here’s the inside scoop. Not everyone will agree with this advice, and some will outright deny what I’m saying, but if you use these tips you will stand head and shoulders above most candidates.

1. Love what the company does. Passion for what a company makes or does is the most important factor in getting a job in Silicon Valley. Companies here are built on passion—indeed, perhaps more passion than reality. Hence, they hire passionate people who are already in the Reality Distortion Field. The question is, How do you show your passion?

   The best way is to profess your love of the company’s product or service, and I literally mean “love” not “read about,” “have used,” or “looked at the web site.” If the company is at all enlightened, passion can overcome the lack of a “perfect” educational background and work experience.

   The second best answer is to “know” the company. There never was, but there certainly isn’t now, any excuse for not knowing a great deal about the company. Hardly rocket science, right? But you’d be amazed at how many candidates show up with very little knowledge and sink their chances by asking something as stupid as, “What do you guys do?”

   Corollary: Rather than hoping that the openings that you like are at companies that you like, find out if the companies that you like have openings that you like. (Forgive me Harold Keables, for this sentence sets a new record for the number of “thats.”)

2. Create a solid pitch and bring it with you. In Silicon Valley, you can tell that a person is pitching because her lips are moving. Think of your resume as a “PowerPoint pitch” for you, the product. Hopefully you’ve heard of the 10/20/30 Rule of PowerPoint...here’s the 1/2/3 Rule of Resumes:

   • 1 page long. When some job candidates read this, they will think, “Guy is referring to the hoi polloi and unwashed masses, not me. I have ten years of experience at four different companies covering five different positions. My resume needs to be two—maybe even three-pages—to adequately explain the totality of my wonderfulness. And the more I mention, the more the company might see things they like.”

     As a rule of thumb, if you can’t pitch your company in ten slides or pitch yourself in one page, your idea is stupid and you suck, respectively.

   • 2 key points. Your resume (and interview) should communicate only two, perhaps three, key points. Key points include pertinent work experience, applicable education, or a love for what the company does. One key point is too few, and three is at the edge of too many.

   • 3 sections. “Two key points” means that your resume should only have three sections: contact information, work experience, and educational background. This specifically excludes “objectives” (do you really think that a company cares what you want to be when you grow up?), “references available on upon request” (duh, of course you’ll have to give references if you’re asked; more on this later), and “outside interests” (that Lamaze class training will come in really handy when the company stops delivering software by C section but not right now).

   While I’m at it, here are some additional resume tiplets:

   • Have some fresh eyes take a look at it. Fresh eyes will always find mistakes that you missed.

   • Begin each line item of the experience section with an active verb such as “created,” “designed,” “wrote,” or “sold.”

   • Follow this active-verb description with what you accomplished. The best “whats” are quantifiable results such as sales, cost reductions, or shipped products. The worst “whats” are the number of people you managed and the amount of budget you blew through. The key is not the size of the staff or the the size of the budget—it’s what you accomplished with them.

   • Bring copies of your resume to the interview. Suppose that one of the interviewers asks for a copy of your resume. It would be nice to have it with you because much of Silicon Valley suffers from Attention Deficit Disorder, so once you’re out of sight, you’re out of mind.

3. Know—or better yet—dislike the competition. Another form of passion is a dislike of a company’s competition. Don’t take this too far because no company you’d want to work for will hire a psychopath but expressing the desire to defeat Microsoft at Apple, Google at Microsoft, or Nintendo at Sony is a positive thing. If nothing else, it shows that you understand the competitive marketplace.

4. Expect the funny farm. Most likely you’ll go through a group grope of interviews by four or five people. Most likely only one of them has hired and managed people before. Most likely this is the cast of characters that you’ll meet. Use these stereotypes to prepare answers to their questions and concerns.

   Stereotype	Description	Key Question	Key Answer
   Wunderkind	Dropped out of Stanford while getting an advanced degree. Scored 1600 on the SAT. Still a virgin. Needs a regression equation to buy a pack of gum. On his way to being farmed out (that is, made CTO), but he doesn’t know it yet.	How did your PhD orals go?	Fine, how did yours go?
   Mom	Maybe the only adult on the team. Part office manager, part psychiatrist, part mother, and part school principal. Easy to dismiss as “clerical staff,” but she’s the go-to lady when the wunderkinds need real-world advice.	Besides work, what are your passions?	I have lovely children. Would you like to see their pictures? Or I'm at that stage in life where I concentrate on my career, but I eventually want a family.
   Mr. CPG	Brought in by the wunderkinds to fix marketing even though they think the company’s gizmo is so cool that it doesn’t need marketing. Can’t do a demo of the product but believes that everything is a consumer packaged good. MBA. Worked for five years for Playtex marketing tampons. Leases a Cadillac.	What do you think of Kotler’s Four Ps of marketing?	They are still important, but the Internet and online communities have made life much more complex for marketers. I’m glad you’re running that function here because I can learn a lot from you.
   Sunil	Veep of engineering. After six months of searching, the wunderkinds finally settled on someone who they thought could scale the infrastructure and had room temperature IQ. (How hard could it be support six million simultaneous users?) The venture capitalists were very happy when he was hired. Brother-in-law runs an outsourcing programming shop in Bangalore that the company uses.	What do you think of Squid web proxy caching?	I think that good architecture makes proxy caching unnecessary.
   Jasmine McGuire	The sales expert. Finally, the wunderkinds found a sales person that they could stand for more than fifteen minutes. Pissed off that there aren’t more women managers in the company. Worked for ten years at an established Silicon Valley firm where she exceeded quota every year. Sporadic guilt pangs about not seeing her kids enough.	What do you think is the key selling proposition of our product?	There are so many possibilities: ease of use, speed, scalability, world-class tech support... But you’re the expert: what’s worked for you?
   Lifer	Started at the company when computers were as big as a room and “partner” was a noun, not a verb. Only person in the company who uses a RPN calculator. Wants to make sure that the company never forgets its roots. Perfectly happy just to be a great engineer. Drives a second-hand Prius.	Did you watch the History Channel special about Arpanet?	Yeah, I sure did; in fact, I recorded it on my Betamax machine. I still think the Beta format is better than VHS.
   Grecian Gray	A Mr. CPG who lasted. Knows everyone in the industry but only an inch deep. Too old to go to another startup but too young to retire. Schedules offsites wherever there’s a great golf course. Has had several affairs with employees in the company. Leases a Boxster.	What do you think of the 7 Series BMWs?	They’re nice, but that’s for a family man. Give me a sportscar anyday.
   HR Professional	Loves the company. Loves her job. Been there and seen that. Bull-shiitake proof. You may think she’s “just an HR person,” but she’ll torpedo you if you piss her off. One of the first people you’d recruit if you leave the company to start something.	What would you like to be doing in five years?	I would like to grow into a management position at this company by further developing my skillset.
   Ms. CEO	Proof that ice water can run in people’s veins. Tough, talented. Shattered the glass ceiling into a thousand pieces. Sports a trophy husband. Makes the Merrill Streep character in The Devil Wears Prada look like a girl scout. Friends with Carly Fiorina.	Did you see that article in Forbes about me?	“Seen it?” Are you kidding? I have a copy right here. I was going to ask you to autograph it.
   Don Corleone	Executive with the company for twenty years. Feared by employees who don’t know him. Loved by those who do. Net worth exceeds $50 million. Empty nester but got his kids summer jobs at the company when they were still in the house. Board member. Secretary answers his email.	What makes you think you can conribute to this company?	I’ve read about how much you contributed to the company over your career, and I can only hope to make a contribution as large as yours.

   
   

5. Show up early. Get to your interview at least thirty minutes early because (a) you might hit traffic; (b) it make take a while to get signed in and badged; (c) you might learn something from the receptionist; and (d) you don’t want to be rushed and flustered when you start your interview.

6. Overdress, or, ask what to wear. Tech companies are notorious for t-shirts-and-jeans dress codes, but whether this is appropriate dress for an interview depends on the position and on the interviewer (it might just be your luck that the interviewer recently joined from another organization that had a much stricter dress code). A good rule of thumb is to dress one level above the company norm: for example, for a t-shirt style company, wear a collared polo shirt. If in doubt, ask what’s appropriate for the interview.

7. Answer the first question, “How are you?” with a great response. For example, a great response is, “I feel great. I’m really anxious to learn more about this job and tell you about myself, so that we can determine if we’re a good match.” In other settings, this question is an unimportant formality. In an interview it’s an opening to blow away the interviewer with your enthusiasm.

   Whatever you do, don’t answer the question with the truth: “I’m stuck in a dead-end marriage, my kids have chronic diseases, so I need a good medical plan, and the credit card companies are calling.” Tech companies do not hire out of sympathy, and this is a job interview, not out-patient psychiatric counseling.

8. Get the scoop from the first interviewer. A job interview is a sales call: Listen to what the customer says she wants and then explain why you are the solution. Many interviewers will tell you how to sell to their company. The sooner you get this information, the better.

   These are good questions to ask to get the ball rolling:

   • “What are you concerned about in filling this role?”

   • “What are the company’s greatest challenges?”

   • “What are the hot buttons of the other people I’ll be meeting?”

9. Think: Plug and play, plug and play, plug and play. Sorry, but Silicon Valley companies do not develop employees. (“Management trainee” is an oxymoron in Silicon Valley.) Metaphorically speaking, we like to open the box, plug in the gizmo, and be up and running, so you should always be answering the question: How can I immediately help this company? If you can’t help the company immediately, then maybe this isn’t the right company for you.

   This isn’t to say that you need five years of experience to get a job in Silicon Valley. For example, someone straight out of college (or high school) can help by testing software, answering the phone, answering tech support questions, whatever. But don’t expect the luxury of a long training program before you start contributing to the bottom line.

10. Take notes. I wouldn’t whip out a Windows tablet PC if I were interviewing at Apple, but taking notes is a good idea for three reasons: first, you can use what you learn in follow-on interviews; second, if an interviewer asks, “Who have you talked to here so far?” it would be good to be able to answer; and third, it will make you look like a serious, attentive candidate.

11. Confess your sins. If you did something stupid in your past, the company will find out, so it’s better if it finds out from you rather than from a search on the Internet. A tech entrepreneur once told me how he rented out his chest as a billboard and made $2,500 (it’s a long story). A woman that he met on Match.com found this out, and it was an issue. If a date can find this stuff from your past, you can bet an interviewer will. Hopefully, this makes you think twice about the stupid things you’re tempted do on MySpace.

12. Retract your mistakes. If you screw up an answer in an interview, it’s cool to say, “That was a crappy answer. Let me try again.” If nothing else, it shows that you can realize and correct a mistake in real time. It’s better to retract a stupid answer than to leave a permanent impression of cluelessness.

13. Prepare five ways that you think the company could improve. If you are new to Silicon Valley, you’ll quickly learn something: We’re just as clueless as any other place on the face of this earth. Here the blind lead the blind, and in the valley of the blind, the one-eyed candidate is very attractive. All this means you should prepare five good ideas about what the company can do to improve its product, fix its marketing, and increase sales. When all the dust settles, it would be great if the interviewers remember you as “the guy with the good ideas.”

14. Provide your references on the spot. Print your list of referencs so that you can provide them in the interview—as opposed to providing them later. In general, try to anticpate every possible request that would turn into a follow-up item: providing references, sample work, examples from your portfolio, software that you’ve written, whatever.

    One more thing about references: Provide only people who will swear on a stack of bibles that you’re great. Before you use a person as a reference you should ask the $64,000 question: “I don’t want you to provide a reference unless you feel 100% comfortable doing it: Are you 100% sure?” This accomplishes two things: you eliminate the references who will “damn you with faint praise” and you secure a committment to a great reference to the extent that such a thing can be secured.

    If you really want to play the reference game at the highest level, ask your best reference to proactively call the interviewer. This works well especially if your reference is famous.

15. Tell the interviewer you see a good fit and want the job if this is the truth.You’d also be amazed at how few candidates go for the close. You should clearly communicate that you want the job because aggressiveness counts for a lot in job interviews in Silicon Valley. Then ask what else the company needs to learn about you and what the next steps are.

    If you don’t think there’s a good fit, say so too. At least you’ll be remembered as an honest person. Perhaps the company will have a position in the future that is a good fit.

---

Addendum

If you’d like to forward this posting, please send people this URL:

http://snipurl.com/siliconvalleyjob

Here are some related topics:

• Nine Questions to Ask a Startup. In case you’re interviewing at a startup.

• The Art of Schmoozing. This will help you line up interviews.

---

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[Abroad Jobs]

Nice informative article. thanks for sharing and keep sharing such kind of articles, as these articles really helpful for experienced and new comers.
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[funsource]

Hey, you may also wanna consider how you dress during the interview,which I have put in some tips on this...Check this out at http://a-man-fashion.blogspot.com/2007/08/how-you-wear-in-interview.html

[Robin Mayfield]

Fine post as always, Guy. Was looking for Resume advice: came to your site, searched for 'resume' and found this. Brilliant.
They should coat you in gold.
Though that may have some affect on your posting frequency, I realise.
~Robin

[Arnold]

What a good read. I just deleted my objective line from my resume, which gives me one tenth of an inch of much needed vertical margin.

[Lowongan Kerja]

great article! very usefull. but im still confused the diferences between CV and resume.
------------
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[ksreddy]

Excellent Info for Job seekers

[John]

Another link is
http://www.technical-interview.com, for technical interview preparations

[Kyle Killough]

Critical job seeking Info! Thanks!

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[Microsoft Interview Questions]

http://www.emicrosoftinterview.com - Guide/Tips for Microsoft Interview Questions

[Microsoft Interview Questions]

http://www.emicrosoftinterview.com is a complete guide for Microsoft Interview Questions

[Dave]

>>So you think that a HR manager who's looking through 1,000 resumes a day is going to take the time to read a blog, check out Linked In, and contact you to get a product demo?

Guy, if i'm having to go thru an HR manager to get a job, i've already lost the battle.

if i haven't already established my value DIRECTLY to the decision maker, navigating thru HR is a waste of time.

the jobs i want are from people who DO take time research my background online, or alternately from those who DON'T have time to read a resume (and don't trust it anyway), but have heard about me through a trusted friend, or have read my blog directly online... just like i'm doing with yours.

seriously, i'm surprised you of all people suggest the HR route. if you have to go thru it that's one thing, but if you're not trying everything you can to GET NOTICED AND BE DIFFERENT than everyone else in that huge stack of resumes, then you'd be a bozo to expect you're gonna get the job.

when i got hired at PayPal, i was recommended by a friend who was an early investor and knew the founders. i was hired because of work i did for years with SDForum running technology user groups & evangelizing technology. they didn't even have a job description for what i would be doing, and i was given an opportunity to do something they didn't know they needed.

i did submit a resume, but it was my reputation that got me hired. my reputation was built based on the people who knew me, not based on a paper resume. these days, people get to know me online via my blog, or via my LinkedIn network, or via presentations i've given at talks and conferences.

btw, i just finished listening to your Art of the Start presentation at TieCon. it was great :)

- dave mcclure
http://500hats.typepad.com/

*****************

So Dave, your suggestion for a recent college grad looking for a job is to start a blog, register on Linked In, give talks and presentations at conferences, and forget HR?

It's going to be hard to be simply hired. :-)

Guy

[Eric]

This is a great blog post. It goes together well with my other discovery today - the go big startup job board (http://jobs.gobignetwork.com). I must have found 20 startup companies that are looking to hire someone in my specialty (marketing) in Columbus alone. I'm sure silicon valley is flooded. Pretty cool.

[JobSeeker]

I'll preface by saying I am not in and never have been in SV (but I worked for a multi-billion $$$ SV based company).

Is it really that much different than anywhere else?

This, like so much career advice, implies a "formula" for success at finding a job. I don't believe in such a thing any more, though I once did. In the end, getting hired is usually a combination of a little skill, a little more talk/schmooze, and a huge amount of dumb luck (timing, actual opportunity, star alignment, personal connection, etc.). Stepping back a moment, and looking at the way things have *really* panned out for myself and a VAST majority of people I know, the "formula" actually had nothing to do with them finding a job.

And, if someone came into an interview with me and tried to play me with their little formula, I'd see through their b.s. in a minute and that'd be that.

Don't discount an interviewer's potential for wanting sincerity.

[dcs]

Great article. I'm still amazed at the number of tech people who bloat their resumes with a list of products and no context. How is this useful to the hiring manager or interviewers? If you must include a list of products - very common on sysadmin resumes - put them in the context of your previous jobs so I have some hope of gauging your expertise.

And this can all be done on one page. If you have some interesting stories to tell, pick a good, short one and put it in your cover letter. We'll all be impressed, don't worry.

I have to look at 60 or 70 resumes for each position, after HR eliminates 600-700 that I don't see. We're not doing this for pleasure - keep it to one page. If you're actually emailing your resume around, you're not Jim Clark (yet). And if you are Jim Clark, you probably don't have time to write a 3-page resume. And why are you applying for this mid-level sysadmin job?

[Dave]

resume? rilly? how 1.0

how about your blog, your LinkedIn profile, or a product you can demonstrate online that you've built?

plug & play means real-time demo... and the best real-time demo of you is one of the 3 real-time demos above.

- dmc

***************

Dave,

So you think that a HR manager who's looking through 1,000 resumes a day is going to take the time to read a blog, check out Linked In, and contact you to get a product demo?

I hope that you are a trust fund baby. :-)

Guy

[Blake P]

This is very helpful, even from an employer's point of view. Its great that Yahoo looks more into the human side of a potential employee and doesn't just hire programming machines.

[MaryHelen]

Guy-
Great information, and working at a specialty staffing agency, I have one thing to say:
most job seekers do NOT do the necessary amount of preparation for their interviews.

What I find to be the over-riding theme to your tips is that there is effort required to be a successful interviewee-an effort I feel is regularly neglected.

Today, career-minded people and job-seekers have a wealth of resources available that were never as accessible as they are now. And in my experience, this advice to "research, prepare, and do some work" is falling on deaf ears.

So I've bookmarked your post, and will direct seekers to it. You can lead a horse to water...

[Keith]

Nice stuff. But, not really trying to get a job in Silicon Vallry, however, those advises may come to useful for anyone applying similar job scope.

[Service Untitled - Douglas]

Guy,

Excellent post. :) I'd be interested to see examples of a great resume as well.

[NB]

Guy, You are outdoing yourself once again. Having worked for a Silicon valley company, I concur. I am also a CEO of a company where I have people fitting almost all of the descriptions in your blog. Kudos once again and keep it up!

[David]

Hey Guy,
a funny and insightful piece.
However, I've got some doubts.
Answering the sales experts Q with a Q? Asking questions is lethal in interview situations. Sometimes good, but unless the question is brilliant and relevant, mostly something you should steer clear of.

And, telling the exec, that you "hope to make a contribution as large" is dangerous. It is unwise to put yourself in a comparative position vis a vis a "great mans" achievements. So, maybe better to just say that his work is inspirational, and legitimizes the company.

Keep on creating!

[Judith Elaine Bush]

I found this post via Lifehacker -- which also called out a post from Friday (http://www.lifehacker.com/software/employment/your-extra-interests-can-get-you-a-job-193421.php) that emphasized adding your outside interests to a resume.

Well, which is it? I have to say, I've never felt comfortable putting my interests and activities on a resume, although i can see how leadership or volunteer activities that echo one's professional skills can provide more evidence.

And, after skimming through the comments, I'll offer my thanks for the inclusive language. I was recently interviewing a very skilled back-up engineer who blurted out, "I was so surprised when I was told a woman would be the hiring manager. I've never had a woman manager before." (She's ended up at one one of the big names here in the valley.)

[Anshu Sharma]

Great post as expected- yes now its 'expected'! However, I think one key point was missed- the Resume that you don't take with you . And that resume these days is your online reputation. Blogs, websites (LinkedIn, MySpace), blog comments (such as this) can and will be held against you. So here are a few suggestions:

- Remember, the top 10 hits on Google against your name are also part your resume.

- Keep your LinkedIn profile upto-date. Pay attention to people you add to your network.

- Be courteous and responsible in your conduct on blogs. Or be anonymous.

- If you are good at writing or passionate about a topic, blog.

- Think about it this way. If you got Guy Kawasaki's resume and you Googled his name- would you hire him? If yes, what can you do to make yourself more appealing.

Long comment. I will write the rest on my own blog. May help me get a job, one day! Or fired?

[Doug]

Great post, except for the recomendation to leave off outside interests. I've fopund these can be the BEST predictor of performance. Choose a Mech E who customizes sports cars as a hobby over one with an otherwise stellar resume anyday!

[ej00807]

I enjoyed the stereo types! But you forgot AngryGuy who applied for your position and didn't get it.

Regarding resumes; they are such a small part of the process, I'm surprised how many people object to the one page suggestion. I've been through a technical degree and a university program both which suggested one to two pages. I was also explicitly instructed by placement agencies to keep work experience limited to three items.

In the technology fields you should defintely list specific skills, years w/each skill and last date of skill usage in a nice columnar format.

I've sorted through hundreds of resumes for an outsourcing company who was trying to implement a database. I can say that people who roll out their whole life history in a resume are simply embarassing themselves.

It also can be age revealing, which frankly is not always that desirable.

Reading them, I often thought, none of these employers are going to take the time to read all of this. If someone does, you have certainly provided enough ammunition for someone to find something they don't like. It was often a lot of self-congratulatory drivel!

Keep your job history current and relevant. Don't reveal proprietary or private information for your previous employers.

[Jonathan B.]

Great article, Guy. My wife used to be a technical recruiter and I'm sure she'd think it was dead on -- at least now that you've fixed up Mom's question.

One pet peeve of hers was candidates who would show up for their interview early. The receptionist would call her when the candidate was there and then she'd have to entertain them that much longer until their first interview or just have them sit there while she tried to do work (which, because the candidate was there, couldn't be phone screening or talking to managers about positions or just about anything except email). Everybody's busy including the receptionists and HR managers, so if you do get there a half hour early it's a good idea to cool your jets in the car for 25 minutes before walking in. It's also quite possible that whoever is going to interview you will need that time before you show up to review your (one page) resume!

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[dj]

as someone who spent years in recruiting and other HR posns. in high tech and biotech in the "Valley", I have to say how RIGHT ON this is.

I was the "scary" interviewer, as told to me by MANY candidates who tried to convince me my employer was their perfect choice when they obviously knew NOTHING about our work ethic, evironment, or corporate personality.

This should be required reading for any new grad (or not!) trying to get a job in any industry in any city!

Great stuff!!

[Matteo]

As a former technical hiring manager and senior engineer, I'd have to say that the most useless thing to me when considering candidates was a one page resume. If you've got six or ten pages of real stuff, then by all means, bring it on! To take what needs a six page exposition and try to crunch it into one clever page is a sure ticket to being completely overlooked. I wouldn't want to work for anyone that couldn't figure out whether or not the resume info being provided gives a useful picture of value. If I'm going through a big stack and out of two candidates who are (unbeknowest to me) equal, one provides a cryptic, clever one pager, and the other guy spells it out completely, guess which one I'll call? Don't BS it, but also, don't hold back...

[littlepurplecow]

Awesome post.

"Here the blind lead the blind, and in the valley of the blind, the one-eyed candidate is very attractive." Love it. How many bonus points for cool glasses?

[bgunnison]

After this I had to go through my employment history. Too many interviews to count, more jobs than fingers etc. It really comes down to passion. Passion for what you do will light you up. Creativity outside work. Music, art, writing. Work related hobbies, robotics, web page etc. I don't want robots for hire, I want hard working creative problem solvers. If you are good at your hobbies, have a good social life and a good resume, then you are a joy to work with. On the other hand don't get so passionate about coding you forget to kiss ass once in while.

Disagree on one page resume. This is a lazy requirement of recruiters. I'd suggest a good summary page to get in the door. Then when it gets to me I know its been filtered and it is worth reading. 2 - 3 pages. Not 17 as was a recent one.

BTW, Silicon Valley is easy, try Grass Valley if you really want a challenge.

[nate]

Thanks, and I'd like to add my little tid-bit to your "Addendum".

10 Questions To Ask Before You Work At A Startup. (http://blog.perfectspace.com/2006/02/11/10-questions-to-ask-before-you-work-at-a-startup/)

[Kevin Bradley]

Great advice anywhere, not just the Valley. One point I would stress, though, is that an interview is NOT a one-way street. Although I believe in doing your homework, it is also the candidate's opportunity to learn more about a) what he will be doing on a daily basis and b) what the interviewer(s) see as the responsibilities of the position that may be unwritten. So candidates need to ask intelligent, thoughtful questions of their own. This also shows the interviewer that they are a) alive and thinking and b) serious about the job.

[native]

What a bunch of losers and crybabies you attract, Guy. A funny post infused with real characters from the real valley. I was born and raised here and have worked for 3 person startups to multi-billion dollar international corporations and this post is dead-on. The only stereotype left out was the charismatic-leader-genius-demanding-visionary-billionaire; there are a few of those here too ;-)

*************

Native,

I was thinking something along those lines too. The whole point of the matrix of stereotypes was to make fun of SV and to show how unspecial we really are here though I bet those questions get asked every day.

And people thought I was totally serious. That's a little scary.

Guy

[percival]

Coming from the receiving end of this advice...

"1. Love what the company does." Garbage. Know what the company says -- and actually does -- first. Otherwise it's just insincere ass kissing. Nearly anyone can be enthusiastic when the alternative is welfare checks.

The real #1 way to get hired at any company is egregiously unlisted here: know someone in the company who has some clout with the hiring manager to move you up the stack of resumes, or straight up get you the position on personal reference alone.

[Howard Mann]

Great post! (Yet again).

The only point that made me pause was hating your competition. I know it may show passion but in my experience being too focused on any nemesis, in work OR in life, never leads to anything great and is often a dangerous waste of time and focus.

Microsoft becoming so obsessed with beating Apple, Google, Yahoo,etc... has changed its focus from real innovation to a lot of "me too" products that are just backed by a big budget.

[Bryan]

There was one thing I thought missing here:

Be ready to ask great questions at the end of the interview! I've done more than a few interviews (I guess I'm the 'engineer' in the dramatis personae that you provided; I like to think I'm a little more than room temperature in IQ, though!). A great many candidates just peter out at the part of the interview I purposefully leave open for their questions.

So be ready. Your study of the company should leave you with more than a few questions, and if you're thinking them, chances are they are a subject of intense discussion among current employees. "How do you plan on getting your next 100k users?" or "I tried feature X and ended up wondering about use case Y - what's going on with that?" or ... well, a thousand possibilities arise. The point here is to be engaged enough to actually ask good questions, and interested in the answers. Oh - and be ready with your take on possible answers!

['Dacker]

I have to take a bit of an issue with the discussion on references: everyone wants them but no one will give them.

Every company I have worked for has had explicit, written policies that employees cannot act as references due to potential legal liability if someone gives a references which reflects poorly on an individual.

At the same time, potential employers know those who do have good references have hand-picked these people -- diluting their real value to the hiring manager.

[Tom]

Great article, very detailed. Certainly something I will hold on to and pass along.

The only point I disagree with is the length of the resume. I appreciate your point about "selling something" and how you need to convey ideas quickly, but a person is a huge commitment. Get your points across on the first page of the resume, but make sure you've got the meat to back it up.

People aren't commodities and good interviewers know it. If out of all of your years experience you can only provide one page, then you fall into one of two categories:

1. You aren't very experienced at all
2. You're hiding something

[FromIndia]

Anybody reading this blog in India, NEVER squeeze your resume in one page. As a trial, few years back, reading some similar tips from so called expert I attempted it, and from couple of recruiters I got the response that : "Are you applying for a typists position?", So cater to Indian mindset, and keep it to atleast 3 pages to even get an interview call.

[Robert]

I like the post, but one thing: I would never ask what to wear. If you do your homework, you can find out what their dress code is and then choose according to the "one-level up" rule. Asking them to dress you shows you might not be ready for the professional world.

[lcb]

1) The stereotypes. Except for the answer to the VP of Eng about architecture, the rest of the stereotypes would totally turn me off if I experienced them in an interview (the "what will you be doing in five years" is the sign of someone who can't come up with an original question - no person knows what they will be doing in five years - both question and answer are total bovine fecal matter and a waste of time).

If I was the interviewer and had someone give me those answers, I would feel they were too slick and their answers not genuine (i.e., an ass kisser and I can't stand those).

Be yourself, don't give BS answers or ask BS questions.

2) When I look at a resume I want the summary points, but I am not a lazy executive who can't bother to look on page 2 or 3. I don't want to know your hobbies (unless they are relevant), but the more I know about your experience and knowledge the better. Education? Eh - if it is all you got or it is recent, or more than just a typical BA/BS, then I might be interested - otherwise, I don't care - two of the best software developers I know never went to any type of college, and I have met people with PHDs who can't write code if their life depended on it.

3) Passion. Passion is good, but be careful. In today's market companies that might seem like enemies to the naive may actually be partners. Don't assume that because they have competing products that they hate each other. Expressing your hatred of my competitors isn't going to get you a job with my company - in fact it may get you shown the door.

4) Confessing sins - only if really necessary. Most companies do a cursory check if any - and most don't care if you rented out your forehead or not. Don't hide anything either - if they ask about something be truthful, but you don't need to go into detail about the porn sites you frequent.

The basic thing is to find out what they need and/or are looking for, and if you can satisfy that need, show them how.

[Ryan]

If you've read this article, know PHP, and want to take Guy's advice... AnchorFree (a well funded Sunnyvale start up that's all about free wi-fi) is hiring. Email me (ryan) at anchorfree.com. We're hiring for several positions (from junior to senior, UI to back end).

Good post, but 3 things:

1)Who measures resumes in pages anymore?
For most companies these days, large volumes of resumes are received in MS Word or text format, where they are scanned into a database that matches your qualifications based on keywords, at least for the first elimination round or two. It's a crappy way to do things, I agree, but that's what HR or the agency hired by HR does. Making your resume short limits your chances of getting past the screening and getting your resume in front of an actual person.

2)The interview is as much chance for you to check them out as vice-versa. If you're sane and all your interviewers are crazy, run away.

3)If you're insincere or give canned