How one client found a job straight out of bootcamp • Remote workers may not be as productive

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How Sam found her first coding job out of bootcamp…

Sam [not her real name, because you know, privacy] is a client I recently had the pleasure of speaking with. She’s a frontend software engineer who’s been for General Electric for the past 7 years.

The funny part is before becoming a SWE, she was a truck driver. She’s also the type of person that needs to be challenged by her career, and she wasn’t getting that from trucking.

At some point, she decided that software was her next venture, and decided to attend a coding bootcamp. Several months later, she was working for GE.

How did she manage that?

I asked her that question myself during our conversation. She told me she wanted to be as proactive as possible with her job hunt, and decided to work with a recruiter. She told me she met several of them during her bootcamp as well as some GE reps that attended the bootcamp to observe and recruit students.

The recruiter that ended up connecting her with the job was not at the bootcamp, but one she got in touch with later.

Should you work with a recruiter?

If you know me or read my content, or have worked with me, you’d know that networking and making connections is something I advocate for all the time.

First, know that there are two main types of recruiters (there are more, but this is what you need to know for now):

1. In-house Recruiters (Corporate Recruiters):

   • These recruiters work directly for a company to fill their open positions.

   • They understand the company's culture, values, and specific job requirements.

   • They're invested in finding the right fit for long-term success since their primary interest aligns with the company's goals.

2. Agency Recruiters (Third-Party Recruiters):

   • These are external recruiters hired by companies to find candidates for them.

   • They often work for a recruiting firm or agency and are typically paid a commission or fee based on the placement.

   • They might specialize in certain industries or roles.

In either case, they work for companies, not job seekers. With that being said, if they have open roles, they want to fill them with great candidates like you.

Where do you find recruiters? What do you say to them?

A few tips:

1. Tailor Your Approach

Just like you customize your cover letters for job applications, when reaching out to recruiters, it's essential to be specific. Mention the roles or industries you're interested in, where you add value, and how you see yourself fitting in. Help them by making their job easier, and you’ll be rewarded.

2. Use LinkedIn to Your Advantage

LinkedIn is a hub for recruiters. Search for recruiters hiring in your field or company and connect with them, either by engaging with their content or messaging them directly.

3. Attend Industry Events

Like Sam's experience in her bootcamp, many recruiters or company representatives attend industry events, job fairs, or webinars. It's a golden opportunity to network, make a first impression, and hand out business cards (yes, people still do that).

4. Be Prepared with Your Resume and Portfolio

When initiating a conversation with a recruiter, always have an updated resume and, if relevant, a portfolio. It shows preparedness.

5. Communicate Clearly

Be clear about what you're looking for, whether it's a specific role, industry, or company. This helps the recruiter quickly determine if they have a matching opportunity.

6. Stay in Touch, but Don't Pester

Recruiters handle multiple candidates and roles. While it's a good idea to send follow-up emails, avoid flooding their inbox. A gentle reminder every couple of weeks is acceptable.

7. Be Honest

If you have other offers or interviews, be upfront about them. It helps recruiters prioritize and can sometimes expedite processes.

This week’s news: Recent research suggests that remote workers are just not as productive

A recent study done by economists at MIT and the University of California, Los Angeles found that entry-level data entry workers in India were 18% less effective than their in-office counterparts over a study period of 8 weeks.

Why focus on data-entry employees? The study highlighted that these workers are prevalent throughout India. The position doesn't demand high skills, can be done from home or in an office, and assessing their performance is simple. Metrics include inputs per minute, mistakes, and work duration.

The researchers also indicated that the loss in productivity in other more collaborative industries might be even higher.

Why the loss in productivity?

Working from home, while having the benefit of increased freedom, has downsides including a loss of collaboration and more distractions. Some people can’t get into (or stay) in the zone for too long without being pulled away.

Issues with the study

• It only involved workers in India

• It was conducted on only one profession, so the results may not translate directly to other fields

What do you think? Are you more productive at home or at the office?

About the Author

I’m James, Cofounder of Final Draft Resumes. I’ve been in the career consulting space for 13 years, and before that, I was a recruiter for AECOM.

I’ve helped thousands of job seekers, from industries like software engineering, IT, sales, marketing, manufacturing, and more generate job opportunities through well-written resumes that translate unique backgrounds into coherent narratives.

If you’re struggling with your resume for whatever reason, reach out - I just might be able to help!

If you’re more of a DIY person, then check out Resumatic, my free-to-try resume builder.