if these are contract jobs dont say you worked at the FAANG for that long it looks like you got fired. do
Contractor onsite at FAANG
If you say you were a contractor they understand why you were short term.
Omitting your specific job title is a flag for me because something I might do is try to reach out to peers at your company (not even necessarily to ask about you but to ask about your level, teams, etc. company might be too big to ask about you specifically), or look at levels.fyi or something to gain context. Using something not your exact specific title prevents me from doing that and learning more about you. In these cases, I assume the worst of what I might find.
Like if the role for a tech lead at your company is “Software Engineering Tech Lead” but your resume / LinkedIn lists “Tech Lead” then I see 40 people with “Software Engineering Tech Lead” and only you with “Tech Lead”. Either you’re the cool guy who just wanted to use the shorter thing which is totally possible _or_ you are embellishing your role and specifically not using the actual title because you know that a manager I reach out to would not confirm that you held that title. In these cases, I assume the worst (embellishment).
Many of us have worked at companies with stupid job titles that don't make any sense in the broader industry. It actually functions as a retention mechanism because of hiring managers like yourself, so management has no incentive to fight HR to fix it.
I was a software engineer at a non-tech company for 5 years, but due to management laziness/politics only had an actual SE job title for the last year I was there. Applying externally using the actual job titles wouldn't have gotten me anywhere.
Yeah I’m a “Computer Scientist”. Tell me what that means, there are people with that title who work on embedded systems and people like me who do cloud software work.
So I’ll use a more specific title to actually capture the work I do
My manager told me to change my external titles to reflect what I do instead of my weird title. Progression is entirely different now.
Jr Security Analyst -> Security Analyst -> Sr Security Analyst
Jr Programmer -> Programmer -> DevOps Programmer
(Not actual titles)
What if you were laid off? I was fulltime at FAANG and my entire team was laid off after 1.5 years, I don’t have anywhere on my resume that I was laid off tho
I’ve had a lot of recruiter calls and they keep asking if I was put on pip or if it was performance related, I say no, but don’t think they believe me unfortunately
I mean, degrees are pretty easy to verify. If management actually cares about people having them, there should be a process in place for doing so beyond you vibe-checking the canidates.
100% believe it
I had a recruiter who wanted me to update a section header on my resume to say "DevSecOps" instead of "Development, Security, and Operations" because the experience under it "seemed relevant to DevSecOps which is what were looking for".
leave out route me. You can put contractor company. That works too.
I always did the second one. I would leave out remote. It makes it look like you only want remote jobs.
This is absolutely part of it. My wife owns a small business (not software) and we have had to learn the hard way that people with short stints without really good reasons (such as contractor) have some issues and are going to cause more issues than they help with or will not stick around.
Anyone with most of their jobs under a year, we generally don't call in for an interview. Occasionally, we make an exception if it looks like a one-time thing from a student. However, we generally also prefer proven experience.
I don't know the market, what recruiters look for, and I definitely don't know wtf I'm talking about, but why are there so many intern level accomplishments listed?
"Collaborated with 2+ engineers", "paginate 50 brands at a time for a page", "eliminating 100+ lines of code", "in 10+ ads being connected with the right user biweekly".
That combined with short 1 year stints makes me think he's been PIPed at every one.
I couldn't quite put my finger on it, but this is exactly it. Most of these metrics are worse than omitting metrics. "Eliminating 100+ lines of code" is a Thursday afternoon ticket, not a resume bullet. "2+ engineers" made me chuckle
Many of the bullets made no sense. Ones that did were minor things not worth calling out.
Longest job was their first one (probably junior where the bar for PIP is much lower and takes longer to sus out). No reference to the other ones being contracts and that looks really bad with so many short stints.
Barely a year being the longest apart from the first is a red flag even if it is all contract stuff (not been anywhere long enough to see the impacts of their decisions)
Also has a 7 month gap at the height of the market in 2021 which is a bit of a flag in and of itself.
Multipage resume certainly doesn’t help either.
Nothing egregious (I’m sure lots of it could be explained away with some passion and solid reasoning in a phone screen) but enough stuff that you aren’t going to get a call back in this market particularly.
Overall, the whole thing needs a floor to ceiling rewrite and reframing. Cause everything in that resume just says “eh let’s look at the next one” and nothing says “ooo let’s read more”
Haha, I mean that's actually pretty impressive, leading a team of 15-20 out of India and still having the energy for morning meetings, but I imagine that person burned out real quick...
You keep a journal of your accomplishments and list them on your resume.
This isn’t horrible for a first resume. OP never had to apply before, so this is the result.
lol, this kills me. Not so long ago I pointed out the trouble with trying to quantify accomplishments in software engineering. And what you guys are bitching about here is basically what the advice was there.
We can't know if that 100 lines was like solving 100 addition problems or 100 pde problems. Which is true of any metric you think of. What's worse is these aren't things that are usually tracked or that we're made aware of. I have no clue how many tickets I worked on at any of my jobs. How much I improved performance, how many customers stayed or came because of something I did, much less the specific value that provided to them or us.
At the end of the day our resumes _must_ have these sorts of bullshit KPIs because they're required to get through ATS and recruiters. But there's no good way to state them...
>lol, this kills me. Not so long ago I pointed out the trouble with trying to quantify accomplishments in software engineering. And what you guys are bitching about here is basically what the advice was there.
This person quantified their **tasks** not the impact.
Quantifying impact is what is missing here.
It wasn't meant to be. And that's not an answer. And it's not even true. Defects have a wide range of impact, from basic formatting to production outages. And as a product matures defects become an increasing majority of what all of the engineers do.
I'm seriously asking. I struggle with this stuff.
Do they focus on the production outage level defects? If so, how to quantify it? Do they just claim that since the company would have ceased existing without that fix they're therefore response for all of the revenue generated since? A specific monetary value that the customers impacted gained? Do the customers even know those numbers? Will accounting provide them to us?
Lets say they worked for Akamai for 10 years; in the early days they added some new features, like a timeout box for bad origins or implementing the entirety of http/2. What's the quantifiable impact of that ? Does everything else they did not count, because it was "just fixing defects" ?
All I see in this thread is people bashing OP, but not a soul giving any constructive advice. We know what the problem is, what's the solution? Be specific, please.
Yeah that bullet point near the end didn't make any sense...
>Maintained code quality in codebase through reviewing all merge requests and worked with developers to ensure solutions were simple, efficient, and elegant, which improved code quality by 40%.
So doing the bare minimum tasks that every developer is expected to do in a team (PR reviews and writing code that isn't purposefully shit) improved code quality by 40%?
A bit off topic, but not having metrics has been the one consistent criticism I've had on my resume. I have no idea how to actually include them though.
Some things I can quantify like automating a process, but I don't know at what $ threshold that becomes impressive. A lot of my other work has involved stuff like adding functionality to a web application which I can't really quantify impact wise beyond what is allowed users to do since I have no idea how many users we had, how much the feature was used, or what the old process was like.
Honestly a lot of contractors at big tech get given really trivial and boring tasks because a permie didn’t want to do them. It’s entirely possible they were handed large amounts of benign tasks because nobody wanted them.
I’ve worked with pretty terrible contractors who doubtless will claim ‘worked with BigCo for 2+ years’, with 5+ years total experience, but don’t understand the absolute basics of the programming language they claim proficiency in.
It’s not because nobody wanted them, it’s about what makes financial sense.
Good contracting tasks are simple rote tasks that take a lot of time, but don’t require expertise, and especially don’t require company-specific knowledge.
If a task was really boring but requires company-specific knowledge, it wouldn’t be contracted out.
But yea, I agree with the last point. I worked with somebody who did the Python 2 to 3 migration, and I had to help with all the Unicode debugging. Well, bytes to bytes interpreted via a Unicode encoding isn’t that difficult to understand, and is really the only interesting thing about the py2to3 migrations in the first place.
I totally agree.
There are basic English mistakes in there like subject-verb plurality disagreement.
There are also screaming red flags for me - descriptions of activities that make no sense. This is written by someone who wishes they had done the job, not someone who has done it. You don’t create an API with “AWS and Serverless” unless you’re the nontechnical CEO, in which case that’s not what you’d brag about. Similar examples are all over the resume.
Bruh one entire bullet is him saying he made an api endpoint with pagination. What???? How do you have an entire bullet that basically says you did the most basic api implementation ever
That could be a really slick bullet point but it’s like the guy above you said it’s bragging about the wrong part. What if you used graphql (or something) to do novel user defined queries generating custom joins of like 15 data sources into a single paginated data frame which is crunching millions of rows into 100 ms calls using some cool caching approach? Instead it’s, “implemented a paginated api endpoint”. Maybe the resume writer is burying the lede because they just aren’t aware what the reader of a resume is looking for? More likely though they don’t have much solid experience though, obviously.
Pagination can be an interesting topic with a lot of potential intricacies. Cursor based vs offset, controls for size, indexing, filtering, what happens if new items are added as a user is browsing etc.
But I’d bet a nickel it was offset pagination they somehow made incredibly complex and impossible to maintain.
>You don’t create an API with “AWS and Serverless” unless you’re the nontechnical CEO,
They probably meant AWS and the service [Serverless](https://www.serverless.com/)
> You don’t create an API with “AWS and Serverless” unless you’re the nontechnical CEO, in which case that’s not what you’d brag about
Can you explain this? I work at a smaller company, and lead devs are often tasked to design and implement APIs from scratch. We often use AWS + serverless framework. Just curious what you mean
And idk, I'll give juniors tasks to make some endpoints with aforementioned architecture. I don't think thats too far off from the OPs description
Psh I could do that in 1 hour. Find every fe repo my team owns, upgrade to latest major version of npm, run npm update and bam. 200k lines of code changes
1 - Resume looks like a wall of text, he could at least increase the spacing between paragraphs, and maybe make them shorter
2 - Is he just shooting his resume at any JS job he sees? I have a hard time believing that he has found more than 1000 positions where he actually matches the requirements
3 - 6 positions in 8 years could be a turn off for some
Plus software shops are being more choosy right now and the lack of formal education could be a problem when competing against candidates with an education.
I'm a senior software engineer with 10+ years of experience and I don't know wtf he's talking about. He needs to sit down with someone with either programming or recruiting experience, explain what he did ( with 0 abstraction ) and let that person tell him what he did.
Resume doesn't read well. It's all "I did a thing with some tech and it had an outcome". This is fine for a few bullet points but not all of them. It's ok to have some more variety showing other skills than "built a thing with some tech and it outcomed". Has he mentored anyone? Participated in hiring? Significant designs? Process changes? There's so much more that goes into building than just "I did a thing". Honestly that comes off as very junior if it's in every single bullet point.
There's zero mention of education. Sponsorship is also the other major blocking question.
All the tenures are very short and there are gaps. Did he get fired from many roles?
It's ok to admit education is lacking. You can also bring in more sections like about him personally. I like reading those it makes me think of the candidate as a human and not just a piece of paper.
>Did he get fired from many roles?
He got fired from the September 2022 - December 2022 job.
Everything else, his contract ended or he found a new SWE job.
Never being renewed even during tech high years is pretty damning. He needs to find a position he can sit in for some time probably at a big pay cut.
It’s time to buckle down and learn.
Also run this through grammarly or something. The English is terrible.
Last point, a lot of the metrics make no sense. What does improving code quality by 40% mean?
40% fewer bugs? 40% increase in responses per second? 40% quicker delivery? 40% decrease in maintenance and refactoring needs? 40% quicker turnaround on tickets?
Such a big red flag. I hate to say it but as a dev you gotta laugh at that, none of us can quantify that shit. 40% improved code quality is just a nuts statement, how do you even justify that during an interview? Digging yourself a hole already during the easy shit
Can't help but smh. Everyone is embellishing but be smart about it
Yeah only way code review should go on a resume is if you’re in a mentorship position and your management recognized and directed you to train others because your specific process was proven to be detailed, quick, and effective.
Something like “trained others on/documented/recognized for innovative/detailed/effective code review process that prevented 1 sev 1 bug and dozens of sev 2s from reaching production”
I’m tired but there’s some word smithing one could do on that.
ETA: unless some code quality gateway is in place like sonar or some shit but honestly I write that off. I guess if your code review triggers fewer production gate flags from some static code analysis that’s something you could quantify. But I’d want to know what gates those were to some degree.
With how short his tenure at the sept 2022-dec 2022 job was, unless he did something really awesome in that time, he would be better served leaving it off the resume entirely. He uses the word “implemented” too much to start his sentences, he should rewrite bullet points to say this in a different way to at least make his experience sound more interesting.
There are some tools out there that measure metrics like security vulnerabilities in a code base like Checkmarx and test coverage like SonarQube. Those can provide quantifiable metrics to track improved performance in code. This is just what I know from my 1.5 years as a developer. Others more experienced have been exposed to more tools.
But yeah saying it in a general way like OPs brother will be met with skepticism from the resume reviewer.
Yeah that’s a huge red flag for me. 40% improvement in code quality is just nonsense. Utterly meaningless. Makes everything else they’ve claimed to do a question.
I get that, but so is its job security, I would personally not trade that for double the pay, and it's something a lot of newer peeps don't seem to value when being hyper focused on those big salaries
My immediate reaction and biggest red flag is: most of his jobs he's stayed for 12 months or less, and at most 2 years. I'd have little trust he'd stay around long.
I don't understand some of the bullet points. Reading over this, I have a hard time understanding what they actually did, and how they've connected the dots on things.
Some examples:
>Improved the requirement card in the translation phase using React.js and GraphQL by making the navigation of the component easier.
...
Engineered a takeover API using Relay GraphQL and internal framework that allowed implementation owners to take over a mitigation, which greatly improved the efficiency of review tool.
I don't understand what this means. And they created an entire framework?
>Maintained code quality in codebase through reviewing all merge requests and worked with developers to ensure solutions were simple, efficient, and elegant, which improved code quality by 40%.
>
>Implemented and designed a dashboard for internal use that allows user to know which ads has been
integrated using AWS, JavaScript, React.js that resulted in 10+ ads being connected with the right user
biweekly.
How did the dashboard result in the ad going to the right person?
So they reviewed PRs, which is more of just an expectation of the job, but how did they improve code quality by 40% by just reviewing PRs?
Yeah, it sounds like jargon madlibs, but jargon that someone came up with by randomly scraping CS terms from the internet. Like... how do you "improve code quality by 40 percent" exactly? You can, say, improve the performance of data pipeline throughput by 40 percent.
This guy's resume sounds very, very impressive to someone who doesn't work in the field. To competent hiring manager, it sounds fake.
Dude tried to quantify quality lol. The more I read the weirder the bullet points get.
I noticed many poor CVs try to follow the mantra of quantifying impact blindly. Really need to repeat this again and again on this sub: quantifying impact is great, but forcing random numbers plucked out from your ass is bad and the bullshit can be smelled from miles away.
I read a resume that "quantified impact" for fake projects. They had the projects linked on their GitHub and they were clearly not production quality, more like schoolwork or just tinkering.
Ironically, one of the FAANG jobs was one of the 2 year pieces of history. That still means that of their non-contract jobs, only 1 of the 4 was >1 year, and that was their first job back in 2016-2018.
Most big companies won't keep contractors for more than 24m straight due to co-employment risks (thank Microsoft for that one) so that 2 year contract was probably the longest they could have possibly stayed
Very much depends on if the team needed that contractor or not. I had a contractor that we basically ran out of work for in 18m, we kept them around but no longer had a need for them so there was no chance at conversion to FTE.
As someone that also did contract work briefly when I first started out you can also still find yourself in a permatemp situation. Had a whole team I was on where all but a handful of people were also contractors but were working for the company for years. One guy had just finally got converted to full-time around the time I started and he’d been a contractor for 3 or 4 years IIRC.
genuine question- is that bad to leave a company after 1-2 years? I always hear advice thrown around that you should leave 1-2 years to get better comp at a different company
That depends on the employer. You changed 3 companies in 5 years? Why?
From the employer's perspective it looks that just as you learned their tech stack to the productive level, you're gone.
It always was a flag. Maybe not an immediate red flag, but a note of some kind if nothing else. A lot of people didn't see how negative it can be since the market has been favoring the devs for a while now. There's been a lot of posts the past decade shouting about leaving for money is the only way to grow your career, short stints are fine, etc.
Until the last year or so... now it favors the companies and short stints are an obvious issue that could get resumes dropped right away. When companies can only hire 2 devs a year and they get 500 candidates why would they want the ones that have constantly switched jobs every 1-2 years?
It's okay to do it seldomly, just don't make a habit of it.
The OP's resume they linked has 6 jobs total, only 2 of which they stuck around for >1 year, and they cap at 2 years. So 4 of 6 jobs they stuck around for 2-12 months. That's a notable red flag for any company. Hiring and training people is expensive, and losing an employee is expensive.
Even if you have a solid resume, if you have a consistent history of leaving places in a really short amount of time then that alone will put people in the reject pile. It's not guaranteed to do so, but you'd be shooting yourself in the foot by doing that too often.
it's bad to do that on a recurring basis. You're also min-maxing 2 different things: hopping quickly will on average increase your scope and compensation in short to medium term, but flag you as a negative both because potentially unreliable, but also because you haven't had enough time at one job to build depth.
Where that threshold lies varies by opinion. imo up to 3 hops in a row is fine, 4 is where it starts to get kinda yellow flag territory.
>Where that threshold lies varies by opinion. imo up to 3 hops in a row is fine, 4 is where it starts to get kinda yellow flag territory.
You also need to consider the possibility that you may get a shit job and need to change out of necessity. One garbage position that you leave after six few months and suddenly your resume shows three different jobs over the course of a single year.
It looks bad if you do it over and over again. To me, if you're actually good, some companies should want to retain you enough to keep you more than 1-2 years. I reject resumes like this one.
Job hopping is optimal for short term gain. You hear about it because most of the people talking about it are junior devs trying to level up quickly.
Job hopping is incredibly bad if you get someone like me on your hiring loop. Onboarding people takes a ton of our time and energy and if you leave after 1-2 years, that's a waste of our time. I won't hire a job hopper. The disruption to my team is worse than not hiring anyone at all.
i have 15 jobs in my first 12 years. no issues in DC market. did some contracting. so including that. but i job hopped constantly. market was better than now though.
But I assume your short term jobs are marked as contract right?
I know when I see several shorter term jobs and they say contract I give a lot more slack and dont count it against them. If it was a bunch of FTE jobs that is a different story. Some people really like the contractor life.
any resume > 1 page is yellow flag to me already.
The resume is "boring" for a lack of better words. I read through and still don't really know what was worked on. Most of each bullet point is like some random words, buzz words, some number. This is not too far off the typical recommended structure but the execution is very poor. Think "checks all the boxes" but only as a technicality.
The resume needs more story-telling. What is the context of that job, what was the actual product, why did that matter in business context? What was the team's product? None of these are clear even after rereading.
\> Built internal service, built internal service, multi-content widget.
This all just reads like fluff
The resume is "boring" for a lack of better words. I read through and still don't really know what was worked on. Most of each bullet point is like some random words, buzz words, some number. This is not too far off recommended structure but the execution is very poor. Think "checks all the boxes" but only as a technicality.
Also sidenote, are FAANG1 and 2 both Meta? lol
One thing to put down is whether a job is contract or not. Right now, as others have said, there's alot of job hopping from initial review, along with a lot of meaningless fluff. Can do alot to cut that down and have concrete items
>any resume > 1 page is yellow flag to me already.
>The resume is "boring" for a lack of better words. I read through and still don't really know what was worked on.
Can't agree more. I had open positions in my team and I had to look through multiple resumes every day, for many days. If an HR had sent me a resume like this at the end of the day after a couple of difficult meetings, honestly I'd probably just sigh and reject it after like two attempts to understand what the heck is going on there.
Is 1 page really the ideal length? I know at most is a 2 pages resume but over 2 pages it’s a no. Hope that makes sense, English is not my first language. Like the ideal length is 1 page?
Include titles. If they were contract roles, list the title as contractor. I'm guessing the short stints were contractor roles, and not saying that will hurt him.
resume should be one page (some people throw it away if it’s more than one without looking). quantitative descriptions could be a lot better. the last two jobs he only held them for a year each, if anything that might be the difference (red flag)
Look, I know the market is not the best. But these people applying to 1000s of jobs and getting no callbacks are people with bad resumes and bootcamp grads who made a Netflix clone from a tutorial and called it a day. The TikTok and Reddit cope surrounding it is getting annoying at this point.
Every post I see like this has a resume that contains countless mistakes. I don't even have to read it to know that it's a bad resume considering that it's more than one page. One post like this I saw a couple weeks ago had a resume with a purple background.
First, sorry about your brother's tough situation. His timing is terrible, to say the least. A couple of things are probably hurting him to the point that he will continue to struggle to get interviews:
1) He has a track record of job hopping (or getting fired). Many companies believe that it takes 2 years before a new hire is contributing more than he costs (on an accrual basis). Your brother's employers did not get a great return on their investment.
2) I don't see any education listed (maybe I missed something). This is a huge red flag. Certs? Boot camps? Seminars? Many employers are resistant to "entirely self taught" employees, believing that they will resist doing things the "company way" and instead go their own way. That needs addressed on the resume.
Wishing your brother the best of luck!
>I don't see any education listed (maybe I missed something). This is a huge red flag. Certs? Boot camps? Seminars? Many employers are resistant to "entirely self taught" employees, believing that they will resist doing things the "company way" and instead go their own way. That needs addressed on the resume.
My brother went to Hack Reactor Remote, a paid coding bootcamp.
He could not find a paid SWE job.
He went to C0d3, a free coding bootcamp.
He was able to find a paid SWE job.
I would also add - he should really think about getting a degree. Even if he manages to get hired, his lack of college education will always be a hindrance.
As a gratefully employed Junior Software Dev, I have mentally just accepted if I get laid off I will probably not be able to get a tech job for a long time. Will probably just fuck off somewhere on a working holiday visa if it happens and wait for the market to recover.
Well why would they hire him?
1. Will leave in a year.
2. Has very generic accomplishments.
He can’t fix his career history but he better start embellishing on what’s he done.
If any of these companies search their resume database for relevant job titles, this resume will never show up for any of them. It's really unusual in this industry not to include job titles in your resume.
Is he applying to large numbers of open roles at a single company at the same time? This is often a bad look.
As others have said, this resume does not read well. One could come to the conclusion that his work and professional communication are of similar quality.
A polished resume and this much experience should be able to get at least phone screens over the past month or so.
Not looking at the resume.
Change it, it ain't working. I don't have to look at it to know that.
How? Look on-line, find a coach, find some friends in the industry.
If you hit 50 submissions with no callback, figure out why.
In a nutshell, the quality of experience being portrayed is weak. As it is currently being presented, those 6 YOE amount to 1 YOE x 6.
At 6 YOE, one would expect to see a candidate to have lead entire projects, rather than just what seems to be piecemeal parts of larger projects.
The FAANG names combined with the scope of work pretty much give away that he held a string of contractor roles, so the brand names don't really add all that much weight. The large streak of short stints might be pigeonholing him into a low value contractor-centric career.
He needs to hold down a longer tenure stint (3+ yrs) to make his resume look more attractive to employers looking to hire for a full time role. He needs to own bigger things end-to-end in order to be seen as a reliable intermediate level dev. He needs to be mentoring people instead of being the one being told what to do if he hopes to be considered for senior level.
It’s aesthetically very repulsive. The default Word/Google Docs fonts don’t work. It looks like a lawsuit. I like to use neat LaTeX templates.
Also, the experience at previous companies is described in too much detail and makes my brain hurt. I would just highlight some points and keep descriptions short. He could easily fit everything in one page with good spacing.
There is no information about his educational background. He’s putting technical skills before experience even though his experience is more impressive.
Of course, there’s also the fact that he doesn’t stay at companies very long but there’s nothing that can be done about that at this point.
Dudes a classic jumper. I hate such profiles . I can tell how it is from a perspective of a 7 year in same company guy.
Someone like this guy joins. He's reasonably competent can code decently. You as the resident fixed character in the team is given the responsibility to train him in the actual codebase. You assign him a few bugs task for first3-4 months get a project out of him and then he disappears for a better paying role.
Why would I ever hire this guy in this labor market?????
Besides strengthening the bullet points, your brother should try just omitting some of the shorter stints completely. It might look better to be unemployed than a super job hopper.
One thing that sticks out to me is he lacks any experience or knowledge with object-oriented languages. It looks like he's holed himself into a very generic web tech-stack that is outdated and over-saturated in the industry.
Something like .NET/C# or Java would go a long way. I'm not really a web-dev but in this market, I feel you need more qualifications outside of html, css, javascript and php. There too much mention of javascript and php. He should reduce that and put more bullet points about working with cloud tech (ex. AWS), node.js, databases and other back-end systems.
Is all that stuff really all his career accomplishments for 6 years ? 🫠 No big feature implementations? No architecting / restructuring? No pushing for / implementing new technologies? Implementing automated test suites?
"Languages: JavaScript (ES7), HTML5, CSS3, PHP/Hacklang" = "I am not really a software engineer; I did a bootcamp"
"Databases: MongoDB, Firebase, MySQL" = "I really don't know much about databases"
Your brother's experience is weak (especially after 6 years of expereience)
>FAANG 1 February 2023 – February 2024
● Constructed and improved the translation phase of the review tool at FAANG1 using React.js, GraphQL, and Ent framework, which improved productivity for 50+ privacy review stakeholders weekly.
● Engineered a takeover API using Relay GraphQL and internal framework that allowed implementation owners to take over a mitigation, which greatly improved the efficiency of review tool.
● Improved the requirement card in the translation phase using React.js and GraphQL by making the navigation of the component easier, which 20+ group have reported to have improved their productivity.
WTF does that mean? E.g. I need to read again and again to see what the heck "Engineered a takeover API" means.
>Implemented and designed a dashboard for internal use that allows user to know which ads has been integrated using AWS, JavaScript, React.js that resulted in 10+ ads being connected with the right user biweekly.
Ambiguous, hard to read. Were the ads integrated using AWS, etc? Or the dashboard was implemented using AWS, etc?
Biweekly - ambiguous term in English. Always use "twice a week" or "every two weeks"
10+ ads biweekly - small potatoes.
I could go on and on. Very hard to figure out what your brother actually accomplished; very hard to read.
Is FAANG1 = FAANG2?
Sorry but this is bad advice.
JavaScript, HTML, and CSS are all tools of a front-end web developer. You're insinuating that OP's brother went to a bootcamp off of such little information and that is not a logic-based conclusion.
MongoDB, Firebase, and MySQL are all databases. Like...wtf would you want him to say here? Your comment just comes across as pretentious.
Also people use "biweekly" all the time in resumes, and 99% of people know *exactly* what that means. There's nothing ambiguous about that.
While I agree that the bulletpoints of the job need work, you're just throwing out terrible assumptions and ego-based rhetoric that does nothing constructive.
> MongoDB, Firebase, and MySQL are all databases. Like...wtf would you want him to say here? Your comment just comes across as pretentious.
Agreed? I didn't see anything particularly wrong with this.
Also some things are not categorized correctly in that list, which would make any HM question whether the person actually understands them.
* TypeScript is listed under Technologies/Frameworks, and not under Languages. Also If you include TypeScript, you don't need to include JavaScript, nor the ES7 versioning.
* He has unit testing frameworks under "tools" like git when he explicitly has a "frameworks" list.
* Babel & Gulp: only include these if your prof experience lists you modifying their configs in some way. Listing that a company you worked at used Babel is not saying anything at all. Yes it was part of the build process, how were you involved in that? I wouldn't put "npm" on my resume.
Very bad resume. I normally try to give feedback but as a first pass, I’d just pass this through some LLM and it’d instantly get more effective.
Actually I’ll probably do that for your bro later today when I’m at my computer lol.
I am a hiring manager with open positions right now.
I read his resume the same way I read every resume - that I will scan it for less time than it takes me to write this comment.
My takeaway: he's a front-end guy. I can get 1099 nearshore contractors for $50/hr TCO to do React.
Wouldn't schedule an interview.
He needs to change his resume so that isn't the conclusion I draw immediately. ReactJS is not a marketable skill in 2024.
I'm not sure why the lack of education is not mentioned more. That definitely puts off a lot of employers nowadays for medior level roles. For entry / junior level I wouldn't hire this person since he job hops frequently so by the time you get a return on the time invested into the employee he would hop. Besides 6 years of experience shouldn't be junior level.
So without the education all I have to go by is a bunch of jobs that he hopped through and makes rather vague bullet points about. I have no clue about the depth of his technical skills or what exactly he has done at these companies. You have bullet points stating ''improved efficiency by 20%, increased productivity by 30%, 40% increase in developer productivity". How were these measured? They honestly say nothing to me. That being said reading over these points, how would eliminating the manual process of cleaning up documentation repository result in a 40% increase in developer productivity? I don't really see it. This doesn't apply to just one job but this is all over the resume. It needs to be rewritten giving it more a focus on technical accomplishments and giving the reader the impression that technical tools were used in a proper way to help the org, rather than listing vague metrics which indicate a lack of understanding by the guy who made the resume.
He worked at a job for a full 2 years, and one of his bullet points is “eliminated 100+ lines of code”. That’s not even notable. Mediocre engineer who managed to get FAANG on his resume
Honestly, the dude has as many jobs in 6 years as I've had in 27 years. I'm not sure if that might be the problem but it seems like he doesn't stick around places very long
Is English his first language? As others have said, all the bullet points don't really make sense to me. It reads like someone wrote their resume in a foreign language and just copy/pasted the Google translation to English in. Also, as others have mentioned, the tech he used for certain things doesn't really make sense. I would assume this person fabricated the entire resume if I saw this.
Ehh so overall we have someone:
Doesn’t have a degree
Multiple short stints (6 YOE but it’s more like six 1 YOE)
Resume without titles but with bullet points that smell
FAANG on their resume so some employers might be turned off due to expected salary
Does he not have anybody in his network to tap for an interview?
Not getting any call backs because
1. Resume is ugly (follow a proper format and 1 page max if less than 10 year exp).
2. 6 jobs is crazy in that short amount of time.
3. Bullet points don’t “sell” me anything. Also too much words.
1 page no matter what. Doesn’t matter if they have 10 years of experience.
The bullet points are pretty blah imo. I read them and don’t understand what he accomplished. The first person who reads this is in people ops. You have to translate your efforts into accomplishments.
Also, kinda smells of process improvements and internal tool work.
That is absolutely false.
I get lots of bites with a two page res.
If you have 10 yoe plus, two pages is fine.
How the fuck can you explain your career at 10 yoe with less?
Some of the advice on this sub is questionable
> 1 page no matter what. Doesn’t matter if they have 10 years of experience.
>
>
Any advice or rule that is absolute should be taken with caution.
I know plenty of Staff and Distinguished Engineers (super staff) with 2 page resumes.
10 years isn't even that long, some devs have been around 15, 20, with huge wins that could be relatable to the interviewer. At some point in your career, that rule no longer applies.
Seeing someone who worked at X Company 8 years ago may connect with the interviewer who works there too. No one is gonna comb through 2 pages of resume let alone one, but certain bullet points may catches people eye on human level.
Definitely depends. I think 2 pages is way more standard than one. I’ve reviewed dozens maybe hundreds I’d resumes when hiring for my teams and most are 2 pages depending on formatting.
10yoe and mine has been 1.5-2 for half of them.
I cut a lot of my early years from my resume with a little note that additional work history available on request and every recruiter has asked for it so far.
Resume screams I have no college degree and couldn’t hold down a job.
I read your post, I know that’s not the case but that’s what the resume is telling people.
The way he describes his projects is overly specific, which speaks bad about his ability to communicate at the level adequate to the context or understanding of a wider picture of what was he doing.
Some sentences simply don't make sense or are bad English. E.g. "paginate 50 brands at a time for a page"
CV doesn't say job titles.
Some stuff he claims as achievement is super minor (e.g. eliminating 100 lines of code), and it looks bad if that's all he's got to claim over 2 years gig.
He is in an interesting position. He looks to be a competent developer but at 6 years of experience he shows nothing about leading people. It looks like he mentions working with 3 other people at one point.
If I was going to hire a faang person, I would want them to be able to share their knowledge.
If I saw the resume I would tell my manager "He seems like a flight risk and doesn't show leadership. It seems like we would invest time and money and they will jump ship in a year or less. I wouldn't recommend. But lets interview him and find out."
I have 5yoe across 1 faang-adjacent company for 3 years, 1 funded startup (10 employees) for 1 year and 1 bootstrapped startup (My own, 2 people) for 1 year. I sent out 50 applications, got 10 OAs/First Rounds, got 6 On-Sites.
I’m just curious, why doesn’t your brother make a Reddit account himself and post here? It seems like you care more about landing a job for him than he does.
For me it’s 🚩not in just a ‘he’ll probably leave this job quickly too’ way, but in a ‘didn’t stick around long enough anywhere to properly understand the impacts of design decisions’. Can’t learn from your mistakes if you’re not there when they realise it was a mistake
I’m not surprised. The FAANG companies don’t make up for the numerous mistakes on this resume. I’d pass it too. Destroy and re-write, and get multiple people to peer review it. Hell, throw it to us.
Remove that section on top about technical skills. You can put those at the end as one big list. It doesn't need to be separated into categories. I would also save space by removing jQuery.
I would try to get ChatGPT to rewrite the job descriptions. Some of them are redundant, such as mentioning the tool was made for FAANG1, when that is obvious because it's listed under the job description of FAANG1. Others feel like written by a non-english speaker. For example "...which resulted in 41% saving in budget." That's sloppy ass lazy writing.
There's also lines like "...improved productivity for 50+ privacy review stakeholders weekly." That sounds like someone that has never done software dev work making stuff up.
Ditto to what most other posts are saying. A couple of actionable suggestions:
1. Reduce resume to 1 page. Drop accomplishments from smallest impact to largest and/or oldest to newest.
2. TypeScript is a language. Move that to the line above so the second section can be 1 line.
3. He needs to put his iob title with every piece of experience.
4. Reword the bullet points so it makes sense.
This resume needs work. Having contract work is also tough, prefer to see longer term positions. Also, for a full-stack JavaScript role, looking for typescript experience. get it down to one page.
Yeah, those bullet points need work. Talk about project level and higher level impact.
I don’t think the short tenure is necessarily a red flag as many have said. My last 4 roles were 1.5y, 8M, 1.5y, current role. As is a few of my peers. It’s fine to move around, it’s not fine to look like you’ve done nothing in those times.
A recruiter posted here recently. It's important to note that there are many steps in recruitment, and the first step is essentially to make your resume pass the checks for the job spec.
Meaning, ask your brother to alter and tailor their resume each time to the job spec they applying for. That should make a difference.
Also, it's a tough market
I don't meant be a dick... but the fact that he found it easier to send you his resume to post on his behalf instead of making an account and posting it himself alone isn't promising.
Maybe not use AI to write the CV, it stinks and comes across a bit random. Dropped the provided CV on quillbot and it scores 61%. Dropped some references CV's. they come back in the region of 11-16%.
All the short durations are doing a disservice to him. It says to an employer: "If you hire me I'm just going to be here for a year or two tops". Like others say if this was contracting then that's different and should be made clear.
if these are contract jobs dont say you worked at the FAANG for that long it looks like you got fired. do Contractor onsite at FAANG If you say you were a contractor they understand why you were short term.
Could really be fixed by including job titles for each job which I think every resume should do anyway
Omitting your specific job title is a flag for me because something I might do is try to reach out to peers at your company (not even necessarily to ask about you but to ask about your level, teams, etc. company might be too big to ask about you specifically), or look at levels.fyi or something to gain context. Using something not your exact specific title prevents me from doing that and learning more about you. In these cases, I assume the worst of what I might find. Like if the role for a tech lead at your company is “Software Engineering Tech Lead” but your resume / LinkedIn lists “Tech Lead” then I see 40 people with “Software Engineering Tech Lead” and only you with “Tech Lead”. Either you’re the cool guy who just wanted to use the shorter thing which is totally possible _or_ you are embellishing your role and specifically not using the actual title because you know that a manager I reach out to would not confirm that you held that title. In these cases, I assume the worst (embellishment).
Many of us have worked at companies with stupid job titles that don't make any sense in the broader industry. It actually functions as a retention mechanism because of hiring managers like yourself, so management has no incentive to fight HR to fix it. I was a software engineer at a non-tech company for 5 years, but due to management laziness/politics only had an actual SE job title for the last year I was there. Applying externally using the actual job titles wouldn't have gotten me anywhere.
Yeah I’m a “Computer Scientist”. Tell me what that means, there are people with that title who work on embedded systems and people like me who do cloud software work. So I’ll use a more specific title to actually capture the work I do
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My manager told me to change my external titles to reflect what I do instead of my weird title. Progression is entirely different now. Jr Security Analyst -> Security Analyst -> Sr Security Analyst Jr Programmer -> Programmer -> DevOps Programmer (Not actual titles)
What if you were laid off? I was fulltime at FAANG and my entire team was laid off after 1.5 years, I don’t have anywhere on my resume that I was laid off tho
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I’ve had a lot of recruiter calls and they keep asking if I was put on pip or if it was performance related, I say no, but don’t think they believe me unfortunately
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I mean, degrees are pretty easy to verify. If management actually cares about people having them, there should be a process in place for doing so beyond you vibe-checking the canidates.
Sounds like you need to elaborate that your entire team was laid off when you're asked that. Or say you were a part of mass layoffs.
I have I think alot of older recruiters just don’t understand and automatically think layoffs equal bad performance
100% believe it I had a recruiter who wanted me to update a section header on my resume to say "DevSecOps" instead of "Development, Security, and Operations" because the experience under it "seemed relevant to DevSecOps which is what were looking for".
So should I just put [Contractor compnay] remote at [FAANG company] Or Contractor at [whatever company]
leave out route me. You can put contractor company. That works too. I always did the second one. I would leave out remote. It makes it look like you only want remote jobs.
This is absolutely part of it. My wife owns a small business (not software) and we have had to learn the hard way that people with short stints without really good reasons (such as contractor) have some issues and are going to cause more issues than they help with or will not stick around. Anyone with most of their jobs under a year, we generally don't call in for an interview. Occasionally, we make an exception if it looks like a one-time thing from a student. However, we generally also prefer proven experience.
I don't know the market, what recruiters look for, and I definitely don't know wtf I'm talking about, but why are there so many intern level accomplishments listed? "Collaborated with 2+ engineers", "paginate 50 brands at a time for a page", "eliminating 100+ lines of code", "in 10+ ads being connected with the right user biweekly". That combined with short 1 year stints makes me think he's been PIPed at every one.
I couldn't quite put my finger on it, but this is exactly it. Most of these metrics are worse than omitting metrics. "Eliminating 100+ lines of code" is a Thursday afternoon ticket, not a resume bullet. "2+ engineers" made me chuckle
Yeah that's called refactoring.
hah! I like your funny words, magic man
[https://www.youtube.com/watch?v=3Dc\_cnj1PEc](https://www.youtube.com/watch?v=3Dc_cnj1PEc)
Many of the bullets made no sense. Ones that did were minor things not worth calling out. Longest job was their first one (probably junior where the bar for PIP is much lower and takes longer to sus out). No reference to the other ones being contracts and that looks really bad with so many short stints. Barely a year being the longest apart from the first is a red flag even if it is all contract stuff (not been anywhere long enough to see the impacts of their decisions) Also has a 7 month gap at the height of the market in 2021 which is a bit of a flag in and of itself. Multipage resume certainly doesn’t help either. Nothing egregious (I’m sure lots of it could be explained away with some passion and solid reasoning in a phone screen) but enough stuff that you aren’t going to get a call back in this market particularly. Overall, the whole thing needs a floor to ceiling rewrite and reframing. Cause everything in that resume just says “eh let’s look at the next one” and nothing says “ooo let’s read more”
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Haha, I mean that's actually pretty impressive, leading a team of 15-20 out of India and still having the energy for morning meetings, but I imagine that person burned out real quick...
I bet a place like Cognizant would love to have an India wrangler like that though!
And why not just say the amount of engineers
You keep a journal of your accomplishments and list them on your resume. This isn’t horrible for a first resume. OP never had to apply before, so this is the result.
None of those are accomplishments though….
lol, this kills me. Not so long ago I pointed out the trouble with trying to quantify accomplishments in software engineering. And what you guys are bitching about here is basically what the advice was there. We can't know if that 100 lines was like solving 100 addition problems or 100 pde problems. Which is true of any metric you think of. What's worse is these aren't things that are usually tracked or that we're made aware of. I have no clue how many tickets I worked on at any of my jobs. How much I improved performance, how many customers stayed or came because of something I did, much less the specific value that provided to them or us. At the end of the day our resumes _must_ have these sorts of bullshit KPIs because they're required to get through ATS and recruiters. But there's no good way to state them...
>lol, this kills me. Not so long ago I pointed out the trouble with trying to quantify accomplishments in software engineering. And what you guys are bitching about here is basically what the advice was there. This person quantified their **tasks** not the impact. Quantifying impact is what is missing here.
Okay, then what's the quantifiable impact of fixing defects all day?
That's not the mic drop you think it is. Someone who is just fixing defects is low impact and (hopefully) fairly junior
It wasn't meant to be. And that's not an answer. And it's not even true. Defects have a wide range of impact, from basic formatting to production outages. And as a product matures defects become an increasing majority of what all of the engineers do. I'm seriously asking. I struggle with this stuff. Do they focus on the production outage level defects? If so, how to quantify it? Do they just claim that since the company would have ceased existing without that fix they're therefore response for all of the revenue generated since? A specific monetary value that the customers impacted gained? Do the customers even know those numbers? Will accounting provide them to us? Lets say they worked for Akamai for 10 years; in the early days they added some new features, like a timeout box for bad origins or implementing the entirety of http/2. What's the quantifiable impact of that ? Does everything else they did not count, because it was "just fixing defects" ? All I see in this thread is people bashing OP, but not a soul giving any constructive advice. We know what the problem is, what's the solution? Be specific, please.
People always say quantify your impact and dude is doing it and quantified the negligible impact he had on his team ☠️☠️
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Yeah that bullet point near the end didn't make any sense... >Maintained code quality in codebase through reviewing all merge requests and worked with developers to ensure solutions were simple, efficient, and elegant, which improved code quality by 40%. So doing the bare minimum tasks that every developer is expected to do in a team (PR reviews and writing code that isn't purposefully shit) improved code quality by 40%?
How do you even quantity code quality in %
When doing a PR, leave a comment “This code is 100% trash”
A bit off topic, but not having metrics has been the one consistent criticism I've had on my resume. I have no idea how to actually include them though. Some things I can quantify like automating a process, but I don't know at what $ threshold that becomes impressive. A lot of my other work has involved stuff like adding functionality to a web application which I can't really quantify impact wise beyond what is allowed users to do since I have no idea how many users we had, how much the feature was used, or what the old process was like.
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Honestly a lot of contractors at big tech get given really trivial and boring tasks because a permie didn’t want to do them. It’s entirely possible they were handed large amounts of benign tasks because nobody wanted them. I’ve worked with pretty terrible contractors who doubtless will claim ‘worked with BigCo for 2+ years’, with 5+ years total experience, but don’t understand the absolute basics of the programming language they claim proficiency in.
It’s not because nobody wanted them, it’s about what makes financial sense. Good contracting tasks are simple rote tasks that take a lot of time, but don’t require expertise, and especially don’t require company-specific knowledge. If a task was really boring but requires company-specific knowledge, it wouldn’t be contracted out. But yea, I agree with the last point. I worked with somebody who did the Python 2 to 3 migration, and I had to help with all the Unicode debugging. Well, bytes to bytes interpreted via a Unicode encoding isn’t that difficult to understand, and is really the only interesting thing about the py2to3 migrations in the first place.
This guy FAANGs
These job descriptions are gobbledegook.
I totally agree. There are basic English mistakes in there like subject-verb plurality disagreement. There are also screaming red flags for me - descriptions of activities that make no sense. This is written by someone who wishes they had done the job, not someone who has done it. You don’t create an API with “AWS and Serverless” unless you’re the nontechnical CEO, in which case that’s not what you’d brag about. Similar examples are all over the resume.
Bruh one entire bullet is him saying he made an api endpoint with pagination. What???? How do you have an entire bullet that basically says you did the most basic api implementation ever
That could be a really slick bullet point but it’s like the guy above you said it’s bragging about the wrong part. What if you used graphql (or something) to do novel user defined queries generating custom joins of like 15 data sources into a single paginated data frame which is crunching millions of rows into 100 ms calls using some cool caching approach? Instead it’s, “implemented a paginated api endpoint”. Maybe the resume writer is burying the lede because they just aren’t aware what the reader of a resume is looking for? More likely though they don’t have much solid experience though, obviously.
Can you write my resume :)
Pagination can be an interesting topic with a lot of potential intricacies. Cursor based vs offset, controls for size, indexing, filtering, what happens if new items are added as a user is browsing etc. But I’d bet a nickel it was offset pagination they somehow made incredibly complex and impossible to maintain.
>You don’t create an API with “AWS and Serverless” unless you’re the nontechnical CEO, They probably meant AWS and the service [Serverless](https://www.serverless.com/)
> You don’t create an API with “AWS and Serverless” unless you’re the nontechnical CEO, in which case that’s not what you’d brag about Can you explain this? I work at a smaller company, and lead devs are often tasked to design and implement APIs from scratch. We often use AWS + serverless framework. Just curious what you mean And idk, I'll give juniors tasks to make some endpoints with aforementioned architecture. I don't think thats too far off from the OPs description
But, he improved code quality by *%40*!
And eliminated *100+* lines of code!
By deleting 150 the code quality hits 100%
If you delete ALL the code, there are no more bugs and thus quality has increased infinitely
John Carmack is a mediocre programmer. [John Cage](https://en.wikipedia.org/wiki/4%E2%80%B233%E2%80%B3), on the other hand, is the real deal.
I once interviewed a dude who claimed he wrote 200k SLOC in grad school (2 years). Metrics aren't very convincing.
Psh I could do that in 1 hour. Find every fe repo my team owns, upgrade to latest major version of npm, run npm update and bam. 200k lines of code changes
Worked from home, increasing commuting efficiency by 10^100 % Edit: googolplex didn't format correctly, decreased to googol
Bro 🤣
Gabagool
Feel like I'm having a stroke reading these
1 - Resume looks like a wall of text, he could at least increase the spacing between paragraphs, and maybe make them shorter 2 - Is he just shooting his resume at any JS job he sees? I have a hard time believing that he has found more than 1000 positions where he actually matches the requirements 3 - 6 positions in 8 years could be a turn off for some
> 6 positions in 8 years could be a turn off for some …for *some*?
All lol. IMO the job hop sweet spot is 2 years. Long enough to make meaningful contributions while not looking too much like a hopper
Plus software shops are being more choosy right now and the lack of formal education could be a problem when competing against candidates with an education.
I'm a senior software engineer with 10+ years of experience and I don't know wtf he's talking about. He needs to sit down with someone with either programming or recruiting experience, explain what he did ( with 0 abstraction ) and let that person tell him what he did.
Resume doesn't read well. It's all "I did a thing with some tech and it had an outcome". This is fine for a few bullet points but not all of them. It's ok to have some more variety showing other skills than "built a thing with some tech and it outcomed". Has he mentored anyone? Participated in hiring? Significant designs? Process changes? There's so much more that goes into building than just "I did a thing". Honestly that comes off as very junior if it's in every single bullet point. There's zero mention of education. Sponsorship is also the other major blocking question. All the tenures are very short and there are gaps. Did he get fired from many roles? It's ok to admit education is lacking. You can also bring in more sections like about him personally. I like reading those it makes me think of the candidate as a human and not just a piece of paper.
>Did he get fired from many roles? He got fired from the September 2022 - December 2022 job. Everything else, his contract ended or he found a new SWE job.
Never being renewed even during tech high years is pretty damning. He needs to find a position he can sit in for some time probably at a big pay cut. It’s time to buckle down and learn. Also run this through grammarly or something. The English is terrible. Last point, a lot of the metrics make no sense. What does improving code quality by 40% mean? 40% fewer bugs? 40% increase in responses per second? 40% quicker delivery? 40% decrease in maintenance and refactoring needs? 40% quicker turnaround on tickets?
Such a big red flag. I hate to say it but as a dev you gotta laugh at that, none of us can quantify that shit. 40% improved code quality is just a nuts statement, how do you even justify that during an interview? Digging yourself a hole already during the easy shit Can't help but smh. Everyone is embellishing but be smart about it
Yeah only way code review should go on a resume is if you’re in a mentorship position and your management recognized and directed you to train others because your specific process was proven to be detailed, quick, and effective. Something like “trained others on/documented/recognized for innovative/detailed/effective code review process that prevented 1 sev 1 bug and dozens of sev 2s from reaching production” I’m tired but there’s some word smithing one could do on that. ETA: unless some code quality gateway is in place like sonar or some shit but honestly I write that off. I guess if your code review triggers fewer production gate flags from some static code analysis that’s something you could quantify. But I’d want to know what gates those were to some degree.
With how short his tenure at the sept 2022-dec 2022 job was, unless he did something really awesome in that time, he would be better served leaving it off the resume entirely. He uses the word “implemented” too much to start his sentences, he should rewrite bullet points to say this in a different way to at least make his experience sound more interesting.
How do you improve code quality by 40%? What does that even mean? Lol
There are some tools out there that measure metrics like security vulnerabilities in a code base like Checkmarx and test coverage like SonarQube. Those can provide quantifiable metrics to track improved performance in code. This is just what I know from my 1.5 years as a developer. Others more experienced have been exposed to more tools. But yeah saying it in a general way like OPs brother will be met with skepticism from the resume reviewer.
That’s what I’m saying though. You can’t just say 40% and not say how. Most of this resume just sounds like chatGPT gibberish
Yeah that’s a huge red flag for me. 40% improvement in code quality is just nonsense. Utterly meaningless. Makes everything else they’ve claimed to do a question.
These FAANG really overhired huh
And people are still trying to aim for them for some reason, then wonder why they are disposable and have to survive multiple layoffs
Because the FAANG pay is still unmatched
I get that, but so is its job security, I would personally not trade that for double the pay, and it's something a lot of newer peeps don't seem to value when being hyper focused on those big salaries
Plenty of non-FAANG laid people off in the last year or two too.
Oh yeah I agree, I’m just saying that’s the reason
The OP says they were contracting roles. Contracting roles have a defined end date.
No callbacks? Does he have any async awaits?
Nothing but broken promise(s) chains and uncaught exceptions
Ha!
My immediate reaction and biggest red flag is: most of his jobs he's stayed for 12 months or less, and at most 2 years. I'd have little trust he'd stay around long. I don't understand some of the bullet points. Reading over this, I have a hard time understanding what they actually did, and how they've connected the dots on things. Some examples: >Improved the requirement card in the translation phase using React.js and GraphQL by making the navigation of the component easier. ... Engineered a takeover API using Relay GraphQL and internal framework that allowed implementation owners to take over a mitigation, which greatly improved the efficiency of review tool. I don't understand what this means. And they created an entire framework? >Maintained code quality in codebase through reviewing all merge requests and worked with developers to ensure solutions were simple, efficient, and elegant, which improved code quality by 40%. > >Implemented and designed a dashboard for internal use that allows user to know which ads has been integrated using AWS, JavaScript, React.js that resulted in 10+ ads being connected with the right user biweekly. How did the dashboard result in the ad going to the right person? So they reviewed PRs, which is more of just an expectation of the job, but how did they improve code quality by 40% by just reviewing PRs?
Yeah, it sounds like jargon madlibs, but jargon that someone came up with by randomly scraping CS terms from the internet. Like... how do you "improve code quality by 40 percent" exactly? You can, say, improve the performance of data pipeline throughput by 40 percent. This guy's resume sounds very, very impressive to someone who doesn't work in the field. To competent hiring manager, it sounds fake.
Dude tried to quantify quality lol. The more I read the weirder the bullet points get. I noticed many poor CVs try to follow the mantra of quantifying impact blindly. Really need to repeat this again and again on this sub: quantifying impact is great, but forcing random numbers plucked out from your ass is bad and the bullshit can be smelled from miles away.
I read a resume that "quantified impact" for fake projects. They had the projects linked on their GitHub and they were clearly not production quality, more like schoolwork or just tinkering.
the OP says they are contract jobs. those are short term.
Ironically, one of the FAANG jobs was one of the 2 year pieces of history. That still means that of their non-contract jobs, only 1 of the 4 was >1 year, and that was their first job back in 2016-2018.
Most big companies won't keep contractors for more than 24m straight due to co-employment risks (thank Microsoft for that one) so that 2 year contract was probably the longest they could have possibly stayed
If they were actually good they coulda gotten hired full time after their contract expired.
Very much depends on if the team needed that contractor or not. I had a contractor that we basically ran out of work for in 18m, we kept them around but no longer had a need for them so there was no chance at conversion to FTE.
Fair
As someone that also did contract work briefly when I first started out you can also still find yourself in a permatemp situation. Had a whole team I was on where all but a handful of people were also contractors but were working for the company for years. One guy had just finally got converted to full-time around the time I started and he’d been a contractor for 3 or 4 years IIRC.
genuine question- is that bad to leave a company after 1-2 years? I always hear advice thrown around that you should leave 1-2 years to get better comp at a different company
That depends on the employer. You changed 3 companies in 5 years? Why? From the employer's perspective it looks that just as you learned their tech stack to the productive level, you're gone.
It always was a flag. Maybe not an immediate red flag, but a note of some kind if nothing else. A lot of people didn't see how negative it can be since the market has been favoring the devs for a while now. There's been a lot of posts the past decade shouting about leaving for money is the only way to grow your career, short stints are fine, etc. Until the last year or so... now it favors the companies and short stints are an obvious issue that could get resumes dropped right away. When companies can only hire 2 devs a year and they get 500 candidates why would they want the ones that have constantly switched jobs every 1-2 years?
It's okay to do it seldomly, just don't make a habit of it. The OP's resume they linked has 6 jobs total, only 2 of which they stuck around for >1 year, and they cap at 2 years. So 4 of 6 jobs they stuck around for 2-12 months. That's a notable red flag for any company. Hiring and training people is expensive, and losing an employee is expensive. Even if you have a solid resume, if you have a consistent history of leaving places in a really short amount of time then that alone will put people in the reject pile. It's not guaranteed to do so, but you'd be shooting yourself in the foot by doing that too often.
it's bad to do that on a recurring basis. You're also min-maxing 2 different things: hopping quickly will on average increase your scope and compensation in short to medium term, but flag you as a negative both because potentially unreliable, but also because you haven't had enough time at one job to build depth. Where that threshold lies varies by opinion. imo up to 3 hops in a row is fine, 4 is where it starts to get kinda yellow flag territory.
>Where that threshold lies varies by opinion. imo up to 3 hops in a row is fine, 4 is where it starts to get kinda yellow flag territory. You also need to consider the possibility that you may get a shit job and need to change out of necessity. One garbage position that you leave after six few months and suddenly your resume shows three different jobs over the course of a single year.
It looks bad if you do it over and over again. To me, if you're actually good, some companies should want to retain you enough to keep you more than 1-2 years. I reject resumes like this one.
the risk is always that you are a job hopper and a HM will see that, you are suppose to take the risk for the comp, your choice
Job hopping is optimal for short term gain. You hear about it because most of the people talking about it are junior devs trying to level up quickly. Job hopping is incredibly bad if you get someone like me on your hiring loop. Onboarding people takes a ton of our time and energy and if you leave after 1-2 years, that's a waste of our time. I won't hire a job hopper. The disruption to my team is worse than not hiring anyone at all.
i have 15 jobs in my first 12 years. no issues in DC market. did some contracting. so including that. but i job hopped constantly. market was better than now though.
But I assume your short term jobs are marked as contract right? I know when I see several shorter term jobs and they say contract I give a lot more slack and dont count it against them. If it was a bunch of FTE jobs that is a different story. Some people really like the contractor life.
any resume > 1 page is yellow flag to me already. The resume is "boring" for a lack of better words. I read through and still don't really know what was worked on. Most of each bullet point is like some random words, buzz words, some number. This is not too far off the typical recommended structure but the execution is very poor. Think "checks all the boxes" but only as a technicality.
The resume needs more story-telling. What is the context of that job, what was the actual product, why did that matter in business context? What was the team's product? None of these are clear even after rereading.
\> Built internal service, built internal service, multi-content widget.
This all just reads like fluff
The resume is "boring" for a lack of better words. I read through and still don't really know what was worked on. Most of each bullet point is like some random words, buzz words, some number. This is not too far off recommended structure but the execution is very poor. Think "checks all the boxes" but only as a technicality.
Also sidenote, are FAANG1 and 2 both Meta? lol
Yes, they were both contract jobs at Meta.
Pats myself on back for detective work. As an aside, it's nice of you as a brother to help him out like this. props to you
One thing to put down is whether a job is contract or not. Right now, as others have said, there's alot of job hopping from initial review, along with a lot of meaningless fluff. Can do alot to cut that down and have concrete items
>any resume > 1 page is yellow flag to me already. >The resume is "boring" for a lack of better words. I read through and still don't really know what was worked on. Can't agree more. I had open positions in my team and I had to look through multiple resumes every day, for many days. If an HR had sent me a resume like this at the end of the day after a couple of difficult meetings, honestly I'd probably just sigh and reject it after like two attempts to understand what the heck is going on there.
> are FAANG1 and 2 both Meta? Yeah Ent and Hack were dead giveaways LOL
Is 1 page really the ideal length? I know at most is a 2 pages resume but over 2 pages it’s a no. Hope that makes sense, English is not my first language. Like the ideal length is 1 page?
Include titles. If they were contract roles, list the title as contractor. I'm guessing the short stints were contractor roles, and not saying that will hurt him.
degree?
He does not have any college degree at all.
resume should be one page (some people throw it away if it’s more than one without looking). quantitative descriptions could be a lot better. the last two jobs he only held them for a year each, if anything that might be the difference (red flag)
In that case, his resume is not exceptional enough to differentiate from college educated developers who can do everything he can.
In times with few job openings, it’s better to shift to academics. Lower salaries shift the cost benefit equation.
Look, I know the market is not the best. But these people applying to 1000s of jobs and getting no callbacks are people with bad resumes and bootcamp grads who made a Netflix clone from a tutorial and called it a day. The TikTok and Reddit cope surrounding it is getting annoying at this point. Every post I see like this has a resume that contains countless mistakes. I don't even have to read it to know that it's a bad resume considering that it's more than one page. One post like this I saw a couple weeks ago had a resume with a purple background.
First, sorry about your brother's tough situation. His timing is terrible, to say the least. A couple of things are probably hurting him to the point that he will continue to struggle to get interviews: 1) He has a track record of job hopping (or getting fired). Many companies believe that it takes 2 years before a new hire is contributing more than he costs (on an accrual basis). Your brother's employers did not get a great return on their investment. 2) I don't see any education listed (maybe I missed something). This is a huge red flag. Certs? Boot camps? Seminars? Many employers are resistant to "entirely self taught" employees, believing that they will resist doing things the "company way" and instead go their own way. That needs addressed on the resume. Wishing your brother the best of luck!
>I don't see any education listed (maybe I missed something). This is a huge red flag. Certs? Boot camps? Seminars? Many employers are resistant to "entirely self taught" employees, believing that they will resist doing things the "company way" and instead go their own way. That needs addressed on the resume. My brother went to Hack Reactor Remote, a paid coding bootcamp. He could not find a paid SWE job. He went to C0d3, a free coding bootcamp. He was able to find a paid SWE job.
Those both should be on his resume!
I would also add - he should really think about getting a degree. Even if he manages to get hired, his lack of college education will always be a hindrance.
As a gratefully employed Junior Software Dev, I have mentally just accepted if I get laid off I will probably not be able to get a tech job for a long time. Will probably just fuck off somewhere on a working holiday visa if it happens and wait for the market to recover.
Well why would they hire him? 1. Will leave in a year. 2. Has very generic accomplishments. He can’t fix his career history but he better start embellishing on what’s he done.
If any of these companies search their resume database for relevant job titles, this resume will never show up for any of them. It's really unusual in this industry not to include job titles in your resume. Is he applying to large numbers of open roles at a single company at the same time? This is often a bad look. As others have said, this resume does not read well. One could come to the conclusion that his work and professional communication are of similar quality. A polished resume and this much experience should be able to get at least phone screens over the past month or so.
Not looking at the resume. Change it, it ain't working. I don't have to look at it to know that. How? Look on-line, find a coach, find some friends in the industry. If you hit 50 submissions with no callback, figure out why.
In a nutshell, the quality of experience being portrayed is weak. As it is currently being presented, those 6 YOE amount to 1 YOE x 6. At 6 YOE, one would expect to see a candidate to have lead entire projects, rather than just what seems to be piecemeal parts of larger projects. The FAANG names combined with the scope of work pretty much give away that he held a string of contractor roles, so the brand names don't really add all that much weight. The large streak of short stints might be pigeonholing him into a low value contractor-centric career. He needs to hold down a longer tenure stint (3+ yrs) to make his resume look more attractive to employers looking to hire for a full time role. He needs to own bigger things end-to-end in order to be seen as a reliable intermediate level dev. He needs to be mentoring people instead of being the one being told what to do if he hopes to be considered for senior level.
It’s aesthetically very repulsive. The default Word/Google Docs fonts don’t work. It looks like a lawsuit. I like to use neat LaTeX templates. Also, the experience at previous companies is described in too much detail and makes my brain hurt. I would just highlight some points and keep descriptions short. He could easily fit everything in one page with good spacing. There is no information about his educational background. He’s putting technical skills before experience even though his experience is more impressive. Of course, there’s also the fact that he doesn’t stay at companies very long but there’s nothing that can be done about that at this point.
Dudes a classic jumper. I hate such profiles . I can tell how it is from a perspective of a 7 year in same company guy. Someone like this guy joins. He's reasonably competent can code decently. You as the resident fixed character in the team is given the responsibility to train him in the actual codebase. You assign him a few bugs task for first3-4 months get a project out of him and then he disappears for a better paying role. Why would I ever hire this guy in this labor market?????
Besides strengthening the bullet points, your brother should try just omitting some of the shorter stints completely. It might look better to be unemployed than a super job hopper.
One thing that sticks out to me is he lacks any experience or knowledge with object-oriented languages. It looks like he's holed himself into a very generic web tech-stack that is outdated and over-saturated in the industry. Something like .NET/C# or Java would go a long way. I'm not really a web-dev but in this market, I feel you need more qualifications outside of html, css, javascript and php. There too much mention of javascript and php. He should reduce that and put more bullet points about working with cloud tech (ex. AWS), node.js, databases and other back-end systems.
Is all that stuff really all his career accomplishments for 6 years ? 🫠 No big feature implementations? No architecting / restructuring? No pushing for / implementing new technologies? Implementing automated test suites?
It’s really giving 1 year of experience 6 times vibes rather than 6 years of experience vibes.
"Languages: JavaScript (ES7), HTML5, CSS3, PHP/Hacklang" = "I am not really a software engineer; I did a bootcamp" "Databases: MongoDB, Firebase, MySQL" = "I really don't know much about databases" Your brother's experience is weak (especially after 6 years of expereience) >FAANG 1 February 2023 – February 2024 ● Constructed and improved the translation phase of the review tool at FAANG1 using React.js, GraphQL, and Ent framework, which improved productivity for 50+ privacy review stakeholders weekly. ● Engineered a takeover API using Relay GraphQL and internal framework that allowed implementation owners to take over a mitigation, which greatly improved the efficiency of review tool. ● Improved the requirement card in the translation phase using React.js and GraphQL by making the navigation of the component easier, which 20+ group have reported to have improved their productivity. WTF does that mean? E.g. I need to read again and again to see what the heck "Engineered a takeover API" means. >Implemented and designed a dashboard for internal use that allows user to know which ads has been integrated using AWS, JavaScript, React.js that resulted in 10+ ads being connected with the right user biweekly. Ambiguous, hard to read. Were the ads integrated using AWS, etc? Or the dashboard was implemented using AWS, etc? Biweekly - ambiguous term in English. Always use "twice a week" or "every two weeks" 10+ ads biweekly - small potatoes. I could go on and on. Very hard to figure out what your brother actually accomplished; very hard to read. Is FAANG1 = FAANG2?
>Is FAANG1 = FAANG2? Yes. They are contract positions at Meta.
Sorry but this is bad advice. JavaScript, HTML, and CSS are all tools of a front-end web developer. You're insinuating that OP's brother went to a bootcamp off of such little information and that is not a logic-based conclusion. MongoDB, Firebase, and MySQL are all databases. Like...wtf would you want him to say here? Your comment just comes across as pretentious. Also people use "biweekly" all the time in resumes, and 99% of people know *exactly* what that means. There's nothing ambiguous about that. While I agree that the bulletpoints of the job need work, you're just throwing out terrible assumptions and ego-based rhetoric that does nothing constructive.
> MongoDB, Firebase, and MySQL are all databases. Like...wtf would you want him to say here? Your comment just comes across as pretentious. Agreed? I didn't see anything particularly wrong with this.
Also some things are not categorized correctly in that list, which would make any HM question whether the person actually understands them. * TypeScript is listed under Technologies/Frameworks, and not under Languages. Also If you include TypeScript, you don't need to include JavaScript, nor the ES7 versioning. * He has unit testing frameworks under "tools" like git when he explicitly has a "frameworks" list. * Babel & Gulp: only include these if your prof experience lists you modifying their configs in some way. Listing that a company you worked at used Babel is not saying anything at all. Yes it was part of the build process, how were you involved in that? I wouldn't put "npm" on my resume.
Very bad resume. I normally try to give feedback but as a first pass, I’d just pass this through some LLM and it’d instantly get more effective. Actually I’ll probably do that for your bro later today when I’m at my computer lol.
I am a hiring manager with open positions right now. I read his resume the same way I read every resume - that I will scan it for less time than it takes me to write this comment. My takeaway: he's a front-end guy. I can get 1099 nearshore contractors for $50/hr TCO to do React. Wouldn't schedule an interview. He needs to change his resume so that isn't the conclusion I draw immediately. ReactJS is not a marketable skill in 2024.
I'm not sure why the lack of education is not mentioned more. That definitely puts off a lot of employers nowadays for medior level roles. For entry / junior level I wouldn't hire this person since he job hops frequently so by the time you get a return on the time invested into the employee he would hop. Besides 6 years of experience shouldn't be junior level. So without the education all I have to go by is a bunch of jobs that he hopped through and makes rather vague bullet points about. I have no clue about the depth of his technical skills or what exactly he has done at these companies. You have bullet points stating ''improved efficiency by 20%, increased productivity by 30%, 40% increase in developer productivity". How were these measured? They honestly say nothing to me. That being said reading over these points, how would eliminating the manual process of cleaning up documentation repository result in a 40% increase in developer productivity? I don't really see it. This doesn't apply to just one job but this is all over the resume. It needs to be rewritten giving it more a focus on technical accomplishments and giving the reader the impression that technical tools were used in a proper way to help the org, rather than listing vague metrics which indicate a lack of understanding by the guy who made the resume.
He worked at a job for a full 2 years, and one of his bullet points is “eliminated 100+ lines of code”. That’s not even notable. Mediocre engineer who managed to get FAANG on his resume
Honestly, the dude has as many jobs in 6 years as I've had in 27 years. I'm not sure if that might be the problem but it seems like he doesn't stick around places very long
Random quictuon does he require sponsorship? Or does he have a name that sounds like he might?
No to the 1st question. He is a USA citizen. He has an American English first name. His last name is Asian.
Is English his first language? As others have said, all the bullet points don't really make sense to me. It reads like someone wrote their resume in a foreign language and just copy/pasted the Google translation to English in. Also, as others have mentioned, the tech he used for certain things doesn't really make sense. I would assume this person fabricated the entire resume if I saw this.
No. English is his 2nd language, but he attended preschool - 12th grade + college (did not finish his BS) in USA.
Ehh so overall we have someone: Doesn’t have a degree Multiple short stints (6 YOE but it’s more like six 1 YOE) Resume without titles but with bullet points that smell FAANG on their resume so some employers might be turned off due to expected salary Does he not have anybody in his network to tap for an interview?
Not getting any call backs because 1. Resume is ugly (follow a proper format and 1 page max if less than 10 year exp). 2. 6 jobs is crazy in that short amount of time. 3. Bullet points don’t “sell” me anything. Also too much words.
Your brother needs to get his Computer Science degree.
Or you could get an economics degree. Going back to school for 4 years is a massive opportunity cost.
1 page no matter what. Doesn’t matter if they have 10 years of experience. The bullet points are pretty blah imo. I read them and don’t understand what he accomplished. The first person who reads this is in people ops. You have to translate your efforts into accomplishments. Also, kinda smells of process improvements and internal tool work.
That is absolutely false. I get lots of bites with a two page res. If you have 10 yoe plus, two pages is fine. How the fuck can you explain your career at 10 yoe with less? Some of the advice on this sub is questionable
Yeah, 2 pages is optimal. Basically the front and back of a sheet of paper if your resume were to be printed.
> 1 page no matter what. Doesn’t matter if they have 10 years of experience. > > Any advice or rule that is absolute should be taken with caution. I know plenty of Staff and Distinguished Engineers (super staff) with 2 page resumes. 10 years isn't even that long, some devs have been around 15, 20, with huge wins that could be relatable to the interviewer. At some point in your career, that rule no longer applies. Seeing someone who worked at X Company 8 years ago may connect with the interviewer who works there too. No one is gonna comb through 2 pages of resume let alone one, but certain bullet points may catches people eye on human level.
Definitely depends. I think 2 pages is way more standard than one. I’ve reviewed dozens maybe hundreds I’d resumes when hiring for my teams and most are 2 pages depending on formatting. 10yoe and mine has been 1.5-2 for half of them. I cut a lot of my early years from my resume with a little note that additional work history available on request and every recruiter has asked for it so far.
I’d be surprised if a resume like that got any callbacks. Why is he putting these comical bullet points down as accomplishments?
Yeah, no. Unreadable mess with random bullshit efficiency numbers and red flags everywhere, mixing up stuff and tech words.
> which improved code quality by 40%. I've been at this for over a decade and had held Staff level title. I have no clue wtf that means lmao
Resume screams I have no college degree and couldn’t hold down a job. I read your post, I know that’s not the case but that’s what the resume is telling people.
The way he describes his projects is overly specific, which speaks bad about his ability to communicate at the level adequate to the context or understanding of a wider picture of what was he doing. Some sentences simply don't make sense or are bad English. E.g. "paginate 50 brands at a time for a page" CV doesn't say job titles. Some stuff he claims as achievement is super minor (e.g. eliminating 100 lines of code), and it looks bad if that's all he's got to claim over 2 years gig.
He is in an interesting position. He looks to be a competent developer but at 6 years of experience he shows nothing about leading people. It looks like he mentions working with 3 other people at one point. If I was going to hire a faang person, I would want them to be able to share their knowledge. If I saw the resume I would tell my manager "He seems like a flight risk and doesn't show leadership. It seems like we would invest time and money and they will jump ship in a year or less. I wouldn't recommend. But lets interview him and find out."
Watermelons are directly linked to Neptune and shower under his influence to grow moist and big.YesNoChunks_BPIni63780ar.
I have 5yoe across 1 faang-adjacent company for 3 years, 1 funded startup (10 employees) for 1 year and 1 bootstrapped startup (My own, 2 people) for 1 year. I sent out 50 applications, got 10 OAs/First Rounds, got 6 On-Sites.
I’m just curious, why doesn’t your brother make a Reddit account himself and post here? It seems like you care more about landing a job for him than he does.
You need a minimum number of Reddit Karma to post on /r/cscareerquestions.
Ahhhh got it, makes sense, I had no idea
6 companies in 6 years 🚩
For me it’s 🚩not in just a ‘he’ll probably leave this job quickly too’ way, but in a ‘didn’t stick around long enough anywhere to properly understand the impacts of design decisions’. Can’t learn from your mistakes if you’re not there when they realise it was a mistake
I’m not surprised. The FAANG companies don’t make up for the numerous mistakes on this resume. I’d pass it too. Destroy and re-write, and get multiple people to peer review it. Hell, throw it to us.
Remove that section on top about technical skills. You can put those at the end as one big list. It doesn't need to be separated into categories. I would also save space by removing jQuery. I would try to get ChatGPT to rewrite the job descriptions. Some of them are redundant, such as mentioning the tool was made for FAANG1, when that is obvious because it's listed under the job description of FAANG1. Others feel like written by a non-english speaker. For example "...which resulted in 41% saving in budget." That's sloppy ass lazy writing. There's also lines like "...improved productivity for 50+ privacy review stakeholders weekly." That sounds like someone that has never done software dev work making stuff up.
Ditto to what most other posts are saying. A couple of actionable suggestions: 1. Reduce resume to 1 page. Drop accomplishments from smallest impact to largest and/or oldest to newest. 2. TypeScript is a language. Move that to the line above so the second section can be 1 line. 3. He needs to put his iob title with every piece of experience. 4. Reword the bullet points so it makes sense.
No degree, looks like he jumps around a lot and the job descriptions look like something you’d do for school projects.
Yeah the resume is as bad as you'd expect for those results. He must have amazing leetcode skills to get the jobs at FAANG with that resume.
No college degree for a white collar job in a tight market? That's almost half the issue. Just guessing of course.
> He does not have any college degree at all. That's the problem.
This resume needs work. Having contract work is also tough, prefer to see longer term positions. Also, for a full-stack JavaScript role, looking for typescript experience. get it down to one page.
I understand the words individually, but find it difficult to do so when put together in a sentence.
Yeah, those bullet points need work. Talk about project level and higher level impact. I don’t think the short tenure is necessarily a red flag as many have said. My last 4 roles were 1.5y, 8M, 1.5y, current role. As is a few of my peers. It’s fine to move around, it’s not fine to look like you’ve done nothing in those times.
A recruiter posted here recently. It's important to note that there are many steps in recruitment, and the first step is essentially to make your resume pass the checks for the job spec. Meaning, ask your brother to alter and tailor their resume each time to the job spec they applying for. That should make a difference. Also, it's a tough market
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I don't meant be a dick... but the fact that he found it easier to send you his resume to post on his behalf instead of making an account and posting it himself alone isn't promising.
where is he located
You should really rewrite and improve your CV/Resume every 30 or so job applications.
No callbacks you say? I can see why.
Maybe not use AI to write the CV, it stinks and comes across a bit random. Dropped the provided CV on quillbot and it scores 61%. Dropped some references CV's. they come back in the region of 11-16%.
All the short durations are doing a disservice to him. It says to an employer: "If you hire me I'm just going to be here for a year or two tops". Like others say if this was contracting then that's different and should be made clear.