Marc-Andy Noel Jeune

Anthropic just dropped Claude Sonnet 4.6, and it’s officially time to rethink your AI strategy. For a long time, the rule of thumb was: "Sonnet for speed, Opus for the heavy lifting." That line just got incredibly blurry. Sonnet 4.6 isn't just an incremental update; it’s a full-scale upgrade that rivals the flagship Opus 4.6 while staying at the Sonnet price point. We are moving away from AI as a "copy-paste" assistant and into the era of Autonomous Workflows. Whether you are building complex agents or just trying to ship code faster, Sonnet 4.6 is the new gold standard for what a "mid-tier" model can do

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10 key skills companies look for when hiring software engineers, pay attention to the following skills #2, #7, & #8 to truly stand out! With my experience hiring software engineers for FAANG companies, I have noticed these are the top skills that make candidates stand out. Here is what companies prioritize in their hiring process: 1. Problem-solving skills: Can you break down complex challenges and find efficient solutions? 2. Strong fundamentals: A solid grasp of data structures, algorithms, system design, and architecture. 3. Technical expertise: Proficiency in programming languages (Python, Java, C++, etc.) and relevant frameworks. 4. Scalability & performance focus: Ability to design systems that can handle high traffic and optimize performance. 5. Product mindset: Engineers who understand business needs and build with end-users in mind. 6. Collaboration & communication: Working well with cross-functional teams, sharing ideas, and explaining solutions clearly. 7. Adaptability & continuous learning: Ability to learn new technologies, pivot when needed, and stay updated on industry trends. 8. Hands-on experience: Real-world project experience, open-source contributions, AI tools for efficiency or strong GitHub and portfolio presence. 9. Attention to detail: Writing clean, maintainable, and scalable code while ensuring system reliability. 10. Initiative & ownership: Engineers who take charge, drive projects, and don’t wait to be told what to do. Companies don’t just look for people who can write code, they seek engineers who can think, build, and innovate. The bottom line? If your fundamentals are solid, you will be a highly sought-after candidate for any role. Am I missing anything? Would you add anything to this list? 👉 DM me for any mentorship program to successfully land your dream tech role. Everyone Who Codes (EWC) has a simple mission: helping engineers get hired! 💼 Follow Lakshmi Marikumar for tech career & job search insights. Subscribe to our free newsletter on Substack: https://lnkd.in/gN83YA4H #FAANG #tier2 #tier3 #mockinterview #techinterviewprep #FAANGMentors #mentorship #softwareengineer #softwaredeveloper #jobsearch #joboffer #hiring #careercoach #machinelearning #AI #systemdesign #roadmap #careerguidance #DSA #ML  

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I ran a candidate sourcing test using OpenAI’s Agent Mode and… yeah, this changes everything... The prompt? "Find 10 senior full-stack engineers based in SF while I’m at the gym." -- Python, Flask, React, TypeScript, Postgres, GCP shown in experience/projects -- 5–10 yrs full-stack experience min. -- GitHub activity scored via custom relevance/sentiment index -- LinkedIn-verified req. -- Bonus and ranked +1s: Robotics, CV/ML, AgTech, top-tier schools 32 minutes later: 10 qualified profiles. No scraping. No noise. All signal. This started as an experiment after a convo with Aakash, backing Orchard Robotics @ VU Venture Partners... but it got me thinking deeper. What if the backend of recruiting was an API layer? Think, Unified.to meets sourcing. MCP wrapped endpoints for all available data ... comp benchmarks, candidate sourcing, even client discovery. This sprint was just the beginning... But if you're hiring engineers who ship fast, solo, and in public this might help.

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Software Engineers - Why are so many CS degrees with 4+ years of experience failing technical interviews that use leetcode? A very strange trend I'm seeing LMK

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🚀 We’re partnering with top software engineers in New York’s early-stage startup scene. Talent is moving fast, but our clients are listening and adapting as engineers face real challenges: Interview fatigue is real. Engineers are burned out from marathon processes, long take-homes, and ghosting feedback. “We don’t get to see the product”. Companies aren’t demoing or explaining the product early on, and it’s a big turn-off. The best candidates want to believe in what they’re building. Show, don’t just tell. Tech rounds are moving up. More companies are front-loading the technical interviews to avoid time wasted later, and it’s working for both sides. Remote is shrinking. We’re seeing a definite tilt back toward onsite or hybrid. Not everyone loves it, but the shift is happening. It’s less about a coding language, more about product. Hiring managers are becoming less rigid about specific stacks, and more focused on alignment with product vision, user impact, and client collaboration. 📩 Reach out for more insights: george.wilson@stottandmay.com #Hiring #SoftwareEngineering #TechRecruiting

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𝐖𝐡𝐚𝐭 𝐈 𝐋𝐞𝐚𝐫𝐧𝐞𝐝 𝐑𝐞𝐯𝐢𝐞𝐰𝐢𝐧𝐠 1000+ 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐞𝐫 𝐀𝐩𝐩𝐥𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬 A year ago, I reviewed over 1,000 developer applications for three open roles. The requirements were simple but strict: ✅ US citizenship ✅ 3+ years on a niche platform or a specific certification in lieu of experience That certification wasn’t free — it cost $200 — but it had a free prerequisite cert that took just 6–12 hours to complete. Not a single applicant met both criteria. 𝐖𝐡𝐚𝐭 𝐈 𝐃𝐢𝐝 𝐍𝐞𝐱𝐭 I had a feeling 2025 would be a rough year for tech hiring, so I took the time to: Review every resume manually. Identify promising candidates for future roles not just this obscure platform. Schedule rejection emails for 1pm — because empathy costs nothing, and I didn’t want to ruin anyone’s night or morning. 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠 𝐚 𝐏𝐚𝐭𝐡 𝐅𝐨𝐫𝐰𝐚𝐫𝐝 For candidates with translatable experience, I went beyond the standard rejection template. I told them: “It’s a 'no' for now — but if you complete the free cert, I’ll advance you to a cultural interview which if pass would lead to a contingent offer. Contingency would be on passing the paid cert, which we will pay for either providing you up to two test vouchers or sponsor a week-long bootcamp.” Pure upside. Zero cost. Just time. But it wasn’t 2025 yet — people didn’t know the job market was about to tighten. Only two candidates took me up on the offer. Both now have great jobs. 𝐖𝐡𝐞𝐧 𝐊𝐢𝐧𝐝𝐧𝐞𝐬𝐬 𝐁𝐚𝐜𝐤𝐟𝐢𝐫𝐞𝐬 One candidate escalated to the CEO, calling my outreach “unwanted.” I shared the screenshot of my encouragement and pathway to advancement. The CEO preferred I stick to templates and move faster. I get it. But I’m a developer advocate at heart. I broke in the hard way — and I believe in paying it forward. I also wasn't billing my time on my personalized attempts at bridging candidates. 𝐋𝐞𝐬𝐬𝐨𝐧𝐬 𝐋𝐞𝐚𝐫𝐧𝐞𝐝 I shifted that feedback left — into the job description. If candidates missed it while bulk applying, they missed out. To job seekers: Silence or generic rejections aren’t personal. Feedback is legally risky, time-intensive, and not everyone wants it. #𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐞𝐫𝐋𝐢𝐟𝐞 #𝐇𝐢𝐫𝐢𝐧𝐠 #𝐓𝐞𝐜𝐡𝐂𝐚𝐫𝐞𝐞𝐫𝐬 #𝐄𝐦𝐩𝐚𝐭𝐡𝐲𝐈𝐧𝐓𝐞𝐜𝐡

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