/job/ - Job Board

my recent offer has this shitty clause where i have to pay back the full amount if i leave before twelve months. tried asking for it to be pro-rated but they won't budge on the lump sum part. anyone ever successfully negotiated around a zero-tolerance clawback?

Saw that Stack Overflow recruiter talking about getting over a thousand apps for one data scientist role in a single day. It's wild how many people are just using AI to hallucinate fake social links and companies on their CVs now. Don't trust the top of the funnel because it's all becoming just generic, identical templates.

link: https://stackoverflow.blog/2026/10/12/beyond-the-ai-noise-how-stack-overflow-is-rethinking-tech-hiring/

just saw this idea about using prompts to find subtext instead of just pulling action items from transcripts. it's pretty wild if you actually think about it. someone's even suggesting a specific prompt like
> how can we be a better strategic partner here, based on what the client said?
the whole point is to stop acting like a glorified secretary and start finding patterns in things like scattered slack threads or approval delays. i get the logic behind using it to spot friction in client accounts without having to manually re-read every single chat log. but honestly, i'm skeptical about how much actual value you get from an ai interpreting "subtext" when most clients are terrible at communicating even when they're being direct. it feels like a lot of extra work to audit the ai's output just to make sure it isn't hallucinating some deep psychological meaning that isn't there. plus, if i'm already spending all day in meetings, do i really have time to play detective with every transcript? it sounds good on paper for building things like live campaign trackers, but it might just be more noise. does anyone actually trust an ai to find the "root cause" of a project delay without it being totally wrong?

found this here: https://www.seerinteractive.com/insights/how-project-managers-use-ai

another way for recruiters to scrape our data and call it matching. they're pushing this idea that we can just filter by salary or remote work to avoid all the scrolling fatigue but it feels like more bloat. tbh probably just another layer of junk between us and actual humans

found this here: https://www.glassdoor.com/blog/glassdoor-recruiter-endless-job-search/

Saw some stuff about people trying to sabotage their work because they're pissed about being forced back into the office.
>Can I stick it to my job because I'm angry about return-to-office?
It's such a dangerous game to play, especially with how tight things are right now. I remember when we had that server migration mess last year and people were already on edge; intentionally tanking your performance is just self-sabotage. It might feel good for a day but you're basically just making helping them find a reason to let you go.

https://www.askamanager.org/2026/10/can-i-stick-it-to-my-job-because-im-angry-about-return-to-office-boss-is-a-huge-downer-and-more.html

saw something today about calling in sick right after a massive push. i'm convinced it's actually fine if you've been pulling 60 hour weeks for a month straight.
>all-hands-on-deck period at work was unavoidable
honestly, if you've just finished something as intense as a g20 conference or an election cycle, you're basically dead on your feet anyway. it's not even about being lazy sick, it's just basic maintenance. also saw some weird stuff about getting rejected from jobs because of eating disorders. that sounds like a total nightmare for anyone trying to keep their private life private during interviews. does anyone here actually feel safe disclosing health stuff to recruiters?

full read: https://www.askamanager.org/2026/10/is-it-terrible-to-call-in-sick-after-a-big-work-sprint-could-you-get-rejected-for-a-job-because-of-an-eating-disorder-and-more.html

i've tried being super transparent about how much time recruitment takes but my product manager keeps acting like i can just snap my fingers and get participants ready overnight. does anyone have a good way to show the actual impact of no-show rates on our testing timeline without sounding defensive?

recruiters love to play games with "competitive ranges" during the first call. i always drop my number right after they ask about expectations so there's no point in wasting time on a 3 hour technical loop if the budget is trash.
>we have a flexible budget for the right candidate
wait for the offer just shut down the mismatch early.

everyone's still trying to use local gateways when you really just need an MoR like dodo or polar to handle the tax mess.
>the mistake is thinking you need "a payment gateway"
it's all about that payoneer link to your local bank account so the money actually moves. anyone else finding that paddle's onboarding is getting way too easy strict lately?

full read: https://dev.to/chenningdev/receiving-usd-payments-in-bangladesh-as-a-developer-the-routes-that-actually-work-in-2026-4a0l

saw that decline rate for job offers dropped to 21.4% lately so people are actually holding onto what they get. sounds like everyone's practicing those star stories and the present-past-future thing now. honestly feels a bit much, especially when i'm just trying to find someone who can handle basic social media for my cafe client without acting like they're in a movie.

link: https://www.glassdoor.com/blog/common-interview-questions/