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Yes, that is exactly how the scam works. They define very specific requirements that are usually precisely the skill set of the guy they just hired. I have witnessed it first hand. I even compared the description with the CV of a guy one time and they matched. Actually it's also common for government jobs that don't involve an H1-B. It's how they get their niece or daughter-in-law hired. My wife saw that several times last year when she was looking.
They define very specific requirements that are usually precisely the skill set of the guy they just hired
I'm one of those guys except I had been here for 12 years with the same organisation when they delisted the agency I had been using, to change agencies they HAD to advertise the position locally. The ad looked somewhat like that one, not as silly but matched my skill set exactly.
Never underestimate the power of human stupidity
It basically allows hiring for a specific job (hence, cannot quit) at low wages and a tax exemption.
It's so much worse morally. And the exact way it's worse makes perfect sense why corporations use unattainable requirements to hire them even though the H1B employee generally doesn't come close to filling the position requirements.
Indentured servitude. You have an employee that can't ask for a promotion because they'll get deported (change of job title which nullifies the existing contract). You can't really ask for a raise (if you get fired for any reason you get deported). And the time it takes to be accepted for a green card can be more than a decade. That means an employee that you don't have to promote, pay more, or worry about them leaving for a decade or more.
Take this all with a grain of salt, however, as the topic is so heavily discussed I've been unable to locate the news I've read over the years that backs these claims up. Also I'm not a lawyer so I'm definitely not qualified to wade through the massive amount of legal jargon around the topic. But in addition to personal recollection, I've seen many discussions on other boards where retired people are contacted to fill junior-ish positions with insane requirements (some impossible). What do you think the company did after the senior developer with 20+ years experience turned down the 60k/yr job? They wouldn't spend money hiring if they didn't need it - they H1B'd.
Note that I have no issues with the H1B concept but as always happens in a capitalistic society the intent has been distorted to the detriment of the local populace and the H1B employee to the benefit of only the corporations and shareholders.
I have some HR friends/family and have heard two versions of events.
1) The company just wants an H1B so they put ridiculous requirements that no native could meet then H1B the best option that might not even be close in skill to the nearest native. (This also applies to local and non-local applicants; not just H1B since non-local residents aren't in a favorable bargaining position either).
2) HR has no idea what any of the jargon means so they request a senior or manager for specifics. That senior/manager has deadlines to meet, sees this as a waste of time, and just rambles on about what they'd like in a candidate; not what's actually needed or feasible. This leads to a cacophony of problems that just ends in tons of wasted time and no results.
In other words, they probably want someone from Microsoft who's actually been working on those products from their very start. Let me guess - they're also paying about a third of what those people at MS are actually making. How far off am I?
I've discussed these kind of requirements with various people in the know, including some who are actually responsible for these kind of requirement lists, and it seems that most are well aware that it's extremely unlikely, if at all possible, for anyone to fulfill all requirements. However, apparently there are still enough applications from people who barely fulfil half the requirements - in part - to make this meaningless.
Seems like the contest between job offerings and job applications nowadays is all about who can be more unrealistic ...
GOTOs are a bit like wire coat hangers: they tend to breed in the darkness, such that where there once were few, eventually there are many, and the program's architecture collapses beneath them. (Fran Poretto)
Don't go work for such a brain dead bureaucratic organization. Once brother had a similar requirement asking for 10 years of .NET experience, while .NET was only 4 years old. When he pointed out this impossibility, the HR people said that they always require 10 years of experience of everything.
Employers usually make a big mistake when looking for software developers with specific skills like this (besides the mistake of what happens when HR-types get ahold of the requirements and create a mess like the stuff above).
Why? Because seasoned professional developers can adjust to learning any specific implementation. In addition, today's requirements are not going to be the same as they will be in five years. So if the person hired today is a SME on today's version of a given implementation (e.g. MS Dynamics), that does not mean they can adapt, learn, and overcome the challenges of changing technology. Today's "hit the ground running" employee may be next year's befuddled employee when technology changes.
It is wiser to look for the experienced software developers or IT folks that have demonstrated they can be productive in a changing technology landscape.
In my career, I have worked productively operating nuclear power plants, industrial automation (HVAC and central energy plants programming and system design), boiler manufacturing (software for estimating boiler COGS), Medicaid cost reimbursement (software for auditors), general consulting, private telephone systems (software to monitor servers and processes using SNMP and WMI), transit software, web site builder systems, financial system software, medical information software systems, and a few other other lesser and sundry vertical markets. Yes, it has been a long career.
But if you want to hire and retain the best for the compensation you are offering, look for the seasoned developer who can adapt (even if they have zero experience in your specific system) and for the less seasoned who are teachable.
If you are looking for throw-away hirelings where loyalty is neither given nor expected in return, then specifics like the OP had make sense - but should reflect some degree of accuracy.
Public company, they already had someone in mind ready, just a requirement to advertise to public. The company probably have many departments but could not easily move employee around.
Any way, even Amazon's one doesn't even mention any language or technology. And this is to work on Alexa's Engine. Post below if anyone interested.
Brian Harwood | Sr Technical Recruiter (Alexa Engine) | Amazon
E: firstname.lastname@example.org P 608-276-3226
Software Development Engineer
Alexa is the Amazon cloud service that powers Echo, the groundbreaking
new Amazon device designed around your voice. We’re building the solutions that will make interactions with Alexa more natural and more productive. We’re working hard, having fun, making history; come join us! As a member of the Alexa Engine team you will be responsible for the development and launch of core product features, including how customers engage with and receive real-time Notifications on Alexa enabled devices. You will have significant influence on our overall strategy by helping define these product features, drive the system architecture, and spearhead the best practices that enable a quality product.
The ideal candidate is clearly passionate about new opportunities and has a demonstrable track record of success in delivering new features and products. A commitment to team work, hustle, and strong communication skills (to both business and technical partners) are absolute requirements. Creating reliable, scalable, and high performance products requires exceptional technical expertise, a sound understanding
of the fundamentals of Computer Science, and practical experience building large-scale distributed systems. This person has thrived and succeeded in delivering high quality technology products/services in a hyper-growth environment where priorities shift fast.
• Work within a team of engineers to architect and develop the best technical design and approach to complex problems
• Directly involved in all aspects of the software development life-cycle (design, development, test, operations)
• Work on projects that operate cross-functionally with multiple engineering, design and product teams
• Work in an Agile/Scrum environment to deliver high quality software against defined schedules and milestones
• Bachelor's degree in Computer Science or related field
• 4+ years' experience building production software systems
• Experience working on large engineering projects
• Experience working with REST interfaces, and distributed systems for
• Expertise in at least one programming language and open-source
• Experience in test driven software development and configuration
• Working knowledge of cloud service scalability, performance and
• Experience in maintaining customer-facing systems and operational
• Technical breadth and depth including consumer technology, web
services and back-end application infrastructure
• Comfortable working within a fast-paced environment
• Track record of project delivery and ownership
• Ability to communicate well with team peers and management
• Customer impact awareness and appreciation
• High attention to detail
• History of teamwork and willingness to roll up one’s sleeves to get the
JIT compile the 'script' and call it via reflection. Easy as taking the lame compiler interpreter from a script kiddie, but you will have to be careful that your 'scripts' don't get too powerful and dangerous.
I have lived with several Zen masters - all of them were cats.
His last invention was an evil Lasagna. It didn't kill anyone, and it actually tasted pretty good.