why your developer resume is NOT getting interviews (and how to fix it)

you'll be looking at an empty inbox three months from now. How does that sound? Okay? This is serious. This is life of that. This is the most important document. As well as from your passport. I know you written it with AI. And there's a mental thing that happens, which is, why would I bother reading something you didn't bother writing? Nobody cares about this. I have 30 seconds to find a great candidate.

I'm already bored and I'll skip. I don't know the exact numbers, but with this resume, I can bet this person gets zero interviews. No matter how good you are technically as a software engineer, if you can't get technical interviews, it's as good as nothing. And because the software engineering job market has been flooded with thousands of candidates in AI generated resumes, it's harder and harder to stand out, but not impossible.

Today, Bagan and I will show you exactly how to do that by analyzing five real resumes from our subscribers. For each one of them, we will answer two questions. Number one, will this resume pass the ATS filter? And number two, would HR move it forward and call this developer back for an interview? Let's start with the first resume. Okay, so we have here number one, is a front software engineer from Los Angeles, California.

The formatting here is really good. They added their email, but they're missing their phone number. It's very important, especially in the US, a lot of ATS systems, the application tracking system. will identify where you are based on your area code, which is part of your phone number. So make sure you add it. If not, they do have the Los Angeles, so that's great. But they might interpret this as a remote candidate.

And then you're in the sea of endless remote candidates. In general, they usually get around 500 to 2,000 resumes. So definitely you want to show that you are local. Now, I'm going to go with the structural review first. So we see this is around someone with 4.5 of years of experience. I would rather round this to five. We could say 5 plus. Because 5 is the minimum to be considered somewhere between mid-level and senior.

And 4.5 is just odd. So you either have four or five. Five, it's much better, you could add five plus. And then the other thing is looking at the structure. It's only a one-page resume. And the problem is when you have less than 5 or 6 pens, you want to show that you have a lot of experience and you need to have at least two pages. I know there's a lot of advice online that tell you, oh, just have a one-page resume.

The people that have a one-page resumes are recent grads. If you're sending a resume that's just structurally one page, I assume you're just a recent graduate. Like mentally, you're not someone very experienced. Now, in general, the first thing you want to have is a summary at the top. Now, your summary doesn't need a title. That's called summary, it's obvious that it's your summary. And the other thing is professional experience is the thing that matter most.

So it should be up because that's what humans see. You do want to have this skills thing, because that's how ATS's would match if you actually have the skills in the job offer. But it has to be after the professional experience. You got to optimize for the ATS so that somebody a human will see your resume, so this first part that we have here, this first half, it's optimized for a human. It has to be short, crisp, and show your professional experience.

The other part in the second page, that's why we need second pages, it's for the ATS. So make sure that you rank and actually get to read your resume. We made a small experiment, I think last year we made two job postings and we got in 3 days from New York and basically the West Coast, 700 applicants as a small company, not even imagine a big one. So, people won't look at your resume for more than 30 seconds.

It's a luxury if you get 30 seconds. So, number one, you got to move the skills to the bottom. Now looking at the professional experience, it looks like they they've been at a single company, this one company. So, number one, the the description of the company, you cannot spend three lines for that, okay? We got to spend that to actually use, admire your stats for the bullet points. So, this should be a one-liner.

And if you cannot say it in one line, is because you haven't talked about it enough. Because you can be a lot more meaningful in one line. And it has to be one line because the recruiter will read it really fast. Now, I'm not going to get into the content itself, what they should do. It's instead of breaking this and having this product intern, the only thing that pays into your experience, it's fronter software engineer.

So, they should have either just extended this position and make it front-end software engineer or change this. Look, if you've been a junior for three years, and you've recently been a front end software engineer, you're out from even mid-level positions. So, if they can, what they should do is to just move this junior position to be around one year or two, add a description to it, and then create another position as a mid-level, which will be this one, and add a description, a one-line description to it.

So it looks like two companies now, three, because right now it looks like, first of all, they had, they were a product intern. I wouldn't add that. And second of all, it looks like they've been job hopping, and they haven't done a lot. But doesn't the ATS realize this is one company? No, because the ATS is looking at this line and it doesn't find any company employed here. ATSs are, for the most part, especially the big ones, they're very legacy, they're not very smart.

You can think of them as a query database for the most part. They are adding right now a layer of intelligence and LLM in the modern ones. But first of all, it's not roll log yet. So don't count on that. And second of all, it should be obvious, okay? So you want to have the name of the company and the location here. Right now it's kind of disconnected and even me as a human, I'm kind of confused. Professional experience is here and then you have these bullets here.

And in terms of the styling and so on, there's way too much bold, okay, there's too much bold everywhere, it's too heavy. Uh, and uh, yeah, there's a lot of things missing here from the front-end skills. I don't see anything about web accessibility, web security, CI/CD. So this will probably not even be seen by a human. Because a lot of the jobs, for example, for the front and they request things like having rest APIs.

or having worked with rest APIs and they are not here, right? It's like mentioning this JT 8M customer, target, they're okay, but they're not well known, like OneTrust. They're not well known. We got to talk about rest APIs, NodeJS, GraphQL, things that are the common denominator of front-end job. pardon, you mentioned that in this resume we see this person has been a junior my title was Junior in the company.

So should I lie in my resume or what should I do? The title when they left was front end soft engineer. And I would use that title for the whole position. If they ask you when you join, you could make this a software engineering intern, okay? Yeah, you could say software product intern, but it sounds weird. I would say software engineer intern and then front end developer. And that's a natural, that's a natural progression.

You don't need to mention your state so much at the junior level. I don't care why that happened, maybe they changed managers and your new manager wasn't promoting you, maybe there's many reasons why you can end up staying so long at a junior level. You don't need to mention it. Why would you mention junior in your resume? You don't need to, you're a software engineer going for a front engineer and that it's this last title represent your contribution to that company.

If you want to be concrete and add specific timelines, go ahead. But this will result in the research. But that's a biggest changing mindset that we also do with our students. Your resume is not a reflection of your work history. Your resume, it's a reflection of the relevant experience for the job seekers. Right, so you have to make a disconnect from what actually happened to what you're showing in a resume.

And just to sum it up, for this one, in terms of I believe like you said the the biggest twins would be the structural changes. It's getting rid of that that junior thing and just mentioning not product intern, but software engineer intern and expanding the content software engineer experience. This will definitely change how the ATS sees them, they will have more experience. Cuz right now they they even they just look like an experienced junior, right?

They don't even look like a mid level compared to what the developers out there. I don't know the exact numbers, but with this resume, I can bet this person gets zero interviews. Got it. Awesome, and moving on to candidate number two. We have a senior full stack. So again, I will do the structural resume. So the first anti pattern that you got to avoid, especially if you use AI and you don't want to use AI too much, you want to write as much as you can yourself, it's wall of text.

Got it. Okay. Nobody cares about this. I have 30 seconds to find a good candidate, I'm already bored and I'll skip. And by the way, I know you've written it with AI. And there's a mental thing that happens, which is, why would I bother reading something you didn't bother writing? So if I'm hiring and you really do this to me, that already tells me something. You don't want to think, you don't want to write.

So why would I hire you to be a top paid software engineer? If you don't want to think and you don't want to write, there are plenty of jobs where you won't have to write and you don't have to think. I wouldn't do any of them, but they are jobs. Now, you got to bring this down to three lines, okay? This is and you don't want to start with for me. I already see that I'm not even reading, for me it's face off center.

You got to tell me who you are. I'm a senior full second engineer, eight plus years of experience in this and this and this industry, building systems that handle these many with this deck. For the candidate who provided this resume, we are using a very direct tone. We're not attacking you, this is just constructive feedback. And we know you don't have any bad intentions. We're just trying to be as direct and as efficient as possible for you to get a feedback and use it, okay?

But don't take it as a personal attack or anything like that. Not at all, I might sound a bit harsh, but trust me, the market, it's much harsher than any of us. And so I need to be very clean. If not, oh, but this might work, no, it won't. You will be looking at an empty inbox three months from now. How does that sound? Okay, this is serious. This is life of that. This is the most important document aside from your passport.

Okay, 75% of anybody that is middle class or high middle class comes from employment. Which you get, really. That's 755% of your wealth doing your lifetime. Now, going into the full resume review, we never want to go over two pages. Unless you have more than 15 years of experience, which I bet this person doesn't. So, I'm gonna take this out. And the other thing is mostly Tss will parse your resume, they will try to deduct the level of experience if you mention it.

So, it should say somewhere explicitly that you have plus five years of experience, five plus. And I don't see it. This is also again, a lot of text and professional kind of starts here. And there's no location, right? It says remote. Even if you are remote, you need to mention that you're in the UK because they might think you're based in the third world country. You got to say remote, Bancis, London, UK, whatever, whatever they are based.

Why do we have a full driving license? Like how is this relevant to the job? That's that, not that. And then they made this, move it to the bottom. This goes to the bottom. Maybe this person used the is a template that asks for those things which is not adapted to a software engineering and that's why they add all those details that are not relevant to a software engineer as we may know. Yes, but I'm going to be the devil's advocate here. And I need to tell you, you got to review your resume line by line. It cannot be that somebody gets the template from you, oh, so yeah, I forgot this pasted in there. Okay, we got to be like a surgeon with resumes. Um, so also take this out, it's not relevant. Apprentice doesn't add anything. AI apprentice, I was like a junior in AI. You're basically telling them that you're just learning AI. Well, you could just say I'm a senior engineer that uses AI, which sounds like someone that knows what they're doing. And the languages go at the top. The same as I said before, technical skills, this section. It's pretty good, although there are some system modernization is not a really popular skill mention in Java offers and so on, but they're pretty decent. Move this to the bottom. And then we do not need these categories. This is clearly AI written. These categories make no sense. They make it harder for me, they're very verbose. And design the full solution, those bullet points are very low quality. No bullet point should go over three lines. It should be two lines max. So, this is a about of tail. And again, this is clearly generated with AI and my feeling is that it might get a better ranking than the first resume just because there's more quantity, there's more bullet points, it's going to rank. A a hiring manager would open this and they will bounce off. Because there's nothing here that gets my attention. And it's obvious that it's generated with AI. So, I'm not I'm immediately skeptical. I'm immediately like, oh, this was written by AI, this doesn't really tell me who you are. Now, before we move on, let's emphasize on this AI apprentice thing because I found it interesting, and there's another principles and changed mindset. If you zoom into the professional summary, I think this candidate explains that they are currently doing a level six AI engineer apprenticeship focused on generative AI LLM integration. I'm looking for engineering environment where I can build. It's written with AI, but they have this apprentice word. And the problem there is, of course, there is a positive thing, they're doing something, they're learning some AI skills. But they are communicated in a way that sounds junior, number one, because apprentice sounds junior. And number two, if the name of the program you are

all this an apprenticeship, and you have seven six six experience, just talk about the outcome, the skills you learned and how they apply in the context of your senior level skills. Just don't mention the apprenticeship thing. Exact, so it's irrelevant. You just had it as AI workshop or whatever to go for the keywords, but it's all about they hired to be a senior engineer, okay? So, mentioning this at the top, and also like level six, nobody knows what it is, except. Like we don't want to talk in basic specific terms that nobody understands, like level six. And the name apprenticeship doesn't very good for your marketing. It should be like an intense workshop or an intense program, and it's got to look senior. Apprenticeship signals junior. Like, you know, will this resume pass the ATS filter, brother? Yes or not? It will be, because of the section, it's going to do better than the other one. Um, let me look at the structure. So, Bolton, like here it should have the country. I'm not sure where that is. Um, so where let's see if there's any gap, December 2020 and then uh December 2022. So, there's a bit of an overlap. Okay, they're going to ask about this, why is this kind of looks like you were full stack before? So, the the dates don't match. So, December 2022 to present. Now, it should be January, January 2023. So, okay, kind of matching and ones before education, master of arts, okay, very poorly formatted. And it's it might pass the ATS, but the problem is that a lot of these bullet points can be shallow. But it will rank by the ATS. Definitely much better than the first one. It will rank by the ATS, but the human recruiter will either blank out. It'll be very hard for them to find what they need. And it feel like this was written with AI and then they move on. It's very hard to find info here. Moving on to candidate number three. So, we definitely have phone, email, profile, and a country, that's good. It's simpler, front end developer, and that's it, okay? You don't want to add the word enthusiasm anywhere in your resume, it sounds like a junior. Who is the most enthusiastic person in the room? Is it the senior developer? No, they're usually very introspective. They're usually thinking wise. Who's enthusiastic? The juniors.

data, as day, first day at work. I I bet they had good intentions, but they just want to show that they are interested. It's just maybe there that it lands. I'm sure this this candidate has very good intentions. It's just the way you put that into your resume might land in the wrong category, right? Exactly. I don't want to sound bitter or too harsh. I just want to give you the a very critic view.

So it's obvious why this won't work. Finally, someone that structured the resume a bit better. We want to have here professional experience, just because of the ATS, that's how they usually parse it, and again, move the skills down. And add a lot more and categorize them. So this person here had a good structure, uh copy that. The same with the length, when you need two pages, you have five years experience, bring this down to three.

Uh you do mention AI and agentic workflows, to raise quality, okay. Experience, okay. The problem here is this section here, there's no numbers, there's nothing that tells me, did you work for any industry leader? How many transactions, users? So it kind of tells me, but it doesn't shows me that you have a lot of sessions, but I would give this a seven out of 10. It's not a bad intro. If you bring it down to three lines and you get some concrete impact in that industry and you remove some of the fluff, it's actually a pretty good one.

Would this resume pass an ATS filter? Probably not, because it's too little skills over here, so the ATS will interpret this as you don't have the skills. Imagine these two resumes, right? There's this one and this one. The this one has a lot more keywords, so it's going to rank on top. But let me check the experience, so we have October to 21, 21 to 20 to, and then 22 to present. Uh that's pretty good, yeah, because the experience there's no gap.

And yeah, the only problem as you see, they didn't use bullet points here. It's a single line of everything, wall of text again, nobody would get it. And probably they have a lot of good experience here. It looks like they're working healthcare and transportation. I'm sure they did a lot of good stuff in there. But this is way too compacted, it's hard to read. Um the reason why we write bullet points is because usually job descriptions, like you have the title of the job, and then you have a list requirements, right?

And what we want with a job position is we want our title to match the job, and then we want each bullet point to indirectly answer the question, do you have this qualification? That's what we do, right? And we don't want to tell them we want to show them. We want to tell them, I built a scalable application. We want to tell them, I built a hotel application for the German market, serving over 300k patients.

Then you already know, you kind of yourself know that I know about scalable systems or I know about security and privacy. So it will not pass the ATS and even if it does, it definitely won't pass the recruiter filter because it's just impossible for me to understand what were you doing here in this wall of text. The other to mention here before we move on is the technologist title. Again, they are using some nomenclature that's internal to the company, but not relevant to the market.

Right? And that's something that everybody, there is people that I talk to in their companies, they have titles like software engineer 3 or software engineer 5. And what you have to do in your resume is to translate that to what's the equivalent in the market. Right? So it's fine that your internal title is technologist too. If that's a senior, just say senior front-end engineer, right? If that's a front-end engineer, whatever, but make sure you translate this to the market because the resume, it's a document for the market, remember.

Exactly. So you made a really good point. It should be front-end developer, front-end developer and senior front-end developer, front-end developer. That's it. That's a natural track and right now this title breaks that. The other thing, is it the German level? I think they're based in Germany and I know that's a very specific market when it comes to language requirements, I don't see the languages, yes.

Very good point, you should definitely have the languages. Use this, put this in one line and then have languages and then create this into interest and then maybe add your languages here and move the skills down there and definitely work on the bullet points. Yeah, ideally at least a basic level of Germany, even if it's A1, A2, B1 ideally, would definitely make you stand out because those markets, the European markets, when you're in a country like Netherlands or Germany, speaking the native language can be a differentiator.

So candidate number four, front-end junior, okay, UIx, email and get GitHub. Personal projects, they make you sound like a junior. Senior developers have with actual experience in your companies. Side projects, it's one of the junior signals, as they call it. So, you don't want to do that. Looking at the structure here, again, let's say that we have to over five years of experience, then it should definitely fill two pages.

Education does not belong here as a sideline. Squashing everything in languages, too. They do have language, which is great. Just like you mentioned the last one. We move those here. Okay. Now, tech communities and building humans in the products. Oh, not keywords, like whatever you add to your resume, you want to do it in the language of the job description. And so, you want to read job descriptions yourself.

Don't tell AI to do it. And then you're going to understand how they speak. Core expertise, these are skills, so they belong also at the bottom of all the way to the second page, so we move the experience up. And the other thing is you refer we refer to ourselves as a front end engineer or front end developer. We want to be consistent. So you got to look, where is this person based? Probably in Germany.

Yeah, Germany, Car balance, you got to go on LinkedIn and look for a developer in software engineer and see which how is it that they post the job? And most likely, if you're not in the US, it's usually developer, so then use developer. Your your title should match the job type. So we have front end developer and working student here. I would just say front end developer, fantasy internship. It looks a lot better than working student.

So you actually market this experience as front end engineering, not as working student. And then we have how many 2016 18 to 2026. So this is a moment where you want to put this as front end developer internship and then break this into two jobs because they've been there for seven years. So you want to break it into maybe a junior position the first two years and then the last five or four a front end engineer.

Will this resume pass the ATS filter? Probably not. There's too little skills. There's no TDD. There is no accessible web accessibility. Security, it's way too digital. It kind of has this tail and CSS with display and Cyprus good. It has architecture design system very mentioned in most jobs. And also, it talks about AI driven workflows, but it doesn't have cloud code, for example. So cloud code is mentioned in around 10% of Java first.

AI at 60% of Java first rest APIs, for example, in front end Java first. The rest APIs are mentioned in 60% of the Java first we scraped in the last three months. And I think we scraped 6,000 of those. Like pretty much almost every job that was published. There's a lot of keywords missing, even if it does pass the ATS filter, by any chance, the recruiter will sense this as a student, somebody with very little experience, because the only evidence that they have a lot of experience is hidden here.

Okay. And if I look at this, it's 2018 to 2026, it's 8 years. And he'd say over five years. So definitely underselling themselves. I would see if they can add the senior title, not the experienced and they're definitely kind of underselling the experience. They should be a full resume with two pages of rich bullet points mentioning pretty much everything that the front end developer does. From organizational stuff, like I worked in an Agile team to figma designs, to cloud codes, to CI CD, to CDNs, you need everything in there.

Who probably at least double the conversion rate they get trainer if they make these structural changes based on what what I'm saying. Would HR move it forward and call this developer back for an interview if they pass the ATS? They have a masters. So here and there in the German market, maybe they get one offer and two, but it would be very anemic. The conversion would be very low, they'll have to apply to a lot of jobs and you know, they might get rejected in a screening call.

Just because it's so hard to find information, the screening call is there where the recruiter is going to defense. As like, okay, let me call them up and see what's up. And they'll have to be very clear and crisp in the in the call to make sure that they could defind all the information here. As it's they have a lot of experience. And that's another principle from this video, if your resume it's, let's say, complex or not so easy to read, you might get the call, but the call would be harder.

That's what people don't understand is like, no, I'm not passing screening calls. Screening calls I probably hide because people cannot find what they want in the first place and they're asking you all these questions and you're getting stuck there. So finally, for a fifth resume, um, email, phone and profile. Okay, so let's look at the structure again, this is someone with eight years of experience and a one-pager.

So they definitely need it's the second page that's missing. It's impossible to show your experience of eight years and add all the keywords you need in one page. You don't want to go over two pages, but they should be two full pages. They have fancy borders and buttons, which are very bad for ATSs, especially for the legacy ones that probably most of the markets still using. So there are some fancy ATSs that will still parse this very well.

But that that's not maybe the one whoever you're applying to use. They usually use the cheapest or a legacy one and also we have a two column format. It should be always a one column format. That's the easiest way to parse. So, all these things, you know, skills and soft skills. This is the skills category that should be in the second page. Personal projects, no, shows like you are some sort of junior if you have a valuable project where you use the technology.

Add it to one of your job descriptions as a proof of concept that you did. Even if you did it on the side, you're learning to apply those things at your job and it sounds more professional. The other thing, it's senior developer, so usually people recruit for senior front end or senior full stack, not for a senior developer. And so, FE also, it's not front end. The ATS will not pick this up that this is a front end.

So, if they apply to front end job, they'll get rejected and that's where their strength. This is also it should be one job title. So, if you're going for lead positions, make your last position a lead. If not, just add senior front end developer. One thing on my side, it's I look at all these bullet points and I can see everybody's writing the AI. And the thing is they a lot of them don't tell me anything.

It's like everybody talks about like KPIs, but at some point if everybody has KPIs and they're not specific enough, they become meaningless, right? All resumes will have I improve performance like 50% with this and that, right? So that's one thing really, this is this I I feel like this is a lot of wasted potential. This is a senior developer, they have a lot of experience. They could have a two pages resume that goes very in depth, very specific.

specific forget personal projects and hard skills and really focus on what companies are buying these days, which is lived experience like hands-on senior level experience. This is probably from all of them, but maybe you can correct me. But this is the one that I think can improve them most because it's this case where it's like a diamond that hasn't been hasn't been polished, right? They they have a lot of experience probably, but it's definitely undersold in this resume. Yes, so this is a top track record, but if we look at the titles, we're going for maybe a front end, but then we are a mobile developer, and then full stack, and then senior lead, and then kind of senior lead again, and this is a freelance lead. Usually leads are not freelance. It should be just a senior at contractor. Contract if you can, it sounds more serious than freelance. This person would definitely have, if they would have a too page as well written resume, they should get invited. to most of the jobs that are actually hiring for a senior front end, because they definitely have a lot of skills. I see a lot of English, perfect. Yeah, they do have the skills. They could get the interview. But right now, it's still compact, and there's a lot of things that are a senior level that are missing. So this person is going for a senior position, but I don't see a lot on architecture. There's a bit of a design system, but there's nothing about micro front ends, or CICD, or I mean there's CICD pipeline with GitHub actions. But then again, as you mentioned, it's it converges to this flat bullets where it's like implement CICD pipeline with GitHub actions. Reducing the lead time and ensuring, this is an AI verb, zero downtime deployments. Okay, kind of decent for the company with Django and Python, manage SQL post database release migrations. These bullet points are too weak, right? So, a good bullet point, for example, here would be implemented database migrations on SQL post database using this specific ORM. and data normalization and database indexing, for example. So, you want to make your bullet points very expressive. You don't need to always mention a number, like, oh, I improved my mobility by

percentage which usually doesn't make any sense. If you cannot measure it, then mention a best practice. So you could say for example, in the case of a refactoring, a lot of us refactor things. And people are like, oh, I refactored these modules into a better architecture which resulted in 20% better maintainers. That's makes no sense. What you could say is I use solid principles, clean code and design patterns, and you can even specify which ones, to refactor 100k lines of legacy code.

Or to refactor 100k lines of legacy code on our core systems. That's a very meaningful bullet point and it doesn't have a medical tag. Yeah, so that's the problem with AI is that it writes things that are looking very good, but in reality as a hiring manager, you see these things all the time and they tell you absolutely nothing. So it just kind of like fades away. And this year they're like, nah, I'm going to keep looking.

And that takes real five seconds. Will this resume pass ATS filter, burden? Probably not. It's too short and the job titles the director require is not aligned with any with the positions. One question for you, it's if I implement the changes, how do I know if things improved or not? And I'll tell you number one, most developers I talk to, they don't track their job applications. So number one, make sure you track it because if not, you're just flying blind.

And and number two, keep an eye on like applications that turn into calls. What should be a good ratio, let's say in in the average software engineering market? I know that in big cities you have more jobs and all, but what would be an ideal conversion ratio from the application I send to the calls I get to know that my resume is working? So if you do everything well and let's say you applied to 100 jobs in today's market.

Given that there's a lot of fake postings on LinkedIn, a lot of people already hired, it's not all people will read your resume. If you do everything well, you can get anywhere between 15 to 25 people. to call you back and because the resume is well done, you should have around 90% conversion of those screening calls to tangle interviews. So you should get an offer with only 100 applications, which if you have a good system.

you can send out in in around a week, 10 hours a day. It's not that that hard. But if you don't track things and you're active emotionally, when you get rejected, you start changing things. need to have a little mental model of what you are presenting to those people, what input you're giving to the recruiters. Then you cannot control the output. So you're just kind of randomly going in circles and then people go on YouTube and they see like this doom and gloom like, oh the market is bad and that just kind of destroys them.

So my my advice is when it comes to resume, be like a scientist and you need to to make decisions, you need statistical significance. So whenever you make changes, keep try to keep it as stable as you can and apply and batches of at least 50. Apply to the next 50 jobs. Back to you, thank you so much. Folks, if you like the video, let us know in the comments. We have more resumes and we're going to make a second part of this. We have five more resumes and also if you like the night who personally review your resumes in one of these videos, anonymized of course, just send your resume to Dagosh at the senior dev.com.

With that being said, if you are a JavaScript past code engineer and you are looking to get hired in the next three to six months, then check the link below. You can apply and see if you could be a fit for the program we offer where we will rebuild your resume and your stories and everything you're doing for you to get interviews in the first place, but we will help you quickly fix the tingle gaps for you to pass those interviews with confidence.

Whatever they are, life coding system design, etc., and get a position. You will see the links below. With that being said, Bogden, thank you so much, and we will see you folks in the next one.