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Comment by anocendi | Hacker News Reader

I am curious. If what you described is a standard technique people can use, what prevents the recruiters/talent acquisition to, by default, discard resumes/CVs without exact dates?

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I assure you it is a standard practice, but why would recruiters discard resumes without exact dates 'by default'? Because the assumption is that those people are 'old'?

That may answer the question for you, but ageism is a legal concern and disqualifying candidates because they didn't tell you when they graduated isn't dissimilar to asking someone how old they are in a job interview and refusing to hire them if they don't.

Thanks for replying fecak. Your answer addressed what I wanted to know. :)

You should target 10-15 years of relevant job experience on your resume and keep it to 1-2 pages.

The goal is to appear no older than a 30-39 year old professional on the job application as much as possible.

22+15 = 37 (24+15 = 39, if a masters)

As someone who hires, I like to see dates because I want someone that has a track history of sticking around for a while. I don’t want to waste effort on someone that has a history of changing jobs every year or two. Dates help show that.

When I started my career as a programmer it was a bad sign if people didn't stay 5 years at least at a company. But these days hardly anybody stays longer than 2 years unless they're being paid exceptionally well. So it's no longer a terrible sign if someone doesn't last more than 2 years. It can actually be a bad sign if you work at a big company for 10 years because you're probably out of date because you focused only on their tech stack .

It’s common and appropriate to exclude irrelevant experience.

Do you as a potential employer care that I was an Informix DBA in 2000?

HR wants experience who isn’t at peak earnings. If you tried to recruit me from a Jon I liked at 30, a 40% raise would be affordable. Now, no mas.

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