A company pretending to be some fancy place that everyone wants to work that just isn't that great. The whole A's hire A's and B's hire C's but are pretending to be A's kind of thing. Let's just say that not every company is like Google in the early days (free 3 star restaurant food, clean t-shirts, slides in the office, and all the rest). Even Google is not like that anymore.

There's a lot of that going on where companies just don't realize that they aren't just filtering bad candidates out but scaring the best ones away because they approach them wrong. Hiring is as much a sales job as it is a filtering job. After you filter out the bad candidates, how do you make sure you don't lose the good candidates? How do you get them into your hiring funnel to begin with? The assumption that these candidates are going to drop on their knees and beg you to please employ them is just extremely misguided in many cases.

Whenever you hear companies complain that they can't find good people, that's what's going on. Mostly it boils down to the company not being that great and candidates flocking to more interesting opportunities.

A lot of people look down on companies that solve 'boring' problems with 'boring' technologies. I guess it's an open question if having been writing in-house CRUD apps using a 10 year old tech stack for several years is a proxy for lack of competence.

I've seen a "senior" developer who didn't recognize what VSCode was. Like, not that they hadn't heard of the specific program—they didn't recognize the sort of program it was.

Not in an interview where maybe they're flustered, this was just an ordinary day on the job. They'd been in strange little enterprise vendor-silo programming environments their entire career. This was accompanied by exactly the sort of lack of understanding of lots of other stuff that you'd expect.

The flip side of this is programmers pushing companies to let them use k8s and Rust and shit when there's not a good business case for it, for fear of having a résumé that eventually starts to look like it could belong to that guy. Not wanting to look like him is a big part of the whole résumé driven development phenomenon.