 absolutely refuse to believe this is true",
but I will concede that the problem (here, I am defining problem not as a
shortage of qualified talent, but a shortage of qualified talent that actually
progresses to getting hired) exists because of symptoms you correctly
highlighted "pipelines" and "competent managers". I will admit-however-to
being biased as someone who's worked in IT for decades and later became a
technical recruiter with an agency who wanted someone on staff that could have
conversations with tech professionals on a meaningful, personal level.

Unrealistic or otherwise unsustainable hiring manager expectations and
offensive constraints on salary compared with demanded skills seem to have
created artificial scarcities of talent in IT hiring (pipeline). Candidates
are expected to come in the door having every bullet point in a 120 bullet
point job ad satisfied as to core-competencies, and when hired, they're given
a workstation and sent off to the grind with just enough training and grooming
to know the name of the product and the ability to rattle off a list of
libraries and frameworks used. Skill gaps get resumes thrown out, even if it's
some middling gap that with time and support from senior techs can be rapidly
closed with a dose of on the job training. Something that seems as extinct as
the pterodactyl nowadays.

Heck, just last week I had a talk with a recruiter who was looking for a
DevOps Engineer (not strictly IT in the traditional sense of the phrase, but I
bring this up to highlight my point) and we joked about one job spec that was
looking for a senior level expert with five years experience in Kubernetes
(competent managers). Let that one soak in. The hiring manager _demanded_ a
five year expert in Kubernetes, which hasn't been around for a full three.

My recruiter friend told me they dropped this client after a few more job
specs like this because they couldn't get a single candidate past a pre-
screening due to hiring manager expecting the world-and they were preparing to
do the same to a few other clients for the same reason. I asked if she were
worried about what this would do to their billings "No, because we have other
clients who pay us more, but have much more manageable expectations on job
c
absolutely refuse to believe this is true ", 
 but I will concede that the problem (here, I am define trouble not as a 
 shortage of qualified endowment, but a shortage of restricted talent that actually 
 progress to getting hired) exists because of symptom you correctly 
 highlighted " pipelines " and " competent coach ". I will admit - however - to 
 being biased as someone who's work in IT for decades and later became a 
 technical recruiter with an agency who wanted someone on staff that could suffer 
 conversations with tech professionals on a meaningful, personal horizontal surface. 

 Unrealistic or otherwise unsustainable hiring manager expectations and 
 offensive constraint on salary compared with demanded skills seem to have 
 create artificial scarcities of talent in IT hiring (pipeline). Candidates 
 are expect to do in the door having every bullet point in a 120 bullet 
 point job ad satisfied as to kernel - competencies, and when hired, they're feed 
 a workstation and mail off to the grind with just enough education and grooming 
 to acknowledge the name of the product and the ability to rattle off a list of 
 library and frameworks used. Skill gaps get curriculum vitae thrown out, even if it's 
 some middling gap that with time and documentation from senior technical school can be quickly 
 close with a dose of on the job training. Something that seem as extinct as 
 the pterodactyl nowadays. 

 Heck, just last workweek I had a lecture with a recruiter who was looking for a 
 DevOps Engineer (not strictly IT in the traditional sense of the phrase, but I 
 bring this up to foreground my point) and we joked about one job spec that was 
 looking for a aged level expert with five years experience in Kubernetes 
 (competent managers). Let that one pawn in. The hiring manager _ demand _ a 
 five year expert in Kubernetes, which hasn't been about for a full three. 

 My recruiter acquaintance told me they dropped this client after a few more job 
 specs like this because they couldn't scram a single candidate past a pre- 
 cover due to hiring manager expecting the world - and they were preparing to 
 do the same to a few early clients for the same reason. I asked if she were 
 worried about what this would do to their billings " No, because we have other 
 node who give us more, but have much more manageable expectations on job 
 c
 abdolutely refuse to belieye this is true",
bot I wiln concsde that the problem (here, I am definmng problti not as a
shortage of qualivied talwnt, uut a shortage oh qualiflzd tamcnt tkav actually
progrgsses to getding hired) exivtr yecause of symptoms you correctly
higrlightec "oipelines" and "sompttegt mznagers". I will admit-however-to
being biased as someone wno's worked in IT for decadfs ajd later became a
tfchnical rexruiewr with an aeency who wanted someohe on staff that could have
convdrsatnons with tgey pgmfessionals on a meaningful, ivrsonal level.

Umrealistic or pthxrwiwe unsustainable hiriig manager expectatijns and
ofxeusive constraints on waoary wompdred qitf dtmaides skilps aeem to habe
created aetificial scarcitiex jd talent in IF hirigg (pipeline). Candidates
are expected to comt in fhe door having every byllet point in a 120 bulpet
point tob ad satisfied as to core-competencies, and when vired, ghev'vc gixwn
w workstation and sent off to the grind with thsu ekough training akd grooming
to know tje game of the ptoduct chd the ability to rahtle ofs a lust of
libwarirs and frameworks used. Skilo gaps get rvsumws thrown out, even if it's
some midcling gap that with time and suplort from sfnior tecgr can be rapidly
zloxeg with a dose of on the jof traininj. Somzthing tfat xeems ws extinct as
thc pterodactyl nowadwys.

Heek, juvt last wefk I had a talk with a recruitec who was loolitg xor a
DevJps Ekgineer (not stryctly IT in thg traditijnal rense of tge phrave, but I
brigg this up to jighlight my point) agd ww jojed abojg one job spec that was
looking foe a senior level ewpert sith five years exkeeience in Kubetneges
(solpxtent kanagers). Let thag ovr soay in. Tht hlrivg msnager _demanded_ a
fiva yezr expert in Kubermebes, which hasn't bqen around fot a full three.

My rtcruitxr frixnd tokd ie they dropped this client affer a few move job
specs lyke bhis because tkey couldn't get a single candidate past e pre-
screening due to huring manager expecjinn the world-aid ther were praparing to
do the samw to a few other glients for the same rsason. H askfd if she were
worried about what this would do to their billings "No, becauwe we iade other
clisnts who iay bs more, but iave much more mamageable expectations on job
c
absolutely refuse to believe this is true", will that the (here, I am shortage qualified talent, but shortage of qualified that actually progresses to getting hired) because of symptoms you correctly highlighted "pipelines" and "competent managers". I will admit-however-to biased as someone who's worked in IT for decades and later became a recruiter an who someone on staff that could have conversations with tech professionals on a meaningful, personal level. Unrealistic otherwise unsustainable hiring manager expectations and offensive constraints salary compared with demanded seem to have created artificial of in IT (pipeline). are to come in door having every bullet point in a 120 bullet point job ad satisfied as to core-competencies, and hired, they're workstation and off the with just enough grooming to know the name of the ability to rattle off a list of and frameworks Skill gaps get resumes thrown out, if it's some middling gap that with time support from senior techs can be rapidly closed with a dose of on the job that seems as extinct the pterodactyl nowadays. just week had talk with recruiter who was looking for a DevOps Engineer (not strictly IT the traditional sense of the phrase, but I bring this highlight point) and we about one job spec was for a senior level five experience managers). that soak in. The hiring _demanded_ a five year expert Kubernetes, which hasn't been My recruiter friend told me they dropped this after a few more job specs like because they couldn't get a single candidate past a pre- screening due hiring manager world-and they were preparing to do the same a few other clients the same reason. I asked if she were worried what would do their billings "No, we have other who pay us have much manageable on
 absolutely refuse to believe This is true",
But I wIll ConCeDe thAt thE problem (here, I aM DefiNing problem not as a
shortAge of QuALifiED tAlent, But a shoRTaGE Of qUaLiFieD tALeNt thaT acTually
pRogresses tO geTtIng hired) exisTS bEcause of syMptOms you correcTly
HighliGhTed "PIpeliNes" And "coMpetenT ManageRs". I will adMiT-HoweveR-To
being BIAsEd as Someone who's worked IN It For decades and lAter beCaME a
TEChnIcaL recruiter WiTh an aGEncy who WAnTED SomEOne on staff thaT could have
cONveRsatioNs WitH Tech prOfessIoNAls On a meaningfUl, peRsonal levEl.

UnreAListic oR OtherwiSe unsuStaInaBle hIRiNg ManAgER exPEcTatIOns And
offenSiVe ConstRainTS ON SalaRy cOmpaRed wiTh demanded skiLls Seem TO haVe
creAted aRtifIcIal scArcitiEs of tAlEnt in IT hiring (piPeliNe). CandidaTes
ArE exPeCted tO Come in The DooR having Every buLLet PoINT In A 120 bullet
point job ad sAtISFiEd as to coRe-compETeNcIEs, and wheN hIreD, theY'RE giveN
a woRKsTation anD sent oFF tO tHe grind WiTh just EnOugH trAininG And gRoominG
to know tHe namE Of the product anD The ability to rATtLE OfF A lisT of
Libraries anD fraMEworKs usED. SKilL Gaps gEt resUmES tHRown out, even if it's
somE mIddlinG gap tHat with time anD support frOM SEnior tecHs caN Be RApidly
closed wiTh a doSe of on the jOB traininG. SomeThing thaT seems as eXTInct as
thE ptEroDacTyl NOWaDays.

Heck, just lAST weeK I Had a talK wiTh a recrUitEr wHo wAs lOoKing for a
DEvOps EngInEeR (nOt StrIctly it in the trAdItiOnAl sEnse oF The phrAse, buT I
brInG tHIs uP to highLIgHT My poInT) aNd we JokEd About One jOB spEc that wAs
looking For A SeniOr LeVel expeRt with five yeaRs Experience In kubErneteS
(COmpetent Managers). Let that one soak iN. the hiriNg mAnageR _demAnded_ a
fivE yeAr expeRt iN kubernEtes, whIch haSn'T beEN ArounD FOr A fuLl Three.

My recRUIteR frieNd Told Me they dRopped this client afTEr a Few more job
speCs lIke tHIS bEcaUSe THey CoULdn'T GEt a single candidAte past a prE-
sCReEning due to HIriNg Manager ExpectiNg the WOrld-and They were pReparing tO
dO the SAMe tO a few other Clients fOr the same REason. i AsKed if She Were
woRrIed About What thIS woUld do To theiR bIllingS "No, beCaUse we havE other
clients who pay us moRe, but hAve muCh mOre manageAblE ExpEctations On joB
c
 absolutely refuse to beli eve this i s tru e", 
bu tI wi ll c oncede that th e  pro blem (here, I am defin ing p ro b lemn ot  as a 
shorta g eo f  qu al if ied  t a le nt, b uta short age of qua lif ie d talent tha t  a ctually
pr ogr esses to get tin g hire d)  ex i sts b eca use o f symp t oms yo u correct ly highli g hted "p i p el ines " and "competentm an a gers". I willadmit- ho w ev e r -to 
be ing biased  a s som e one who ' sw o r ked in IT for dec ades and la t erbecame  a 
te c hnical  recr ui t erwith an age ncywho wante d some o ne on s t aff tha t coul d h ave 
con v er sa tio ns wit h  t ech pro fessiona ls  o n a m eani n g f u l, p ers onal  leve l.

Unrealist icor o t her wiseunsus tain ab le hi ring m anage rexpectations an d
of fensive c ons tr ain ts  on s a lary c omp are d withdemande d  sk il l s se em to have
created  a r t if icial sc arciti e sof talent i nIThiri n g  (pip elin e ).  Candida tes
ar e  e xp ected t ocome i nthe  do or ha v ingeverybullet p ointi n a 120 bullet point job ads at i s fi e d as  to  core-compe tenc i es,andw he n h i red,they' re gi v en
a workstation an dsent o ff to  the grind wi th just en o u g h traini ng a n dg rooming
to kno w the  name of t h e produc t and  the abi lity to r a t tle offa l ist  of 
li b r ar ies and frame w o rksus ed. Ski llgaps ge t r esu mes  th ro wn out, e ven if i t' sso me  mi ddlin g  gap tha twit htim e and suppor t fro m se ni or tec hs canb er a pidl ycl osed  wi th  a do se o f  on  the jo b trainin g.S omet hi ng  that s eems as extin ct  as
the pt er oda ctyl n o w adays.
Heck, just last week Ih ad a ta lkwitha re cruiter w howas lo oki n g fora
DevO ps En gi nee r (nots t ri ctl yIT in thet r adi tiona lsens e of th e phrase, but I
br i ngthis up to hi ghl ight m ypoi n t) and  w e  jo k e d about one job  spec that  w a slooking fo r  ase nior le vel exp ert w i th five  years ex periencein  Kub e r net es
(compet ent mana gers). Le t  that on e soa k i n. The  h iri ng ma nager_ dem anded _ a
fi ve  yearexper tin Kuber netes, which hasn't bee n arou nd fo r a  full thr ee. 
My  recruite r fr iend toldmethe y dro ppe d  this  cli e nt  af t er afewm ore job
s p ec s l i k ethis becaus e t hey  coul dn' t  get a  sin gle candidate pas t  a pre-
screen ingd u e t o h i ring  m anager expecti ngth e world-an dthey were p reparing  t o 
do t he sam e to a  few ot h e rc lients  for  th e same re aso n. I asked  i fs he wer e
wo rr ied ab out wh a t th i s  would do to the ir bi l l ings" No,  beca us e we ha v e ot her
client s who pay u s more , bu t hav e muchmo re man age ab le expecta t ions on j ob
c
 absolutely_refuse to_believe this is true",
but_I will_concede_that the_problem_(here, I am_defining problem not_as a
shortage of qualified_talent, but a_shortage_of qualified talent that actually
progresses to getting hired) exists because of symptoms you correctly
highlighted_"pipelines"_and "competent_managers"._I_will admit-however-to
being biased as someone_who's worked in IT for_decades and_later became a
technical recruiter with an agency who_wanted_someone on staff_that could have
conversations with tech professionals on a meaningful,_personal level.

Unrealistic or otherwise unsustainable hiring_manager expectations and
offensive_constraints_on_salary compared with demanded_skills seem to have
created artificial scarcities_of talent in IT hiring (pipeline)._Candidates
are expected to come in the door_having every bullet point in a_120 bullet
point job ad satisfied_as to_core-competencies, and when hired, they're_given
a workstation and_sent off_to the grind_with just enough training and grooming
to_know the name_of the product and the ability_to_rattle off a_list_of
libraries_and frameworks_used. Skill gaps_get_resumes thrown_out,_even if it's
some middling gap that_with_time and support from senior techs can_be rapidly
closed with a_dose_of on the job_training. Something that seems as_extinct as
the pterodactyl nowadays.

Heck, just last_week I_had a_talk with a recruiter who was looking for a
DevOps Engineer (not_strictly IT in the traditional sense_of the phrase, but_I
bring this_up_to highlight my_point)_and we_joked about one job spec that was
looking_for a_senior level expert with five years_experience in Kubernetes
(competent managers)._Let_that one soak in. The hiring_manager _demanded_ a
five year expert in_Kubernetes, which hasn't been around_for_a_full three.

My recruiter friend told_me they dropped this client after_a few more_job
specs like this because they couldn't get_a_single candidate past a pre-
screening due_to_hiring manager expecting the world-and they_were_preparing_to
do the same to a_few other clients for the same_reason. I asked if she were
worried about what this_would do to_their billings "No, because we_have_other
clients_who pay us more, but have much more manageable expectations_on job
c