Job Hunting and Dogfood

I like the expression eating one’s own dogfood. I also like the encouragement it gives to organizations to use their own products and services.

I was reminded of dogfooding during my current job search. Google asked for my phone number and for my resume. Those two requests are reasonable, and usual, but I was surprised at how closely Google stuck to the usual (Web 1.0ish) script.

Google has the usual categories for phone number: home, work, mobile, if memory serves. Hey, wouldn’t it be great if you could have a number that you could map to whichever phone you happen to be next to? Yes there is, and it’s called Google Voice. I’m surprised that wasn’t an option for phone number on the job application.

I’m also surprised by the option for sending a resume: upload, or paste into a window. Why not ask for a link to an online resume. Perhaps one at Google Docs? Yes, I am aware that people sometimes want to keep their resume private, rather than putting it on the web, and that one could use the paste a resume space to paste a link, but still… I uploaded my resume in Word format. Guess I could have used PDF…

I’m surprised that the application process didn’t steer me toward the dogfood made by the firm to which I applied (Google). Instead, it steered me toward the firm where the dogfooding phrase originated (Microsoft).

2 thoughts on “Job Hunting and Dogfood”

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  2. As compared to a jobseeker writing her own resume, a resume written by a professional expert resume-writer would any day prove better.


    Before sending that well-written resume to a recruiter, can a jobseeker figure-out in advance whether that resume will

     get ” read / rated / ranked and scored ” by recruiter ?

     get compared automatically with resumes of other applicants ?

     get her an interview-call ?

    She can – if she will only type ” Resume Rater ” in Google and download this software tool ( free and without login ) from any of the 35+ websites.

    Resume Rater mimics the ” resume – evaluation ” process of recruiters’ minds but does it in an unbiased / objective way.


    hemen parekh

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