Highly skilled developers are increasingly encountering a curious obstacle in their job search.
In the dynamic landscape of the IT job market, a peculiar new hurdle has emerged for seasoned professionals: the label of being “overqualified.” This phenomenon, widely discussed across professional platforms like LinkedIn, sees experienced developers—some with over a decade of expertise—finding themselves systematically rejected for roles they ostensibly excel at. It`s a paradox that begs the question: how can one be too good for a job?
The “Overqualified” Conundrum: A Candidate`s View
For job seekers, the phrase “you`re overqualified” often lands as a polite, yet frustrating, dismissal. It implies a mismatch, not in skill, but in some intangible aspect of fit. As one disgruntled user quipped, “HRs want experienced and knowledgeable, but not too experienced and knowledgeable.” This sentiment encapsulates the core dilemma: companies seek expertise, but seemingly draw a line when that expertise reaches a certain, undefined threshold. Consequently, some candidates are now contemplating the rather counter-intuitive strategy of downplaying their accomplishments, trimming their resumes, or even omitting higher education details to appear less daunting to potential employers.
Peering Behind the HR Curtain: Unpacking the Reasons
While “overqualified” might be the public-facing reason, human resources professionals suggest a more nuanced reality. Alexandra Radina, Head of HR at EvApps, explains that this phrase often serves as a diplomatic veil for underlying issues:
“I`ve encountered this, and even rejected candidates for this reason. Primarily, it can mask a few things. First, an excessively high salary expectation. Second, a desire not to offend the candidate. I`ve seen situations where an employee, despite extensive experience, was, after a technical interview and based on our grading system, significantly weaker than they believed themselves to be. To avoid offense, they were rejected with that phrasing.”
This perspective reveals that the issue isn`t always about superior skill. It can be a polite sidestep around a candidate`s perceived value mismatch (salary) or, more critically, an actual gap in practical application despite theoretical knowledge. The market, it seems, values current, demonstrable competency over mere years logged.
The Candidate`s Gambit: Downsizing for Opportunity?
Faced with rejections, some senior developers are re-evaluating their approach. One anecdote from X (formerly Twitter) highlighted a senior developer`s plan to apply for multiple “middle” level positions. The logic? Less responsibility, potentially more aggregated income. While seemingly ingenious, this strategy raises eyebrows among industry veterans.
Ilya Popov, Director of Project Department at SafeTech Group, offers a skeptical view on this “middle-tier multi-job” approach:
“We haven`t seen that here. Among my acquaintances who are job seekers, this isn`t happening either. If people possess a certain qualification, they state it, and they find work based on it. […] There`s a difference between specializations: developers, analysts, project managers, and so on. Perhaps a developer`s work might allow for combining multiple positions, it could even be profitable. But in the work of the employees I deal with, this isn`t the case; such instances are unfamiliar to me. My feeling is that a strong senior, if they can confirm their competence, will find decent payment within a senior position. Using multiple middle-level jobs seems like it would be more laborious for the specialist themselves, and wouldn`t pay off in terms of salary.”
Alexey Gorelkin, CEO of Phishman, adds a practical warning: employers can verify past positions, and a candidate seeking a lower-level role purely for money might become a liability, lacking true motivation for the tasks at hand. Such individuals, he suggests, often underperform.
The Shifting Sands of the IT Market
The “overqualification” narrative isn`t just about individual misalignments; it`s a symptom of a broader market shift. Data from platforms like hh.ru indicates a sharp rise in competition within the IT sector. In the second quarter of the current year, the resume-to-vacancy ratio nearly doubled compared to the previous year. What was once 5-6 resumes per opening is now 10 or more. This surge in available talent is attributed to several factors:
- Return of Professionals: Specialists from related fields re-entering IT.
- Graduate Influx: A continuous stream of new graduates and re-skilled candidates entering the market.
- Company IT Department Growth: Companies building out their internal IT capabilities, shifting demand dynamics.
This increased supply inevitably intensifies competition, giving employers more leverage and potentially contributing to the “overqualified” excuse when a perfect match isn`t found, or when a more cost-effective option exists.
Navigating a New Era for Tech Talent
Ultimately, while the term “overqualified” may sting, it often serves as a polite euphemism for a complex interplay of factors: salary expectations, an actual skills gap despite extensive experience, perceived cultural fit issues, or simply heightened market competition. For truly competent senior developers, the consensus remains that opportunities will persist, though the path to securing them may now require a more strategic, value-focused approach rather than merely presenting a long list of past roles. The tech job market is evolving, and with it, the art of the job search must adapt.
