But you've made your job that much harder... Think about it. Trying to save a few bucks by merging x-number of available jobs into one job post, where you don't make it obvious that you're hiring for multiple people where each needs SOME of the skills (which you probably can't do because of job site ToS--they probably require you to post each job as one post), you're confusing many of your applicants into thinking you're looking for a "batshit crazy" skillset. Look at the other replies above--most people think that a crazy list of skills under one post is for one insane & underpaid job.

Even the best candidates for a specific skillset wonder "what up with this role?", and you don't hear from them...

I run a recruiting company. And, I am genuinely sorry to hear such criticisms. There is always an exception and loads of different perspective. On the other hand, most people looking at career transitions lament the lack of response they get from technology-centric recruiting platforms like Monster, DICE, and Linkedin (there are a great many). Several years ago, the process of almost any online application realized a 90%+ non-response rate and job seekers were more frustrated by that silence more than anything else. From what I'm hearing from candidates its not getting much better - and, this includes hot hiring areas that include IT development, Accounting, and even Actuaries. In my organization we certainly like to make money. However, we typically earn it by understanding our clients and caring about candidates finding a terrific cultural fit. In fact, we guarantee our placements for a year. That requires solid work and great results. That benefits all three elements - the company, the candidate, and the recruiter. - Cork

I run a recruiting company. And, I am genuinely sorry to hear such criticisms. On the other hand, most people looking at career transitions lament the lack of response they get from technology-centric recruiting platforms like Monster, DICE, and Linkedin (there are a great many). Several years ago, the process of almost any online application realized a 90%+ non-response rate and job seekers were more frustrated by that silence more than anything else. From what I'm hearing from candidates its not getting much better - and, this includes hot hiring areas that include IT development, Accounting, and even Actuaries. In my organization we certainly like to make money. However, we typically earn it by understanding our clients and caring about candidates finding a terrific cultural fit. In fact, we guarantee our placements for a year. That requires solid work and great results. That benefits all three elements - the company, the candidate, and the recruiter. - Cork

Can't resist tooting my own horn. These are from my Klein bottle website:

    TOPOLOGY CONSULTANT Part-time design of low-dimensional manifolds in glass, wool, plastic, titanium, niobium, pentium, and unobtanium. Ideal candidate is fresh out of college with 20 years experience in applied topology; and can solve Poincare's, Heawood's, and Hodge's conjectures. Pay & benefits are epsilon above unemployment. Compensation package includes trillions in worthless stock options.

    GLASSBLOWER Construct borosilicate manifolds using lampwork. Handy with glass lathe, oxy-hydrogen torch, and bandaids. Must know the usual cuss words to describe breaks & cracks. Experienced in minor burn treatment. Special bonus if you know the difference between inside and outside.

    MANIFOLD OPERATOR. Curvaceous, conformal Riemannian vector field desires normalized Ricci tensor with nice eigenvalues. Will relocate within proper metric space. No polymorphic permutations, please.

    From http://www.kleinbottle.com/job...

So, as I've been in the market for a few months, I'm finding that many of the jobs that glossed over me a few months ago are coming across again... Whether it be a recruiter contacting me (I remember applying for this a while back), a new posting on the company's job search portal of choice (they changed 5 words in the job description), or even a new approach (look, now they're recruiting from my MBA school for this position)... Needless to say, it's infuriating.

Sure, I recognize that I only have 85% of what you're looking for in terms of a skillset; or that you want to pay $5000/year less than my absolute salary floor... But if that job has been open for 3-6 months, the damage caused by it being open (presumably because someone left, and now there's a void that everyone else on the team is not really able to fill) has far exceeded whatever small training costs or whatever you would have to spend on me...

Another issue is that too many companies are still thinking it's the financial crisis, when new recruits were happy to accept 50% cuts in salary to avoid foreclosure or vehicle repossession. This was best described to me by one recruiter--"three asses, one seat". While I've seen some absolutely batshit JDs (where 2 people in the country might have all of these skills), I recently saw one that pissed me off... A company wanted someone who was a SQL Server DBA/BI stack/TSQL & reporting guru, an Oracle DBA/PL-SQL programmer, and a Linux server manager in downtown Chicago--for $95k/year. Good luck finding such a person, with competing technologies, for less than double that...

Another problem that I'm finding is that some jobs are sub-sub-contracted out. I recently saw one in Chicago that needed expert experience in Informatica MDM. Max pay was $46/hr W2. Turns out that MegaCorp contracted out to CompanyX who opened up to numerous companies, CompanyY contacted me with this max rate, asking me to be an employee of CompanyY. My convo w/recruiter: "So everybody has their hands in the cookie jar, and there's nothing left for the guy who's actually doing the work?--What do you mean?--Well, someone with that skillset should be in the $75-100/hr range, but since 2 levels above want to keep their 100% profit margin, $50 becomes $100 and $100 becomes $200, which MegaCorp is probably being billed somewhere around there..."

Finally, don't get me started on "the foreigners"... It seems the boiler-room stock antics of the '80s and '90s have moved offshore, where in some cases I get calls from multiple people about the same job from the same company... They're all in a feeding frenzy, just trying to be the first to pass along my authorization to represent--never mind that I may not be qualified for the role in question. (One conversation went like this... "Well, where in Chicagoland is the job?--Let me submit you and I'll tell you.--You mean you won't tell me where the job is until I agree to let you represent me? It could be an impossible commute...--I need to submit you first...--Fuck off...")

And just to add to it, the article's author fucked up, mixing up flashes from red light cams (usually people making a right turn on red without a complete stop), while speaking about the revenue from speed cams.

I live in Chicago... Read TFA--not red light cams, but SPEED CAMERAS!

First off, because of state law, the speed cameras can only issue a ticket for going 6+ over the limit. So, 25 in a 20 school zone, or 35 in a 30 "near a park" zone is OK. Second, the 6-10 MPH over the limit is a $35 ticket. BFD. Only when you do 11+ over the limit (e.g. 41 in a 30), that's when it shoots up to $100. Finally, speed cameras are NOT allowed on Lake Shore Drive, Lower Wacker, and (obviously) Interstates.

On top of that, because of state law, the city had to paint "SAFETY ... ZONE" on the street in each lane, along with putting up extra speed limit signs with "PHOTO ENFORCED", by every camera installation, on that street and on all intersecting streets...

Just looking up Toyota, Ford, and GM (all USA), each allows you to go to their respective websites and type in a VIN to let you know if there's a recall associated with your vehicle... So while there isn't a law to that effect, they already have this. If you're too lazy to go to the manufacturer's site to look up your vehicle by VIN for the 1 or 2 vehicles you may own, either from the government or the manufacturer, then I don't know what else can be done. This is on top of the paper mail and e-mails you are likely getting. And on top of any lawyer ads you might see on TV--"Are you injured? [Automaker] had many recalls... Sue them!"

...nobody.

he's missing the --no-preserve-root option. that's it.

Seriously, cloud based backup is not the panacea you want to believe that it is. Think about it... With "unlimited storage for $5/mo", how does a company like BackBlaze have any viability? Right now, if you were to store 10TB of data (which has been thrown around in some of the other posts), their ROI is insanely high. Even if they went cheap and bought SATA 3.5" drives, a 4TB drive (on Pricewatch) will run $118, or $28.3167/TB. Let's say they can buy drives in bulk at $25/TB, 10TB would cost them $250 worth of equipment. At $5/month, their break-even point is at 50+ months--and that's assuming NPV is not important...

Now, let's throw in Visa/MC charge fees, bandwidth costs, additional hardware for RAID, office overhead, other equipment, legal / NSA requests / DMCA takedowns, etc., and the simple ROI of 50+ months easily balloons to 100+ months--if not out to infinity. There's no way a company like that is viable at current media prices, especially since your data is available on-demand (e.g. no delays for their tape to transfer to HD media)...

Viability of your backup solution is just as important whether it's longevity of tape & a physical drive you actually buy or the business plan of a cloud-based option.