I have not from the perspective of seeking emplyment, but from the smaller mid-size employer side (200 employees, robotics) we have had to reject a number of candidates. Normally this is based on a resume review (so as not to waste people's time), but sometimes it does come out in interviews. My main challenge, and I'm not saying this is the case for you - I'm just offering the perspective on the other side, has been finding individuals/developers who plan committed to the company for the long haul (e.g. 5, or ideally 10 years) - not just a year or so. Learning our code base and the underlying math requires a significant investment, and we've had a rash of folks come in, learn what they can, and then depart, leaving us to repeat the cycle all over again. It's taking a toll, so we're actively seeking people who are committed to the long run so that the energy we invest in education has a decent return.
Again, not saying this is the problem you're facing or that every company needs to have long-duration and less-transient staff. This is just one issue I'm seeing and it's possible that it could potentially be a contributing factor.
Again, not saying this is the problem you're facing or that every company needs to have long-duration and less-transient staff. This is just one issue I'm seeing and it's possible that it could potentially be a contributing factor.