Try recruitment agencies.
A lot of companies don't bother putting vacancies out themselves because they'll get deluged by applications. Instead they contract an agency to handle it as a middleman.
Get in touch with an agency, send them your CV and they'll try to find you work.
Disclaimer: I never used one for an IT job but they did get me an electrician job years ago. Gotta say it feels nice when you know that someone is actually trying to help you get a job.

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There's way more supply than demand for programming positions. The deck is totally stacked in their favor. I say give up and just be a NEET programmer like me.

>>5426
That's the thing, though. It's not actually true that there's more supply than demand, anywhere in the world. The demand for programmers is huge, and new ones are not training fast enough, let alone to those absurd requirements companies ask for for entry-level positions. It's not like those companies that get swamped with applications fill the positions quickly. Quite often those positions stay unfilled even when they stop processing applications.

The reasons for this are complex, but I think it has to do with a combination of circumstances are are unique to software:
* Software engineering and computer science has had since its inception and doubly so since the Internet a culture of open sharing of information and techniques.
* Therefore a lot of programmers (IMO the most skilled) are self-taught.
* Therefore it is difficult to gauge a programmer's skill without expending significant resources.
* Therefore employers started to push for credentialism.
* "When a metric becomes a target it ceases to be a good metric." Although it may have once been true that good programmers were much more common in the graduate population, when people started to get diplomas just to get SD positions this ceased to be the case.
* So it turns out that a fresh graduate from a four year program in computer science or software engineering doesn't really have that much relevant knowledge, if all they did was take classes.
* So companies started adding further requirements. Past a certain point everyone realizes that there's at most one or two people in the world capable of meeting them (and they probably already have jobs).
* So literally everyone who sees the posting applies.

I've thought about it and I don't really know what the solution is. At its core, this is a problem of lack of trust and information asymmetry, on both sides of the employer-employee relationship.

>>5428
what I really don't understand is why companies can't take somebody on for a couple weeks as a provisional period, give them some basic work to do, see if they're competent, give them a chance to prove themself, and then decide if they'll continue their employment. Does all learning really need to be front-loaded so that everyone needs to make a massive investment into an industry they don't even know will want them when they're done studying?

>>5430
I doubt a couple weeks would be nearly enough to gauge someone's ability. Even an experienced developer can take several weeks just to get acclimated to a project. What you suggest can be done, but it's a time frame closer to 1-3 months. This is a large commitment just to see if you want to hire someone on a permanent basis.
A possibility could be that the employee doesn't get paid during the probation period until after they're hired, when they get paid for that period. That would encourage employers to take more risks, but it would also open up the possibility of abusive behavior from scumbags. Maybe it could get mitigated with some kind of employer review service, but those are often problematic. It's difficult to tell truth from lies when there's a dispute between parties.

>Does all learning really need to be front-loaded so that everyone needs to make a massive investment into an industry they don't even know will want them when they're done studying?
On-the-job training is yet another issue of trust. Suppose you're an employer. How do you keep an employee from going to find a better job once you've trained them? A dismissive answer would be "pay them a competitive salary", but sometimes that's not enough, and if they do leave you not only have to expend extra effort to replace them, but now the effort you've already spent on training that person has gone to waste.

It's a mess, it's a big mess. As is usually the case, shitty people ruin it for everyone.

>>5411
i gave up and enlisted in the navy with associates and some change after taking all the programming classes at my community college for 2 years.

got out after 4 years and did the same job for a contractor for 10x the pay, while also joining the reserves to accrue time towards a pension.

12 more years and i can retire with $40,000 a year pension, plus whatever VA disability i can claim (which is tax free).

ill take a dna ancestry test too see if i have enough ancestry to claim minority status. if i do, ill file for minority owned business contracts and get preferential treatment.

no chans, no prujeets, few women

>>5438
>few women
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