This isn't a fair comparison and there will be plenty of use-cases that go beyond tweets and art.
For example, the Dallas Mavericks are exploring issuing their season tickets as NFTs and charging a fee everytime a ticket is resold to disincentivize scalpers.
I'm not a hiring manager, but I've interviewed plenty and given my opinions to the hiring managers. I've also discussed candidates with fellows developers and have heard "that's not a full-stack developer" more times than I can count, which leads to "I'm not sure they know what they are talking about."
The point of my response is to say, if something isn't working, change the formula. Here's some anecdotal evidence given my experience that might help. Stop complaining on LinkedIn about it. I personally look at LinkedIn and if I see multiple posts from you complaining about how unfair things are it's going to be an immediate pass.
I think saying you are full-stack is misleading and it sets job-seekers up for failure. And I would argue it's not fine, since it's these same types of people whining about what terrible luck they are having (purely anecdotal of course).
A few ideas that I think would give these grads some better luck:
- Update your profile to say "Interested in joining a front-end or back-end team" or "tech generalist with a focus on X"
- Elaborate even further in your About section and let people know which of the two you are stronger in and what experience you have
- Swap out "full-stack" for "web developer"
Don't tell me you're something you're not. Under-promise, over deliver. Seeing full-stack on a resume sets my expectations for whoever I'm about to interview regardless of the number of years of experience.
Yes, bootcamps teach you the basics of each part of the stack. I would make the argument that you aren't proficient in any of these areas, so to advertise yourself as such is misleading. I file my own taxes, but I don't refer to myself as an accountant.
I've yet to meet a bootcamp grad that can efficiently architect a relational database, for example. I know plenty of Sr. level front-end developers who wouldn't think to call themselves full-stack even though they know how to submit a user form that persists to the database. Same with back-end developers who know HTML, CSS, and pick your flavor of JS framework.
If you've worked in the industry, you know things change too fast to stay up to speed on everything. It's not impossible, but it's unlikely and unrealistic to have that expectation of someone once they are employed.
I've been seeing this sentiment a lot on LinkedIn, particularly with new developers entering the field. Leaving aside the whole argument about whether or not we should really be calling software developers engineers, a lot of these same people are advertising themselves as full-stack. I'm sorry, but you going through a 10-week bootcamp or even getting a 4 year CS degree does not make you full-stack.
It's comparable to how we laugh at recruiters when they ask for 5 years in a given language that has only been around for 2 years. You clearly don't know what you're talking about.
I always tell the folks I mentor through bootcamps they should figure out which area they like best, focus most of their efforts in that area, and then advertise themselves as a front-end developer or back-end developer or whatever, not full-stack. The upside down T approach. Show recruiters and hiring managers you at least know enough to know what you don't know.
And stop complaining on LinkedIn about how unfair it is that you don't have a million job opportunities pouring in or about all the applications you submitted and didn't hear back from - yes it's annoying, but if you advertise yourself as something you're not, you've likely already wasted someone else's time, so understand they probably don't want to waste anymore giving you an explanation for why you were passed over.