Generally, the credentials are needed to get you through the HR office. More often than not, the HR types don't know that when they're looking for a LAN expert, you're likely qualified if you were one of the original developers of ethernet because they don't know what LAN means. If they're looking for an FPGA designer, they often don't know that being fluent in logic design, VHDL and/or Verilog means that you're likely what they want.

They do know that their list calls for MS or PhD, and they do know what "graduated from MIT in 1988 ..." might mean. Unfortunately, the fact they have an entirely unenlightened HR staff also suggests that, if you do happen to be competent at what you do, it's likely you're going to be the only one, and you can imagine what the political ramifications of that will be. Those companies with a fully appointed HR office, one that not only sees to the benefits allocation and tracks the payroll, but does the initial employment screenings, are likely to be the same ones that emphasize appearance over substance, and fail to recognize talent and good work. Would YOU want to work there? It's up to you!

RE