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Is this your first job like this or do you have others? All things being equal, if you don't have anything else like it on your resume 2 years is usually where I say "This guy has experience on this". Less than that I always think there is a chance they washed out, though every situation is different. I would be a little concerned about someone who was somewhere for 6 months moaning about lack of promotion opportunities though, again if you were new in this role. If you have other experience that is similar or a natural progression, then disregard. "I took this job and realized it was dead-end" is totally normal for someone with otherwise good experience.
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Aug 24, 2020 19:42
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Lockback posted:Is this your first job like this or do you have others? Is this your first job like this or do you have others? Yes. Before I was more technical as a senior systems engineer in the defense world doing hardware/software analysis and requirements verification. Thanks for your advice. I'm not looking to leave right now, just looking down the line. I'm going to stay at least one more year in this role out of loyalty to my current boss that's got about a year left before rotating (he is military and has set rotations). I'm one of those people that like to plan ahead. I could potentially promote in the next 5 years but the next position is where most people retire out of because it's basically the cap in the GS schedule unless you get selected into government senior executive service. I've been doing nothing defense since undergrad and I'm just not as interested in it long term. Like I said before I also want the chance to eventually make more than 150k, which is where government work caps out at. But it seems like getting at least two years on the books with my current position would be good. Howard Phillips fucked around with this message at 20:30 on Aug 24, 2020 |
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Aug 24, 2020 20:20
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10 days ago I got a good offer from company A. I told them I had more interviews and planned on making a decision this week. last Monday I interviewed with company B, they told me 3 days ago they hadn't made a decision yet. last Thursday I had a second round with company C, who informed me Friday that I passed and want to do a final round, a week from tomorrow. All other things being equal my preference is C then A then B. What's the right message to send to A to tell them that I need at least 7-10 days more to make a decision to allow getting through C's final interview and time for them to come up with an offer? I'm not taking any additional interviews in the meantime.
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Aug 24, 2020 20:48
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You should tell A & C you have an offer in hand but are more interested in seeing if you're a fit there and ask them to move faster, if you haven't.
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Aug 24, 2020 21:19
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ketchup vs catsup posted:10 days ago I got a good offer from company A. I told them I had more interviews and planned on making a decision this week. You could tell C that you have an offer waiting and need to speed things up. You could tell A that a family member came down with COVID and that you need a week or so to help out with that situation before you can provide them an answer. Or you could ask A what their timeline is and if they could hold open for another week. I'd probably go a little option 1 and a little option 2.
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Aug 24, 2020 21:23
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I should have added that I told C I had an offer in hand and a week from tomorrow was the earliest they could schedule a final round.
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Aug 24, 2020 21:39
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Howard Phillips posted:
If you have that kind of resume then I wouldn't worry too much about getting time under you if you found a job you liked. I would start looking now and maybe only apply to places that really appeal to you for the time being. One short-timer on a resume is never really a big concern, especially because you've been under government for so long so your story here is a good one. My advice would be to start dipping your toe in now, even if you want to do it part time. I also wouldn't stay at a job over loyalty to a boss, even a good one. I like to think I'm a good boss and I'd much rather see one of my employees leave for a good reason (like you have) than to stay out of loyalty.
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Aug 25, 2020 01:46
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Any good indirect questions that answer "Is your company going to exist when covid is over"?
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Aug 25, 2020 16:34
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When you're interviewing it's fair to ask about short-term existential threats to the company. I'd ask that, but phrased a little less bluntly.
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Aug 25, 2020 16:52
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huhu posted:Any good indirect questions that answer "Is your company going to exist when covid is over"? "How has this company weathered the storm, and what do financials look like in the past quarter?" I would expect an honest or even knowledable answer to this question about 10% of the time.
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Aug 25, 2020 17:07
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If you're final round, it's valid to ask the hiring manager, "how much financial runway does the company have?". Also figure out if you're a back-fill (on going expense) or new position hire (expanded budget). If you're in the startup ecosystem generally you can find out when they got their last round of funding, and reasonably guestimate that the company has 12-24 months of runway from that date. You're certainly not the only person they're interviewing that's asking these kinds of questions right now.
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Aug 25, 2020 20:36
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If you're at the stage of talking about money and they have any issue at all with telling you how much runway they have that's a pretty big red flag.
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Aug 26, 2020 01:23
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Plorkyeran posted:If you're at the stage of talking about money and they have any issue at all with telling you how much runway they have that's a pretty big red flag. In my experience, startup companies that are confident about this will often just straight up tell you, once you get past the first screening interview, "we have 24 months of runway and we're planning X and Y to extend that" (in high level terms) as a selling point for the job. Even if they don't specifically tell you, it should be easy to get the PR-speak version from whoever your contact is at the company. If anybody on the hiring side is hesitant about giving you that much, I'd take it as a huge red flag. For COVID specifically, I'd personally be wary of companies that were only created after this all started. See, for example, the many tele-education startups that are going to mostly evaporate the moment it's safe to put kids in school again. Roadie fucked around with this message at 07:32 on Aug 26, 2020 |
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Aug 26, 2020 07:30
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Plorkyeran posted:If you're at the stage of talking about money and they have any issue at all with telling you how much runway they have that's a pretty big red flag. Line-level or even mid-level managers may not know this. At medium/medium-large companies I think people generally overestimate how much financial information is shared at that level.
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Aug 26, 2020 15:53
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Lockback posted:Line-level or even mid-level managers may not know this. At medium/medium-large companies I think people generally overestimate how much financial information is shared at that level. Weren't we talking about a startup? Any line or mid level at a startup should be intimately familiar with that number.
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Aug 26, 2020 15:57
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Hughlander posted:Weren't we talking about a startup? Any line or mid level at a startup should be intimately familiar with that number. Original question didn't specify and its something that is a real risk for non-startups too. I think it's smart to ask about that kind of stuff, but for non-startups you might get a shakey answer because the people you're talking to might legit not really have a good grasp on it.
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Aug 26, 2020 17:14
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non startup means they have significant access to debt financing and other shenanigans which makes the calculation a lot more complicated, also
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Aug 26, 2020 18:34
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My employer of 3.5 years decided that two-pizza team "Tech Leads" will also be managers now, and manage all of their team members. We paired this change with hiring an enormous amount of fresh college grads, so now every two-pizza team is one senior engineer who is managing 4 fresh college grads, while also expected to deliver robust, reliable software quickly. In general this has turned into the lead developing with one or more people watching via Zoom, and also trying to juggle managing all these peoples' careers. Before this, there were more single-purpose managers doing matrix management, and managing people who were scattered across different teams. Tech leads were more about working with product to agree on what and how we're building product, and being the most senior engineer on a team. There were no pay increases when this change happened. Do I have anything to gain by telling the director I report to that accepting more responsibility and influence and starting to manage multiple people without any raise is demoralizing? Or do I just keep quiet until I have an offer in hand from another place?
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Aug 27, 2020 19:56
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actual promotions only exist at about a third of all tech companies, it looks that they proved that they are in the two thirds
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Aug 27, 2020 20:02
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Vote with your feet.
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Aug 27, 2020 20:03
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That's what I thought. It's been almost a year since this big change and reorg. I had a baby in the last year too, so I've been absolutely run ragged and not in good shape to interview, but I'm finally starting to regain enough executive function to be job hunting. My two pizza team maintains multiple native apps in Swift, Kotlin, has web stuff in Typescript, has multiple backends in Python, Scala, Node, and Kotlin. Now I just have to figure out which of this crap will look best on a resume for Amazon.
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Aug 27, 2020 20:13
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Twerk from Home posted:two-pizza team What does this mean? I have never heard this expression before.
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Aug 27, 2020 20:24
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New Yorp New Yorp posted:What does this mean? I have never heard this expression before. We exclusively work in teams small enough to be fed by two pizzas, that develop lovely microservices and microfrontends that get iframed into each other. Each team is fully empowered to work however the gently caress they want, using whatever tooling and tech stack they want. Open up that freedom to multi-cloud and we've got Google Cloud stuff duct taped to AWS bridged to Azure. Some teams are all JS, some are Python, some are doing Go. Some use Jenkins to deploy, some use Github Actions, some use AWS Codebuild. Edit: As I hear it, this is how all technically ambitious companies are operating now. I hate it.
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Aug 27, 2020 20:29
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its an amazon dealio, to deal with their vast org
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Aug 27, 2020 20:41
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Lol what. Why would you build a stack like that
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Aug 27, 2020 20:48
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"Stacks" are obsolete. The FAANGs have replaced all stacks with heaps
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Aug 27, 2020 20:49
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Twerk from Home posted:develop lovely microservices and microfrontends that get iframed into each other. Each team is fully empowered to work however the gently caress they want, using whatever tooling and tech stack they want. I worked at a place like this, modeled heavily after Amazon's internal practices (and a lot of ex-'zon folks, go figure), and it was a huge tire fire. Nothing made any sense, data fragmented all the hell over the place in every different database you've ever heard of, microservice dependency hell, no infra consistency at all, one developer leaving means a bunch of poo poo gets abandoned, the list goes on and on. Pair that with a coerced "promotion" into management without any input or actual promotion... gtfo yesterday. It's one thing (a good thing) to be a mentor as a tech lead, but to be an actual manager with folks officially reporting to you is not the same thing at all. Totally different job, different skillset, different responsibilities and expectations. gently caress that noise. Guinness fucked around with this message at 21:00 on Aug 27, 2020 |
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Aug 27, 2020 20:57
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Twerk from Home posted:We exclusively work in teams small enough to be fed by two pizzas Dang how do you get by with only one person on a team
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Aug 27, 2020 21:01
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just become more fat so you can have fewer peeps on the team
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Aug 27, 2020 21:04
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bob dobbs is dead posted:its an amazon dealio, to deal with their vast org I learned the term 10 years ago from...ex-amazon people, so this checks out
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Aug 27, 2020 21:19
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Twerk from Home posted:In general this has turned into the lead developing with one or more people watching via Zoom This sounds like one of the worst ways to learn anything even assuming that the people watching actually want to learn and aren't just loving around while this happens.
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Aug 27, 2020 21:35
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It might actually be good if the juniors code while the lead watches and guides
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Aug 27, 2020 22:40
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Twerk from Home posted:We exclusively work in teams small enough to be fed by two pizzas, that develop lovely microservices and microfrontends that get iframed into each other. Each team is fully empowered to work however the gently caress they want, using whatever tooling and tech stack they want. What is the projected lifespan of these internal applications, like 90 days holy poo poo, that sounds like a maintenance nightmare Also, lol, iframes;
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Aug 27, 2020 23:01
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Hadlock posted:What is the projected lifespan of these internal applications, like 90 days holy poo poo, that sounds like a maintenance nightmare Most of them are internal-only, so we can do stuff like only support a Chrome version in the mid 70s because somebody used AngularDart 1.x and never upgraded it, actually. Fun fact, I discovered that another app runs as an iframe inside of a React app inside of an iframe inside of said AngularDart app, so you have to wait for 3 heavyweight SPA frameworks to load before the app does first paint.
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Aug 27, 2020 23:06
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I feel like we went past this, but exactly how many people is a "two-pizza team" intended to be and in future can we just say that number?
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Aug 28, 2020 02:20
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assuming a standard 8-slice pizza, a two-pizza team is somewhere between 1 and 32 people
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Aug 28, 2020 02:58
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You fools, it's not about slices! It's about volume
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Aug 28, 2020 03:00
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When your headcount's too high Like a big pizza pie That's Amazon
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Aug 28, 2020 03:31
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its about 750 lbs of person. could be 1 750lb person or 5 150lbs peeps
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Aug 28, 2020 10:48
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Are you calling me a "three teams guy"?
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