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Doom Mathematic posted:Try pair programming with them? This is correct.
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Jan 15, 2019 23:13
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GeorgieMordor posted:This is good advice. Yep. "Senior" Engineer is also a crap shoot because everyone has different expectations as to what a "Senior" should be able to do or how they can sell themselves. More often than not, you're probably dealing with a hiring team that hasn't actually figured out how to calibrate an actual senior.
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Jan 17, 2019 20:23
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GeorgieMordor posted:Interesting. So would it be fair or unfair to say a company advertising a Senior Engineer position could be a red flag to some organizational aspects? Not necessarily. It's just that the industry is very heavily skewed towards newer folks these days, so EVERYWHERE needs experienced engineers to help provide firepower that's at least done things once or twice before. I view it more of companies putting Senior Engineers up on this pedestal that isn't entirely grounded in reality.
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Jan 17, 2019 21:02
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Jose Valasquez posted:I would argue the opposite. Smaller orgs need more specialization because they have more specialized needs and less slack to give someone time to come up to speed on their stack. An engineer in a company with 10k engineers taking 6 months to learn a stack is less of a problem than an engineer at a 10 engineer company taking 6 months, so big orgs are more willing to hire generalists. I can't speak on behalf of larger orgs, but all of the smaller orgs that I've been a part of have gone with generalists to begin with. This is primarily to offset the potential busfactor of having specialists. I say this as I was brought on initially as a specialist (iOS engineer), but that's a whole different story.
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Jan 18, 2019 16:16
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Forgall posted:I'm even stressed when I work on "fun" projects because I'm not sure I'm doing things the right way, so I don't know if I'm learning anything. Especially considering things like error handling and testing. I'm never sure if I'm doing those right or enough. I've never even worked on a team that wrote tests properly... That's one of the reasons I feel so incompetent. While I don't agree with the notion of "having" to work with others in order to feel you're doing it the right way, I'd suggest you jump into some open source projects out there and start picking up small issues that they've identified - GitHub is great for this. The good ones will list out guidelines on how to contribute and just do it. You'll get exposure to what it's like to code socially and what it takes to work with another. You'll pick up what works well (or what doesn't) as well as eventually coming to the determination that we're all still figuring things out and are always looking for "the right way".
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Jan 26, 2019 15:04
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Forgall posted:That's a good advice, it just seems way out of reach of my abilitiy. Forgall posted:I suppose putting some things I've made for fun on github wouldn't hurt, even if they are dumb? 100% this, put it up there. Another tip: Go out and make your own blog - there's a reason why it's every first tutorial - and do it in a technology/framework/service/infrastructure that you'd want to learn more about. I did this several months back so that I could learn React and GatsbyJS: https://github.com/BayPhillips/gatsby-blog . It's a stupid website that no one cares about, but it got me into a bunch of new tech (AWS, Serverless, Lambdas), got me to start helping contribute to a huge open source project that's really popular now and have I have a stupidly fast website out of it.
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Jan 27, 2019 15:37
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Forgall posted:Cool, I recently made a slack app for my own use (it converts video links on streaming websites into direct stream urls so I can open them in video player on my tablet, and I've been changing it to run on lambda instead of heroku. What is that project you are contributing to if you don't mind me asking? Gatsby! https://www.gatsbyjs.org/
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Jan 27, 2019 19:12
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LLSix posted:Are there any goons who have or know of positive workplaces that use an open office layout? Everything I've read about open offices suggest they're terrible and I'm tempted to consider it an automatic hard pass when interviewing at new companies. Maybe I'm not giving them a fair shake though. I've worked in a cubicle farm once and it wasn't too bad, although my coworkers having political debates 3-4 times a week was pretty distracting. You'll never* find somewhere to work if you have a hard pass on open offices. They suck and it's all about maximizing space (at the cost of productivity). Make sure you ask about quiet areas for people to focus, office etiquette (don't bother someone with headphones on), communication practices (async communication via slack/email) etc. Those are very important in open offices in order to keep them somewhat sane.
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Mar 11, 2019 21:57
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I remember  being quite applicable at the time.
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Mar 29, 2019 00:55
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I've hired a bunch of both CS and Bootcamp grads. The biggest difference I've seen is that, generally, the CS grads will probably have a longer tenure in the field vs a bootcamp grad who's doing it because their previous career wasn't what they wanted it to be (rewarding, interesting, lucrative enough) and they're trying it out now. Basically, if you don't burn out after doing it for 4 years at school (and you were probably doing it before university), then you'll probably be fine doing it for the foreseeable future.
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May 27, 2019 14:46
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Keetron posted:Having someone sit in at a review can mean a bunch of things but I learned to just shut up and accept whatever comes. Considering that your boss (or any other person outside yourself) has a say in your raise and promotion, it is best to remain friends. Also considering that this second guy is very good at the friendship game, you are better off just being kind. If you do not like working for either of the two, you might as well find another role as it seems you are not skilled in the whole politics thing. "Friendship game"?
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Jun 4, 2019 12:25
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csammis posted:The game of who’s the best pal of the boss, because a bad manager will weight reviews and other opportunities more generously towards their buddy than towards solid contributors who don’t have that positive mental association I get that there are some managers that put too much emphasis on personal relationships with their direct reports and that can (will) lead to problems for, say, performance reviews. But I'd say that's reading a bit too much into what rt4 posted originally. Also, who's to say someone's solid contributions doesn't also provide positive mental associations? Keetron posted:edit: there is no if()else() developer solution to this. It is about the ability to play the friendship game in the office and if that does not interest you, do not worry about it and just let management do their thing. It is not like you can influence it anyway? I'm not a fan of this and it comes off awkwardly. You don't need to be friends with your boss or your coworkers, but having a friendly disposition and personality at work (or anywhere?) is almost always the most effective way to be successful. rt4 posted:At my job, I've distinguished myself by improving the way my company handles a particular unpleasant task and also handling them in great volume. This all started to happen about 2 years ago. Last year, a new person on my team quickly became my boss' right hand man. I didn't care too much, although I didn't see what was so great about him. Maybe 5 months ago, he was promoted to Director Of Unpleasant Task. I had no idea such a role would ever be created but felt a bit insulted that anyone other than myself would be chosen for it. It seems to be more of a project management role without any direct reports, though, so it wasn't hard to push my ego aside and get on with things. Just get on a call with your manager and ask them why they'll be there. Explain you're confused as they haven't been part of your professional development before (if you are confused about it). It's not malicious to ask and it's your boss' responsibility to explain it. Candidly, it sounds like he's potentially going to start offloading people management of his direct reports to this new Director. Doh004 fucked around with this message at 16:00 on Jun 4, 2019 |
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Jun 4, 2019 15:57
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Yeah you might have made yourself look like an rear end there Sinten.
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Jun 7, 2019 16:56
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Sinten posted:Continuing my quitting story: Wow this is horrible! 2 weeks notice is purely a professional niceity but I don't think I've ever seen it actually required. You are entirely within your rights to say Friday is your last day and walk out, but (as Keetron said) be careful to not burn bridges with the folks you do want to retain a relationship with at the company that aren't privy to why your boss is so poo poo.
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Jun 10, 2019 23:36
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Sinten posted:I didn't mean to imply that we had a 1x1 in which we had an uncomfortable stare down. We had a broader team meeting, and afterward he cancelled a meeting he and I had 1x1 and he went out of his way to avoid walking past my desk or me for the rest of the day. https://www.youtube.com/watch?v=DpMNwFSLJxg (are we allowed to youtube quote replies here?)
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Jun 12, 2019 22:24
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I've personally found markdown files that you commit into sourcecode as a great way to codify non-code related things. It helps that it's already a super familiar workflow for software engineers.
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Jun 18, 2019 20:13
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The Fool posted:The company I work for has "We do things the right way" "We do things the right way for our shareholders" FTFY
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Jul 23, 2019 17:50
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Mao Zedong Thot posted:IMO/IME only real way to make the jump is at a job where you're senior IC and express interest. I would never go back to school, personally. Agreed. I made the jump from IC to an EM because I wanted to take on more responsibility, my boss wanted me to have more responsibility and the opportunity presented itself (fair amount of luck). As someone who who manages managers - I can say that most people do not want to do it. If I have someone who expresses interest in people management, I do my best to make it happen. Coffee Jones posted:I’ve been working from home as full time remote so I wake at 6:30, at stand-up by 7, done the day at 4 PM Have you told your manager/boss about it? If so, what'd they say?
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Aug 4, 2019 14:54
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Careful Drums posted:Same. I'm aiming for management by late 30s (I'm 31) and hopefully running my own shop by 50 Any reason in particular for waiting until the late 30's to get into a leadership role? the talent deficit posted:my experience is companies are so desperate for managers with technical skills that all you really need is competency and desire to move from ic to manager in tech This is correct. I've found that a lot of places might already have Leads/Managers in those positions but mostly because they took their high performers and gave them more responsibilities than they actually wanted/were ready for.
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Aug 5, 2019 12:01
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Careful Drums posted:I'd switch maybe mid-30s, if things work out. A lot going on in my life right now and I won't be up for a new role until things get settled. Word - gotta do it when it makes sense for you. I just wanted to make sure it wasn't imposter syndrome creeping in. Pollyanna posted:I can speak for myself here: in no way should anyone ever consider me a leader cause I will 100% gently caress it up. Why go for that position and responsibilities if it will just crash and burn, like it always does? Careful Drums said it best but: everyone fucks up, all the time. It's how you own it, learn and then move on that matters. In terms of being the "poo poo umbrella" as a lead - yeah it sucks. I guess there's a certain level of martyrdom that comes with the role. It all becomes worth it when your teams kick rear end and you realize you didn't actually code any of it. kayakyakr posted:And herein lies the end goal for me: I want to eventually be VP engineering or CTO or something along those lines, and it seems a lot easier to get there via Lead -> Eng Manager -> Director Eng -> VP Eng/CTO than Senior -> Staff -> Principle -> VP/CTO Same here. I'm trying to make the jump between Engineering Manager -> Director right now which is an awkward spot.
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Aug 5, 2019 17:53
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kayakyakr posted:Oh? What are you seeing? The few director listings I've seen are looking for folks with 6+ years IC experience and 3+ management experience. Back when I was looking several months ago, I was hitting resistance because I didn't have the title. Even though my experiences are at that level, it was a big jump for an org to say "This person is a Director even though they've never been called it". I'm also younger than most at this level (a lot of luck) at 30 so there's a little bit of reverse-ageism at play (I'm not complaining).
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Aug 5, 2019 19:20
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Vulture Culture posted:At my last job I was an engineering manager with a director title. In my current job I'm a director with an EM title. I want to (and largely do currently) do product management. The title treadmill is unwinnable. Just try to solve real problems. No doubt, it mostly comes down to effectiveness - I get that. In the end, titles also get mixed up when it comes to the stage/size of the organization. What I'm more going after is the ability to help facilitate engineering organizational direction. More often than not, that leads to: taqueso posted:Start a little company on the side so you can direct it. Pretty much.
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Aug 6, 2019 11:56
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School of How posted:words This is a rough post and I would heavily suggest you reevaluate your approach to finding new employment in technology. The market is oversaturated with junior engineers, I agree, but that quickly dissipates once you get around a year of experience. I say this as someone who hires across the board (and just recently got a new role) in the US. Pollyanna posted:I'm also very bearish on the market - I’m still not convinced that this is an engineer’s market, or will stay/become one. I have no hard proof, but neither do the bullish ones. Technology has become a necessity for almost *every single company and industry* out there. This is radically different than it was 10 years ago. It's the new normal. Markets might cool slightly, but I've also found even in down markets, technology will still thrive because of its efficiency gains that it provides. I graduated from college and worked through the great recession in FinTech - companies threw more money at us than before it happened.
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Aug 6, 2019 16:27
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There is so much more to hiring the right engineer than just technical competency.
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Aug 6, 2019 17:36
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JawnV6 posted:I'm not even sure we're agreeing on technical competency? If a 'senior' is pitching a fit that the spec didn't say 5000 character lines are frowned upon and balks at that feedback when given, I've got a vastly different set of expectations and we're probably not going to get along. Yeah 100%.
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Aug 6, 2019 17:45
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prisoner of waffles posted:E: also beware of career/job advice from anyone who, when pressed, starts sounding like a Tragic Incel I had to look this up and holy poo poo: https://www.washingtonpost.com/opin...l?noredirect=on 
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Aug 6, 2019 18:21
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Eggnogium posted:C'mon this has to be a troll. Yeah, I think they've gotten us good. This is the most posting I've seen out of the Oldie thread in a long long time (forever?). rotor posted:in most orgs hiring a bad engineer is much worse than hiring no engineer at all. This is 110% true and is a miserable thing to have to deal with.
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Aug 6, 2019 23:04
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minato posted:But we're told (for good or ill) to make the interview process as pleasant as possible, because even if we ultimately reject a candidate, we don't want them to badmouth us to their friends who might be good candidates. So even if we know the interview is essentially over, we smile and shake hands and say HR will be in touch. Previous place we instituted a policy that the interviewer had to at least finish their block - but after it they could pause the cycle, grab the hiring manager and recruiter and allow them to end it early. We actually got a ton of good feedback when we had to tell people "Hey, we know we asked you to be here for another 2-3 hours but we want to save you the time and it's not going to work out - here's the feedback so far...".
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Aug 7, 2019 03:29
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Volguus posted:To spend 20 hours on a "take-home" project seems a bit too much. To spend an evening, let's say 5 hours or so, is a lot more reasonable. I never had a take-home that I spent more than 5 hours on. They should be simple things, not a fully functional product of some kind. But, at the end of the day it's up to you. Every person is different and every job is different. If the place looks extremely appealing, the people working there are awesome, maybe I know a few of them, the paycheck is fat ... dunno, maybe I'd say yes to even 20 hours. But if you don't want to, then don't. Holy hell, 20 hours is way too much. We always stated to spend a maximum of 3-4 hours on a take home and write in the README what you would have done had you had more time. We never punished people for that.
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Aug 7, 2019 17:44
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raminasi posted:Does anyone have advice on dealing with the ego challenges that come from having younger coworkers leveled higher than you? It’s really just a stupid ego thing, I have no reason to think anyone at any part of this has made a bad decision, but knowing that doesn’t make it just go away. Ego challenges like they think they're hot poo poo because they're younger and "above" you, or it being an issue of ego that you need to get over?
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Aug 12, 2019 22:43
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a hot gujju bhabhi posted:I don't really get the totally adversarial approach this thread often takes toward colleagues and superiors. I think it's these old dying forums trying to hold on to what made Goons Goons from back in the day.
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Aug 14, 2019 15:19
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Pollyanna posted:are you sure though Blinkz0rz posted:100% Yep - you get it now.
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Aug 17, 2019 13:52
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Tried to come up with a joke about the thread being oversaturated but I failed and this was all I got.
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Aug 29, 2019 21:01
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Dang. It's hard to know when people are trolling vs actually projecting real-life issues 
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Aug 31, 2019 14:33
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Sab669 posted:So I have an interview tomorrow. Not entirely sure I want the job (assuming they made an offer), my current one is... Not the most challenging, but I'm comfortable and it's relatively cushy Be careful around this, and only do it if you're talking with your coworker (the other candidate) and get their explicit permission. The new company might also not be at liberty to discuss any other candidates, so it gets tricky.
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Oct 3, 2019 18:13
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Never wait for a round of funding to close - it will always take much longer than people expect and even then the money doesn't come over instantly. Keep interviewing and use that offer as leverage for something potentially better if it comes along.
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Oct 22, 2019 20:15
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I'm confused. Asking for references as a last step before sending out an offer is a normal thing.
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Oct 22, 2019 22:08
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Don't need tests if you write code correctly.
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Oct 23, 2019 17:16
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Probably means they liked you but you didn't meet the bar across every facet so they're giving it a second shot.
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Dec 11, 2019 17:32
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Just put in my notice after being at current startup for only 7 months (I started looking 2 months in, I have stories). I'm taking a break from the pandemonium that is "reinvent every wheel out there" and going with something more established an entirely a management/leadership role.
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Dec 12, 2019 05:14
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