KBall, Amal, and Nick dive into key dimensions of what makes a developer work environment good – or bad. They discuss systemic factors, individual factors, what you can do about it, and a proposed scoring system for good work environments.
Synthesized insights from Stack Overflow’s 2020 survey data:
The dataset has 33,447 salary data points which probably isn’t that many given that there are probably around 25 million software developers in the world. You have been warned.
Despite Petr’s warnings, he did go through some trouble to make the data as good as possible (short of, you know, finding or creating more data sources 😉).
I’ve been a manager for many years at companies of different scale. Through these experiences, I’ve done my share of learning, and made some mistakes along that way that were important lessons for me. I want to share those with you.
The four mistakes that Sarah details, which we can all learn from:
- Thinking people give feedback the way they want to receive it
- Trying to do everything yourself as a manager is the best way to help
- Communicating something one time is enough
- You have to have everything together all the time
As it turns out, most of what we hear about “talent” in the software industry is just plain wrong and based on naive and deprecated models if not outright self delusions.
The author goes on to explain how talent is multi-dimensional, isn’t static, and isn’t linear… then concludes by ruminating on these questions:
If all of these prevalent assumptions about talent are wrong, what does it say about our hiring and management practices? what do managers even mean when they set out to hire “good developers” given that their goodness cannot be measured and is highly volatile?
Related: I shared an Unpopular Opinion on my recent Go Time appearance (though Kris Brandow is convinced it will be actually popular) in this area of thought: I believe a primary trait shared by successful software developers is stubbornness. Not talent/intellect necessarily, but that downright refusal to give up until a solution is found. Listen in starting here and let me know if you agree or disagree in the discussion.
There are 70% more open roles at companies in data engineering as compared to data science. As we train the next generation of data and machine learning practitioners, let’s place more emphasis on engineering skills.
This vibes with what I’ve been hearing on Practical AI lately. Organizations are facing big challenges when it comes to deploying, maintaining, and improving data processing tools and platforms in production settings. Big challenges produce big opportunities. And what does a data engineer do? According to this article:
Develops a robust and scalable set of data processing tools/platforms. Must be comfortable with SQL/NoSQL database wrangling and building/maintaining ETL pipelines.
If you have that skillset, you are in high demand today. And if you can adapt that skillset and be considered a ML engineer, you will be in high demand for a long, long time.
I’ll admit, the TL;DR of this HackerNoon piece is a bit disappointing:
Is a computer science degree worth it? For me, partially. For you? You tell me.
Having said that… Sun-Li’s experience and results of going back for a CS degree despite already being a professional software developer with a full-time job are super interesting and maybe even informative about the state of the industry.
Shekhar Gulati does a quick retro after his first year as CTO. Their lessons include:
- Schedule time for yourself
- Getting things done without doing them
- You will not have all the answers
- Pick your battle wisely
And a few more.
Kamran Ahmed, creator of Developer Roadmaps, joins Jerod to talk through his 2021 roadmaps to becoming a web developer.
We cover why Kamran created these resources, who they’re for, how to interpret them, and then take a stroll down the paths to becoming a frontend and backend developer.
Which path are you on in 2021?
JS Party panelist Emma Bostian is getting serious about YouTube, it seems. This a great rundown of how she is (and you could be) generating income from her dev skills outside the typical 9-5.
Gergely Orosz joined Adam for a conversation about his journey as a software engineer. Gergely recently stepped down from his role as Engineering Manager at Uber to pursue his next big thing. But, that next big thing isn’t quite clear to him yet. So, in the meantime, he has been using this break to write a few books and blog more so he can share what he’s learned along the way. He’s also validating some startup ideas he has on platform engineering. His first book is available to read now — it’s called The Tech Resume Inside Out and offers a practical guide to writing a tech resume written by the people who do the resume screening. Both topics gave us quite a bit to talk about.
Jaana Dogan, now working at AWS, reflects on her (long) time at Google:
My time was up for one exact reason. I no longer had no clue what the life outside Google felt like. My actual superpower was gone. I remember sitting in meetings only bringing insights from what I hear from customers without truly understanding how things worked outside of our bubble end-to-end.
Thoughtful reflection is a powerful tool in your life. Sharing that reflection with others, like Jaana does here, can be a powerful tool in other people’s lives. 💪
Based on data from over 30,000 developer resumes analyzed by CV Compiler (automated resume reviewer), here are ways to upgrade that should lead to getting more job interviews
At some point in the not-so-distant future, it’ll be easier to make a list of remote-unfriendly companies in tech. Until then, bookmark this for the next time you’re on the job hunt.
Can’t find a job working in Go? Perhaps introducing your current team to Go is the solution. In this episode we talk about how Go was introduced at different organizations, potential pitfalls that may sabotage your efforts, some advice on how to convince your team and CTO to use Go and more.
We are currently in tough times. With a lot of people losing jobs and struggling to get back one. I sailed the same ship and just got back a job. I wrote this post to help people who are currently in the job hunt and are facing rejections (by writing about all the rejections I had so far).
I want you to know that job search might be stressful (at times), but you got this! Prepare yourself and go out there; Don’t get hurt by rejection.
While writing the post, I just realized how common the culture of ghosting a person during the interview process has become.
I wish that we get better at not ghosting people as an Industry.
This is an extended version of my essay “When front-end means full-stack” which was published in the wonderful Increment magazine put out by Stripe. It’s also something of an evolution of a couple other of my essays, “The Great Divide” and “Ooops, I guess we’re full-stack developers now.”
This is a lengthy, sprawling piece on the evolution of frontend development by someone who really gets the web. It also has its own art-direction and design so you’ll want to read it onsite vs in an Instapaper-alike.
The panelists discuss their thoughts on career progression while sharing some of their own history. They also talk about important considerations to think about when deciding where to go next, and share useful resources.
This the first majorly bearish case I’ve read on remote work:
… remote work makes you vulnerable to outsourcing, reduces your job to a metric, creates frustrating change-averse bureaucracies, and stifles your career growth. The lack of scrutiny our remote future faces is going to result in frustrated workers and ineffective companies.
Let’s tackle these issues one at a time.
A new study from North Carolina State University and Microsoft finds that the technical interviews currently used in hiring for many software engineering positions test whether a job candidate has performance anxiety rather than whether the candidate is competent at coding. The interviews may also be used to exclude groups or favor specific job candidates.
What’s more, the specific nature of the technical interview process means that many job candidates try to spend weeks or months training specifically for the technical interview, rather than for the actual job they’d be doing.
Be careful out there.
Looking for a new gig? Ryan Choi helps YC startups hire great people and he’s offering free advice to job seekers on their resumes and how to reach out. You can email him your resume at
firstname.lastname@example.org if you want feedback or pointers.
In this post Ryan says to be sure to cover what, how and impact for each position on your resume.
What did you work on? How did you get your work done? What impact did you have?
Mat Ryer talks to a new full-time Go programmer, an intern at Google, and a high-school programmer about the tech world from their perspective.
The two main theses of my professional career have been that distributed is the future of work, and that open source is the future of technology and innovation.
On the distributed front, the future of work has been arriving quickly. This week, a wave of companies representing over $800B in market capitalization announced they’re embracing distributed work beyond what’s required by the pandemic…
Change happens slowly, then all at once.
There are few people on Earth that have been thinking about this longer (and more deeply) than Matt.
Even if you job is secure now, who knows what the future holds? Especially these days, it helps to be prepared. Learn some quick techniques to help make your future job search easier: knowing more people, upgrading your skills, getting public evidence of your skills, plus fallback planning for peace of mind.
To help you succeed as a remote programmer, here at CV Compiler, we analyzed about 1,000 remote vacancies, (~330 job listings for each group), to define the tech skills employers are demanding from remote developers right now.
Some of the particulars in this article don’t feel relevant during the coronavirus-lockdown phase of history, but the overarching message is solid:
Companies waste millions on building the environment they think makes developers happy, without understanding what actually makes developers tick.
What does make developers tick? What motivates us? The answers aren’t always the same, but they often aren’t all that different either. Eduards argues that autonomy, mastery, and purpose are at the heart of it.