Framework的动态

Dear Software engineers, Code is the least important thing you should focus on. Here is your priority of things that you should follow if you want to become an irresistable hire and candidate for promotion: Ethics > Security > Compliance/Regulations > Business > Product > User Experience > Scalability/Performance > Code/Design/Engg. Follow Nikhil Kumar for more such updates.

Since my original, admittedly terse comment got deleted, I thought I’d take the time to put a more coherent thought together as a repost. I believe the linked articles will have little to no actual usefulness for others looking to climb the career ladder. Why? Because every company, team, individual, and context is different, as are the processes and politics behind promotions. In particular, most companies are not FAANG/MAANG companies. Often, I suspect promotions in tech roles are less about the skills and responsibilities you’ve demonstrated, as much as who you know, who likes you, and who (other than your manager, even) is willing to go to bat for you. Some people may be better at getting noticed when they work extra hours, or for other forms of “firefighting”, while others are quietly preventing fires from happening. Others might be held back by being perceived as “negative” for pointing out concerns or problems. There are a lot of possible factors in play, even when toxic cultures aren’t involved, and a lot of it isn’t even visible from the employee’s side. So “success stories” about how quickly someone else climbed the career ladder may just be survivorship bias attributing meaning to choices and steps that weren’t even part of the actual promotion equation. There may be some helpful tips or heuristics for self-improvement, learning, and growth, don’t get me wrong—but that’s different than a secret sauce for actually getting promoted when you don’t actually know what goes on behind the scenes (even if promotion criteria is supposedly written down somewhere).

Dear Linkedin, An honest question. Until my current role, the vast majority of my career (13 years at this point) has been focused on designing and writing backend systems for saas-ish software products. Lately, I seem to be getting regular feedback from hiring managers looking for software engineers to design and write applications, that I'm more of a devex/ops/infra-focused candidate than they are looking for. I struggle to understand where they are getting this. I have ops/devex/infra experience because most places I've worked have not had discreet teams to accomplish these functions, and so all the backend folks banded together to accomplish these important jobs. But, I was also writing the applications being built/deployed/run/maintained. I assumed that displaying an understanding of cicd/infra etc would only help underscore that I have a deep understanding of what's necessary to build good software, but I'm beginning to think I should scrub all of it from my resume in order to make it clear that most of my career has been focused on writing customer-facing products. I'd love some thoughts.

I've never understood companies that limit themselves to hiring only folks who've already worked on their stack. Sure, if you can hire somebody who's a real expert in part of your stack, then you should; but otherwise, any good developer is going to learn the language/framework faster than they'll learn how your code actually works. Understanding your unique problems and how you've uniquely addressed them inside your application's code takes many months longer than learning a language or framework, and there's no better way to learn that language or framework than by working on actual production code written in it.

I can't wait to hire software engineers purely based on a conversation and reference checks. Leetcode, hackerank and whatever code exercises are dead. The tools available to us nowadays enable people to do far more than ever before. As long as you can read code and have a logical thought process, your ability to regurgetate a bredth first search of a binary tree in O(n) time complexity means absolutely squat. My process would look a little something like this: - Filter cv's based on skill matches - conversations with candidates on the short list - reference checks of those candidates who I got along with - further conversation with shorter list and then decision As long as you have a track record of being able to do what you say you can, all I care about is what kind of person you are. Maybe I haven't thought about it all the way.. what do you think?

My experience with automated coding assessments has been in general a negative one, most of them have poorly written descriptions that solve no real life problems. In my opinion they have very little use outside of academic evaluations for students, its just a bad way of filtering candidates.

???????????????? ???????????????? != ?????????????????? Software Engineer == Problem Solver Don't attack problems with code. Try first to understand them from a business perspective and then a technical perspective. When you do this, make a plan for how to solve it. Try to solve without coding.??????? ???????? ???????? ???? ?????? ????????. If you must code, then do it. Remember, ???????? ???? ?? ??????????????????, ?????? ???? ??????????. #softwareengineer #code

Things are getting tougher for Software Engineers now since a lot of companies are using 3rd party services for coding assessment tests as part of the hiring process.?The problem is that there is no differentiation between computer science and computer information systems for these tests. The tests are a mixed bag of both. I believe these companies do not realize that. I am not a scientist. I am a software developer. ??

As a hiring manager, I agree leetcode or more specifically algorithms interview questions is counter productive to assessing candidates skills. https://lnkd.in/gJs6x669 1) I’m looking for candidates who can do the work. Therefore, unless the work envolves writing existing algorithms from scratch, this is not helpful. Unless the work envolves writing original algorithms from scratch, this not a skill I would be screening for… for example most web/mobile/frontend devs, do not write algorithms rather they focus on implementing designs/wireframes with existing frameworks and API’s. 2) I’m usually interested in how well they know a specific language or framework, databases, with existing cloud solutions such as AWS, GCP, Azure, and CI/CD tools. 3) based on their current skill set and work experience, and compensation expectations can they quickly learn and adopt our code base, tools ext inorder to be effective. 4) Can a candidate work well with our team, or mentor new team members. If these questions are answered sufficiently, then we’ll validate this assessment within the first 30-90 days.