“Over a week behind”? “Pseudocode”? Are you sure the scope is appropriate for an intern? You need to calibrate expectations because not every intern is top of class big tech material; many may indeed struggle with basics.
Re: convo with manager, my two cents is candidness is good, but so is self awareness. Mentorship isn’t an exercise in building another “you”, it often requires adapting to the situation.
Surprised nobody mentioned renewable energy. Battery tech has been steadily improving, as well as solar, storage systems, etc. Teslas were literally not feasible before energy density improvements and the supercharger network.
Agtech (agriculture) is another one that flies completely under the radar.
Space exploration too.
Did you ask about the size of runway for company 2?
Not having a presence online could mean they’re still aimlessly pivoting to find a niche or it could mean they’re too busy making money.
One month there seems like it would give you another 4 months of safety net, so I’d probably pick that, as there’s no guarantee company 1 wouldn’t do layoffs either
We people on the recruiting/interviewing side don't really care about minutiae like indentation; as long as the resume is readable, it's fine.
At best, we're gonna skim the resume, scanning for keywords and looking for some semblance of relevance for whatever is the open req that is being filled. We also subconsciously care about the substance of the writing. Yours already has elements of the STAR format, impact numbers, etc, hence why I said it looks fine.
If that's the most impressive thing you have, you just put it at the top and massage the rest of the resume to look coherent in context. If it's a one-off-freelance-on-the-side-while employed-full-time-elsewhere sort of thing, you could put under projects on a section below so as not to make the main employment timeline section look weird.
Some companies/teams have dedicated scrum master roles, in some the project manager fills that role, some have engineering managers do it, in others a senior/lead dev does. Some companies don't even do agile/scrum. It depends on company culture and/or how they think about human resources and team structure.
In principle, there's nothing that says that there must be a scrum master that does nothing else.
Nobody can tell you what will be boring to you. Some people are ok w/ doing the same thing for 20 years, others outgrow their role in 3 years.
Generally speaking, with regular SWE, there’s more avenues for growth, e.g. infra/devops, vs a closed ecosystem like Salesforce
Resume advice: “show, don’t tell”. E.g. instead of saying “delivered high quality projects that exceeded client expectations”, elaborate on the details
I went to Canada (Toronto, though). Got citizenship and eventually moved to US. I have a US green card now. Canadians have an advantage over most other countries because they can get the TN visa to work in the US, which is far easier to get than the H-1B.
I don’t have experience with living in UK, but my brother lives in Vancouver. He makes over 100k as a SWE, self taught. Seattle is next door, so there’s spillover jobs from there.
You might have heard of the “staff engineer: leadership beyond the management track” and similar resources. The takeaway for me is that there aren’t silver bullets as there are different flavors of leadership as well as different archetypes even below the staff level, and part of skillset is figuring out how to effectively interact with the different archetypes upwards and downwards on both IC and EM sides.
As someone making more than 500k, I’ll say there’s both specialists and generalists at pretty much all levels of the IC ladder. The difficulty beyond staff level is you typically need both, plus an entirely new class of skills around technical leadership.
Thinking in terms of “productive” number of hours is pretty naive.
The general “method to the madness” is some leader has a spreadsheet of costs and profits, the costs outweigh the profits and something has to give now; the problem is almost never about people not working, it’s that they’re working on something that is not self sustainable (and that might be the fault of the leader). There’s no time for this leader to get on a first name basis with every single employee in their org, so the cuts come in broad strokes, often with little regard to individual performance.
The thing is that it’s a moving target. As you grow more experienced, you start to expect better pay, and in aggregate, higher pay jobs have harder to meet requirements.
What does start to happen as you get to senior level ish is that recruiters start to cold message you and you start to grow your own network so then you need to rely less on spray and pray job application tactics.
Depends on the size of the “gap”. Personally I don’t consider a Vue to React jump to be that big, a lot of skills transfer over relatively well. Lots of interviewers do look for ability to hit the ground running though, and asking about advanced-ish things like useEffect is something that happens commonly in interviews.
For bigger jumps, e.g. web -> iOS, it is generally expected that you have already at least some professional experience, so you need to acquire it at your current job by getting yourself on such a project somehow
Think of this way: titles are skill bands, moving up doesn’t mean you will necessarily be at the median of the new band. You can grow further after the title bump, provided that you meet the minimum bar for that level and are, in fact, growing.
I’ve never heard of online internships. Do you mean internationally remote internships? If so, that is at least a conceptually coherent idea but I have never heard of anyone actually doing this either. Usually internships are on location because interns require a lot of hand holding and face to face time with their supervisor, so you need a visa (usually L-1 OPT or J-1)
Have you asked why he is making these changes?
Assuming the example is accurate in that the changes are all inane and not actually causing outages, it sounds like you two are optimizing for different things (you for least lines changed to make reviewing easier on yourself and him for discoverability by ordering declarations in alphabetical order)
That latter concern is a thing, and some linters can even auto-fix it.
My meta comment would be that there better hills to die on. Ultimately, if you’re clashing with your team member over something like this, you’re probably wasting both your time and his.
Memorization isn't a big deal, you can always look things up.
The way I think about it is, when you're young you tend to do what you're told, irrespective of whether that is the "correct" answer (and then spend a lot of time wrestling w/ the technical debt), and as you get older, you learn to push back/challenge assumptions/carve out the real requirements/take educated liberties and defend them. It's kinda like back before cars, when you asked people what they wanted and they said they wanted faster horses, but what they actually needed were motorized vehicles.
On the purely mechanical side, as you get older you can also learn about different techniques to make you more efficient. For example, due to the nature of my job, I frequently use a combination of git workspaces, codemods and cloud computing to bang out a metric ton of highly standardized code changes across literally hundreds of projects (we have a large monorepo). I'd never be able to do that by hand otherwise.
Investing in these companies just doesn’t make sense anymore
Going to echo what the other person said, you're coming to conclusions based on old/bad data. Uber, for example, has more than $1B in profit YoY, and issued a stock buyback as well as corporate bonds yielding 7.5-8%. It's also in the S&P500, so your uncle's retirement fund is probably buying some every month. And the stock is up like 65% YoY and analysts still think it's undervalued...
The correlation between interest rates and stock prices is not as direct as you'd think, and even less so as you start to get into small cap/private equity/startup territory. Just look at Reddit's stock.
Focusing on bad workflows is not going to help your resume, unless you’re actually doing something about fixing them.
Instead, you probably want to focus on why the project exists: what it accomplishes and your role in making it a reality.
And if you’re feeling like you don’t know where to start, think of it this way: your real job is to promote/advocate for yourself, so put your communication skills to work
Both are still happening. They’re just not being given out like free candy
Rule of thumb for promos and uplevels alike is to demonstrate impact. Impact is not about “knowing more” or working later, it’s about moving needles that the business cares about.
Phrasing it as "5 years of expense" is pretty unusual, sure, but the overall structure (1 month in liquid cash, X months emergency fund in 5% APY HYSA/money market, rest in broad ETFs) is pretty bog standard investment advice.
A S&P500 index like VOO is usually recommended not because of 10 years returns, it's because the historic track record for that index goes back like a hundred years. Standard advice is to dollar cost average: by your own admission, the S&P500 did come back up every single time, so if you had bought any at the bottom via DCA, those shares would've given you a very nice ROI.
Hiring foreigners definitely requires jumping through more hoops for visas, unless by immigrant you mean green card holders, which are as easy to hire as citizens
Asking for opinions/thoughts
cscareerquestions