Interview Pattern, Rejections and Possible Fixes Every so often as engineers, we have to run the interview gauntlet (over and over). It changes over years. I had to run it again recently and this is what I came up with… Interview Pattern External Recruiter Interview — Optional. These guys work for/with you…

The interview process has been influenced by FAANG companies. People who want to work for FAANG companies study for their interview and at the same time implement the FAANG interview process in their own companies. If it's good enough for Amazon or Google, it should be good enough for my…

This culture has been decades in the making. Back in the "old" days, you work for a company until you retire. The problem is that companies have shown they have no loyalty to employees specially when layoffs happen. So in return, employees no longer have loyalty to companies. A job…

The only reason companies don't want a more experience developer is that they don't want to pay for a more experience developer. Seasoned developers can learn frameworks 10x faster because frameworks fundamentals are the same. Frameworks are built on similar patterns. The more experience you have, the more patterns you've seen. And knowing the history of technology and the reasoning why something got build gives a more experience developer additional advantage in learning the next greatest thing.

Hiring someone without experience is a "losing" investment for a company. First, you assign them tasks that as an experience engineer, you can do in minutes. But instead you take time to explain/debug/review the task. This takes a whole lot more time than just doing it yourself. Second, once the…

There are a lot of medium articles claiming the 5 things you need or learn x, y and z to become a senior engineer. They tell you to do this to shortcut your way to a higher income or respectability. However.. You need time I’m sorry, there is no shortcut. You can get…

I think you need to be upfront when hiring that is the company culture. We're are going to hire you but you have a chance of being fired within a month. Back in my younger days, I remember being asked to evaluating an engineer. He was not very good at that point but he showed desire and had a great attitude. So I recommended him. He didn't learn fast enough so he was let go. I initially thought that I at least gave him an opportunity but what someone explained to me was that person quit their job and now is a worse position of being unemployed.

I started using SAM because I didn't need to worry about other cloud solutions besides AWS. I didn't want to add extra complexity that I would not use. But every time I needed something more complex, I struggled looking at SAM documentation while I could easily find a serverless framework solution. So I moved to serverless and never looked back. It has always felt that serverless frameworks was written by developers who actually use the technology while SAM felt like an afterthought from AWS.

I find what most interviewers think is important is what they are good at. If an interviewer is looking for "curiosity", it's because it's the quality that they have themselves. Software developers want to hire clones of themselves.