How relevant are code metrics at startups?
Startup is transitioning from consulting team to inhouse developers, few red flags (hiring manager gives me a 40 minute spiel upon first introduction, frontend is riddled with bugs and many features broken/unfinished), but also stuff like recent Amex partnership. Me and one other dev start (he is referral from same hiring manager), same role, I pace myself to be slightly more productive than him, which is about 1-2 hours code daily. 6 months performance review, I receive equity, its time to get rich so I pop a few adderall, pull a few all-nighters and go ham, I guess in an attempt to clean up their shithole. Boss (CEO, no technical experience) starts to double down on me, has a talk with me about how I need to focus berating me like a child. After that I decided to give the AWS SDE1 interview another attempt, practice for about 2 weeks but fail on round 2. During this she is DMing me 1 minute before standup constantly, calling and aggressively DMing me multiple times while I am at lunch, it is overbearing, demeaning, and almost always confrontational. She snapped after my power went out on a Monday and wrote me a formal warning. In an attempt to defend myself, I checked out github stats, compared to other dev I am 67k/5k/1.5k vs 3k/1k/100 +lines of code, same role, same start. Does this even mean anything? Is she using lettering to close a great deal? My opinion - hyperaggressive micromanagement is being used to downplay significant performance discrepancies and disrupt my transition into a real company Her opinion - I have repeatedly failed to fulfill my responsibilities to be immediately available (2 hr response time a few days cause I was playing tennis but I did code for 14hrs/day for the past few weeks) I am (relatively) new, and would be grateful for some advice. #performance #metrics #startups #softwareengineer #softwareadvice #engineering #software #swe
lol sounds like ceo is on a power trip and full of bull. get your CTO, or someone your CEO respects to get on your side. if there’s only 2 devs it should be obvious how valuable are … or just leave to a new job
no CTO, thats the role I was trying to grow into
Code metrics are completely irrelevant unless those code metrics translates to features pushed, bugs fixed, etc. In which case you should use the actual value you provided as a rebuttal not code metrics. That said I doubt your manager will care either way
im pretty sure amazon doesn’t give out sde1 interviews, those are only for new grads. You always do L5 interviews then get downlevel to L4 when you have experience. Is this not true anymore?
Not true as of last year. I had 2 YOE got interviewed of L4 did really well, and ended up having to do an addition system design interview outside my main loop to get L5.
On the rejection it said SDE1. AWS recruiter, 105 minute 2 hackerrank questions, then failed technical with ~5 year Sr. eng. How can you tell if it is SDE1 or 2?
Get out as soon as you can. Let the toxic people cook in their own sauce.
More code more bs
This doesn't sound like a good place to be at for anyone, let alone a new grad. I'd recommend not letting this bother you, and focusing on getting out. Do bare minimum needed to keep your job while you can focus on switching.