There is this guy I know. He started working late 2020 and got to senior in 1.5 year and to staff in another 1.5 year. What do you think? This is a unicorn startup. Would you consider him interviewing for L6/E6 position if he interviews at your company
Iâve seen far too many dumb 3-5 yoe staff here who donât even know what rest api is at meta to know they just optimize for the game I personally never liked that so prefer being in a team with more learning at cost of slower growth
This is dangerous in two ways. First, they are still so young they donât have the delicate experience of dealing with people. They end up being too rash or piss off too many people. Second, they got it so easy during the ZIRP era that when they donât keep getting promoted every two years they get depressed and unhappy.
Mind expanding ZIRP?
@morgan I think it means Zero Interest Rate Period.
I always review the resume before the interview and ask a coding question that can easily be turned into a system design question. This gives me enough data point to assess the level of the candidate.
3YOE of anything is junior.
Not always true. More time in a role doesnât equal seniority, knowledge and ability to execute does. For someone who learns and excels at his job, I see no reason for him to be hindered and not be promoted.
You might become senior/competent in your domain but your swe skills definitely wonât be at that level with 3yoe
No. Would you?
I see a mid level in way over his head at a company with 5 engineers or hella title inflation
Are you talking about LinkedIn? They call SWE2 "Senior" and SWE3 "Staff"
Yeah but can he solve Number of Islands and four sum
You spelt foursome wrong.
I suppose pair programming would help đ€€