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Gergely Orosz Profile picture
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8 Nov, 7 tweets, 4 min read
Stack Overflow Jobs is shutting down spring 2022. Existing clients have been briefed: public comms is not yet out. There will likely be another product following from SO: stay tuned.

In the meantime, here are other job boards you can consider posting engineering positions:
LinkedIn Jobs: the obvious place for many. linkedin.com/jobs/

AngelList Jobs: esp relevant for startups. angel.co/jobs

Hired: hired.com

Otta: otta.com

No Fluff Jobs (EU) nofluffjobs.com

Djinni (EU) djinni.co
Remote positions:

Remote OK: remoteok.com

We work remotely: weworkremotely.com

Remote Leaf: remoteleaf.com

Himalayas: himalayas.app
Specialized job boards by @Pallet_HQ:

And I also started a job board for senior engineers and engineering managers:

Circling back on Stack Overflow: it's unclear if they are accepting new customers for SO Jobs. Information I hear is conflicting.

I heard sensible reasons for this move. However, we should wait for Stack Overflow to communicate the "why", and their vision looking ahead.
Stack Overflow has been hinting at SO Jobs being sunset in April 2021. I'll wager the decision was finalized by Apr 2021, reading between the lines.

A shame they are not publicly communicating the sunset of such a well-known product though.

stackoverflow.blog/2021/04/07/an-…
An addition: the official Stack Overflow stance is that SO Jobs are still open until sunset.

However, several companies have messaged me that SO turned them away from posting jobs because they are too small.

Don’t hold your breath and I’d prioritise boards outside SO jobs.

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More from @GergelyOrosz

Gergely Orosz Profile picture
7 Nov
How to mess up an acquisition: do what Intuit is doing with Mailchimp and their longtime employees.
Given how it’s M&A 101 that you *do not* cut anyone’s pay if you want to retain them, and given that Intuit has competent people, this points to this:

Intuit never wanted to keep many of Mailchimp’s employees. They wanted the customers and the cashflow Mailchimp brings.
Many chose Mailchimp and accepted zero equity as the founders said they’ll never sell.

$12B was too high to resist (understandably), and once they sold, its every employee for themselves. Employees got no cut of the sale.

Look out for yourself: don’t expect others to do so.
Read 4 tweets
Gergely Orosz Profile picture
7 Nov
The 2021 Talent .io salary report is out. These reports work with the data they have, and it's clear that high-paying tech companies don't use "Europe's largest tech recruitment platform" at all, resulting in data that is off from reality.

A thread on why these reports are off:
1. Access to data. Looking at the Amsterdam data distribution, Adyen, Booking, Uber etc all don't have their data here. They all pay €90K+ for seniors in *base salary* - we'll talk about the rest. Uber and Booking €110K & above:
2. Total compensation vs salary. These reports focus on salary, but the highest paying companies often pay a lot more than just salary. E.g. at Uber I had years when my stock vesting that year was above my €100K+ salary. My bonus target was €22K as a senior engineer.
Read 8 tweets
Gergely Orosz Profile picture
2 Nov
Yes. No company with a good engineering culture has the title “junior”. Entry-level software engineers are called Software Engineer. Entry-level PMs: Product Manager.

“Junior” levels signal a hierarchical organisation where it sends the message “we don’t take you seriously”.
A short story: what happens when you drop “junior”. At Uber we rewrote the $50B/year payments system. Over 6 months, a core team of ~10 engineers emerged as goto people.

2 of these engineers were software engineers with 1-3 YOE. A “Junior” title would have made this impossible.
“Junior” makes people starting out self-conscious. It also makes others take them less seriously.

It’s a way for status-based people to feel good about themselves (“My juniors handle this: it’s trivial”). It’s a perfect way to cripple innovation often coming from these people.
Read 4 tweets
Gergely Orosz Profile picture
1 Nov
Hot take: what is holding back most companies in becoming better at tech is that their leaders - CEOs, CTOs, VP Engs - have never worked on high-performing software teams as an engineer.

Their understanding of "best in class software teams" will always lag behind reality.
Look to tech companies who are nailing it and their leaders.

Facebook? Google? Amazon? Twilio? Hashicorp? Cloudfare?

They all have something in common. The CEO/founders were writing the code, and stayed hands-on with engineering for a very, very long time.
The best-in-class software teams do things that run completely counter-intuitive to most traditional management wisdom.

The best orgs in the world make calls like investing 20-30% of engineering on platform work, that leaders at other places cannot fathom to make.

Their loss.
Read 4 tweets
Gergely Orosz Profile picture
1 Nov
"What is your take on 'US software engineering culture' vs other cultures (like Scandinavian, Eastern EU etc)?"

A loaded question but here goes:

1. US-founded tech companies dominate global markets. Not understanding how and why they succeed is ignorance at its finest.
2. Some universal truths are starting to surface in sw engineering. Like iterating faster is (usually) more nimble to progress. Transparency (usually) helps the team. Micromanaging (usually) kills innovation.

These are dependent on context. Understand them, and their context.
3. There are cultures that are far more hierarchical and process-driven than others, and this reflects in the day-to-day. I'd run a company with only Hungarian engineers slightly differently than one with all Dutch, or all US ones.

Understand the culture you're surrounded with.
Read 6 tweets
Gergely Orosz Profile picture
31 Oct
My biggest “internet GDP increase” contribution so far is this article.

Got so many messages from engineers switching jobs once they realised there are “tiers” that pay a lot more. And several companies increased compensation after debating the contents:

blog.pragmaticengineer.com/software-engin…
Even now, this article is in C-level meetings at companies who all assumed they are closer to the top of the market because Radford or Mercer data tells the so.

But they’re not, because they never realised (till now) how Tier 2 and 3 companies don’t show up in those datasets.
The most surprising outcome of this article for me: the recruiter messages.

“I never realised why I don’t get responses from devs in certain companies despite telling them we pay ‘competitive’. I now see we are ‘Tier 1’. Over 10 years & never knew other, higher tiers existed…”
Read 4 tweets

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