Gergely Orosz Profile picture
Mar 1 5 tweets 2 min read
Met up today with one of the first recruiters I worked with at Uber as an eng manager - and one of my favorite ones! - Keki Mwaba.

After a decade of sourcing and recruitment at Uber, Flow Traders, Disney and Reddit, she just launched her career consultation business (cont'd): Photo with Keki Mwaba and G...
Keki is offering resume reviews and career conversations as a service.

In what is very cool, she helped with input in The Tech Resume Inside Out book, given she has reviewed hundreds (or more) of resumes every month, for years.

You can contact her here: expatcareerdevelopment.com Written by people who run t...
I have not recommended services like career coaching, resume reviews etc because most of these are a coin flip, often done by people who did not do the job before (eg recruiting, hiring etc).

In this case: I’ve known Keki for years and she’s the real deal: I do recommend her.
There's the old argument of is it worth paying for {X that can be researched online}

How to work out, how to write a resume, how to do your accounting for the business is all there.

Sometimes you trade money for convenience. Sometimes it makes no sense.

My approach when considering hiring someone to help with an area I either don't know as much about, or don't have the time to research/learn:

"Is this person an expert in the field, and will they save me time / add value, and do I want to invest vs do it myself."

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More from @GergelyOrosz

Mar 1
I have a friend who is a mechanical eng at Bosch.

His manager has ~40 reports. He has one 1:1 per year with the manager. I told him how we in eng had a manager for every 6-10 ppl, ~weekly 1:1s.

Now I wonder: will we see a move towards where Bosch is? Lower IC:manager ratio?
Back then, I already wondered *why* the major difference in eg manager ratios. What did eg Uber have that Bosh didn't?

Access to cheap money, during 0% interest rates is one answer. A need to retain engineers. The cheap money is gone.

And this trend:

newsletter.pragmaticengineer.com/p/the-scoop-38
"How can a manager have 40 reports?"

"How come only one 1:1/year?"

Career management is minimal. But so is attrition in that region, as there's very few places to leave to. The lack of alternatives (and low attrition) likely contributes to the low ratio

Read 5 tweets
Feb 28
A big difference between two type of software 'architects':

#1: Speaks the tech jargon. But *only* uses the jargon.

#2: Speaks the tech jargon. But *only* uses jargon when it's helpful - and they know the other party understands - else uses plain language to explain ideas.
I've observed the #1 types of people stick to deliberately speaking jargon for a few reasons:

1. They think it shows they are smart

2. Keep an artificial barrier to entry for less experienced team members to not join the convo

3. Mask their own gaps in not understanding things
I remember as a new hire sitting in a meeting when an experienced engineer threw around stuff like weak/eventual consistency, idempotency, durability, egress.

Afterward I asked another eng in the meeting what this meant:

"I also don't know. But he's Staff so must be right."
Read 6 tweets
Feb 27
Interesting how, with Cloud and SaaS solutions spreading like wilfdire, devs need to context switch to use more and more custom tools to eg find services, docs, roll out feature flags, manage infra etc.

There's now a movement to centralize all these in Developer Portals.
Some of the most popular Developer Portal tools are:

Open source:
- Backstage by Spotify (seems like a very popular one)
- Clutch by Lyft (more for workflows)
- Hygieia for Capital one (more for dashboards)

SaaS:
- Cortex
- OpsLevel
- Port
By the way, if you are working with Backstage: I'm writing about how this works. DMs welcome both on sharing your experience, and if you'd like to review the draft.
Read 4 tweets
Feb 27
This is the Twitter ad that keeps appearing on my timeline, again and again.

Is course, it’s a scam.

I am just amused how there is no longer the slightest due diligence to try and block ads that are impersonating the owner of Twitter.

Wonder how many people will fall for it. Screenshot of a promoted tweet writing to learn more about aNeuralink enters the Blockchain! You can now invest in NeuraWith a starting price of just $1.5, and the ability to purch
So this ad keeps popping up under different advertisers.

Caught the tweet this time. This tweet is being promoted.

Some advertiser seems to be creating a bunch of small, throwaway ad accounts hoping they won’t get caught (and are clearly not)

What I noticed is that in all cases, the spammer is using old accounts - registered in 2012 both cases - which were dormant (less than 10 followers). I’m assuming it’s because new accounts would trigger automated alarms or perhaps checks.

Still, quite the play w impersonation.
Read 5 tweets
Feb 26
A mistake less experienced software engineers make when it comes to estimations:

They break out maintainability/quality. Eg “building the feature is 2 weeks, adding automated tests another 3 days”.

What follows by less technical stakeholders is a push to remove the latter.
Non-functional requirements like correctness, quality, maintainability, performance etc should be baked into estimates, and not made part of bargaining. That bargaining is how sw becomes less maintainable over time.

Ofc this is not universal: you get better at it w experience.
Every time I mention estimates someone comes saying “ignore estimates just do the work”

The reality is the world runs on dates, dates can help people and teams focus, and you don’t get to dates without estimates.

Hard to make it far w/o the skill to estimate.
Read 5 tweets
Feb 25
A great example of some hiring managers thinking they are doing job seekers a favor w inviting them to further interviews.

In reality, every interview is one more barrier. Not everyone will jump through them: and that is fine! It’s not entitlement: it’s the free market at work. Screenshot from LinkedIn saying:  “It’s VERY rare I’d
That the more interview steps you have, the fewer people will want to go through them (tho you collect more signals).

Bemoaning dropping out of a long process is pointless. It means they have better options. Either accept or change your process.

Applies to dev hiring as well.
By the way, a very good point in the age of remote work, on why asking to see a supposedly local candidate in-person is not that silly.

Again, I’m not saying the HM should not have this interview step. Just saying don’t complain that some people drop out: in fact, expect it.
Read 4 tweets

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