I started writing software in 1984. Over the years I worked with many languages, technologies, and tools. I have been in leadership positions since the early 2000s, and in executive roles since 2014.
A few things to consider (some similar to a previous answer I gave):
1) Network, network, network. Linked is your friend. 80% of jobs in tech are found via networking, and many never get published.
2) Bring passion for learning and for technology to the table. Present yourself as ready to learn, thirsty for knowledge and ready to grow in your job.
2) When you go for an interview, do your homework. Make sure you know everything you can about the company and the product. Present yourself as very passionate about what the company does.
3) Seek jobs at your level in companies that have good mentors. If you find a boss who is a great technologist who is willing to grow you, it will be well worth the time and effort even if the initial salary is not great.
4) Try to figure out what you want to do long term and what your goals are. All of that can change anytime, and that's ok. Having plans based on the information you have right now is the important thing. Employers will be impressed by someone with a clear set of goals.
5) Life as a developer is much different than the life as a student, but it depends on the size of the company. The bigger the company, the more people with specific roles and responsibilities you'll have around. A strong mentor will help you with the transition from student life to development life.
6) For the interview, expect to be grilled at the whiteboard. That's what happens in most cases. Do not resist that process, even if it is uncomfortable. Try to look at it as a fun thing. It can be, and it is almost unavoidable.
7) YOU CAN DO THIS.
Another thing, as someone with management and leadership experience, when you bring on new/jr. Devs is there anything that you need them to absolutely know or a deal breaker for candidates?
I started writing software in 1984. Over the years I worked with many languages, technologies, and tools. I have been in leadership positions since the early 2000s, and in executive roles since 2014.
For junior devs I look for passion and for willingness and ability to learn. I also look for exposure to at least two programming languages and solid problem solving skills.
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A few things to consider (some similar to a previous answer I gave):
1) Network, network, network. Linked is your friend. 80% of jobs in tech are found via networking, and many never get published.
2) Bring passion for learning and for technology to the table. Present yourself as ready to learn, thirsty for knowledge and ready to grow in your job.
2) When you go for an interview, do your homework. Make sure you know everything you can about the company and the product. Present yourself as very passionate about what the company does.
3) Seek jobs at your level in companies that have good mentors. If you find a boss who is a great technologist who is willing to grow you, it will be well worth the time and effort even if the initial salary is not great.
4) Try to figure out what you want to do long term and what your goals are. All of that can change anytime, and that's ok. Having plans based on the information you have right now is the important thing. Employers will be impressed by someone with a clear set of goals.
5) Life as a developer is much different than the life as a student, but it depends on the size of the company. The bigger the company, the more people with specific roles and responsibilities you'll have around. A strong mentor will help you with the transition from student life to development life.
6) For the interview, expect to be grilled at the whiteboard. That's what happens in most cases. Do not resist that process, even if it is uncomfortable. Try to look at it as a fun thing. It can be, and it is almost unavoidable.
7) YOU CAN DO THIS.
Thank you so much for the information.
Another thing, as someone with management and leadership experience, when you bring on new/jr. Devs is there anything that you need them to absolutely know or a deal breaker for candidates?
For junior devs I look for passion and for willingness and ability to learn. I also look for exposure to at least two programming languages and solid problem solving skills.