re: You Deserve to be a Software Developer VIEW POST


If your organization does not [...]

Please let my organization decide who to hire and how to hire, ok? Found your own organization and set your own rules there, please.

Furthermore, I doubt all the evangelists and advocates of the “junior deserves the same as senior” mantra would ask for a junior lawyer and/or a junior surgeon when it comes to lawsuits and/or surgery.

Nowadays we need to put more effort into getting the driver license rather than to become a “software developer.” That is plain wrong. Developers need the education. That might be self-study, or whatever, but it should happen. It cannot happen in 7 days, 21 days, or even 3 months. No matter what glossy books in bright covers and ads of everything-in-3-days-courses promise. I coded for 2 years before I ventured to apply for the real position, paid with money and all that stuff.

So yes, there are juniors. And it is totally up to the organization whether to hire them or not. Hiring juniors is sorta charity and it’s not affordable for every organization.

We do hire juniors. I personally spend a significant amount of time teaching juniors in many different ways, from thorough CRs to free courses on exotic languages twice a week. I also help people on SO. I do a lot of stuff to deserve the right to hire whoever I damn want.

The most hype I have heard about “we must hire juniors” actually comes from (surprisingly enough) juniors. Here is the receipt for them: spend your free time to learn to become seniors sooner instead of wasting it advocating the necessity to hire juniors. That works better.


The most hype I have heard about “we must hire juniors” actually comes from (surprisingly enough) juniors.

When I was "junior", I didn't know anyone or advocate for anything. I think most juniors keep their heads down and do their work. There may be some outspoken, but I think most of the actual discourse on this subject comes from experienced developers who have good relationships with their newbies and want other orgs to do the same.


from experienced developers who have good relationships with their newbies

Well, maybe.

and want other orgs to do the same

That’s the thing that drives me nuts. Many developers are fine using Apple devices, despite the evidence of unacceptable working conditions at their Chinese factories. Many developers are fine using AWS despite working conditions at Amazon in general. And now I am told I have to do something these developers consider being good.

The subject is not generalizable at all. Some juniors are fine being and feeling juniors (they grow fast.) Some have an impostor syndrome and need some additional care. Some just need to be fired for claiming to treat them as seniors.

This world is not b/w. General solutions do rare if never work.


You can't really "learn to become seniors sooner" if your seniority is measured in years of experience working in a classic enterprise environment.


This is a problem of classic enterprise environment that might be addressed separately.

I personally strongly advise everybody against applying to Big5, or even Big100, until they will come to headhunt you themselves.

In a healthy environment, we look at what the applicant might show (gh/test/interview.)

I agree with your suggested method of evaluation. However, most companies wont even call you back if you don't have some big name on your resume. And, in my experience, a large enterprise has more "wiggle room", for lack of a better term, to hire junior developers. In a startup, there are fewer safety barriers between the junior dev and the production codebase. A large company often has a large amount of non-critical projects that a junior dev can join to learn the non-technical processes that are critical to the stability of the client facing product.

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