syblackwell at anywhichway.com
Sat Sep 22 09:54:57 UTC 2018
managing (while still coding) in 1990. I have managed teams of up to 200
working on multiple products at the same time and delivered products in
which I did not see this issue was Assembler. So, from my perspective, the
problem has been around for over 25 years and probably goes beyond the
software development realm.
In my experience, during an interview, close to 100 percent of developers
will rate themselves as a 7 or an 8 out of 10 (with 10 being best).
On Sat, Sep 22, 2018, 1:14 AM kai zhu <kaizhu256 at gmail.com> wrote:
> a problem i've observed in industry is that many es6 language-features
> have the unintended-consequence of incentivising incompetent
> difficult for many employers (even those knowledgeable in general-purpose
> programming), to discern between:
> ship products (albeit with legitimate delays), and
> b) an incompetent-one who can easily hide themselves in non-productive es6
> busywork, and continually pushback product-integration (again with
> “legitimate” delays, until its too late).
> its gotten bad enough that many industry-employers no longer trust
> general-purpose-programming technical-interviews when recruiting js-devs,
> and rely almost exclusively on either a) an applicant's reputation /
> word-of-mouth for getting things done, or b) their ability to complete a
> time-consuming tech-challenge, where they must demonstrate ability to ship
> a mini-product. both methods are not scalable to meet the demand in
> industry for qualified js-devs in product-development.
> the only solution i can think of to this industry-problem is to hold-back
> style-guides and existing design-patterns proven to work (more is less);
> generally, ways to enhance the current, woefully inadequate “bullsh*t
> detector” of employers so they can better identify and
> mentor/train/weed-out unqualified js-devs.
> kai zhu
> kaizhu256 at gmail.com
> es-discuss mailing list
> es-discuss at mozilla.org
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