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Practically all the advice here is rubbish in my opinion. As a user, allow me to request the following: * Please do not attempt to make it an objective rating of values * Please do not make it so I must rank values * Please do not auto-disallow values based on your interpretation of them (like this 8 PM going-home being incompatible with work/life) * Please do not list which frameworks they use and whatnot I like thi…
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This is a really great idea. Please consider adding value ranking. For example, many people might value both meritocracy and diversity but valuing one more highly than another creates a completely different culture. P.S. Please consider adding "meritocracy" as a value.
You can't really have one without the other. It's not really meritocracy if you're excluding a large portion of your candidate pool due to bias.
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Aren't there enough job sites out there focusing on exactly that? This looks to be someone trying to differentiate.
The reason why it is called a job and not a hobby is because those who do it expect money. The elephant in a room is money, not a company outing or 50 hour weeks.
Hello! Lynne here, the creator of Key Values. I’m an indie hacker, and I've spent the last few months putting this together. I interviewed dozens of engineers to come up with a list of values: things we care about most when evaluating new opportunities. I then worked with engineering teams (which you see listed on Key Values) to identify the 8 values that best describe their engineering team and culture. I’m working…
When defining culture I think it's best to avoid generalisations and have specifics:
- If something breaks, what is more important: Preserving state for debuggability or getting online fast
- Developers can always say they are not ready to push and continue testing
- There are defined SLI's and error budgets
- Design docs are required for new functionality
- Senior developers are expected to {mentor junior developers, be proactive in creating tooling, understand the full technology stack, refactor}
- Sliding scale of time spent on feature development vs keeping on top of technical debt
- How much time is spent on automation
- Are there well defined leadership tracks for technical and management (a yes/no isn't really enough here)
- Onboarding/mentoring, paired with a senior developer or a hire that joined ~6 months ago
There are a lot more engineering culture questions based on ownership, communication, personal development and specific engineering tradeoffs.
Some of the "values" are kind of ambiguous. How do you quantify "bonded by love of product"? What does that even mean? Doesn't everyone consider themselves "Creative + Innovative" and "Customer Comes First"? Would anyone advertise a company that doesn't have a "High Quality Codebase"?
I do like the overall idea of the site and the filtering mechanisms. I'm glad you're considering adding more "values" to the system, and hope you can add some more nuanced selection of those values (i.e., negation). You're approaching this from a tough but clever angle, and it'll be a lot of work to tweak it and get it right. Keep it up.
Also, site looks beautiful. Love the logo.
Even stuff like "uses agile methodologies" is not really meaningful. Too many different approaches and implementations out there. Some can't imagine work without every single tiniest thing being filed as a separate ticket (because otherwise they feel like losing track of things), some believe that's insane micromanagement, borderline OCD. Both could say they're doing it "agile, just in the sane way". ;)
Also, I think many values really lack their opposites. I think it would be useful to be able to search for e.g. places that value age-proven tech over latest fads. Or places that specifically don't market themselves as "creative and innovative" but just doing what they believe is good, needed and profitable. Or places where engineers aren't expected to do stuff outside of their scope (as opposed to wearing many hats). That all may sound as bad things to some, but I'm certain there are persons who have different mindsets and treat that as positive values.
That said, maybe at least some values are better as some sort of gauges rather than statements? In particular, "risk-taking vs stability" and "cutting-edge technologies" looks like good candidates for the e.g. "1: we're writing software for a nuclear plant" "10: we develop live on the production servers" scale.
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You can't really have one without the other. It's not really meritocracy if you're excluding a large portion of your candidate pool due to bias.
Not a logical statement. It is entirely possible to value merit over diversity.
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Not a logical statement. It is entirely possible to value merit over diversity.
I would submit that the two are in contention with one another.