11–20 of 68 posts
I have a rule: if I've been doing the same job for two years, it's time to leave. Especially in this industry, getting comfortable can be disastrous. There's no job security, ever, but it's remarkably easy to fool oneself into thinking there is. And then suddenly it's gone, and a hostile job market with skills 5 years out of date.
The changes that have been most meaningful to my career are thing like becoming a tech lead and moving into engineering management. And these have happened when I've become embedded into a company.
On the flip side, if you're jumping between companies regularly to stay fresh on tech, you might not actually be progressing in the way you think you are. A decade later you might still be a $latest_technology developer with 2-3 years of marketable experience. The changes that have been most meaningful to my career are thing like becoming a tech lead and moving into engineering management. And these have happened whe…
On the flip side, if you're jumping between companies regularly to stay fresh on tech, you might not actually be progressing in the way you think you are. A decade later you might still be a $latest_technology developer with 2-3 years of marketable experience. The changes that have been most meaningful to my career are thing like becoming a tech lead and moving into engineering management. And these have happened whe…
I have a rule: if I've been doing the same job for two years, it's time to leave. Especially in this industry, getting comfortable can be disastrous. There's no job security, ever, but it's remarkably easy to fool oneself into thinking there is. And then suddenly it's gone, and a hostile job market with skills 5 years out of date.
Sounds like you haven’t found an employer who invests in your continued skills and development. A good employer/manager will give at least 10% and often 20% for skill dev.
With the resume of leaving every 2 years, many recruiters and hiring managers for companies that do invest in their employees would avoid you. So you’ll never find good employers either.
I tell you one thing. If you think that a company will be offering you new tech after every X months or Y years then you are wrong. Tech world does not like that. Think of the investment a company does to bring in a tech stack. It is not all about downloading a new tech, it is about finding and hiring resources. If they all start changing tech based on wish list then they never can progress. I remember something my e…
If you were about to get more responsibility and obviously are climbint the corporate ladder, isn't that growth? Is not this the opportunity to be able to influence change in your organisation and be able to tackle all the issues in which you find at fault?
But at the same time, with the current employee market being what it is, if you are unhappy there is _no need_ to play the grind game to help a company grow, unless you are really attached to it.
On the flip side, if you're jumping between companies regularly to stay fresh on tech, you might not actually be progressing in the way you think you are. A decade later you might still be a $latest_technology developer with 2-3 years of marketable experience. The changes that have been most meaningful to my career are thing like becoming a tech lead and moving into engineering management. And these have happened whe…
Regarding management, it's a bootstrapping issue: The main requirement for an engineering management position is management experience. The easiest way to get it is to stay at one place for 3-4 years. The move based on that experience.
* Line management: are you willing to be the man and promulgate the party line? You can be mostly apolitical in this role.
* Middle management: are you willing to be the pawn of a specific member or two of senior management and do their bidding (which probably isn’t fully aligned with the party line)?
* Senior management: do you know how to intelligently break the rules in order to stand out from the crowd of middle managers? This could be by developing a broad following within the lower levels of the company through self-promotion, through cultivating specific relationships with the CEO and/or board, or by (in rare cases) delivering on highly visible and truly remarkable results for the company.