On Interviewing as a Junior Dev | Hacker News Reader

On Interviewing as a Junior Dev

lizmrush.com

89 pointsmlrtime91 comments

> I did a code challenge that involved ranking soccer teams, and while going over the code a developer at the company asked me if I needed the rules of the game explained to me. While it's a good thing to make sure the candidate understands what the problem is, companies need to be aware that these things carry extra cultural baggage and asking a female candidate if they understand a basic sports rule (or any other male dominated theme) comes across as belittling and sexist.

As a male, I don't even know the rules of soccer, so I would have gladly wanted to hear the rules of the game so I could implement the solution correctly.

I think too that there's nothing sexist about being explained the rules of soccer. Also I get the feeling that the OP is a little too over her head. At some point I thought it was Ken Thompson writing the blog post.

Anyway, I'm glad that turned out good for her, also some stats are interesting (2 responses out of 10 online approaches is a good number IMHO).

I'm considering pursuing a remote dev career but I'm writing only ruby code right now, have some personal projects which I need to polish and started learning JavaScript. I would be interested to read more stories on the same topic but with much less verbosity.

Yeah, I know I would want the rules explained to me. Personally, I think that it is a positive that an interviewer doesn't assume any extraneous knowledge on the candidate's part, since it prevents the candidate being in a position where they may feel anxious or embarrassed about asking for help or clarification, and lets them focus on demonstrating the coding abilities. It also presents a way to clear up any ambiguities right at the start.

Replace soccer with something like curling, or analyzing corn yields, or whatever obscure topic an interviewer wants to use to frame a question, and the interviewer's question comes across as perfectly valid thing to ask.

Unfortunately, our culture generally views sport as a male domain. While you and I are probably aware that there's nothing intrinsically "male" about sport, it can feel a little weird for someone to treat you as if your understanding is aligned with the gendered assumption. Anyone, if they don't understand the rules of the game, could still ask what they are. Would you feel weird if someone assumed you knew the rules because you were a man? How could you tell if they assumed that because you were a man, or because of some other reason?

I think the point the developer is trying to make is that all this could be avoided by using another context in the challenge. Not using a different challenge is at least somewhat displaying that they didn't think how this situation might make someone feel.

>Not using a different challenge

Like what?

Even something like maths can be claimed to be "viewed generally as a male domain". And once you start accounting for ethnicity and social background I think you would find it incredibly difficult to come up with something that had no possibly offensive cultural baggage.

Actually, maybe the challenge could be to design a challenge that was neutral.

P.S. Considering soccer's limited popularity in the US I doubt most candidates would know the rules.

We may very well find it very difficult to come up with something that has no possibly offensive cultural baggage. Do you think soccer was one where someone made even an attempt to mitigate that baggage?

I agree with the author that it would be better to have alternative coding challenges, even though interest in soccer is obviously not a male-only thing.

Possibly, as soccer isn't exactly a premier sport in the US. If it was American football, baseball, or basketball (with which the average American male is more familiar) I think the authors point would be stronger.

I could make an argument that using a sport which has massive popularity outside Western European culture is a sign that the interviewer was thinking about diversity.

Sports are good candidates for these challenges as they have reasonably complex rule, so it isn't necessarily that the interviewer was just selecting something they liked.

Or the could the company frame the help-giving to make it clear that this is offered to everyone?

But that would just make hiring feel yet more impersonal. More impersonal is the last thing hiring needs.

So.. the company asks a candidate if they understand the game, and just because the author of this post is female, she wildly speculates that they must only be asking her because she is female. This is ludicrous. Sounds like a feminist.

Whether you like it or not people make assumptions about other people based on their gender. Companies that are sensitive to that fact are less likely to pose code challenges that align with a common assumption about gender, which aligns with the gender of the majority of developers. They are also less likely to ask questions that also reflect that assumption. For this developer, this code challenge was a red flag.

There is absolutely no basis for that claim in this particular case. I'd expect them to ask all candidates if they understand the scenario, regardless of sex. But guess what? We have absolutely no idea because there is no data on it. As such, it is totally unjustified to call an employer "belittling and sexist" purely because they asked a single candidate if they understood something related to their code challenge.

It is quite interesting to me that you say we don't know what we'd expect the interviewers to do in this scenario. The applicant didn't either (and they state that), and in this case, the interviewer's lack of knowledge about the applicant's possible perceptions betrayed a lack of sensitivity to such topics. This was a red flag.

> she wildly speculates that they must only be asking her because she is female

Not sure what article you were reading but all she doesn't say anything of the sort. She simply points out that companies need to realize some questions may come with extra cultural baggage which could be misinterpreted.

It does. The questioner asked her if she understood the game before she started her code challenge. She proceeded to extrapolate from this by calling such questioning "belittling and sexist", implying that they're only asking HER because she is female. So yes, it is wild speculation on her behalf because she has no idea if the employer also asked guys the same thing.

> While it's a good thing to make sure the candidate understands what the problem is, companies need to be aware that these things carry extra cultural baggage and asking a female candidate if they understand a basic sports rule (or any other male dominated theme) comes across as belittling and sexist.

The full thing.

> she wildly speculates that they must only be asking her because she is female

Your bit.

At no point does she say they she thinks they are only asking her because she is female, in fact I read that as she knows that they ask everyone and not only women but the general context of the question and cultural baggage associated with the context can come across as belittling and sexist even when that is not the intent.

What you are quoting is out of context. The sentence prior to the one you quoted mentions her specifically. So the proceeding sentence seems to use her personal experience as a basis to then make a broader claim in a more general context.

Ok, previous sentence.

> If your code challenge involves a typically male oriented theme, such as sports, consider changing it to something else. Why not use something more neutral? I did a code challenge that involved ranking soccer teams, and while going over the code a developer at the company asked me if I needed the rules of the game explained to me.

Statement of fact, no "feminism" on display, no hint of anger that they asked her this question, this is merely explaining the situation. No "They only asked me because I am a woman" speculation.

Wherein she offers advice on why this might not be a good idea due to contextual baggage. A piece of advice as I mentioned in my previous comment.

> So.. the company asks a candidate if they understand the game, and just because the author of this post is female, she wildly speculates that they must only be asking her because she is female. This is ludicrous. Sounds like a feminist.

There is nothing she has written anywhere in any of these where she "wildly speculates that they must only be asking her because she is female" or says anything that indicates your rather pejorative use of "She must be a feminist".

>>> If your code challenge involves a typically male oriented theme, such as sports, consider changing it to something else. Why not use something more neutral?

Since when sport is not neutral? The quoted sentence makes it sound as if sports is some rich white dudes privilege. I would understand her if she was asked to sort women by attractiveness.

Combine the following two sections:

1) "...while going over the code a developer at the company asked me if I needed the rules of the game explained to me."

2) "...asking a female candidate if they understand a basic sports rule...comes across as belittling and sexist."

It seems pretty explicit that she found it sexist that they asked if she needed the rules explained. If she finds them sexist for asking her the question (as opposed to not asking), she must think they only asked because she's female. I don't see how it can be read otherwise. However, I don't think this makes the lady an OTT feminist.

A possible workaround would be to provide a cheat-sheet with a rules summary. I think one would be less likely to see or assume sexism if there are hard materials on offer to the interviewee - it implies that the same question and materials are used for a number of candidates, and an interviewer is unlikely to withhold the cheat-sheet just because an interviewee is male.

"She must think they only asked because she's female"

Alternatively, she cannot know whether they only asked because she's female. She has to give them the benefit of the doubt, but it leaves her wondering, because it's something someone with sexist attitudes would be more likely to say. If they had chosen a more neutral topic, or presented the material in a way where it was clear that male and female candidates were treated identically, she wouldn't have been placed in that position. Her point is about how it comes across, not about how it was intended. It's more, "here's how you can avoid accidentally making candidates unsure whether you are sexist" and not "this was a sexist thing that happened".

Totally agree. There's absolutely nothing sexist about it at all. I am male and there loads of sports I have no idea about the rules.

Now, let's say I stumble across this bit before I interview her. Red flag: tends to treat things as sexist when they clearly are not. Meaning a potential law suit or what not for nothing. Sorry, too big of a liability.

> Now, let's say I stumble across this bit before I interview her. Red flag: tends to treat things as sexist when they clearly are not. Meaning a potential law suit or what not for nothing. Sorry, too big of a liability.

Eh, that works both ways.

"Red flag: assumes I will sue the company based on one blog post they misunderstood. Meaning a potentially shitty company afraid of a lawsuit exposing their shittyness. Sorry, too big of a risk."

Congrats! You're not a match. I doubt either of you will spill many tears.

I'm male and pretty athletic, and I would definitely need the rules of soccer explained to me. That game was not played where I grew up.

I played soccer as a kid a local team, and I would need the rules explained to me 15 years later...

100% agree.

It's nothing to so with sex. If they were implementing rules for the TV game show Countdown would there be an issue there? I doubt it. You shouldn't have to be scared of checking if someone is familiar and briefed on the subject matter.

That's a pretty impressive starting salary range for a junior.

a) You must have interviewed exceptionally well, and be in practice "not really" a junior (which would imply Ada are doing an incredible job, and is freakin' awesome), or be bringing to bear some other skills

and/or

b) Salary range where you are is broken

You said the range you got offered was $75-$95, which in Great British Pounds is £47-£60,000, and I've absolutely no reason to doubt you. BUT: you can get a reasonable senior developer in the most expensive city in the world (London) for £60,000.

The pickyness about jobs doesn't exactly scream junior dev either. Most I know would be glad to just get a job, and then after they've got some experience on their CV, they can be picky.

And it seems like Amazon was willing to offer a $20K signing bonus, so add another £13K to that. A junior developer in London would probably feel they'd done very well to get half of that.

Looking at the resume I have trouble considering her a "Junior" dev, seems much more experienced than that.

Well, looking at her CV, she has a BS, and some real world experience. Couple that with self-motivation, and the interest to do another year just to get started in CS -- that would probably place her in a different category from "went to Uni, graduated". Which is one definition of junior dev.

That said, looking at her github profile, it does give me a "junior dev" feel (not really a bad or good thing, in and of itself. Better to hire a promising junior dev, than a poor "senior" dev, I think).

If nothing else, I'm much more looking forward to my own prospects if/when I start looking for a job in earnest...

I've never quite got the salaries in the UK/London -- those that I've seen advertised or on sites like glassdoor. They seem unreasonably low?

Granted, I'm looking from Norway which has a decidedly strange/flat pay structure -- starting salary for a junior dev here would (probably?) be around a little below the median wage, to 1.5 the median wage (across all categories of jobs[1]) -- and the effective ceiling not that far above.

I do find it interesting that with her clearly limited programming skills/experience, she was valued so high. I don't think it is unreasonable, but it doesn't really match what I've seen elsewhere -- I'm surprised so many companies clearly seem to see what they need, and are willing to compensate accordingly.

[1] http://www.ssb.no/a/aarbok/tab/tab-190.html Norwgegian table. So for a single person 25-30 years old, in 2011, median income after taxes come to 264 200 NOK, or ~37K USD/23.5K GBP. Almost double that for income before tax.

London software salaries are low compared to the Bay Area or Seattle. Comparable or a little bit lower than Toronto software salaries.

A couple of years ago Amazon would make a standard offer of 90k USD (~55k GBP at today's rates) to new graduates hired as SDE in Seattle, plus a 10k bonus if they stayed a year.

Of course there's differences like Amazon giving everyone only 10 paid vacation/annual leave days, 15 days being considered pretty good, annual bonuses aren't common at the larger U.S. companies, etc.

I personally think London is worth it, but the money difference is there.

My jaw always hits the floor when I see the salaries they offer in SF/NY. Then I remember that working in the UK I typically get twice as much paid annual leave as most people in the USA, usually with the option to purchase more leave. I think I'll always choose more time off over more money.

And there's the matter of what to do with the time off. Prague, Rome, Budapest, Barcelona being a two-hour, £20-40 flight away is difficult to value but a big difference.

I hear this a lot from my foreign friends. It's 2014 and even Ryanair don't sell £20 return flights any more (£30-40 is pushing it. E.g LGW-DUB in Feb is £40).

Also, the Eurozone isn't all that cheap any more. Prior to 2008, £1 bought you 1.4-1.5 EUR. Since then it's typically been between 1.1 and 1.3 EUR. And prices have risen all over Europe.

Even if you found a £20 flight, it'll be the cheapest part of the trip! If you do anything other than a backpacking budget, your flight cost will be eclipsed by: baggage fees, travel to/lunch at the airport, accommodation, transport, entertainment and food.

It starts with a cheap flight and before you know it you've spent £200-400/pp for a couple of days away.

I meant one way prices. To my Canadian ears £40 one way is still very cheap.

Berlin, £50 round trip in March, £40 in January. Copenhagen, £50 in March. BCN, £50. Porto, £58.

Stansted Express, round trip 30 days in advance, £16.

Baggage fees, why? For a week or less, even the aggressive easyJet carryon size is sufficient.

Lunch at the airport... it's like you're trying to make a trip expensive.

Food... yep, you'll have to eat anywhere, and nowhere is that cheap. Considering UK grocery prices it might well be cheaper to travel. Dinner for two incl beer, tax and tip for 449 CZK? That's cheaper than cheap places in Seattle.

Was it cheaper in 2007? Maybe, I wasn't here, can't comment. Is it still miles better than travel options out of SEA or SFO? Yep.

(Cheapest SEA-SFO return is £113. SFO-SAN £107 return. Anywhere more unusual is pricier. LON-KEF is half the price of SEA-ANC. London-Split, £142 round trip, occasional £81 deal. SFO-HNL £290 round trip, London-Gran Canaria is £156 return, occasional £75 Norwegian deal, and it's not like Hawaii or LA or even the resorts in Mexico are particularly cheap. Well, I suppose it's cheaper to go to Vegas from SF.)

From SEA, you have the whole west coast at your doorstep, but you'll need a car and time to enjoy it. It's also a good place to get to Beijing or Tokyo, though it won't usually be cheap.

After spending 4+ hours in an immigration line the last time I went to London via heathrow, I am probably never visiting there again.

> From SEA, you have the whole west coast at your doorstep, but you'll need a car and time to enjoy it

Well luckily you'll have lots of time off from your Amazosoft job... What's the most exciting weekend city break out of Seattle, Portland? SF if you fly, and the selection tapers off after that. Weekend breaks are a lot more fun when you choose from 20 places to fly to for under a hundred.

> After spending 4+ hours in an immigration line the last time I went to London via heathrow, I am probably never visiting there again.

<snarky comment about U.S. immigration> Heathrow is fast with EU passport, though as it happens I agree regarding London as a tourism destination

When I was living in Seattle, I would visit Rainer, North Cascade, or Olympic every weekend in the summer; how many cities are 2 hours away from some of the best national parks in the world on 3 sides? There is a reason seattle has the highest sales of sunglasses per capita in the states.

US immigration is fast with or without a usa passport, well, at least it never takes four freaking hours; in Seattle its max 20 minutes even for first time Chinese visitors. Even Bali is only an hour if you don't pay the bribe.

Well that is a fair point. From Seattle you can choose from mountains, mountains, or mountains, from London you have to settle for city, country, or mountains :)

Well, its mountains, mountains, mountains, or mountains, but I don't think the east cascades is organized into a national park (though people go skiing there). We also have country (including that yearly tulip festival thingy up toward Bellingham). In Europe, you'd have to go to the Alps to get anything like that (or Norway for lakes and floating bridges).

If you find cities very interesting, I'm sure London is very interesting. But if you are into the outdoors, the west coast of the USA is actually pretty nice.

This is purely UK vs US difference: From my experience, companies in the US can pay over $100k to fresh graduates. The same companies pay 30% less in the UK. So the $95k translates to $40k, which is what you'd expect.

I'd say it's US vs rest-of-the-world difference.

I recently applied to a senior dev position at the Tokyo branch of a certain American company, which shall remain nameless. They pay 120~160k in the US. They offered me 60k.

I don't think you can lump Tokyo in with the rest of "not-the-US", really, because it's particularly bad here IMO, moreso than mostly anywhere else in the developed world. The market is shallow and the hiring managers are generally clueless. If you're a software developer, living in Japan is bad for your career and probably your health.

It could be so, but I doubt it. From talking to Europeans here, and reading about it on the net, after-tax salaries in most of Northern Europe and France are roughly on par with Japan, taking into account the differences in cost of living. Southern Europe is somewhat worse. Note that tax rates in Europe are considerably higher than in Japan. And rent in places like Paris and London is probably more expensive than Tokyo.

Developer salaries in Canada and Australia seem to be better, though they still aren't on par with the US.

Starting out, yeah, but generally in the UK experienced guys go into contracting - which pays similar to top US rates. Thats what I ended up doing after moving here a year ago. My take home pay doubled. That includes a month of vacation, and 7.5 hr days.

> b) Salary range where you are is broken

Depends on the point of view.

I'd say the salary range where you and I are (i.e. not in the US) is broken.

Despite all the talk of "programmers can work from anywhere", labour is still a very inefficient market.

Apples to oranges comparison, really. Give up the job security aspect of British jobs and you'll find out companies are more willing to pay numbers close to what's seen in the US.

You have no job security(No right for tribunal) until 2 years in. They can literally make anything up, and fire you for no reason if that's what they feel like.

Still, your year 3 salary is a function of your starting salary.

I am a junior C++ programmer and I make ~27k USD/year in the UK. Those salaries in US make me question myself what I am doing with my life(but then again, I have mandatory 25 days of paid leave a year + unlimited sick days + free healhcare + have no student debt, so maybe it's not that bad )

That can't be London, can it? £17K would have been low even 10 years ago in the capital...

North East.

...and you work in the games industry, I glean from your other comments. I guess your location and that industry are just about the worst possible combination in terms of salary. Sorry!

On rescheduling, the candidate should also be considerate of the interviewer. Too many times, candidates have scheduled a interview for early morning (because they don't want to take time off from their current job) then while I'm driving to work early, call 20 minutes before to say they are "sick" and cancel. If you feel you are getting sick, try to cancel much earlier so as not to inconvenience others.

This article was interesting to read from my standpoint. I'm currently unemployed and am currently looking for a jr. dev position as well.

Background: Received CS degree, have worked for 3 years as a full-stack developer internationally with lots of code written, and am now looking in the Bay Area for front-end developer position.

> Red Flag 1: Asking me to dedicate over ten hours to a code challenge before meeting anyone on the team. Relatedly, the code challenge not having anything to do with the role for which I am applying or the skills I would be using on the job.

Along the same lines, I've now worked on around 6 coding challenges (2 of which I would say had nothing to do with front-end development) and after spending somewhere between 4-10+ of my time, I've gone from the mentality of "coding challenges are good because I can learn from them" to "... another one? I need money, not more work." While coding challenges are a good way of gauging one's skill level, asking for a coding challenge that will take longer than a 2-3 hours should not be required, mainly with regard to the respect of the developer looking for the job, as well as to the company and their time to check it. I've received (and completed) challenges that took over a day to complete. Worst of all is when you submit it and you receive a "Sorry, we have decided to pursue other candidates response" without working with you to understand where your code could be strengthened.

> Green Flag 3: Tailoring the interview process to the candidate. When I feel that there is an attempt to ensure that there is a good mutual fit for a role in a company, I have a much more positive view on the company and their hiring practices.

I just wanted to emphasize this Green Flag.

The other important item I found surprisingly relatable was this:

> And of course, as they always say, it's really about who you know and using those connections.

Start-ups aside, I've found it incredible difficult to get on the radar of bigger companies, when it comes to applying from their site. I can understand hundreds or more are applying and they may not be able to get back to everyone and that's understandable, I just didn't realize how emphasized connections were. The only interviews I've had with bigger companies (i.e. Facebook/Google, etc.) have been through connections. Other companies w/o connections... well I didn't get past the coding challenge to have that interview.

I don't know how to get on the radar of any companies. I'd love to be given a coding challenge.

Background: Received Math degree this past summer, 0 years as a full-stack developer. I had supporting coursework in CS, so I'm not completely unfamiliar with programming. All I want is an entry level job...

From my experience freelance at that stage is not an option at all, and the best option would be a beefed up github profile to show off your capabilities.

What about getting on to something like IBM or Microsoft's Graduate Developer schemes?

You could have taken a algorithms class. Since you are from Uiuc, ask people around you for a referral, which would land you a phone interview or coding challenge. Certain companies send out coding challenges. I think Dropbox do.

You should change your attitude a bit. it sounds like you are desperate for a job, while you should be thinking that you need a job which would be mutually beneficial for both sides. The attitude helps a lot in various stages.

You can start by writing some toy application. Simple blog platform is a classic example. Push it to github. Bonus points if you have multiple applications using different languages/frameworks, that shows that you are not one of the devs that learn one thing and use it for the rest of the life.

Good luck.

If you're in the Bay area (or any major city), go to the meetups, talk to people, and eventually you'll find someone able to help you as long as you're personable.

Most of all though, you need to teach yourself the programming used in practice though - web development is probably the fastest ticket to a job. This means some Git, HTML, CSS, JavaScript, and a backend language (PHP, Ruby, Python, Java/Scala are good choices) & framework (WordPress, Symfony, Ruby on Rails, Django, Node.js, Play framework are examples) or few. Try going through courses offered on sites like Code School or Treehouse. Scour the web for online tutorials, and try to veer from them to get yourself more comfortable with working with the technologies.

An aside, if you live in the Bay area, I've run into plenty of fellow Illini here - I am one myself. I am a math PhD dropout from U of I ('06 - '10).

Good luck - I started my career 2 years ago after 2 1/2 years of searching, so I understand the pain of the first search. A recruiter I met at a meetup helped me land my first job in 2 months - I spent a half a year attending several meetups a week before I ran into him.

Networking can get you a job even with no experience at all (seriously, it's very much possible). Then of course, you will have to pay the piper probably (e.g. work more hours then the rest of the team to keep up) but from what I see here, most people learn programming on the job and stick to their specific company needs (internal policies, stacks, language, etc.)... Except from exceptional programmers, consultants and some other categories who love their job contribute to open source, keep their own projects and so forth..

I hate the coding challenges because they are hugely asymmetric in effort required between interviewer and interviewee. They usually come as the first or second step (after the phone interview), which means you aren't even really being seriously considered yet. You have to spend several hours working on it while they just have to send the email to whatever their challenge link is. Best case scenario, you wasted those hours because you were qualified to do what they assigned you to, and you simply move to the 'next round'. Worst case, you get rejected for any reason or even no reason.

I have seen a few done maybe correctly. They really have to either be short, or otherwise compensated. One company is paying a few hundred dollars for the result of the coding challenge if they like your result, and are using it to entirely replace the first rounds of interview (coding challenge => skip directly to onsite and collect $500). These cases seem to be outliers rather than the norm though.

Thanks Jeff Atwood.

My favourite is when the company rejects you with no feedback then asks that you do not post your code for the challenge in your portfolio

Feedback, as discussed a lot, is a dangerous thing. May start endless discussions, trying to see things as racist/sexist/whatnot, and it's meaningless as decision is already made.

Most of the challenges take an hour or two, so not sure how that would benefit your portfolio. In case challenge was longer than that, well, that's a different question (accept it or not).

I've seen a YC company give a challenge that took a weekend to complete. (Relatively late in the hiring process.) It was interesting and relevant to career goals. I understand the rejection and the lack of feedback, but the do-not-publish request is infuriating. Supposedly the reason is to not give code to other candidates but the companies should be able to detect that trivially by diffing or talking about the code with the candidate.

I've routinely seen coding tasks designed to take a Saturday.

edit: sorry to see your post downvoted, I upvoted it

Speaking as an interviewer at a corporation, referrals put your name higher on a list of people to interview, and they get you absolutely nothing else.

Internal recruiters/HR are also terrible. I've lost count of how many times we'll receive a CV from someone that applied online and then when we call them they tell us they applied months ago and aren't interested anymore. So don't feel too disheartened.

I can't get my head around coding challenges. When I was looking for a job when I wanted to leave my graduate position I encountered a few of these. Either it was homework that they reviewed (and printed out the wrong source code when interviewing me) or it was a C# written test when I'd never done any C# in my life. I'm not really a fan of super technical show-me-you-know-angulars-implementation-detail interviews, I think it's just an opprtubity for the interviewer to act like they're shit hot. If they've got (even a tiny amount of) programming experience, show they're interested, can work through simple problems and describe what they're doing they can probably pick up whatever the fashionable programmibg language/library is now.

On the topic of tailoring an interview, I think its nice to keep some common questions across candidates so there's some useful reference point and bechmark.

Some thoughts about red flags in the article:

"Red Flag 3" is actually a simple fail of the recruiter (uncommon situation, need to thinks that +1 day is not enough etc.). This doesn't convey any information at all whether company is good or bad.

"Red Flag 4" is actually a Green Flag. F* open spaces! You are a developer, not a manager.

"Red Flag 5" also doesn't convey any useful information except that company has typical, average in the industry hiring process. This won't matter at all after I'll get hired.

$95,000 for someone with 6 months school + 6 month internship is fucking insane. Holy shit!

If you subscribe to the idea that colleges/universities teaches how to think - and how to study, and not a (set of) subject, she has a BS+1 year of programming specialization.

If you look at Nordstrom's interviewing site (linked in the article), you see that they require people to have some technical background but also general communication skills. All the talk about "t-shaped" people boils down to the fact that in their line of work, understanding requirements (including non-technical descriptions given by a customer) is a non-negotiable requirement of the job, whereas purely technical excellence isn't as useful to them.

In that sense, having good communication skills and some programming experience, on top of being good at "getting stuff done" is better than what they'd get out of an average CS graduate. Put in other terms, current CS curricula don't serve these companies well, because they yield people who are deeply technical, but bring neither good communication skills nor necessarily familiarity with the tools used by them.

It seems high but if you're in a competitive, well-funded market with a limited supply of capable developers then salaries will only go up..

I guess that would be the gross salary. What would be the typical net salary for someone who earns that much in SF or Seattle after taxes and deductions (health insurance, ...)?

Employers usually provide health insurance at that pay level. Your take home in Seattle will be whatever you make minus federal and payroll taxes, so around 60%.

You'd have to be crazy to hire this person. Let's check the boxes.

✓ Post dripping with entitlement

✓ Arrogantly rejects companies for reasons such as being located an an unhip suburb

✓ Finds offense in almost anything that happens in an interview

✓ Degree in Ethnography

✓ 6 month feminist coding bootcamp

✓ 6 month failed internship

✓ Fluffed up github with virtually no actual code

The lines of code to sexual harassment lawsuits/internet shitstorms isn't going to be good with this one.

What got me is the drawing on the CV. That looked so amateurish I felt ashamed from afar. Nothing against ones art, but when putting it on the CV it should be at least mediocre.

If you remove the "6 month feminist coding bootcamp" line, this post could be mistaken for a summary of the career of a young Steve Jobs. Hopefully this developer has found a company where she isn't harassed by sneering bros, and then actually has the time to write some code.

would you really want to hire a young steve jobs for a junior software developer position?!

He was widely considered a genius so I think he could do at least alright in the role :)

I had to stop halfway through because the pretentiousness was overbearing.

Although she did end up with good results, I too felt that her attitude was a tad too pretentious. But hey, whatever floats your boat.

It didn't seem pretentious so much as unfairly entitled and demanding, and potentially insensitive to the needs and interests of possible co-workers.

But it's interesting to watch someone coming at it from that angle, instead of the usual 'give employers anything they want' view.

Got further than I did. I got about 1/4 way through, skipped to the conclusion, then WTF at the salary.

>... when someone at a very early stage startup approached me....

> When the developer mentioned her pregnancy as a negative to her potential employment, I immediately froze up and didn’t know how to handle the situation. It felt like I was supposed to agree that she might not be as dedicated or invested in the role because of her status as a mother.

I have a genuine question about this - "very early stage startups" seem to be the kind of places where every single employee can make or break the company. Are pregnant women a really right fit for such setting? I am a father myself and after watching my wife over the last few years of her pregnancy + motherhood, I can see the following reasons where pregnant women and an early stage startup can be a bad mismatch:

1. Women are allowed to take 15-17 weeks of leave in CA by law (2-4 weeks before delivery, 13 weeks after). If one of your employee is unavailable for ~4 months, won't that affect an early stage startup?

2. Early stage companies seem to be a high stress environment (my first hand experience, maybe anecdotal), where as pregnant women / new moms are advised rest (or at least avoid stress).

I might have my own startup one day, when I can come across candidates who are pregnant. So it would be good to know if there is any flaw in my thinking, or if I have missed anything.

What I sometimes don't understand, is the emphasis on being a female / ethnic minority like in this post.

Sure, some people are intolerant, but if you go with 'maybe: being the only female / minority' it gives me a feeling that you expect some special treatment because of your gender or ethnicity.

It gives me a feeling that it is an employee who is a potential liability (e.g. the paragraph about sports 'asking a female candidate if they understand a basic sports rule (or any other male dominated theme) comes across as belittling and sexist'). Do I want a potential law suit or bad press because maybe some one didn't invite her to watch a football game after work or anything like that? Emmm that's a bit of risk.

I understand that sometimes it's tough to be in a minority but it doesn't mean you need to put so much emphasis on it. Just calm down and down assume people are racist by default. Because they are not.

People basically are racist by default. We fear the different, the other, we seem to be wired that way. Society is training us to be tolerant, it is training us to be better.

Secondly, if your happiness in the place you spend half your waking hours is contingent on the people there not making you feel marginalised/belittled/stupid/irrelevant/worthless, and you have had bad experiences previously, I think it's reasonable for a key decision parameter to be "do I think the employees here are better than that"

Re: "potential law suit": Maybe just calm down and don't assume people are litigious by default...?

>Because Hsing-Hui and I gave our first conference talk in August, we mentioned during our talk that we'd be looking for jobs in October.

Wat? How the heck did she give tech conference talks before landing even a junior dev job? It sounds to me like she had some significant advantage most people trying to break into the industry don't.

She attended a year long coding boot camp. Many of the boot camps are very proactive about getting their students involved in meet up groups, and getting them to present - I've seen quite a few from Code Fellows at various Seattle meetups, for instance.

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