81 karma · joined December 20, 2013
Feel free to ping me if you have any questions.
Disclaimer: I am affiliated with Dialpad.
They have a very wide and deep listing of events from small local events (think your local pub) to large nationwide events (such as gigs, festivals). The website is good but the app offers a much more comprehensive experience.
Disclaimer: I am affiliated with REVL.
Anyway IMO you have more like 4 types of dev, the ones who fail to write fizzbuzz, the ones who can do the vast majority of what they are asked, the ones that can do everything and can self manage and stay focused on (and clarify) product requirements (probably what you mean by 10x) and the ones that have highly specialized skills (e.g. ML, graphics, embedded systems, etc).
In my experience interviewers are usually looking for the technical solution despite the business oriented solution usually being much more applicable (and thus relevant) in the day to day role.
Key thing to remember here as an interview candidate is to clarify with the interviewer the scope of the question and the nature of the answer they're looking for. If for instance the interviewer starts with the simple technical solution and then probes the business aspects this might be a nicely rounded question.
[appointment 1 start] [1 end] <-- some time --> [appointment 2 start] [2 end] (case 1 - no overlap, appointment 1 first)
[appointment 1 start] [appointment 2 start] <-- some time --> [1 end] [2 end] (case 2 - overlap, appointment 1 first)
[appointment 2 start] [appointment 1 start] <-- some time --> [2 end] [1 end] (case 3 - overlap, appointment 2 first)
[appointment 2 start] [2 end] <-- some time --> [appointment 1 start] [1 end] (case 4 - no overlap, appointment 2 first)
So you need to do:
if (appointment1.end > appointment2.start AND appointment1.start < appointment2.end) OR (appointment2.end > appointment1.start AND appointment2.start < appointment1.end) // conflict
A way to solve this problem would rather than explaining everything up front add a campaign whereby you first play games against AI with only the basics unlocked, then as you advance explain what the newly unlocked thing is.
The main problem here is that you have a new match for each new feature, but walk through it step by step with tutorial messages. Just having one message at the start of each tutorial message "this is unicorn, unicorn does X" and then let the player figure it out would go a long way IMO.
It seems to me the issue is more there was a difference in expectations between what the candidate perceived was their situation and what the recruiter believed. This is of course not uncommon, however from the sounds of it the candidate was not given an opportunity to reason their position. It could be that GitLab is simply not offering competitive renumeration based on what the candidate believed they could achieve in the same market. It could also be that GitLab undervalued the particular skill sets of the candidate. Of course the opposite may also be true.
Clearly there were differences in opinions, however by asking the candidate to sign an agreement to a specific salary based on no discussion is only going to cause issues for everyone. Either the candidate agrees, goes through the interview and decides "it's not worth it, and now there's no flexibility", they disagree and a potentially good candidate is immediately lost or they agree, take the job and feel like they are not being fairly compensated, which can have all sorts of consequences.
This is usually why the discussion happens at the end of an interview process, after the candidate has had the opportunity to demonstrate their skills and experience. Then if there is still a perception of a mismatch this can be reasoned with respect to what has previously been discussed.
> Secondly, we never would ask you to agree to something that is below the calculators suggestion, however your expectations based on Level, Experience, or Location may differ from the recruiter or hiring managers' assessments.
The candidate has clearly stated they were offered less than what the calculator suggested. It was your recruiters opinion that they did not meet the parameters entered into the calculator, however clearly the candidate believed that they did. In this case the recruiter must judge the cause of the disparity through discussion with the candidate and set expectations in terms of the results of this discussion. Again, simply telling a candidate "this is our opinion, you must agree to it" is not going to benefit anyone.
* For related resources (imagine a DB FK), instead of listing a uuid you point a link to the location of that resource. This means if the resource location changes the client doesn't need to be updated, it just uses whatever the new link is.
* Methods listed can drive available actions, e.g. imagine you have both mutable and immutable objects, a smart client could reason if PATCH is available then a UI element can be spawned allowing the user to modify this resource.
This is useful in a single client scenario whereby the API schema can be modified to a certain extent without the need to modify the client. It is also useful in a multi-client scenario (either distinct or versioned clients) for ensuring consistency between clients as you no longer need to ensure all clients are modified to use the new schema.
At least, this is how I understood it, I haven't tried it in practice.
Hard to say what you should be expecting as i'm not sure how long you've been developing. If you can demonstrate your ability (i.e. pass technical interviews) and have about a years experience or more I would imagine you could get £30k or more fairly easily, startup or not.
- A junior developer at £20k is probably going to do you more harm than good
- £30 - £40k for a junior developer is more reasonable, where £30k would be fresh from red-brick uni (if lucky) or a couple years industry experience
- A senior developer asking less than £50k is probably not super confident (could be various reasons e.g. failing to get other jobs, not super experienced) or experienced with startups
- Good senior developers experienced with startups are more likely to be on a minimum of £60k and anywhere up to £80/90k
Also it's a little more nuanced than this. A first hire developer might (perhaps reasonably) expect to be a CTO or Tech Lead assuming further hires - this is one of the reasons some developers consider working in startups as it's a potential fast track to gain management-like experience. If you're hiring a junior developer, this probably isn't the best idea and it should be made clear to them this isn't the case. In hiring a senior developer it should at the very least be discussed - the outcome of this may potentially be an expectation of higher salary (either immediately or upon company growth). It's not unheard of for small startups (seed / series A) to pay £100k+ for CTOs.
Also, where is the pricing plan? Maybe that's just another link i'm missing but feels like this should be on the homepage / register screen somewhere (i munged the URL to sign up).
Seems pretty cool though.