226 karma · joined February 28, 2012
edit: I mean KDP Select, not KDP.
Our biggest catch while I was there: one day we caught a guy with a sword. The guy obviously didn't know what he was doing, apologetic, and confused. Of course, our managers talked it up as a big win for TSA security. Can you imagine a terrorist trying to take over a plane with a sword?
These types of things never make any practical sense because they assume I'm going to be working at the same job for the same pay for the next 30 years or so. Maybe that was the norm in the '60s but few people do that anymore.
Saving money is good, no doubt, but if you're concerned about retiring early, you're much better off figuring out how to do it by making more money.
1) Poor communication and/or planning as far as what the end result was supposed to be. The developer built it the way they thought it was supposed to work, they find out later that it's incorrect or the specifications for it keep changing making the developer add one hack after another to get it to do what it needs to do. They'd probably like to just rewrite the whole thing, but by now it's too late.
Jr vs Sr: Sr can see this coming and does whatever he/she can do to minimize it. Doesn't necessarily mean they can stop it from though, it might be too high up the chain of command.
2) Little to no testing. The developer built it and said "done" and then it was passed on to the end user. Anything of any complexity is going to be riddled with bugs if there isn't some kind of QA process in between. Developers typically suck and QAing their own work.
Jr vs Sr: Sr has more experience to see possible problems before they become problems and if no QA procedure exists, will at least try to run it by a colleague before claiming it "done".
I don't know how you would do this without it looking like marketing spam.
Presenting it as some kind of weird test that makes the interviewee feel awkward and suspicious is no way to conduct an interview. It says more about how bad the interviewer is.