228 karma · joined March 17, 2009
The tricky part is that a lot of these areas are relatively new, and the older ones like server admin have changed dramatically over the past two decades.
DevOps hasn't failed. DevOps is in its infancy and is going through technical, strategic, and philosophical growing pains.
- https://github.com/getpopper/popper
- https://github.com/lyft/flyte
- https://aws.amazon.com/step-functions/
- https://github.com/spotify/luigi
- https://github.com/dagster-io/dagster
Remote: open
Willing to relocate: open, especially New York
Technologies: devops, Python, Terraform, Ansible, architecture, infrastructure, SRE
Resume: https://www.linkedin.com/in/pikeas
Email: pikeas@gmail.com
Experienced devops lead looking for eng manager / director opportunities.
* Not the opinion of my (former) employer.
What combination of Docker version + distro + kernel + filesystem are you running, and how stable is it?
Imagine someone who last wrote a Python/Ruby/C/Java application 5 years ago - they could hit the ground running and learn a few new best practices and tools in 1-2 new weeks.
Compare that to someone who wrote a JS app 1-2 years ago - they have months of catching up to do. It feels like the JS landscape is changing so fast that keeping up with things is a full-time job.
It's a game of chicken. The best counter I have is "what is the top of your range if we have a perfect fit?", but even that doesn't always work.
At this point, I'm sick of games. If a company refuses to disclose a salary range and/or insists on getting me to quote a number, I lead with $2X0 and see what happens. 80+% of companies aren't willing to hit that high, and the other 20% have been more interesting roles at higher quality companies.
My background: I'm a senior-level engineer in my early 30s, in SF. After a consulting stint, I interviewed heavily in 2013, and again in the second half of 2015, and currently speak with 1-2 recruiter cold calls per week to keep my options open. My sample size is many dozens of intro calls, across startups ranging in maturity from 1st engineer through some of the unicorns everyone knows.
In short, I agree with p4wnc6. A very relevant fraction of recruiters, say a third, will refuse to proceed until you quote a figure. This is true for internal and external recruiters. No amount of push back works with this group, they'll see you as difficult or otherwise not worth pursuing, and would rather end the discussion than proceed number-less.
This leaves the two-thirds of recruiters who are willing to play ball. Now there's another problem - not quoting a number is only a good idea if you want to avoid being low-balled - it's a tremendous waste of time if your desired compensation is above the expected range.
For transparency and knowledge sharing, I'll be specific: my background is in operations and infrastructure ("devops"). 90+% of the roles coming my way pay in the range of $130-180K base. My base is above this, and very few companies will be willing to pay a premium of 50% more than they expected to. No amount of wishful thinking about "your payroll is a drop in the bucket" will bridge the gap if it's too large.
Which brings me to a question I'd love the answer to: other than working for the big ~6 (Google, Facebook, Uber, Apple, etc), how can I push my comp up to $2X0 (or even $3XX!)? I feel like I'm near max, so I'm biding my time until the right VP/Director/etc of Ops role comes along. Is there anything else I can do?
JWT is mentioned in passing near the end of the article, but it would be great to see a description of what makes macaroons different or better.
Khan Academy is a good start. And Google is, well, Google: you can find what you need, if you ask the right question. We need the 21st century library-teacher-guided learning system.
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