Oron Carty Jr.

🌱 If you’re not seeing career growth, it might be time for a change. A lot of folks transition to careers in tech because of the compensation, flexibility of the roles, the variety of the type of work, and more. If you get bored or want to make more money or want more flexibility, there’s roles you can work towards. 👉🏾 AND tech is always changing, so it caters to those willing to learn new things. So always a good time to transition. I’ve been in product, engineering, data roles, program management and more. Lots to do lots to learn. 👉🏾 Mentorship is a great way to get guidance, so find your community. #mentormesh #growth

45

4 Comments

🚨 Microservices are Technical Debt? 🚨 A bold claim from DoorDash’s Principal Engineer, Matt Ranney, caught my attention recently. He stated that “Microservices are Technical Debt” 🤔 If I think back a decade, I was a vocal advocate for Microservices myself. They were the shiny new tool, a game-changer for our struggles with monolithic architectures. For those who’ve worked on massive enterprise software, you’ll recall the headaches: lengthy time-to-market, endless regression failures, and teams constantly stepping on each other’s toes within the same codebase. The rigid design of monoliths made even the smallest changes painstaking and strained product development cycles. Microservices, by contrast, offered a solution rooted in the SOLID principles of object-oriented development. For product, process, and engineering teams, it felt like the perfect answer—driving us to dive headfirst into refactoring those monoliths. In one of our major syndication initiatives, we developed an entire suite of Microservices: scalable, efficient, and seamlessly interfaced with other products. This was an inflection point. As teams grew, so did the number of services, and the arrival of cloud computing made deployment even more accessible. Fast forward to today: leading SRE, I can see the other side of the Microservices equation. We have a sprawling service network, creating challenges for triaging, support, and maintenance. Many original team members have moved on, and managing the complex web of interdependent services has become a maintenance nightmare. So, are Microservices technical debt? From my experience, yes. Matt’s perspective resonated with me—Microservices often bring as much socio-functional complexity as they solve. Perhaps the answer isn’t as black-and-white; monoliths might still work with robust design and planning, but managing them with large teams is its own kind of chaos. Today, many organizations are realizing their vast microservices landscape can be laden with duplicate code and redundant functionality, turning them into technical debt. The silver lining? Decommissioning services can be more manageable than refactoring monoliths, though many services still linger, waiting for their turn to be merged or sunsetted. Curious if others feel similarly! Could this lead to a resurgence of monoliths, especially with AI-assisted code development in the mix? Or do Microservices remain the best answer? Let me know in comments, Cheers !!! 🍻

104

77 Comments

Transitioning from IC to EM is incredibly difficult for many software engineers. I'm no exception to this - becoming an engineering manager after being an individual contributor was hard. This is especially true for EMs that still are expected to be delivering code. Finding the right balance is hard. You're used to your individual impact being what showcases your abilities. But your impact is now represented by your ability to empower your team on their deliverables. 👇Check the comments for the full video!👇 ---- 🎬 Check out Dev Leader on YouTube for multiple full-length videos weekly! 🗣️ Share with your network! #CareerChange #SoftwareEngineer #EngineeringManager

4

4 Comments

Attn Software Engineer job seekers: When someone asks you to explain to them what a deadlock is. There is no need to worry about trying to define it. Simply reply with: “It appears you won’t hire me unless I tell you want a deadlock is. However, I will tell you what a deadlock is after you hire me.” Follow me for my more helpful interview tips.

18

1 Comment

We are growing at TenYour and here is our newest job opening: Job Title: Fullstack Web Engineer (Frontend Emphasis) Location: Sacramento, CA (in-office 3+ days per week) Salary: $140K to $180K (based on experience) About TenYour: TenYour is a venture-backed startup with a mission to help middle class professionals build and sustain generational wealth despite the economic hurdles everyday Americans face—such as layoffs, financial instability, and more. Through our initial product, Safety Net, we provide a unique tool that provides peace of mind, safeguards financial well-being, and creates a pathway to generational wealth, even in the face of an unexpected job loss. Job Overview: We are looking for an experienced engineer who is ready to do the best and most meaningful work of their career, expand their skill set and take on a wide range of responsibilities, participating in the construction and maintenance of a cutting-edge technology system from the ground up. As a Fullstack Web Engineer at TenYour, you’ll work across the entire stack, utilizing technologies such as Next.js, AdonisJS, ExpressJS, MySQL, and Azure. In addition to contributing code, you’ll also be involved in DevOps, UX/UI development, and database maintenance. Your primary focus will be on frontend development, where you will lead efforts to: - Ensure reusable custom hook abstractions and proper MVC patterns. - Optimize the use of SSR vs. CSR for performance and SEO. - Instate and enforce use of semantic HTML - Instate a frontend testing framework. - UI development and component design What This Job Is Not: If you are seeking a traditional engineering role where you simply work on tickets, write some code, and demo your work every two weeks, this is not the job for you. We are looking for a highly motivated engineer who is excited about taking on the monumental challenge of building a modern, performant, and modular technology system from the ground up. Qualifications: 3+ years of experience in fullstack or frontend web development. (Formal experience is preferred, but personal projects count too!) Proficiency in JavaScript, HTML5, CSS, and React. Experience with meta-frameworks like Next  or Nuxt  Experience with backend technologies such as Nest.js, Express, Laravel, Django, or SpringBoot. Knowledge of version control systems like Git. Experience working with RESTful APIs and third-party services. Strong understanding of responsive design, performance optimization, and module/component design. Excellent communication skills and the ability to collaborate effectively within a team. Bonus Skills: Familiarity with frontend testing frameworks like Jest, Cypress, or similar. Experience with cloud platforms like AWS, GCP, or Azure, and containerization tools like Docker.

38

4 Comments

A good brag doc is the perfect way to raise uour achievements up to your manager for feedback. As the trend of managers having bigger teams to work with continues they’re important to get good at creating. Writting things is also a great way to kick off early self reflection - which leads to even more opportunity to know what to ask your manager about.

5

4 Comments

Happy Thursday y'all! Thought of the day: If you have knockout questions on job applications, customize your automated candidate response to send some of the reasoning behind the knockout question so they've got some great context to help them hone their search. Most people are left without much context as to what knocked them out, and we all know there isn't enough time in the day to contact every single person who applies. For example: Knockout question - "Do you have at least 5 years managing people?" Automated response e-mail addition - "We are specifically seeking someone who has tenure in leadership because our team is quite inexperienced. Without the knowledge associated with leading people and the nuance associated with it, we're not confident this person will thrive. We're not postured to train in lieu of experience for this particular role". Or Knockout question - "How many years of SQL server administration do you have in an enterprise setting?" Automated response e-mail addition - "We need specific experience with not just the technology, but the strategy of implementing and maintaining it. Specifically implementing and managing very large scale rollouts of redundant instances with many stored functions." Thanks for coming to my #SteveTalk today. Have a super day and y'all keep pushing along!! #HiringProcess #JobSearchTips #Recruitment #CandidateExperience #HiringInsights #CareerGrowth #Leadership #SteveTalk #HRBestPractices #TalentAcquisition #LeadershipDevelopment #KeepPushing #softwareengineeringjobs #careersearch #engineeringleadership

4

1 Comment

Observation: 9/10 SWE's quit at “reading the docs”. Cut through the BS with this easy trick: Take action and build. Writing code is 100x easier than the docs make it sound. “Reading the docs” gave me crazy imposter syndrome: -Git -WPF -Kafka -OAuth -Angular -GraphQL -RabbitMQ -Kubernetes In ALL cases, I conquered my fears by building. Except for WPF. I gave up on that. And Kafka, that's for another day. Forcing yourself to build/code/deploy melts analysis paralysis. Then you'll say "oh that was pretty easy". Trust me, we aren't building rockets. Practice AND Study build true mastery.

22

1 Comment

Jr. Devs, You need to start thinking outside the box when it comes to your career. I was talking to a friend of mine yesterday and they were telling me about a small business their children (12 and under) had started. I won’t reveal what it is to protect their small advantage. :) But basically, it's providing a simple service that takes very little time for very little cost. It's offering a convenience. Anyway, as he was telling me about it, it was so simple, so obvious, but something I would have never thought of on my own. I’m not really an idea person. I need something to start with, a clear problem to solve. I often need a pre-defined path to follow. Many Jr. Devs need to be less like me, trying to follow the pre-defined path, and more like my friend, looking for things other people might be missing, opportunities no one may notice. Think about ways you could implement what you are learning to help individuals, small businesses, local governments… virtually anyone; to fix a problem, meet a need, or simply make someone’s life easier in areas they may not have thought of themselves. The traditional route into development is clogged right now, so perhaps it’s time to look around and see opportunities from a different perspective. Find a non-traditional route to begin using your skills in a career that might look a little different from everyone else. Who knows, you just might stumble on the next Uber or Airbnb or maybe you just build a great list of clients who need simple work from a trustworthy developer. Take a fresh look at the problem and find a creative solution. #juniordeveloper #mentoring

14

1 Comment

It's 😀 #Hiring Monday 😀 here at Jobber so I've got another #SoftwareEngineer role for you all, this time it's 💪 𝗦𝘁𝗮𝗳𝗳 𝗦𝗼𝗳𝘁𝘄𝗮𝗿𝗲 𝗘𝗻𝗴𝗶𝗻𝗲𝗲𝗿 for our 𝗖𝗼𝗻𝘀𝘂𝗺𝗲𝗿 𝗜𝗻𝘁𝗮𝗸𝗲 team 💪 ! We're looking for a 👩‍🔬 veteran #SWE 👨‍🔬 with a strong #Fullstack or #Backend leaning bent to come in and help us power up one of our teams. Last time I talked about our generic Senior Engineer funnel, but since this is for a specific team, I thought I'd post a bit about the team in question! 𝗦𝗖 𝗜𝗻𝘁𝗮𝗸𝗲 (the internal name for our Consumer Intake team) is a critical bridge between our Service Providers (SPs) and our Service Customers (SCs). Intake is a 🔬 challenging problem space 🔬, providing multiple different methods for our SPs to onboard their customers and get the 📊 critical data they need to plan and organize their work 📊. Intake is the first part of our SPs customer journey with their SCs, so delivering a 🌎 world class experience sets the tone for an incredible class customer support experience for our SCs. With Online Booking utilities, forms for websites, as well as some super secret 🤫 skunkworks onboarding tools I'll be able to talk about soon 🤫, 𝗦𝗖 𝗜𝗻𝘁𝗮𝗸𝗲 is a mover and shaker team looking for an awesome #StaffEngineer contributor. So if you like 👩‍🏭 getting into the code and being an active #Developer at a high level and not being stuck in meetings all day 👨‍🏭, check out the link below and apply! And as always 𝘀𝗵𝗮𝗿𝗲 𝘁𝗵𝗶𝘀 𝗽𝗼𝘀𝘁 𝘁𝗼 𝗵𝗲𝗹𝗽 𝘂𝘀 𝗴𝗲𝘁 𝗯𝗲𝘁𝘁𝗲𝗿 𝗿𝗲𝗮𝗰𝗵, and I'm a 👋 𝘙𝘦𝘢𝘭 𝘈𝘤𝘵𝘶𝘢𝘭 𝘗𝘦𝘳𝘴𝘰𝘯 👋 so if you've got questions about Jobber, the position or just want to chat, leave a comment here or send me a DM and I really will reply.

69

13 Comments

Interview Tip for the Day: To better keep track of the questions I was being asked and making sure I was answering in the right context, I did the following: 1. Restate the Question 2. Give a General Answer 3. Provide a Specific Example 4. Verify this is what the interviewer was looking for. For example: 1. So you are asking about Conflict Resolution between Product and Engineering right? 2. I endeavored to work with the Product and Design team early on in projects so I could help know the Engineering asks, help direct any engineering limitations and truly understand what the project was trying to solve. This helped alleviate most of the conflict you'd normally hit between Product and Engineering but I do have a specific example where that didn't help. 3. Then I'd go into a specific example outlining how the conflict manifested and how I worked to conclude a solution. I would also add any lessons I learned from this scenario as well. (This I would have prepped ahead of time so I could be as specific as possible and not ramble). 4. Being in this career with the experience I have, has given me plenty of opportunities to work through various conflicts, did this cover what you were looking for or did you want an example of something else? Best of luck out there. Being prepared the best I could helped me during my interviews but sometimes it is just saying the right thing the interviewer is wanting to hear. #interviewing #tips

31

Quick question for people that are seeking jobs as/hiring roles for entry level software engineers. How is the market and how would you advise new entrants? I speak to new grads of a boot camp every few months and it would be helpful to have more info.

3

2 Comments

It's getting harder to break into software engineering. This feels true and the data seem to tell the same story. There are just fewer positions overall. Companies have tightened hiring and laid off staff in the pursuit of capital efficiency. When they do hire, newcomers and veterans now compete for the same spots. Landing that first role is tough. It's a totally different environment than what I had at the beginning of my career. Hang in there if you're looking for your first professional engineering job. Don't limit your search to remote positions. Talk to people both here and in the real world. Try not to get discouraged. And if I can be helpful, please let me know.

190

26 Comments

TL;DR there’s a ton of companies that need me! Sure, there’s a lot of competition for tech jobs right now. I know I’m good at what I do. I can handle competition. The bigger problems are actually technical. There are job matching algorithms that don’t know the difference between an SDET and someone who tests the quality of medical devices. Trust me, you want me for the former, not the latter. Your industry may vary.   There are application OCRs that do dog-knows-what importing your Resume, misinterpreting combinations of letters introducing "spelling errors" here and there. Sure, you fix them when you see them, but the application process doesn't always let you see what happened during the import. There are application submission forms that don’t accept punctuation marks in the text fields. I know all about Little Bobby Tables. This isn’t that. There are broken search engines and filters everywhere. Or they’re non-existent, which is just as bad or worse to scroll through hundreds of all manner of jobs around the world. There are content scrapers that overwhelm your alerts with 50 notices of the same job opening, one for each state, because it is listed as US Remote. There are content scrapers that republish the same jobs every few days and because they get new IDs every time, you have to reject them every time. There are permanent job listings that are never filled and never taken down. And don’t get me started on the applications with required fields of my HOME ADDRESS, as if I’m going to give that out to every potential employer in the world. If we get to the point of a background check, ok, but not before I even know if the opening is a scam or not.

7

2 Comments

When you're interviewing software engineers, what's one flag you tend to catch? I've conducted a few in my time in the space and finding things that trip me up is usually the "hero" complex: I alone fixed a thing, I alone saved a company, etc. There's potential for such but heroes exist because someone wrote their story and those people contribute to their narratives. If those stories don't line up with the kind of work that they end up demonstrating in the technical interviews, how do you tend to proceed?

4

1 Comment

Did you guys know that it’s going to be the 3rd Olympic Games in ✨LA✨? 💥The first one was in 1932, and 💥the second in 1984. We already have an infrastructure from before, and you can even go check it out. 🪻LA City is working on restoration now. If you haven't been, the LA Memorial Coliseum is a must-see—it's where history was made and where it will be made again! 🪻But it's not just about the history—it's about the California vibe. The upcoming games will showcase not just the athletic prowess of competitors from around the world but also the unique spirit of Los Angeles. Picture this: the sunny beaches of 🪷Santa Monica🪷, the glamorous streets of Hollywood, and the innovation hub that is 🪸Silicon Beach🪸—all coming together to create an unforgettable experience. 🪻What’s even cooler? Celebrities are already getting hyped about it. Think of athletes training with the backdrop of Malibu sunsets, or events being streamed live from the heart of Downtown LA, where old meets new in the most dynamic way. The LA vibe is all about blending culture, sport, and tech in ways that only this city can. 🪻And hey, while LA is buzzing with preparations, it’s also a great reminder to find balance—just like how the city balances its rich history with forward-looking innovation. Whether you’re catching a wave in Venice or grabbing a coffee in West Hollywood, it’s all about embracing what’s coming while enjoying the moment. So, how did you spend your Saturday ? Dreaming about the future or soaking up the Cali sun? Let me know in the comments! #testing #engineering #LA2028 #software #firmware #retrocars #qa #development #OlympicGames #cicd #sports #innovation #olympicUSA

16

10 Comments

In the early days of the internet, the W3C and few other organizations helped build the first Internet Standards so that the Web could foster it's own innovation & growth. Fast forward 30 years, I cannot believe we needed a law to get browsers and websites to agree on protecting your privacy by default... The internet should really be decentralized, and customer centrist by design. How did we ended up here?

11

You are new hire. Your codebase has millions of lines & your manager asks you to make changes. You are now scared to make changes. This is how you can deal with the situation. #dsa #swe #softwareengineer #softwaredeveloper #programming #coding #software #developer #programmer #computerscience #coder #javascript #softwaredevelopment #codinglife #technology #python #softwareengineering #code #tech #programmers #programminglife #softwaretesting #development #engineering #programmingmemes #SoftwareEngineering #technology #artificialintelligence #bigdata #cloudcomputing #ai #innovation

2

We’re hiring for several roles at Wave HQ, which got me thinking about onboarding new folks onto your team / into your org. I have two very different stories to tell about onboarding. In March of 2017, I joined the Support Engineering team at Fog Creek. They flew me and my onboarding buddy, Daniel, out to spend my first week working out of their lower Manhattan office. My laptop was sitting there, waiting for me, as I'd already been asked what my preferrred email and Slack usernames would be, and I got a warm welcome when I got there. A Trello board laid out what I should tackle on my first day, my first week, my first month, etc., each card linking out to the resources I needed, and my manager Nancy and the rest of the team made sure I had everything I needed to succeed. Towards the end of the week, two meetings locked in the experience: in my first 1:1 with Nancy, we talked about how things were going and what my career goals were. A second meeting with Jess, the operations manager, sorted out the gear for my home office —a Steelcase standing desk and an Aeron chair— since this was a remote job. This was a well-oiled team that had put a tonne of thought and care into onboarding new people, such that they were set up for success. To this day, I can't think of any improvements to the process. Contrast this with the remote onboarding a friend of mine recently went through. They were brought on in a "trial" state that would last no more than about two weeks, where they'd be asked to complete certain tasks. After that, they'd move to an "official" probationary state with no benefits for the first three months. The trial started, and one of their first tasks was to onboard themselves. They were given a poorly-formatted spreadsheet of tasks to figure out on their own, had no introduction in the company Slack, and was given unrelated tasks on an ad-hoc basis with little context or background. They were supposed to provide feedback on the onboarding process, and prepare to onboard another full-time employee in a couple of weeks' time. How you're supposed to provide feedback on a process you haven't actually gone through, or then work through that process for someone else, is an exercise left to the reader. Needless to say, they were NOT set up for success. They had no idea what their working schedule should be, no understanding of their status at any point, and clearly had no incentive to stay in that role. There’s ample evidence around the value of onboarding, both for employee retention and organizational success. Doing everything in your power to welcome someone into your team and getting them into a position where they can thrive is not just A Nice Thing To Do, but actually impacts your business’ success. What’s the best and worst onboarding experience you’ve gone through? How did you end up doing in that role?

19