11 ms·

Ask HN: What non-technical skills make a senior dev and how to develop them?

212 points by poushkar 10y ago

mk89 10y ago
In most companies I have worked for - or I had the chance to interview with - ageing. :) So, just eat healthy, do some sports, and get older.
- ramtatatam 10y ago
  Haha :-) Indeed, experienced people who had that perception. No grey hair? you can't be senior. Edit: I do not have grey hair.
  - mk89 10y ago
    My comment was a sort of provocation, but I see that some people seem to agree with it. It makes me a bit sad, but unfortunately sometimes it's pretty hard to change things - if at all! The other comments are all relevant and very good, but they seem to overlook one important aspect: the company's attitude. What all those comments have in common is that they assume things work according to Tom DeMarco's book Peopleware. I have learnt on my own experience that they don't. I have had the chance to work with 1)poisonous, 2)negative, 3)defensive (see the psychological meaning), and 4)offensive (... no psychology needed here) senior developers. Some nicer/more experienced than others, no doubts, sometimes also due to the lack of communication skills (English is not everyone's first language, and I do understand it). However, these ones were senior due to the number of years spent in the company OR their age. That's why I think that the companies that value someone's skills (I like to see them like technical skills, IQ and EQ) for their promotions are the minority.
    - OpenDrapery 10y ago
      Yeah, as I read many comments in this thread I'm left thinking that either these people are very naive or I'm severely jaded (or both). But the notion of work hard and you'll be rewarded is kind of silly when you're working as an engineer at MegaCorp. I think if you're in a small company things could be different.
    - ramtatatam 10y ago
      I used to work for MegaCorp and I was only a number there. In that company you could become "senior" only if you was grey (literally) or know somebody higher in the structure. That was one of reasons I left to join startup.
    - marcosdumay 10y ago
      > What all those comments have in common is that they assume things work according to Tom DeMarco's book Peopleware. This is a funny comment, since he keeps repeating through the entire book phrases that sound like "you probably won't be able to get this for your team", "you likely never seen it anywhere, but...", "when doing our research, we've seen this. You might doubt it, but trust me, this exist on some places."
      - mk89 10y ago
        > This is a funny comment, since he keeps repeating through the entire book phrases that sound like ... Yeah, I know. Of course I meant "things work according to the advises given by the book ..." or something like that. I read the book, and everybody agrees that "it's a great book, but in reality...".
        marcosdumay 10y ago
        Oh, your comment was clear. I literally though it was funny. Describing an organization type by the name of the book that claims everywhere that it doesn't exist.
- amelius 10y ago
  Did you also interview the people who did the exact same thing and didn't end up at the desired positions?
- squeaky-clean 10y ago
  > So, just eat healthy, do some sports, and get older. On the contrary, smoke as many cigarettes as you can in a day, have a whole bottle of whiskey every day, only eat fried foods, and sleep on your face. Within just a few months, you should have the look of seniority! It's all about finding shortcuts up the corporate ladder.
- akerro 10y ago
  Ageing is not a skill you can learn.
mooreds 10y ago
Depends on what kind of dev you are talking about. In a consulting shop (enterprise or web dev or advertising)? Big company (software, hardware or where software dev is an expense)? Game company? Silicon Valley startup? Senior devs in each of these types of companies have some skills in common and some that are particular. The common ones, in my opinion: * Ability to communicate with non technical folks * Ability to estimate relatively accurately * Willingness to do grunt work to raise team productivity * Ability to work self sufficiently, own a big chunk of work, possibly leading small team * Knowing when to raise an issue to higher ups * Willingness and ability to mentor folks more junior * Knowledge of the general software landscape for your domain, including what is buyable vs requires building How to acquire? * Seek mentors * Always be learning * Seek out folks outside of your department and learn what problems they face * Attend conferences, technical meetups, or other online learning opportunities * Help out * Focus on solving problems and not on being right Disclaimer: I have spent some time in larger orgs, but mostly as a contractor so my advice may not be applicable for those.
- OpenDrapery 10y ago
  Willingness to do grunt work is a fast track to becoming a manager who says "I haven't coded in years". No good deed goes unpunished. When you step up to be a team player and do that grunt work, you open yourself up to getting more and more of it. Next thing you know you have to stand up for yourself or become a door mat.
  - maxxxxx 10y ago
    You certainly have to be careful not to become a door mat but I agree that grunt work is where it's at. * Deal with difficult users or customers * Write documentation * Go back and forth between different stakeholders to make sure everybody is on the same page * Make sure other developers have the right tools and equipment Depending on the manager he could be doing this but if he doesn't the senior Dev has to do it or the project fails
  - Retric 10y ago
    The trick is to not volunteer for recurring work. My stance is I will volunteer for 1 thing per week which is defined, ad-hoc, and <5 hours. The bonus to this is your far less likely to be forced into endless time sinks as you have team credibility to say no.
m4r71n 10y ago
A great read on this topic: http://www.kitchensoap.com/2012/10/25/on-being-a-senior-engineer/ http://www.kitchensoap.com/2012/10/25/on-being-a-senior-engi...
jrockway 10y ago
Generally, I see "senior" as mid-career, kind of based on how Google does levels. (Engineering is basically "levels" 3-9, you get the "Senior" title at 5, so there is still quite a bit of career growth left after "Senior".) Some things that you would want to start focusing on: 1) Figuring out what projects come next, and designing them. 2) Figuring out what your team wants to work on, so you can shape future projects to be exciting to them. (We always have an infinite number of things to do, so you might as well pick the things that are most interesting!) 3) Doing detailed designs, so that work can be parcelled out to people that are gaining experience. As you might guess, at this point you are doing more than working alone or working on engineering tasks that someone else defined. You are defining the tasks, and are starting to define the bigger projects. Your individual contributions should be setting the standards for others that work with you. Write that extra test, clean up that documentation, don't launch a new service without monitoring. What you value will become what your team values, by your example. How to get to this point? Hopefully the more senior members of your team are setting you up for success; allowing you to do some of these tasks until you're good enough to do them without supervision.
steve_g 10y ago
Domain knowledge about the business activities that your software is supporting is powerful. Do you know why your users want what they want? Can you suggest a better approach to solve their problem, based on your deep knowledge of business needs? Do you know the impact of requested changes on other parts of the business. This, of course, is very specific to a company/industry. Knowledge of accounting principles is often helpful for in-house developers.
R3LL1K 10y ago
A senior developer varies between different companies. In some companies, if you are a senior developer, you start getting more client facing roles. So your communication skills becomes more crucial. In other companies, you gain a mentor kind of role where you assist your team in designing and developing projects accordingly.
christopherslee 10y ago
To build on the suggestions other people are making, I would say that one thing I look for in the transition from to "senior" is the ability to make the people around you better. At the junior/entry level, a lot of your focus is about consistent delivery for yourself. As you move up the ranks, its about making you and your team better. That could be removing roadblocks by flushing out designs and specs like other people have mentioned, or finding better processes and practices to make the team more effective. Of course, there is also the proper introduction of new technology or techniques to raise the company forward as well.
OliverJones 10y ago
Empathy is the key skill. Yes, it's learned. The ability to walk in somebody else's shoes for a while makes you a better developer. Why? * You acquire the habit of imagining what it's like to use the stuff you develop. * You have a feel for the daily experience of your colleagues, suppliers, executives and other stakeholders. These things give you the sort of spidey-sense that lets you function independently. They also give you the ability to enlist other people to get things done. How can you learn empathy? Like any skill, it takes practice. --Listen to strangers. The question "what are you doing this afternoon" asked at lunch will usually get an interesting response. Interject "wow" - like sounds to keep them talking. --Seek opportunities to meet end-users of your stuff. (Ask sales people to take you along on calls if that's appropriate). Observe their work. --Ask your executives and project managers questions like, "what keeps you awake at night?" And listen to the answers. --Teach. It doesn't matter whether you teach short courses or get a night job as an adjunct professor at your local CoCo. Your interactions with students will help develop your empathy. People love to talk about themselves. You can take advantage of that to practice empathy.
- matwood 10y ago
  Basically practice "How to Win Friends and Influence People."
  - mknocker 10y ago
    Great book. Easy to read and full of examples.
    - xxr 10y ago
      One of my favorite tips from the book that's stuck with me in the 10+ years since I've read it is the immediate breakthrough you'll have with someone if you pronounce their name correctly when you meet them for the first time, particularly if their name is uncommon to your culture. In the author's case, I believe it was a Greek business partner whose name other English speakers had anglicized down to "Nick." When the author pronounced the other man's name fully, the other man welled up and replied that no one had tried that in decades. I haven't ever had a response quite so extremely positive, but I have experienced sparks of surprised excitement from new coworkers with, for example, Polish and Indian names when I've taken the time to think about or learn how their names are more accurately pronounced.
edburdo 10y ago
Check out the book SoftSkills by John Sonmez. https://www.amazon.com/Soft-Skills-software-developers-manual/dp/1617292397 https://www.amazon.com/Soft-Skills-software-developers-manua...
onion2k 10y ago
All the 'soft skills' that other commenters have mentioned are definitely useful things to have but they're things to learn when you want to stop coding soon and move in to a more management oriented role. If you still want to write code as a senior, learn to write better code. In my opinion a senior developer is someone who writes software that can be maintained without their presence. That means less clever, impressive code and more boring code that's simple and straightforward to understand that just does what it's supposed to do. It means reproducible deployments. It means tests which are up-to-date and working. It means everything is documented in a way that a junior developer, or even someone non-technical, can get value from. In short, it means being organised.
Illniyar 10y ago
Frankly, none. Everywhere I know of the position of senior dev is defined solely by your technical expierence, and the screening in job interviews for non-technical skills are the same for junior or senior dev positions. Perhaps a better question is what non-technical skills do I need to work well in a team (as a senior or junior dev), every developer needs to know how to listen to people with different expierence and teach others about his own, whether he's junior or senior.
- kabdib 10y ago
  That's too bad. The senior devs I know are generally good with people: Making them better, working out differences, getting people on-board with solutions, helping one-on-one with things like code reviews and debugging sessions, writing design documents, finding and fixing bugs that aren't theirs. The list is endless. Oh, and they write code, too, generally lots of it.
  - collyw 10y ago
    I generally find that less experienced devs are the ones writing lots of code. Personally I think more and write less of it (and it usually works better).
  - Illniyar 10y ago
    Actually in my expeirence senior deva are the less good with people (expierenced developers with good people skills often become twch leads. But thats really not the point I was trying to make. The point is that no senior dev is hired for or because of those qualities (at least from what I've seen)
dccoolgai 10y ago
Confidence. The ability to push back and stand up for the other developers on the team and your craft.
was_boring 10y ago
One of the best resources for improving your soft skills is the book "How to win friends and influence people". It's about 80 years old now, but still the best work in its category. I keep a copy at my desk for quick reminders.
edw519 10y ago
Whatever it takes to make money for customers. That's it. No, I'm not being snarky, so hear me out... I've met and worked with many developers over the years and lots of them have become very good with technology and user domains, but still have struggled to "crack the digital ceiling". These are brilliant people who have achieved serious things, but are still not recognized by the big decision makers as "senior", whatever that means. Then there are a select few who always get the big gigs, big money, and big reputations. Why? Because they make money for their customers. There are lots of non-technical skills that help them, but I think the biggest is their ability to separate the signal from the noise and zero in of the most important things to work on and to get them done. It's almost like they have "profitability radar". And this rarely requires any special technical or people skills. All they really have to learn is a good grasp of the technology, a deep understanding of the customer's domain and business, and the ability to get things done through others. And how did they develop them? By good old fashioned grunt work, whether digging into the bowels of the system or getting up off their butts and relentlessly going around finding out whatever they needed to know. Once you've figured out the best thing(s) to work on to make money, got them onto the decision makers' radar, and found a way to get them done one way or the other, you are no longer a dev or even a senior dev. You're now a digital rainmaker, the most senior dev of all.
- maxxxxx 10y ago
  You are onto something but I think it's not directly about making money. In my view you need to be able to talk the language of executives which is quite different from how engineers communicate typically. If the CEO sees you as somebody he can talk to you have cracked the digital ceiling unless you make other mistakes.
chrisweekly 10y ago
My colleague Elaine gave this interview on "what it means to be a senior engineer": https://blog.codeship.com/elaine-uy-tapjoy-interview/ https://blog.codeship.com/elaine-uy-tapjoy-interview/
santiagobasulto 10y ago
Faster, cheaper, better.
enry_straker 10y ago
Age. Grow old.
ebbv 10y ago
There's a lot of great specific examples in this thread but I think it all boils down to this one quality; being able to put your own ego aside. I think what lets a developer graduate from one level to the next is realizing that your own knowledge, vision, etc. is limited and not always the right way to go. Being able to put your own desires aside and execute someone else's vision while still providing the benefit of your experience and knowledge when appropriate. Despite being a senior dev for a while now it's something I sometimes still struggle with finding the balance on.
- JonAtkinson 10y ago
  I agree with this to an extent, but a controlled burst of ego can sometimes signal to the rest of the business that they're deeply off-track: "I/my team are better than spending time realising this ridiculous requirement/deadline/anti-feature, and we're just not going to do it. You need to re-think this". I don't recommend doing it too often (no-one wants a reputation for being precious or difficult), but used correctly it can be powerful.
  - spinlock 10y ago
    I don't think this works in Silicon Valley. I'm a recent transplant but I've found that people here are very passive aggressive and it's always a mistake to be direct with people. Now, in NYC I never had a problem after talking to someone about a disagreement (obviously in private). But, it's just not affective in SF.
Clubber 10y ago
There are two rules of success, one is soft, one is not: 1. Do good work. 2. Don't be an asshole.
e1452654a78d238 10y ago
I would say a solid understanding of the fields that development most commonly intersects with. Typically business (including politics), product, networking, operations, and security. You don't need to be an expert but you do need to be able to carry on intelligent conversations at the intersection points. You don't need to be an expert but you do need to have a firm grasp of the basics.
richev 10y ago
Being able to teach others - focussing on the why, as well as the how.
mknocker 10y ago
Being the last man standing. Seems sad but when people leave bad company, usually the people who stay get promoted and some of them become senior developer. I have seen this strange pattern a few times.
- humanrebar 10y ago
  Absolutely. A good way to make this happen is to crank out piles of write-only code. You'll look more productive than your peers and you'll be the expert on a relatively large part of the system. When things inevitability go wrong, you'll also be the hero that powers through the weekend hacking a solution together. Be sure not to document or comment this code. It makes your memories critical to the operation of the business. Eventually everyone else but people like you will move on. You'll be given a bigger say in the org by default AND you'll think exactly like all the other senior engineers. This will make you appear to be good at communication and working in teams since you can all say and do what you were already thinking.
  - mk89 10y ago
    I wonder if I actually know you and the user mknocker. Seriously, it's scary to read this stuff for how real it is :)
    - mknocker 10y ago
      Good to know I am not alone :) There are a few pinpoints also to detect if the company you are interviewing to is one of these. Usually, they are 'building' a new team for an existing product. As I grew up in my career I started to develop the reflex to ask why the previous folks left. You might not get an honest answer but at least it gives you more information either you should continue the hiring process or not.
      - spinlock 10y ago
        I just had a phone interview that was incredibly telling about the company. The interviewer ... didn't speak english. And, I've been doing this long enough that I embrace that broken english is the international language of science. This guy didn't speak english. We had to communicate by typing into the pair coding app (remember this was a phone interview). Anyway, a company who puts that person on the phone as one of the first points of contact has serious communication issues. It was an easy pass for me (I already work in a company with broken communication).
caseysoftware 10y ago
Someone who can teach/mentor those behind them. That includes identifying useful ideas from elsewhere - conferences, magazines, books, hn, etc - then adapting them to make sense on current project, convincing the rest of the team of their fitness, and then leading the rest of the team to understand and learn them. Not a manager, a leader. For the record, "make sense" is not the same as "cram every shiny v0.1 toy into the next project."
gt2 10y ago
* Computer science fundamentals To know the landscape and limitations thereof surrounding a product being developed. These skills can be learned formally through school or informally by continual pursuit, as many hackers find themselves doing who come from backgrounds other than hardcore computer science. * Communication With stakeholders, the business folk that green-light and also those who manage projects. This one is two part since it takes a good measure of both knowing how to cut through the red tape and get the jobs done, and also how to effectively communicate with them in the language they understand. * Programming and devops You need to know common idioms, a common framework or three, and the way web applications are deployed and hosted. If you have programmed a ton of projects over the years you will have seen firsthand enough of the wrong ways of doing things to spot it a mile away and be able to know when something should be refactored, rewritten, or not, and be able to review others code for the same. I'm deliberately leaving off "people management skills" because I think #3 covers that -- managing the technical output of people is the most important part for managing technical subordinates, which you will likely be at least partially responsible for as a senior dev, even if it is for developers in a mostly flat org.
Everhusk 10y ago
Understand exactly how development fits into the rest of the business, it will vary for every company. The art of scalability is a good book to read to get started.
iopuy 10y ago
You must be great fun at parties.
- CiPHPerCoder 10y ago
  I wouldn't know. As I said, I don't have the free time for those. :P
  - bbcbasic 10y ago
    Sounds like you choose to spend your free time not at parties. Which is cool. So do I.
    - CiPHPerCoder 10y ago
      Yes and no. I made a choice years ago and I'm still enduring the consequences of it, with no recourse until I cross the finish line.
- dang 10y ago
  Personal attacks are not allowed on Hacker News. Please don't comment like this here. We detached this subthread from https://news.ycombinator.com/item?id=11909304 https://news.ycombinator.com/item?id=11909304 and marked it off-topic.
tootie 10y ago
I think everyone in this thread is wrong. There is one thing I look for any time someone is looking to increase seniority in the organization and that's ownership. How much responsibility can you own with minimal oversight? Will you seek out the resources you need? Will you remove blockers. Will you do what you say? Will you get others to help you? Some people do this by producing lots of code and some of them do it by clearly documenting needs and concerns and getting others to be more productive. Usually it's both.
- rdudekul 10y ago
  Empathy can play a significant role in seeking the resources you need, getting others to help you and perhaps even allowing higher management entrusting responsibility on your shoulders. Over the long-term though I found grit to be a more useful skill to cultivate. Patience and perseverance sound like cliche, but in the end whether in relationships or life, those count the most.
  - tootie 10y ago
    A lot of people are succsseful at this by being total jerks. Some organizations show a marked preference for leaders who are aggressive and abrasive over ones that show empathy. Usually bad organizations, but it definitely varies.
- Kalium 10y ago
  One of the things I've noticed is that this is very sensitive to the organizational context. How receptive is the organization to people wanting to increase seniority?
mschip 10y ago
There are a lot of comments here that are under the umbrella of getting old and sticking with the same company which are probably true for a lot of subpar companies. If you're talking about a good company that has a lot of good engineers to choose from I would look for: - The ability to communicate clearly - The ability to understand team members with empathy - A unique penchant for foresight
ScaryRacoon 10y ago
Keys that I have seen: * Empathy, compassion, and passion * Ability to delegate work appropriately and fairly * Ability to communicate in a appropriate manner and at the appropriate times: * To the team * To management * To non-technical stakeholders * Ability to identify the "unknowns" and give a fairly accurate estimate that takes into account those unknowns * Know when to raise the red flag if something big will hinder the original estimate * Be humble (no work is "below" them)
collyw 10y ago
OK, not strictly answering your question, but for me its about being able to give a developer any job and knowing that they can work it out. Development, database design, server setup documentation. Being able to work on or debug any part of the stack.
- AndreyErmakov 10y ago
  Actually, this is the one reply in the entire thread that in fact answers the question. This is how I see a senior developer as well. In your professional evolution you start with simple tasks, learning to accomplish them, first under supervision, then alone. Then you get larger assignments and learn to work without hand-holding. Finally you learn to solve all kinds of problems in your field of expertise with your chosen technology and you get entrusted with making the right decisions and doing the good job of it. But then at some point it stops mattering what work to do, in what part of the technology stack it is located, or even what technology stack this is. It becomes a matter of simply learning what you need to know to perform the work, doing it, closing this issue and moving on. That's what seniority means (or should mean to provide a base of reference). This is viewed from the technical side of things of course, and I believe this is what the question implied. Good communication abilities and developed soft skills are essential too but those transform a developer into somebody else to whom the title of a senior developer no longer applies. They're no longer just a developer but a higher-level product.
itsjustjoe 10y ago
Understanding the customer value of your work. This is one of the biggest thing I see devs missing. Yes, developers are primarily responsible for the 'how' and 'when' for new features, but they should always be questioning the 'what' and 'why' as well.
codingdave 10y ago
I think the other comments have answered the question well enough, but it is worth noting that a title in and of itself doesn't mean much. I've had some awesome titles in my career, from Senior Dev to Architect to CTO... but at my current job, every single person here is at that level. So my title is just "Developer". Focus more on skill gaps, and less on titles, and you'll go where you want to go.
tmaly 10y ago
I am the senior dev in our group. I think the biggest skill is being able to teach. Yes you could be teaching junior devs tech stuff, but there is also a lot of non-tech stuff that could be taught.
jamesbirchler 10y ago
Being senior means taking responsibility for ensuring the right things happen. If you can teach others to do the same, you may also be a project team leader, and/or have the sensibility to be a people manager.
ejcx 10y ago
A couple things that I think are important to being more "senior" - Owning the problem. Don't pass the buck when you see a problem and it's well within your realm to own and fix. - Ownership and delivery. You have to deliver. You have to remove your own blockers. You have to be realistic about what you're biting off. When you say no, and you should, you need have a reason. - Be a leader. Make those around you better by thinking of them when you build your system.
combatentropy 10y ago
- Taste. Read The Elements of Style and Paul Graham's http://www.paulgraham.com/taste.html http://www.paulgraham.com/taste.html - Watch All the President's Men and emulate the reporters Woodward and Bernstein. They hustle. That's what I miss among people I work with. If something is not explicitly assigned, cut-and-dried, and easy to follow, they give up. You may not be fired, but good luck making a real dent in the universe, as Steve Jobs used to say (another person to emulate! well, in some ways).
mruniverse 10y ago
* Know what's going on with the whole team (what state the project is in, etc) and be able to communicate it with anyone asking. * Also be able to reach out to other teams to unblock issues.
wahnfrieden 10y ago
This pair of articles are surprisingly comprehensive, nuanced, and worthwhile: http://www.yacoset.com/Home/signs-that-you-re-a-bad-programmer http://www.yacoset.com/Home/signs-that-you-re-a-bad-programm... http://www.yacoset.com/Home/signs-that-you-re-a-good-programmer http://www.yacoset.com/Home/signs-that-you-re-a-good-program...
hkon 10y ago
Considering some people spend 1-2 years as "junior" and then 10-20 years as "senior", you will get very different answers from "seniors" as they have varying degree of seniority. Most points in this thread add value. The one thing which in my mind make people juniors well into their 40's is the inability to take responsibility.
deleted 10y ago
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jwoah12 10y ago
* Ownership - being able to handle increasingly large tasks on your own with little to no involvement from your manager or lead. * Search IQ - Nobody knows how to do everything in software development off the top of their head, but a major difference between a junior dev and a senior one is knowing what questions to ask and how to find the answers. I didn't used to have a name for this until one of my former mentees told me it's called "search IQ" in China. * Understanding the big picture - At a junior level, you are generally able to understand your small task in the context of what behavior it should be producing. Senior devs should be able to grok development tasks in the context of the business use cases and within the wider system.
orky56 10y ago
Get your own work done. Be able to task yourself. Be able to task others. Fill in the blanks with vague requirements. Develop an intuition to satisfy stakeholders. Communicate transparently and with tact.
fsloth 10y ago
Take ownership of all of your actions and take responsibility for all outcomes. If something did not work out do a root-cause analysis and try to do better next time. Read "The mythical man month" by Brooks to get some perspective to the daily problems.
mathattack 10y ago
1) Communication: Both verbal and written, both input and output, and both logical and emotion-driven. 2) Proactiveness: Seeing issues before they happen, and acting on the right ones when needed. 3) Ask for and giving feedback: Both formal coaching, and informally with peers. 5) Starting with the End in Mind: Understanding why things are being done, and doing things with the end customer in mind. 6) Planning and Estimation: Much harder than it appears 7) Bias in Decision Making: Understanding the flaws in how people think (recency bias, overconfidence, anchoring, etc) and adjusting decision processes to handle them. 1-5 is mostly by practice. There are books that can provide guidance on 6 & 7, though there it's very much practice too. It's also important to have good mentors every time one steps up in ability.
alistairSH 10y ago
I have the pleasure of working with both an excellent principal developer and a principal test engineer (my other team members are great too, they just aren't senior). Both can effectively communicate with non-technical stakeholders. Product Management, sales, consulting/services, clients, etc. I wouldn't hesitate to include either in a discussion with executives (internal or client) when appropriate. Both can do any job on the team, including mine (project manager). They might not be comfortable doing it. They might take longer on some tasks. But, if all else fails, I can safely ask either of them to do anything and they'll find a way to get it done. Both have successfully managed special initiatives (in a "tech lead" role). These typically involve coordinating across teams, so require a higher level of time management and communication than developing for our primary project. Both have successfully mentored junior developers, interns, or new (but not junior) employees. And Both have earned the trust and respect of everybody else in our division. They are go-to resources, not only within my team, but across the division.
darkhorn 10y ago
Beard?
peace011 10y ago
Based on my experience at small companies and large corps, being a smooth-talking B-player gets you more money and fame than being a great "hacker". However, please, I beg you, always stay TRUE to yourself! The world doesn't need any more zombies trying to climb the corporate hell, the world doesn't need more arse-kissers, it doesn't need fake smiles and interest based "friendships", and it doesn't need more conforming sheep. Stay TRUE to yourself! Peace...

212 points by poushkar 10y ago

mk89 10y ago

In most companies I have worked for - or I had the chance to interview with - ageing. :) So, just eat healthy, do some sports, and get older.

ramtatatam 10y ago
Haha :-) Indeed, experienced people who had that perception. No grey hair? you can't be senior. Edit: I do not have grey hair.
- mk89 10y ago
  My comment was a sort of provocation, but I see that some people seem to agree with it. It makes me a bit sad, but unfortunately sometimes it's pretty hard to change things - if at all! The other comments are all relevant and very good, but they seem to overlook one important aspect: the company's attitude. What all those comments have in common is that they assume things work according to Tom DeMarco's book Peopleware. I have learnt on my own experience that they don't. I have had the chance to work with 1)poisonous, 2)negative, 3)defensive (see the psychological meaning), and 4)offensive (... no psychology needed here) senior developers. Some nicer/more experienced than others, no doubts, sometimes also due to the lack of communication skills (English is not everyone's first language, and I do understand it). However, these ones were senior due to the number of years spent in the company OR their age. That's why I think that the companies that value someone's skills (I like to see them like technical skills, IQ and EQ) for their promotions are the minority.
  - OpenDrapery 10y ago
    Yeah, as I read many comments in this thread I'm left thinking that either these people are very naive or I'm severely jaded (or both). But the notion of work hard and you'll be rewarded is kind of silly when you're working as an engineer at MegaCorp. I think if you're in a small company things could be different.
  - ramtatatam 10y ago
    I used to work for MegaCorp and I was only a number there. In that company you could become "senior" only if you was grey (literally) or know somebody higher in the structure. That was one of reasons I left to join startup.
  - marcosdumay 10y ago
    > What all those comments have in common is that they assume things work according to Tom DeMarco's book Peopleware. This is a funny comment, since he keeps repeating through the entire book phrases that sound like "you probably won't be able to get this for your team", "you likely never seen it anywhere, but...", "when doing our research, we've seen this. You might doubt it, but trust me, this exist on some places."
    - mk89 10y ago
      > This is a funny comment, since he keeps repeating through the entire book phrases that sound like ... Yeah, I know. Of course I meant "things work according to the advises given by the book ..." or something like that. I read the book, and everybody agrees that "it's a great book, but in reality...".
      - marcosdumay 10y ago
        Oh, your comment was clear. I literally though it was funny. Describing an organization type by the name of the book that claims everywhere that it doesn't exist.
amelius 10y ago
Did you also interview the people who did the exact same thing and didn't end up at the desired positions?
squeaky-clean 10y ago
> So, just eat healthy, do some sports, and get older. On the contrary, smoke as many cigarettes as you can in a day, have a whole bottle of whiskey every day, only eat fried foods, and sleep on your face. Within just a few months, you should have the look of seniority! It's all about finding shortcuts up the corporate ladder.
akerro 10y ago
Ageing is not a skill you can learn.

mooreds 10y ago

Depends on what kind of dev you are talking about. In a consulting shop (enterprise or web dev or advertising)? Big company (software, hardware or where software dev is an expense)? Game company? Silicon Valley startup? Senior devs in each of these types of companies have some skills in common and some that are particular. The common ones, in my opinion: * Ability to communicate with non technical folks * Ability to estimate relatively accurately * Willingness to do grunt work to raise team productivity * Ability to work self sufficiently, own a big chunk of work, possibly leading small team * Knowing when to raise an issue to higher ups * Willingness and ability to mentor folks more junior * Knowledge of the general software landscape for your domain, including what is buyable vs requires building How to acquire? * Seek mentors * Always be learning * Seek out folks outside of your department and learn what problems they face * Attend conferences, technical meetups, or other online learning opportunities * Help out * Focus on solving problems and not on being right Disclaimer: I have spent some time in larger orgs, but mostly as a contractor so my advice may not be applicable for those.

OpenDrapery 10y ago
Willingness to do grunt work is a fast track to becoming a manager who says "I haven't coded in years". No good deed goes unpunished. When you step up to be a team player and do that grunt work, you open yourself up to getting more and more of it. Next thing you know you have to stand up for yourself or become a door mat.
- maxxxxx 10y ago
  You certainly have to be careful not to become a door mat but I agree that grunt work is where it's at. * Deal with difficult users or customers * Write documentation * Go back and forth between different stakeholders to make sure everybody is on the same page * Make sure other developers have the right tools and equipment Depending on the manager he could be doing this but if he doesn't the senior Dev has to do it or the project fails
- Retric 10y ago
  The trick is to not volunteer for recurring work. My stance is I will volunteer for 1 thing per week which is defined, ad-hoc, and <5 hours. The bonus to this is your far less likely to be forced into endless time sinks as you have team credibility to say no.

m4r71n 10y ago

A great read on this topic: http://www.kitchensoap.com/2012/10/25/on-being-a-senior-engineer/ http://www.kitchensoap.com/2012/10/25/on-being-a-senior-engi...

jrockway 10y ago

Generally, I see "senior" as mid-career, kind of based on how Google does levels. (Engineering is basically "levels" 3-9, you get the "Senior" title at 5, so there is still quite a bit of career growth left after "Senior".) Some things that you would want to start focusing on: 1) Figuring out what projects come next, and designing them. 2) Figuring out what your team wants to work on, so you can shape future projects to be exciting to them. (We always have an infinite number of things to do, so you might as well pick the things that are most interesting!) 3) Doing detailed designs, so that work can be parcelled out to people that are gaining experience. As you might guess, at this point you are doing more than working alone or working on engineering tasks that someone else defined. You are defining the tasks, and are starting to define the bigger projects. Your individual contributions should be setting the standards for others that work with you. Write that extra test, clean up that documentation, don't launch a new service without monitoring. What you value will become what your team values, by your example. How to get to this point? Hopefully the more senior members of your team are setting you up for success; allowing you to do some of these tasks until you're good enough to do them without supervision.

steve_g 10y ago

Domain knowledge about the business activities that your software is supporting is powerful. Do you know why your users want what they want? Can you suggest a better approach to solve their problem, based on your deep knowledge of business needs? Do you know the impact of requested changes on other parts of the business. This, of course, is very specific to a company/industry. Knowledge of accounting principles is often helpful for in-house developers.

R3LL1K 10y ago

A senior developer varies between different companies. In some companies, if you are a senior developer, you start getting more client facing roles. So your communication skills becomes more crucial. In other companies, you gain a mentor kind of role where you assist your team in designing and developing projects accordingly.

christopherslee 10y ago

To build on the suggestions other people are making, I would say that one thing I look for in the transition from to "senior" is the ability to make the people around you better. At the junior/entry level, a lot of your focus is about consistent delivery for yourself. As you move up the ranks, its about making you and your team better. That could be removing roadblocks by flushing out designs and specs like other people have mentioned, or finding better processes and practices to make the team more effective. Of course, there is also the proper introduction of new technology or techniques to raise the company forward as well.

OliverJones 10y ago

Empathy is the key skill. Yes, it's learned. The ability to walk in somebody else's shoes for a while makes you a better developer. Why? * You acquire the habit of imagining what it's like to use the stuff you develop. * You have a feel for the daily experience of your colleagues, suppliers, executives and other stakeholders. These things give you the sort of spidey-sense that lets you function independently. They also give you the ability to enlist other people to get things done. How can you learn empathy? Like any skill, it takes practice. --Listen to strangers. The question "what are you doing this afternoon" asked at lunch will usually get an interesting response. Interject "wow" - like sounds to keep them talking. --Seek opportunities to meet end-users of your stuff. (Ask sales people to take you along on calls if that's appropriate). Observe their work. --Ask your executives and project managers questions like, "what keeps you awake at night?" And listen to the answers. --Teach. It doesn't matter whether you teach short courses or get a night job as an adjunct professor at your local CoCo. Your interactions with students will help develop your empathy. People love to talk about themselves. You can take advantage of that to practice empathy.

matwood 10y ago
Basically practice "How to Win Friends and Influence People."
- mknocker 10y ago
  Great book. Easy to read and full of examples.
  - xxr 10y ago
    One of my favorite tips from the book that's stuck with me in the 10+ years since I've read it is the immediate breakthrough you'll have with someone if you pronounce their name correctly when you meet them for the first time, particularly if their name is uncommon to your culture. In the author's case, I believe it was a Greek business partner whose name other English speakers had anglicized down to "Nick." When the author pronounced the other man's name fully, the other man welled up and replied that no one had tried that in decades. I haven't ever had a response quite so extremely positive, but I have experienced sparks of surprised excitement from new coworkers with, for example, Polish and Indian names when I've taken the time to think about or learn how their names are more accurately pronounced.

edburdo 10y ago

Check out the book SoftSkills by John Sonmez. https://www.amazon.com/Soft-Skills-software-developers-manual/dp/1617292397 https://www.amazon.com/Soft-Skills-software-developers-manua...

onion2k 10y ago

All the 'soft skills' that other commenters have mentioned are definitely useful things to have but they're things to learn when you want to stop coding soon and move in to a more management oriented role. If you still want to write code as a senior, learn to write better code. In my opinion a senior developer is someone who writes software that can be maintained without their presence. That means less clever, impressive code and more boring code that's simple and straightforward to understand that just does what it's supposed to do. It means reproducible deployments. It means tests which are up-to-date and working. It means everything is documented in a way that a junior developer, or even someone non-technical, can get value from. In short, it means being organised.

Illniyar 10y ago

Frankly, none. Everywhere I know of the position of senior dev is defined solely by your technical expierence, and the screening in job interviews for non-technical skills are the same for junior or senior dev positions. Perhaps a better question is what non-technical skills do I need to work well in a team (as a senior or junior dev), every developer needs to know how to listen to people with different expierence and teach others about his own, whether he's junior or senior.

kabdib 10y ago
That's too bad. The senior devs I know are generally good with people: Making them better, working out differences, getting people on-board with solutions, helping one-on-one with things like code reviews and debugging sessions, writing design documents, finding and fixing bugs that aren't theirs. The list is endless. Oh, and they write code, too, generally lots of it.
- collyw 10y ago
  I generally find that less experienced devs are the ones writing lots of code. Personally I think more and write less of it (and it usually works better).
- Illniyar 10y ago
  Actually in my expeirence senior deva are the less good with people (expierenced developers with good people skills often become twch leads. But thats really not the point I was trying to make. The point is that no senior dev is hired for or because of those qualities (at least from what I've seen)

dccoolgai 10y ago

Confidence. The ability to push back and stand up for the other developers on the team and your craft.

was_boring 10y ago

One of the best resources for improving your soft skills is the book "How to win friends and influence people". It's about 80 years old now, but still the best work in its category. I keep a copy at my desk for quick reminders.

edw519 10y ago

Whatever it takes to make money for customers. That's it. No, I'm not being snarky, so hear me out... I've met and worked with many developers over the years and lots of them have become very good with technology and user domains, but still have struggled to "crack the digital ceiling". These are brilliant people who have achieved serious things, but are still not recognized by the big decision makers as "senior", whatever that means. Then there are a select few who always get the big gigs, big money, and big reputations. Why? Because they make money for their customers. There are lots of non-technical skills that help them, but I think the biggest is their ability to separate the signal from the noise and zero in of the most important things to work on and to get them done. It's almost like they have "profitability radar". And this rarely requires any special technical or people skills. All they really have to learn is a good grasp of the technology, a deep understanding of the customer's domain and business, and the ability to get things done through others. And how did they develop them? By good old fashioned grunt work, whether digging into the bowels of the system or getting up off their butts and relentlessly going around finding out whatever they needed to know. Once you've figured out the best thing(s) to work on to make money, got them onto the decision makers' radar, and found a way to get them done one way or the other, you are no longer a dev or even a senior dev. You're now a digital rainmaker, the most senior dev of all.

maxxxxx 10y ago
You are onto something but I think it's not directly about making money. In my view you need to be able to talk the language of executives which is quite different from how engineers communicate typically. If the CEO sees you as somebody he can talk to you have cracked the digital ceiling unless you make other mistakes.

chrisweekly 10y ago

My colleague Elaine gave this interview on "what it means to be a senior engineer": https://blog.codeship.com/elaine-uy-tapjoy-interview/ https://blog.codeship.com/elaine-uy-tapjoy-interview/

santiagobasulto 10y ago

Faster, cheaper, better.

enry_straker 10y ago

Age. Grow old.

ebbv 10y ago

There's a lot of great specific examples in this thread but I think it all boils down to this one quality; being able to put your own ego aside. I think what lets a developer graduate from one level to the next is realizing that your own knowledge, vision, etc. is limited and not always the right way to go. Being able to put your own desires aside and execute someone else's vision while still providing the benefit of your experience and knowledge when appropriate. Despite being a senior dev for a while now it's something I sometimes still struggle with finding the balance on.

JonAtkinson 10y ago
I agree with this to an extent, but a controlled burst of ego can sometimes signal to the rest of the business that they're deeply off-track: "I/my team are better than spending time realising this ridiculous requirement/deadline/anti-feature, and we're just not going to do it. You need to re-think this". I don't recommend doing it too often (no-one wants a reputation for being precious or difficult), but used correctly it can be powerful.
- spinlock 10y ago
  I don't think this works in Silicon Valley. I'm a recent transplant but I've found that people here are very passive aggressive and it's always a mistake to be direct with people. Now, in NYC I never had a problem after talking to someone about a disagreement (obviously in private). But, it's just not affective in SF.

Clubber 10y ago

There are two rules of success, one is soft, one is not: 1. Do good work. 2. Don't be an asshole.

e1452654a78d238 10y ago

I would say a solid understanding of the fields that development most commonly intersects with. Typically business (including politics), product, networking, operations, and security. You don't need to be an expert but you do need to be able to carry on intelligent conversations at the intersection points. You don't need to be an expert but you do need to have a firm grasp of the basics.

richev 10y ago

Being able to teach others - focussing on the why, as well as the how.

mknocker 10y ago

Being the last man standing. Seems sad but when people leave bad company, usually the people who stay get promoted and some of them become senior developer. I have seen this strange pattern a few times.

humanrebar 10y ago
Absolutely. A good way to make this happen is to crank out piles of write-only code. You'll look more productive than your peers and you'll be the expert on a relatively large part of the system. When things inevitability go wrong, you'll also be the hero that powers through the weekend hacking a solution together. Be sure not to document or comment this code. It makes your memories critical to the operation of the business. Eventually everyone else but people like you will move on. You'll be given a bigger say in the org by default AND you'll think exactly like all the other senior engineers. This will make you appear to be good at communication and working in teams since you can all say and do what you were already thinking.
- mk89 10y ago
  I wonder if I actually know you and the user mknocker. Seriously, it's scary to read this stuff for how real it is :)
  - mknocker 10y ago
    Good to know I am not alone :) There are a few pinpoints also to detect if the company you are interviewing to is one of these. Usually, they are 'building' a new team for an existing product. As I grew up in my career I started to develop the reflex to ask why the previous folks left. You might not get an honest answer but at least it gives you more information either you should continue the hiring process or not.
    - spinlock 10y ago
      I just had a phone interview that was incredibly telling about the company. The interviewer ... didn't speak english. And, I've been doing this long enough that I embrace that broken english is the international language of science. This guy didn't speak english. We had to communicate by typing into the pair coding app (remember this was a phone interview). Anyway, a company who puts that person on the phone as one of the first points of contact has serious communication issues. It was an easy pass for me (I already work in a company with broken communication).

caseysoftware 10y ago

Someone who can teach/mentor those behind them. That includes identifying useful ideas from elsewhere - conferences, magazines, books, hn, etc - then adapting them to make sense on current project, convincing the rest of the team of their fitness, and then leading the rest of the team to understand and learn them. Not a manager, a leader. For the record, "make sense" is not the same as "cram every shiny v0.1 toy into the next project."

gt2 10y ago

* Computer science fundamentals To know the landscape and limitations thereof surrounding a product being developed. These skills can be learned formally through school or informally by continual pursuit, as many hackers find themselves doing who come from backgrounds other than hardcore computer science. * Communication With stakeholders, the business folk that green-light and also those who manage projects. This one is two part since it takes a good measure of both knowing how to cut through the red tape and get the jobs done, and also how to effectively communicate with them in the language they understand. * Programming and devops You need to know common idioms, a common framework or three, and the way web applications are deployed and hosted. If you have programmed a ton of projects over the years you will have seen firsthand enough of the wrong ways of doing things to spot it a mile away and be able to know when something should be refactored, rewritten, or not, and be able to review others code for the same. I'm deliberately leaving off "people management skills" because I think #3 covers that -- managing the technical output of people is the most important part for managing technical subordinates, which you will likely be at least partially responsible for as a senior dev, even if it is for developers in a mostly flat org.

Everhusk 10y ago

Understand exactly how development fits into the rest of the business, it will vary for every company. The art of scalability is a good book to read to get started.

iopuy 10y ago

You must be great fun at parties.

CiPHPerCoder 10y ago
I wouldn't know. As I said, I don't have the free time for those. :P
- bbcbasic 10y ago
  Sounds like you choose to spend your free time not at parties. Which is cool. So do I.
  - CiPHPerCoder 10y ago
    Yes and no. I made a choice years ago and I'm still enduring the consequences of it, with no recourse until I cross the finish line.
dang 10y ago
Personal attacks are not allowed on Hacker News. Please don't comment like this here. We detached this subthread from https://news.ycombinator.com/item?id=11909304 https://news.ycombinator.com/item?id=11909304 and marked it off-topic.

tootie 10y ago

I think everyone in this thread is wrong. There is one thing I look for any time someone is looking to increase seniority in the organization and that's ownership. How much responsibility can you own with minimal oversight? Will you seek out the resources you need? Will you remove blockers. Will you do what you say? Will you get others to help you? Some people do this by producing lots of code and some of them do it by clearly documenting needs and concerns and getting others to be more productive. Usually it's both.

rdudekul 10y ago
Empathy can play a significant role in seeking the resources you need, getting others to help you and perhaps even allowing higher management entrusting responsibility on your shoulders. Over the long-term though I found grit to be a more useful skill to cultivate. Patience and perseverance sound like cliche, but in the end whether in relationships or life, those count the most.
- tootie 10y ago
  A lot of people are succsseful at this by being total jerks. Some organizations show a marked preference for leaders who are aggressive and abrasive over ones that show empathy. Usually bad organizations, but it definitely varies.
Kalium 10y ago
One of the things I've noticed is that this is very sensitive to the organizational context. How receptive is the organization to people wanting to increase seniority?

mschip 10y ago

There are a lot of comments here that are under the umbrella of getting old and sticking with the same company which are probably true for a lot of subpar companies. If you're talking about a good company that has a lot of good engineers to choose from I would look for: - The ability to communicate clearly - The ability to understand team members with empathy - A unique penchant for foresight

ScaryRacoon 10y ago

Keys that I have seen: * Empathy, compassion, and passion * Ability to delegate work appropriately and fairly * Ability to communicate in a appropriate manner and at the appropriate times: * To the team * To management * To non-technical stakeholders * Ability to identify the "unknowns" and give a fairly accurate estimate that takes into account those unknowns * Know when to raise the red flag if something big will hinder the original estimate * Be humble (no work is "below" them)

collyw 10y ago

OK, not strictly answering your question, but for me its about being able to give a developer any job and knowing that they can work it out. Development, database design, server setup documentation. Being able to work on or debug any part of the stack.

AndreyErmakov 10y ago
Actually, this is the one reply in the entire thread that in fact answers the question. This is how I see a senior developer as well. In your professional evolution you start with simple tasks, learning to accomplish them, first under supervision, then alone. Then you get larger assignments and learn to work without hand-holding. Finally you learn to solve all kinds of problems in your field of expertise with your chosen technology and you get entrusted with making the right decisions and doing the good job of it. But then at some point it stops mattering what work to do, in what part of the technology stack it is located, or even what technology stack this is. It becomes a matter of simply learning what you need to know to perform the work, doing it, closing this issue and moving on. That's what seniority means (or should mean to provide a base of reference). This is viewed from the technical side of things of course, and I believe this is what the question implied. Good communication abilities and developed soft skills are essential too but those transform a developer into somebody else to whom the title of a senior developer no longer applies. They're no longer just a developer but a higher-level product.

itsjustjoe 10y ago

Understanding the customer value of your work. This is one of the biggest thing I see devs missing. Yes, developers are primarily responsible for the 'how' and 'when' for new features, but they should always be questioning the 'what' and 'why' as well.

codingdave 10y ago

I think the other comments have answered the question well enough, but it is worth noting that a title in and of itself doesn't mean much. I've had some awesome titles in my career, from Senior Dev to Architect to CTO... but at my current job, every single person here is at that level. So my title is just "Developer". Focus more on skill gaps, and less on titles, and you'll go where you want to go.

tmaly 10y ago

I am the senior dev in our group. I think the biggest skill is being able to teach. Yes you could be teaching junior devs tech stuff, but there is also a lot of non-tech stuff that could be taught.

jamesbirchler 10y ago

Being senior means taking responsibility for ensuring the right things happen. If you can teach others to do the same, you may also be a project team leader, and/or have the sensibility to be a people manager.

ejcx 10y ago

A couple things that I think are important to being more "senior" - Owning the problem. Don't pass the buck when you see a problem and it's well within your realm to own and fix. - Ownership and delivery. You have to deliver. You have to remove your own blockers. You have to be realistic about what you're biting off. When you say no, and you should, you need have a reason. - Be a leader. Make those around you better by thinking of them when you build your system.

combatentropy 10y ago

- Taste. Read The Elements of Style and Paul Graham's http://www.paulgraham.com/taste.html http://www.paulgraham.com/taste.html - Watch All the President's Men and emulate the reporters Woodward and Bernstein. They hustle. That's what I miss among people I work with. If something is not explicitly assigned, cut-and-dried, and easy to follow, they give up. You may not be fired, but good luck making a real dent in the universe, as Steve Jobs used to say (another person to emulate! well, in some ways).

mruniverse 10y ago

* Know what's going on with the whole team (what state the project is in, etc) and be able to communicate it with anyone asking. * Also be able to reach out to other teams to unblock issues.

wahnfrieden 10y ago

This pair of articles are surprisingly comprehensive, nuanced, and worthwhile: http://www.yacoset.com/Home/signs-that-you-re-a-bad-programmer http://www.yacoset.com/Home/signs-that-you-re-a-bad-programm... http://www.yacoset.com/Home/signs-that-you-re-a-good-programmer http://www.yacoset.com/Home/signs-that-you-re-a-good-program...

hkon 10y ago

Considering some people spend 1-2 years as "junior" and then 10-20 years as "senior", you will get very different answers from "seniors" as they have varying degree of seniority. Most points in this thread add value. The one thing which in my mind make people juniors well into their 40's is the inability to take responsibility.

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jwoah12 10y ago

* Ownership - being able to handle increasingly large tasks on your own with little to no involvement from your manager or lead. * Search IQ - Nobody knows how to do everything in software development off the top of their head, but a major difference between a junior dev and a senior one is knowing what questions to ask and how to find the answers. I didn't used to have a name for this until one of my former mentees told me it's called "search IQ" in China. * Understanding the big picture - At a junior level, you are generally able to understand your small task in the context of what behavior it should be producing. Senior devs should be able to grok development tasks in the context of the business use cases and within the wider system.

orky56 10y ago

Get your own work done. Be able to task yourself. Be able to task others. Fill in the blanks with vague requirements. Develop an intuition to satisfy stakeholders. Communicate transparently and with tact.

fsloth 10y ago

Take ownership of all of your actions and take responsibility for all outcomes. If something did not work out do a root-cause analysis and try to do better next time. Read "The mythical man month" by Brooks to get some perspective to the daily problems.

mathattack 10y ago

1) Communication: Both verbal and written, both input and output, and both logical and emotion-driven. 2) Proactiveness: Seeing issues before they happen, and acting on the right ones when needed. 3) Ask for and giving feedback: Both formal coaching, and informally with peers. 5) Starting with the End in Mind: Understanding why things are being done, and doing things with the end customer in mind. 6) Planning and Estimation: Much harder than it appears 7) Bias in Decision Making: Understanding the flaws in how people think (recency bias, overconfidence, anchoring, etc) and adjusting decision processes to handle them. 1-5 is mostly by practice. There are books that can provide guidance on 6 & 7, though there it's very much practice too. It's also important to have good mentors every time one steps up in ability.

alistairSH 10y ago

I have the pleasure of working with both an excellent principal developer and a principal test engineer (my other team members are great too, they just aren't senior). Both can effectively communicate with non-technical stakeholders. Product Management, sales, consulting/services, clients, etc. I wouldn't hesitate to include either in a discussion with executives (internal or client) when appropriate. Both can do any job on the team, including mine (project manager). They might not be comfortable doing it. They might take longer on some tasks. But, if all else fails, I can safely ask either of them to do anything and they'll find a way to get it done. Both have successfully managed special initiatives (in a "tech lead" role). These typically involve coordinating across teams, so require a higher level of time management and communication than developing for our primary project. Both have successfully mentored junior developers, interns, or new (but not junior) employees. And Both have earned the trust and respect of everybody else in our division. They are go-to resources, not only within my team, but across the division.

darkhorn 10y ago

Beard?

peace011 10y ago

Based on my experience at small companies and large corps, being a smooth-talking B-player gets you more money and fame than being a great "hacker". However, please, I beg you, always stay TRUE to yourself! The world doesn't need any more zombies trying to climb the corporate hell, the world doesn't need more arse-kissers, it doesn't need fake smiles and interest based "friendships", and it doesn't need more conforming sheep. Stay TRUE to yourself! Peace...