4 ms·

I think it's more about finding a good fit. I took "the good money" at a place recently. Sure, it was good, but I came home everyday burned out and questioning

• user5994461 9y ago
  If you have to go through 4 jobs in 4 months, you need to reconsider how you screen companies.
  • dabockster 9y ago
    It's also entirely possible that he/she was mislead about what the job entailed. /r/recruitinghell comes to mind.
    • convolvatron 9y ago
      this happens alot*. i think some reasons include company/group is experiencing turnover so high its becoming existential. tell the candidate whatever is necessary to get them in the door and hope inertia keeps them around for a bit. upper management and recruiting is keeping hold of the narrative that they want 'only the best'. they don't have enough experience to know that fit is more squishy thing and maybe being a dba isn't really your thing as a corollary to the above, maybe they just don't know any better. they've never seen an actual software developer, and think the pinnacle of the game is managing a migration across minor revisions of os releases. how many jobs listing 'kernel experience' actually involve writing kernel code. or distributed systems or compilers, or networking, or graphics or ml, or anything really. all of those terms are used interchangeably to denote the development of a thing and the use of a thing. 'implement' used to mean something else entirely. the lack of any team culture or planning. maybe management really did want to hire someone with intention of righting the ship. but in the absence of any kind of structure, the wheel isn't really hooked up to anything. you can talk all you want about what needs to be done, and people might enjoy the discussion, but no one is going to change what they are doing one iota to achieve a common goal. often the lack of any testing infrastructure makes any change or evolution a non-starter. the company hires in a pool and holds its candidates to high standards. in reality they need many more support people than architects and senior developers. so many of those people get assigned to work that they graduated out of doing several years (or decades) ago. original team is trickling away. they were great. exceptional. the best in the world. of course you want to keep hiring to the same high standards. except the nature of the work has changed, you don't really want to rewrite everything, you just want to keep it going. and maybe the end result of that initial effort is considerably less exceptional than you've been telling yourself, your customers and your investors. come to think of it...it really seems pretty likely that your new job is going to be a bit of a disappointment.
• apohn 9y ago
  >I think it's more about finding a good fit. Part of what is considered "life experience" is stumbling through things until you figure out the circumstances where you can do your best work, and where you turn into "doesn't meet expectations." In that journey you realize what trade-offs you're willing to make to be in the circumstances where you can do good work. I have a friend who is a brilliant developer, but he just got tired of doing what you typically do in a 100% development role. He eventually landed in the educational org of a software company where a large portion of his role is help develop the infrastructure backing their learning system. He gets to develop, has a ton of autonomy, and gets to work in small groups with sane deadlines since they don't sell the infrastructure, they sell the course content. He's much happier now than when he was in a 100% technical role. You've got to find out what works for you.