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The reality is almost all of the best devs work at top places and get paid top money. If you need that quality of dev you need to pay that kind of money, now th

The reality is almost all of the best devs work at top places and get paid top money. If you need that quality of dev you need to pay that kind of money, now theres a strong argument that in some cases mediocre devs are fine and I'm sympathetic to that argument but from my experience the FAANG+ devs are better than others on average (maybe even most of the time).

mattcwilson 4y ago
Individual performance isn’t the critical attribute for a company / hiring manager though. You can be an exceptionally talented developer and still be a complete asshole no one wants to work with. You can also be someone who just doesn’t have the rest of the skill stack to deliver really outstanding products. Technically intricate and high performance, sure - but how about easy to use, valuable and cherished, insanely great? Funny enough, Google’s own HR division did a huge longitudinal study of what makes teams great; Project Aristotle. What they found was that the sum of individual performance is nowhere near as important as having psychological safety in the team - high trust, high empathy, high openness and vulnerability and feedback without blame. https://rework.withgoogle.com/print/guides/5721312655835136/ https://rework.withgoogle.com/print/guides/5721312655835136/ https://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html https://www.nytimes.com/2016/02/28/magazine/what-google-lear... https://lh3.googleusercontent.com/TAateRpOGZ7R8mKp6SYD7m19r4GNzV0OJSCyu-C8pSa4ewu4B3gI3DzoAcPWUsYlz784bynlrHMUGJSZAuNe-oU=w1614 https://lh3.googleusercontent.com/TAateRpOGZ7R8mKp6SYD7m19r4... > The researchers also discovered which variables were not significantly connected with team effectiveness at Google: Colocation of teammates (sitting together in the same office) Consensus-driven decision making Extroversion of team members Individual performance of team members Workload size Seniority Team size Tenure

mattcwilson 4y ago

Individual performance isn’t the critical attribute for a company / hiring manager though. You can be an exceptionally talented developer and still be a complete asshole no one wants to work with. You can also be someone who just doesn’t have the rest of the skill stack to deliver really outstanding products. Technically intricate and high performance, sure - but how about easy to use, valuable and cherished, insanely great? Funny enough, Google’s own HR division did a huge longitudinal study of what makes teams great; Project Aristotle. What they found was that the sum of individual performance is nowhere near as important as having psychological safety in the team - high trust, high empathy, high openness and vulnerability and feedback without blame. https://rework.withgoogle.com/print/guides/5721312655835136/ https://rework.withgoogle.com/print/guides/5721312655835136/ https://www.nytimes.com/2016/02/28/magazine/what-google-learned-from-its-quest-to-build-the-perfect-team.html https://www.nytimes.com/2016/02/28/magazine/what-google-lear... https://lh3.googleusercontent.com/TAateRpOGZ7R8mKp6SYD7m19r4GNzV0OJSCyu-C8pSa4ewu4B3gI3DzoAcPWUsYlz784bynlrHMUGJSZAuNe-oU=w1614 https://lh3.googleusercontent.com/TAateRpOGZ7R8mKp6SYD7m19r4... > The researchers also discovered which variables were not significantly connected with team effectiveness at Google: Colocation of teammates (sitting together in the same office) Consensus-driven decision making Extroversion of team members Individual performance of team members Workload size Seniority Team size Tenure