Here’s the paper this appendix is referring to: https://faculty.washington.edu/ajko/papers/Li2015GreatEngineers.pdf https://faculty.washington.edu/ajko/papers/L

Here’s the paper this appendix is referring to: https://faculty.washington.edu/ajko/papers/Li2015GreatEngineers.pdf https://faculty.washington.edu/ajko/papers/Li2015GreatEngine... The study is based on interviewing 59 experienced Microsoft engineers. It’s very interesting and the traits listed all make sense and seem like they would be helpful. Of course, what people say and what people do sometimes have gaps, so I’m curious how much these traits matter when it comes to objective metrics. Which ones lead to safer code, or more shipped products? Which ones lead to happier or longer careers, or stronger career growth? Are there traits that correlate with higher salary? Stuff like that. It would also be interesting to see if some traits do better at some companies than others. Maybe MS is an environment where the culture is such that certain traits help more than others, while at Google it’s a slightly different set? It’s certainly true that there’s a gap between large orgs and small ones, and between established companies and startups.