@GergelyOrosz's Latest X Threads

I don’t talk about crypto, NFTs and the like for a very simple reason: I don’t believe in them. Blockchain is an interesting protocol with mostly downsides in characteristics. The premise of NFTs/most cryptocurrencies is buy nothing in hopes that someone will pay more for it.

Proof of the job market being hot: some companies that pay competitively across Europe now share the lower end of their salary band. At Plaid Amsterdam senior package base salaries start at €119K for senior, €98K for mid-level (3+ years) engineers. Equity & bonus goes on top. t.co/KRPBOnKOFd

Once you’ve worked an environment where you move faster *because* of tests, you cannot unsee this. Yet so much of the industry still sees tests as a waste of time - thanks to leaders who never saw these befits first-hand. There’s a reason tests are baseline at all of big tech. t.co/gtpguQaB64

Whenever I was"forced" to work with technology/tools I would have never chosen, I thought I'd be miserable. Instead: - I decided "screw it, might as well get good at it" - Learned new stuff - Started to appreciate how & why they worked different - Came out much more well-rounded

I’ve seen engineering managers go back to being engineers - because that work made them happier than management - but this is the first time I hear an executive of a billion-dollar company do the same, at the same company. Amazing.👏 👏 👏 t.co/tAQibetC4t

Me: “If I started a startup I’d hire great people fast by *not* hiring/probing for data structures & algorithms skills most of big tech does.” Startup hiring their first backend engineer: “Let’s make excellent DS&A skills a requirement so we limit or talent pool on day 1.” t.co/wn7FqCYk6f

Things I assumed to be important for a sw engineering career when I was in college: - Name of my school - My grades / standing relative to the rest of the class - Recommendations from professors What mattered far-far more: - Build stuff - Keep learning on the job & outside of it

“In India you can hire great sw engineers for 1/10th of what you’d pay in the US.” True that you can hire great folks. False that it’s cheap - quite the opposite. Here’s a recent an offer for a sr software engineer at Uber Bangalore: total compensation 106L/€120K/$142K/year. t.co/Q917eT8pPq

As someone who hired many interns & entry-level engineers, 7 thoughts on this problem (thread) 1. Hiring juniors without someone to mentor them is a recipe for disaster: for the junior, the team, the company. Yes, they “get a chance”. And often burn out badly. Don’t do it. t.co/RvHm6pTCC2

Thread on hiring CTOs, VP Engineering, Directors and Senior Eng Managers at startups (seed, Series A/B) Almost all these companies set JD requirements of having had a similar title/role before. Yet, some of the best CTOs / VPE / Directors I know were “plain” eng managers before.