I know this is a very generalized question, as it depends on the company, product, position, etc. But in general, what sets someone apart as ready for a senior position over an intermediate or junior position? Experience I would think would be a big one, but say you have a candidate that shows problem solving abilities to solve code problems, but is newer to the tech field vs someone who’s been in the field x years, does the first guy have a shot without really knowing the ins and outs of working as a software engineer, hoping to pick it up quick?

  • SuperNerd@programming.dev
    10·
    11 months ago

    Is this for interviewing or promotion?

    At my org the formal definition is “[demonstrated] ability to lead projects at x scope.” This is how people leaders frame it.

    But to individual contributors (engineering track) folks, I think we are looking for:

    • Thinks. Applies themselves to the hard work of figuring things out. Reads documentation for libraries and languages to get how to use them. Doesn’t vomit up random groupthink (from the wider org or web) without understanding it.
    • Curious: doesn’t take “this is how we’ve always done it” as a thought stopper – wonders if there’s a better way. Flexible, open to learning.
    • Teamwork skills: communicates own level of certainty, listens to others and tries to understand – not stubborn: honestly tries to figure out the best solution rather than trying to look smart in front of others. Has a feel for how to help everyone be heard and add their thoughts to the group decision.
    • Communicates clearly-- excellent written documentation for spikes/designs/decisions is a clear stand out here. (easy win with high visibility)
    • Can start to participate in meta/scope and product type conversations around “hey this is stupidly hard why don’t we just do this slightly different thing that’s way easier” (extra credit at this level)

    How to show this when interviewing vs getting promoted is different.

    • monobot@lemmy.ml
      2·
      11 months ago

      My company also defines is like ‘being able to define a problem and lead a project’, sadly technical knowledge doesn’t have much to do with ‘seniority’.

    • remotedev@lemmy.caOP
      1·
      11 months ago

      I was asking about interviewing as a newcomer to the software dev world. I’ve been going through an online school to learn the fundamentals, and about to start their program that when you finish allowe you to target higher positions when job hunting. I don’t question the skills part of the program, I’ve just been wondering how they would be able to prepare us to go right to more senior positions out of the gate and get other companies to accept us at that level.

      I feel like imposter syndrome is bad enough without feeling like any tiny mistake you’d make would have your whole team thinking you’re in way over your head.

      • MajorHavoc@lemmy.world
        1·
        9 months ago

        I feel like imposter syndrome is bad enough without feeling like any tiny mistake you’d make would have your whole team thinking you’re in way over your head.

        Impostor syndrome sucks, but someone who just joined a new organization, is statistically, absolutely in way over their head.

        The hard part to come to grips with is: that doesn’t make them an impostor, it makes them a developer who just joined a new organization.

        Now don’t get me started on teams that make people feel bad for that. They suck and they deserve the revolving door of non-help talent that they end up invariably hiring over and over, because they can’t retain talent.