This isn't a fair comparison and there will be plenty of use-cases that go beyond tweets and art.
For example, the Dallas Mavericks are exploring issuing their season tickets as NFTs and charging a fee everytime a ticket is resold to disincentivize scalpers.
I'm not a hiring manager, but I've interviewed plenty and given my opinions to the hiring managers. I've also discussed candidates with fellows developers and have heard "that's not a full-stack developer" more times than I can count, which leads to "I'm not sure they know what they are talking about."
The point of my response is to say, if something isn't working, change the formula. Here's some anecdotal evidence given my experience that might help. Stop complaining on LinkedIn about it. I personally look at LinkedIn and if I see multiple posts from you complaining about how unfair things are it's going to be an immediate pass.
I think saying you are full-stack is misleading and it sets job-seekers up for failure. And I would argue it's not fine, since it's these same types of people whining about what terrible luck they are having (purely anecdotal of course).
A few ideas that I think would give these grads some better luck:
- Update your profile to say "Interested in joining a front-end or back-end team" or "tech generalist with a focus on X"
- Elaborate even further in your About section and let people know which of the two you are stronger in and what experience you have
- Swap out "full-stack" for "web developer"
Don't tell me you're something you're not. Under-promise, over deliver. Seeing full-stack on a resume sets my expectations for whoever I'm about to interview regardless of the number of years of experience.
Yes, bootcamps teach you the basics of each part of the stack. I would make the argument that you aren't proficient in any of these areas, so to advertise yourself as such is misleading. I file my own taxes, but I don't refer to myself as an accountant.
I've yet to meet a bootcamp grad that can efficiently architect a relational database, for example. I know plenty of Sr. level front-end developers who wouldn't think to call themselves full-stack even though they know how to submit a user form that persists to the database. Same with back-end developers who know HTML, CSS, and pick your flavor of JS framework.
If you've worked in the industry, you know things change too fast to stay up to speed on everything. It's not impossible, but it's unlikely and unrealistic to have that expectation of someone once they are employed.
I've been seeing this sentiment a lot on LinkedIn, particularly with new developers entering the field. Leaving aside the whole argument about whether or not we should really be calling software developers engineers, a lot of these same people are advertising themselves as full-stack. I'm sorry, but you going through a 10-week bootcamp or even getting a 4 year CS degree does not make you full-stack.
It's comparable to how we laugh at recruiters when they ask for 5 years in a given language that has only been around for 2 years. You clearly don't know what you're talking about.
I always tell the folks I mentor through bootcamps they should figure out which area they like best, focus most of their efforts in that area, and then advertise themselves as a front-end developer or back-end developer or whatever, not full-stack. The upside down T approach. Show recruiters and hiring managers you at least know enough to know what you don't know.
And stop complaining on LinkedIn about how unfair it is that you don't have a million job opportunities pouring in or about all the applications you submitted and didn't hear back from - yes it's annoying, but if you advertise yourself as something you're not, you've likely already wasted someone else's time, so understand they probably don't want to waste anymore giving you an explanation for why you were passed over.
> For that matter, it is also crazy that we don't start giving children coffee at younger ages to help focus — since there are no known negative effects.
Might as well, we already load them up with sugar, which does have known side-effects.
Sarcasm aside, maybe not a direct negative side effect, but if you suffer from poor sleep, drinking too much coffee or drinking coffee too late in the day has correlation and lack of sleep certainly has negative side-effect.
Personally, I'll keep my kids off coffee and other drugs until they're old enough to buy it themselves.
The F-15 is one of the baddest planes in the air, and has been since its' first flight back in 1976, with an undefeated combat record. The radar capabilities are superior to almost all planes out there, which make it a damn good deterrent because they can reach out and touch you before you can see them. They have a wizzo in every situation, which offloads a lot of work from the pilot and lets them focus on flying the plane. I'm pretty sure none of the three you mentioned can boast those stats, so I'd say yes, give us more F-15s. The US has the most dominant air force in the world and I'd like us to stay that way personally. If you're upset about the government spending more money on new planes, be upset about the money wasted on the planes that aren't even flying, not our bread and butter.
Responding here since the comment I was originally responding to was deleted.
> grace us with their presence.
> someone deliberately absent is insulting.
It seems you and the parent comment are conflating working from home/remote with playing hookey, which might be the case for your co-workers/organization and that sucks, but for a lot of companies that's not how it really works.
For example, my organization is spread out across the country, so even if someone on my team isn't working from home, they are still working remotely (from my perspective). This means as an organization, we have to establish communication channels to avoid the pain points you mentioned. I've been in "whiteboard" architecture discussions without being face-to-face with every person on my team and I would argue our way of accommodating remote teams is far superior to your in person discussions for the simple fact that we record all of our meetings and they can be reviewed by anyone at anytime.
Maybe recording these types of meetings (or all) might be something for you and your organization to consider? It seems like it would make you a lot happier and it is very beneficial to come back to a recording of this type of meeting months later and remember why you decided on a certain direction.