I mean, without knowing anything about you or your company other than what you posted above, it's hard to say. But in my experience the industry could use more morality based hiring standards, as well as morality-based repercussions for bad behavior. Kudos to you.
It's difficult to know what/where the line is for sure, but I think lots of software has shifted away from making people's lives better. Facebook, Amazon, Uber, are doing more negative for humanity than positive I think. Sure, they offer a service that might not've existed before, at least in that iteration or scale, but at what point are the negatives outweighing the positives?
Sure, you "connect" people to friends/family they may not be able to see in person or communicate with regularly. You're also verifiably playing god with information and misinformation, as well as spying on your users, selling their data to other people that want to spy on them, paying employees to view toxic content (which results in PTSD), etc. Is all this worth being able to communicate with people you don't really care about, or that don't really care about you?
I feel this way about lots more than Facebook. BigTech is committing atrocities every day, and the developers that work there are generally complicit in that behavior. I think it's fine to say "I'm not proud but the money was life changing" - that can be true, when most people are faced with that proposition would go with the life changing money. But it seems wild to think that Amazon or Facebook or Google employees should be applauded for their work, or should feel proud - lots of it is actively harmful to me as a human.
There is no reason to not be honest about these types of things (unless of course you're doing something shady). If you want to fill the position quickly, you should say so. Now, of course, as a candidate if I heard that I would jack up my compensation numbers, but again, if you want to fill the seat quickly that's how it works.
Just because you disagree with a design decision doesn't change the done/dead debate. It's done, because its maintainers have agreed the project has gone as far as it needs to go, and its current iteration is stable. You (as always) can choose not to use a project you do not agree with; that has no bearing on the project's status.
If someone's resume was only wordpress sites, and they somehow made it into a technical interview for a team that managed twitter-like systems, I'd consider that a critical failure of the selection process. As an interviewer, I would try and make that experience as painless as possible for the candidate, and if not totally shocked by their abilities, have very direct conversations about the shortcomings of the selection process with whoever brought them in in the first place.
If it's a pub/sub model, you wouldn't care at all about how many were watching right? You'd just publish.
And for something like Twitter, you'd probably Publish but then also log to some kind of "Notifications" store, so if a user did care but was not actively watching, on their next subscription they'd receive the messages they'd missed.
This comment is all kinds of wrong. FAANG is "used to" pulling down anywhere from 150-400k.
On the flipside, many many remote jobs pay significantly more than you're describing, more in line with every other non-FAANG developer jobs. If you're just looking at those poorly managed "Remote Job Board" sites, of course you'll think that, because most of those jobs are just subcontracts and gig-type roles.
Yes, there'll be a COL difference, but it's not like you're describing. Gitlab, as an example, pays a Data Engineer in nowhere Indiana 90-120k for remote work.
In my experience, being an advocate for the candidate (during the interview) is the best way to make interviewing more pleasant. My goals (during the interview) are to learn as much as I possibly can about the candidate without making them feel under pressure. I ask a lot of questions about what's on their resume, but with the goal of finding out what gets that candidate excited about tech (since I pretty much only interview developers).
I generally take a look at their resume and then do some research about the tools they've used in advance. Then, during the interview, I ask about what they like/don't like/find interesting about those tools. The goal is absolutely not to gotcha them, but instead to find out what they're interested in in that space. If I ask a question that it becomes clear they've lied/fabricated about on their resume, I say something to the effect of "No worries" and change the subject.
Depending on the role, you need more info than just what languages/frameworks they've used. For more senior roles, or roles that involve architecture/cloud functionality, I'd ask about how they've built systems in the past. If they call out AWS, I ask about what resources they've used, how, and why. If you've written down DynamoDB but cannot speak intelligently about access patterns or secondary indexing, it's kinda clear that you just used a system someone else defined. Whether or not that's a problem depends on what role they're applying for. If they can speak intelligently about how they got to a specific DynamoDB structure, they probably are being honest enough about their experience. Note, it needs to be clear that the candidate is not speaking in the abstract, but about things they've actually done. Googling stuff is easy, finding the weird parts of tech in practice is hard.
Ultimately I want them to feel comfortable enough to get chatty about development. Usually I find out enough about their skills while they're chatting - I think most would be surprised to find how clearly you can understand a person's abilities without directly asking about them. You just kinda have to spend some time up front learning pros/cons/common pitfalls of the tech on their resume.
I think it's more that the ability to work remotely has been unlocked for pretty much every business that operates online (which, as I type it, sounds kind of crazy that it didn't already work that way).
At the very least, for the most part, businesses won't forget that possibility, even if they don't rely on it heavily post-pandemic. We've removed a significant blocker, that doesn't necessarily mean that we've reinvented the office dynamic or anything like that, but we've at least opened up a new channel for some businesses that didn't have it before, which IMO is objective improvement.