"I went from thinking this was the job to realizing it wasn't going to work and trying to figure out how to tell my wife that I was going to have to start the job hunt all over again."
I just wanted to say - I have been there, and I feel you. When I read that, it was visceral - took me right back to the couple times I've had those moments. Good on you for keeping on, and using what the experience offered to make things better afterwards.
One thing to consider, for the folks that assume everyone on CentOS is a parasite allergic to paying for software... CentOS is heavily used in the HPC academic organizations, in part because paying licensing fees for an OS on 2k+ nodes isn’t workable in academia.
I’ve had a long career in technology, and for most of it I was doing project and product management, with some light coding on my own time as a hobby. Five years ago I’d finally had it with all that and went to a great coding boot camp. I did end up landing a job after that, but it was a grueling experience to go back to zero in finding jobs.
Comparing yourself to others can be incredibly draining. Not only are many of these people at different stages in their careers than you are, but you’re seeing the best faces they can put forward when you look at LinkedIn.
My advice is - own who and where you are right now. You have done a hell of a lot of work to get where you are now, and you can be proud of that. And if a company isn’t looking for someone like you - if 20 companies aren’t - that’s not on you. Keep working on your craft, keep following what networking angles you can in this crazy year, and keep the faith.
I -just- decoupled Facebook from my Oculus account in preparation for deleting Facebook. I guess in two years I make a throw-away account, or better yet, move to Valve's current offering.
Started using YNAB almost a month ago, and I love it. I had previously tried Mint (terribly frustrating for all the promise it has, but it’s been left to wither) and my own spreadsheets. YNAB solves several pain points I had - budgeting for non-monthly recurring expenses was a big one.
Past that, I use a great credit union for liquid cash and mostly liquid emergency fund. The later we have pegged at 6 months of burn. Investments are across a couple institutions and consist of Roth IRAs and 401k stuff - that all goes in index funds.
One thing I’ve seen: feature priority driven by what is expected to drive sales. This is a feature that I could see, justified or not, as not driving adoption.
The comments here have a fair number of people baffled at why folks would stay at jobs like this for any period of time. Here’s my thought based on working in games for around a decade; I left after that, in part for quality of life reasons.
For folks that want to work in games, there can be a strong feeling that it is a quixotic quest; there aren’t a lot of jobs relative to the applicants, you’re chasing a dream, and the big places of employment often made the games that made you passionate about everything in the first place.
Once you get that first job, you’re taught that you are not only one of the best, but that you’re lucky to be there. It’s easy to quickly bond with your comrades around the shared, stressful experiences. And to internalize that this is all ok because what quest doesn’t involve some pain?
My first game job was in 2002, and my long, slow falling out of love with the industry started after shipping the first game I’d worked on. Once it had gone gold, we all took a couple weeks at 40 hours a week. After that, I was told by my boss that we all had to go back to 60 hour weeks. I asked why. The answer was, “that’s how we work.”
+1 for Postico. One-time fee, and I've only ever had one or two moments of frustration with it - as opposed to much larger numbers with PGAdmin 3 and 4.
Having gone through a bootcamp, I can also say there's the "we know what we're getting," factor. The job I got hired into afterwards, they knew I would be competent to a certain degree because they'd already hired out of that bootcamp before, and the bootcamp had pretty strict standards about who made it to Career Day. That was a definite factor in my getting hired.
Not to say this would or wouldn't justify various tuition rates - but it's definitely part of the equation.
Pretty psyched to see this. A lot of my automated testing headaches came from the intersection of using PhantomJS with transpiled code - which makes sense, since the Phantom team was always forced to play catch-up with the browsers being emulated.
I'm not sure I agree. The "system" right now leaves a lot of room for both good and bad camps. It's unregulated, but isn't in and of itself like University of Phoenix.
We're a seed-stage startup in the suburbs of Boston. We are seeking a skilled and thoughtful engineer to join our creative team and help build the definitive communication security platform for cloud infrastructure.
This engineer will be core to the development of our engineering team - they'll work closely with the CTO, mentor junior team members, be a key participant in product design, and will be central to ensuring we can deliver high quality software on time.
The ideal candidate has:
- A demonstrated background in one or more of: Javascript, Node.js, Python, Haskell, and/or SQL
- Meaningful experience working with cloud services (Google Apps, Azure, AWS, etc.)
- Bonus: Cybersecurity and/or startup experience
Personal note: The company is an excellent one - we're candid and collaborative, committed to creating a diverse workplace, and firmly follow our "no assholes" rule for hiring. We're Techstars graduates, are led by cybersecurity veterans, and last year achieved 535% year-over-year growth.
I was a kid on Long Island when Crazy Eddie was big - it was impossible to not know the commercials' tag line by heart - "Crazy Eddie! His prices are in-saaaaane!"
I was young enough when all of this went down that I remember being super sad the guy in the commercials was a criminal. And then blown away to learn he was just an actor.
A relative of mine used to work security at a busy airport for the TSA. I think a lot of discretion is given to the individual officers to decide who gets extra scrutiny - so one experience either way is not really going to light up a potential policy.