Hot answers tagged

205

What do you advice me to do? Grin and bear it. Pay attention in spite of your boredom. Take notes. Not everything can be within your control. Not everything can be exactly the way you'd prefer. Remember this when you are eventually in the position where you can lead meetings. Create and follow a tight agenda. Make sure only those who need to be there are ...


133

As a slight frame challenge to your question, you need to get some clarity on what the role requires and then ask questions specific to that. In other words, I have the feeling that your real problem is that you don't have a clear idea of what skills you want in this person. Find that out and the questions will follow. Stop over-thinking "easy" versus "hard"...


129

However, I have no problems working with very junior employees but I know that in the first half year/year they will require a lot of tutoring and may even slow down the projects our team is working on. Every new employee slows down projects while they are being trained and becoming comfortable in the position. In fact, we are looking now for a new ...


120

Bring a pad and write, write down anything. It will keep you from looking like a zombie and if the person says something useful, you'll already have pen and paper in hand. I have a hard time sitting still, so this works for me, I need to get that energy out of me. If you're restless as well, this may help.


113

For a Junior, it's less about what they know, and more about who they are. If they don't know the answer to a technical question, follow up with something like? You said you don't know. How would you find out, and then implement it? For the tech questions themselves, have sets of Basic, intermediate, and advanced. Climb the difficulty tree until you ...


108

After two weeks, I can say with confidence that I clearly didn't create value for this company and the other developers that helped me could have done my job instead of spending time with me. You will not create "net positive" value for the company for much longer than that (even when I hire senior developers I assume they aren't net positive for 6 months). ...


102

All code should be peer reviewed (but I've worked in a lot of places where that never happened). How clean is clean? There should be coding standards and guidelines; ask for them. As to how "picky" you should be; that depends on the code being reviewed. Some people like having blank lines pointed out to them, and spacing. Others prefer you spot potential ...


96

A few points in addition to the other answers: Accept that, as a junior, you don't know everything :-)  There may be reasons for the style of code that you are unaware of, such as: Avoiding unnecessary changes to working code (keeping diffs manageable, avoiding introducing unnecessary bugs, &c). Keeping related code so it can be seen together.  (No ...


85

I think it would be extremely rare (e.g. almost never) to let anyone go after 2-4 weeks (for performance related things), and rarer still for that to happen to a junior developer, so take a deep breath and relax. Now let's figure out how to "get up to speed" and begin to feel a bit better about your position. They hired you after looking at your resume and ...


50

As Joe mentioned in the comments, smile and deal with it. You are a junior developer. Unless you are the guy organizing the meeting and everyone that is attending the meeting is inferior to you, you don't get to "do" anything about a boring meeting. Although, I've found this one trick VERY helpful when I am bored in a meeting. INVOLVE YOURSELF! Contribute. ...


44

I worked there only 2 weeks You need to give it a lot more than just 2 weeks. Everyone feels a bit overwhelmed when they initially start a programming job. Your first few weeks/months will involve unlearning lots of things you were taught in school/bootcamp and learning how real software work is done. Nobody understands all the code at first glance. ...


35

Let's review your company options: Wait months for a perfect candidate - If you have reasonable expectation that such candidate will appear, and you can handle workload for months without him, this is a decent option. Hire more junior candidate and train him - At first, this will cost money and increase workload. "may even slow down the projects" is usually ...


32

"Underperform[ing] because [you] didn't like [your] tasks" is the sign of a very poor employee, and, in my mind, you are rather lucky that you didn't get fired given that you repeatedly made changes where your new "features were breaking existing functionalities, or that [your] bug fixes weren't working". It seems like you are now aware of that, and are ...


29

Don't get hung up on junior/senior. No one is a perfect developer, and everyone - regardless of title - has the opportunity to improve. That said, it's important to consider the context. If you're picking out old work that's not really important or relevant at the moment, and then telling them why it's bad quality, that's not going to come off well. On the ...


21

I am going to answer differently to existing answers. I have no control over the meeting. (I cannot tell them to stop doing this, and do something else.) I think as an employee you can find ways to exert some kind of influence. You might raise the issue with your line managers, talk with your colleagues, raise it on company all hands or off site ...


18

Welcome to the Jungle. :) Yes. It's normal. You're a junior. It's expected that you will not have a clue, and that's why they're having you do what you're doing. Ask questions. Get the understanding. Ask what you can read on your own time to help you develop an understanding. Be willing to work hard even by spending a few hours outside ...


18

I used to have similar thoughts and problems, frowned upon my colleagues for not respecting best methodologies and thought I was better than most (not saying you think this, but I did when I was junior), but as I eventually become more experienced, I understood I was missing a big part of the picture. I underperformed because I didn't like my tasks Well, ...


16

30 year software development professional here. Perhaps some insight I've gleaned might be of help. Don't sh*t where you sleep. Everyone thinks everyone else's code is crap. This is a pretty natural reaction to reading any code that is difficult to understand. Railing about it, unless you have a good reason to (eg: telling your boss why a feature change is ...


15

Well, there is no one solution for all situations. Make all efforts to understand what they discuss about. You may get important information for life even from random "bla bla". If you are not very pressed with work, tough deadlines etc. - just be nice and suffer :) Maybe they suffer also when you speak :) If you are really pressed by time - ask politely if ...


15

You can criticise the code, no need to criticise the developers. My guess is they want to do better and a friendly comment from a workmate, worded with care, will be welcomed. It's normal to get in a hurry and be a little sloppy--reminders help correct that. If you've been a developer for 5+ years then the junior/senior demarcation doesn't make a lot of ...


14

Think about the first time you found someone who lacked experience but could code and learn. Would you have successfully trained the person by now? How much longer would have been needed? That's your guideline. How long is the test assignment? I personally try to avoid companies that give long assignments, especially if I already have a job, because I ...


14

Am I freaking out too much or are my concerns justified? You are still new. You need to give it more time. We all go through a similar phase in a new career. I know I did - several times with several careers. Give it more time. Do your best. Keep asking your boss for guidance. my hope is that this situation will relax in the future with some time and ...


13

Are there any indications or warning signs of junior developers being let go after 2-4 weeks. And is this common practice. There's nothing in your story which makes me think so. Of course, what happened before you landed this job, or how long your commute is is irrelevant for letting you go. If they let people go after such a period, it usually because such ...


12

The top answer is very good and should suffice I guess. I only want to add a small detail as a person who was interviewed for a junior position several times not so long ago. Sometimes during an interview I had an impression while being asked ('hard'?) tech questions that interviwers were rather trying to show off their knowledge than to know about mine: ...


11

If you were a consultant, then yes, it happens, as you're expected to know your stuff coming in the door. If you're an employee, they just invested a boatload of money hiring you with the HR paperwork alone. Add to this the entire onboarding process, meeting with coworkers, and learning the systems, there is a good deal of leeway. It always feels like a ...


11

TLDR: It may be appropriate to expect an employee to study a new technology outside of their 40 hour work week, but such expectations should be reflected in their compensation. I think the issue is more nuanced than the question you refer to might indicate, and the question contains confounding factors. It may also depend on local custom and labor law. In ...


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