[0xbadcafebee]

I completely agree, we need better compartmentalization/specialization and a better way to target specific skillsets and experiences. Not knowing how to hire the right people is a source of so many problems in the industry.

20 years ago, all you had to do was get a "certification" in some technology and you'd immediately be hired to work on it. That led to a lot of really bad people getting hired because all they did was learn how to pass a test. Today, hiring in tech doesn't require any piece of paper at all. But that means that instead of relying on some standard format to prove your baseline body of knowledge, the interview process now has to do it ad-hoc, and it never seems to fit the role's actual requirements.

And nowhere in the industry have we ever required training on how to actually do a job. Does the candidate know what an SDLC is? Do they write ADRs? Have they juggled multiple changes in flight on a team with large codebases? Do they have a solid grasp of the strange subtle quirks of their tech? Have they learned to be judicious in their decisions and weigh the many long-term pros and cons? Have they ever developed any project with a team?

Trades typically require an industry board to certify them, and then often require years of apprenticeship under journeymen or masters. I think these two would go a long way towards leveling the incredible amounts of variation in candidates and eliminate these ridiculously ill-suited interviews.