| Honestly, it sounds like the usual clichéd advice. I was expecting something more practical, like doing an interview every six months or something along those lines. Supervisors and HR just smile and nod. Maybe if he had a better relationship with his manager, he would’ve realised sooner that he was just wasting his time. Documentation is like an untested disaster recovery plan. When a major issue happens, you’ll be the one called. You should delegate or automate the task and remove it from your workload, especially if it carries high risk. I’d actually love to read the dark arts equivalent of this article. |
Incidentally, I hear advice like that (especially a variation, of "practice" interviews) on HN, but I really wish people wouldn't do that.
Actually, please don't do this resource burning with startups or other SMBs, unless it's clear they want to burn resources.
But feel free to burn the resources of FAANGs, who mostly created the idea that interviews should be a series of performance rituals that you have to practice and refresh on.
(Though the related phenomenon, of techbro frequent job-hopping, wasn't the fault of FAANGs. It seemed to start during the dotcom boom, pre-Google, especially in the Bay Area, AFAICT, where a lot of people were chasing the most promising rapid IPO. At the time, the rumors/grumbling I was hearing from the Bay Area made me want to do a startup in Cambridge/Boston instead, just to avoid that culture. After the dotcom IPO gold rush ended, it seemed that job-hopping for big pay boosts and promotions became a thing, and that job-hopping culture never went away. But I don't think we'll find much team loyalty anywhere anymore, not from companies nor from colleagues, so that's no longer a reason I'd avoid the Bay Area specifically.)