You need a few in large systems as well, they will be the minority but having a few that can take over almost any task and debug end-to-end greatly improves the agility of the team.

By using html + css + js, everyone can download, check and learn how it works.

Most of the users does not care what tech you're using.

They care about loading time, running speed,
features work as expected, proper presentation,
human readable / understandable error message.

You could do with some "old tech" such as html marquee, jpeg, ani gif
which are backward compatible, could run on all new and old devices.





This post has been edited by flashang: Apr 26 2022, 12:14 PM

As an interviewer, what would you filter out from most of the candidates in the first place? I kinda wanted to know whether having a degree is mandatory to nail this kind of job (Blame YT if it is)

nop having a degree is not mandatory. in fact i think my team has a few where their degree is in E&E/Mechanical Engineering. And i know my company has programmers who are already with the company for more than 25 years. some graduated with a business degree some actually has PHD in certain area which isn't relevant to IT.

In interview you can only filter out as much base on a few areas.

if backend it's going to be testing candidate base on how much they know on batch query and updates.

For Front end development, single page application knowledge, session base, api (soap, json), token system, authentication with ADFS etc.

For integration specialist soap services, apis, other old school protocol like sftp, MQ etc.

I'll still test candidate on whether could they write native sql or rely heavily on hibernate/sequeless. How would they build a DB setting partitions, DB maintenance, relational database setup.

Knowing how to use tools like jenkins, git, npm, confluence, jira those will just be added advantage.

i usually don't go in with a standard set of questions just pointers from each of this area and if the candidate piques my interest on certain area that's when i'll ask further and go deep into the topic.

knowing node, angular, react, javascript etc those are just added advantage as well. These tech stacks continuously evolves and we will have to adapt as we go as well.

This post has been edited by kidmad: Oct 14 2022, 10:06 PM

There are things you can't learn, and there are things you can. The best filter is to filter candidates for things that cannot be learnt or taught easily.

What things you cant learn ? Just give a few examples ?

For the front end development. Isn't the API, token sys, and authentication part of the backend system? I never knew that'd be asked in the interview as well. Sounds like I gotta do full stack

Curiousity - If I gave you an interesting problem, and even if you can't come up with the answer. I can see how you engage the problem, and when I give you the answer, the difference of whether you ask me how come the answer is like that

Openness - Do you ask questions? how well you take feedback?

Problem solving ability - Give you a simple problem, make it more complicated, how will you solve it? Throw in an edge case, what now?

Attention to detail - Can see from how you write code, I even have some "spot the problem" questions where I show you buggy code and tell you there's a bug here. Can you find it?

No, for API you're not building the API but you're consuming the API. So you're expected to at least know how requests are made, what the http methods mean, how is HTTP 1.1 different from HTTP2, etc. Likewise with auth and tokens. Where do you store the tokens? Do you put them in localStorage? store it in a cookie? whats the difference and why would you use one over the other?

Thanks for the explanation. Anyway, what are the red flags that you've experienced from time to time with the candidates(presume that you're the interviewer)?

Over-selling themselves / Jargon speak. You know when they try to throw in too many buzzwords that something is being covered up.

Giving up too quickly. When they don't know something they straight away say "don't know" without even making an honest attempt.

Excuses. Related to the above, they might give excuses for their failure rather than owning up to it.

My favourite question to ask is "Share with us a moment in your career which you are proud of". Regardless if you're junior/senior there must be some point in your career you did something you feel proud of even if no one apprecieated it. How the candidate answers this question pretty much reveals everything about them.

And what if someone doesn't even have any degree at all? But he can do everything that you've mentioned above, will the company even bat an eye to hiring them??

Depending on company.. mnc would usually have minimal requirement when comes to recruitment but if I'm hiring without my current company intervention, I don't mind at all.

This post has been edited by kidmad: Oct 18 2022, 10:48 AM