tl;dr:“It is easy to assume that hiring solid engineers has never been simpler because fewer businesses are posting jobs and more engineers are competing for roles. But I’ve been talking with engineering managers, directors, and heads of engineering at startups and mid-sized companies, and got a surprise: they say the opposite is true! In fact, many report that in 2025 they find it harder to hire than ever.”
tl;dr:It’s been widely reported that the tech hiring market is much cooler than in 2020-2022; the number of software engineering job openings is down internationally in all major regions and the number of full-remote roles is in steady decline. Meanwhile, other metrics indicate that tech hiring is starting to recover – at least for senior engineers. This article is an attempt to get clarity about how tech interviews are changing, by focusing on what the engineers who take interviews are seeing.
tl;dr:It’s been widely reported that the tech hiring market is much cooler than in 2020-2022; the number of software engineering job openings is down internationally in all major regions and the number of full-remote roles is in steady decline. Meanwhile, other metrics indicate that tech hiring is starting to recover – at least for senior engineers. This article is an attempt to get clarity about how tech interviews are changing, by focusing on what the engineers who take interviews are seeing.
tl;dr:Gergely covers: (1) US: entry-level software engineers. (2) US: senior software engineers. (3) Best-paying US companies by tier. (4) UK numbers, tiers, and best-paying companies. (5) India numbers and tiers. (6) Note on equity.
tl;dr:“This data is likely to be biased towards early tech adopters and non-enterprise users, as I posted on social media, and self-selecting software engineers active on those sites who are likely to be up-to-date on new tools, and willing to adopt them. There were more replies from developers at smaller companies like startups or smaller scaleups, and very few respondents from larger companies.”
tl;dr:This post is broken into the following: (1) Know how your org works. (2) Soft skills: these are hard skills. (3) Implicit hierarchies. (4) Cultures: top-down, bottom-up, and both at the same time. (5) Get comfortable with the “mess.” (6) Look for small wins. (7) Understand organizational constraints.
tl;dr:This post is broken into the following: (1) Know how your org works. (2) Soft skills: these are hard skills. (3) Implicit hierarchies. (4) Cultures: top-down, bottom-up, and both at the same time. (5) Get comfortable with the “mess.” (6) Look for small wins. (7) Understand organizational constraints.
tl;dr:Gergely asked several software engineers and engineering leaders why they left the lure of big tech. He covers: (1) How big tech is less stable than it was. (2) Professional growth in a startup environment vs big tech. (3) Closed career paths. (4) Employees being forced out due to politics. (5) Scaleups becoming “too Big Tech.” (6) Steep compensation drops. (7) Raw feedback.”
tl;dr:“Cybersecurity vendor CrowdStrike shipped a routine rule definition change to all customers, and chaos followed as 8.5M machines crashed, worldwide. There are plenty of learnings for developers.”