tl;dr:Gergely looks at 30+ compensation related data points to see how companies, across different regions, are adjusting to the rapidly changing hiring market. His advice: "if your company has not yet made off-cycle compensation changes, you’ll likely have to make a case for a larger than usual raise for the new year. Start engaging your leadership now."
tl;dr:This post covers: (1) Common incident handling practices across the industry. (2) Incident review best practices. (3) Incident review practices of tomorrow. (4) What tech can learn from incident handling in other industries. (5) Incident review/postmortem examples and templates.
tl;dr:"12 questions to get a sense of what a tech company is like to work at, based on things most job postings do not mention:" (1) Are code reviews and testing both part of the everyday development process? (2) Do you follow an internal open-source model, where any engineer can access and contribute to most other codebases - with appropriate code ownership in place?
tl;dr:Gergely covers: (1) various project management approaches based on a survey of 100 companies. (2) Setup and processes of project management in big tech. (3) Why big tech don't use scrum. (4) A POV on how to run projects in your team.
tl;dr:More emphasis on total comp packages, seeing some companies move to one-year stock grants. Job seekers should optimize for happiness, identifying their "must-haves," and also have the opportunity to negotiate v hard. Employees can negotiate with current employers to improve their situation. Gergely also outlines how this is impacting more junior tech workers too.
tl;dr:"I’m a senior engineer, and I received a below-senior offer at a larger tech company. The pay is better, but I feel it’s unfair I don’t have the senior title I’ve already earned. What can I do?" Gergely guides us through the reasons for down-leveling, how to handle it when switching jobs and how to get ahead as a manager.
tl;dr:Gergely recommends this book to all engineering managers. It showcases what FB thought made a successful engineering culture and discusses the conflict between "move fast" web engineers and "we can't move fast" mobile engineers. 3 processes stand out as unique to this day - keeping engineers motivated, the FB bootcamp, and code winning arguments.
tl;dr:The European software engineering market is split into three distinct groups that have little overlap: (1) Companies benchmarking against local competition, (2) those benchmarking against all local companies, (3) Big Tech: companies benchmarking against all regional.
tl;dr:"This post attempts to summarize the most common equity compensation setups you might come across, help you understand their value, and point to additional resources. This is the information I wish I knew earlier to understand how equity works at the high-level."
tl;dr:"The idea of setting up a mobile platform team will probably come around to you if your area has around 20 or more mobile engineers working on one or more apps." Gergely talks through how to approach this and challenges ahead.