In this episode, Dave and Jamison answer these questions:

1. I work at a growing start up, and while I was hired as a web dev, I have started working on unrelated but cutting-edge tech for the company during off hours. My boss has encouraged me to do this with monetary and office life bonuses, and he has reworked our business model to focus on it. The only problem is that our CEO overpromises and pushes me to my mental and physical limits for very short turnarounds. I still have to do my regular job. While I love the challenge, and love the company, I feel set up to fail. And the 40 hour coding sprints over the weekend are killing me. I feel like I’m setting a horrible precedent because somehow, defying all logic, I’ve met the deadline each time. How far is too far? Should I keep killing myself, or take the agony of defeat on a project.

2. I’m currently working as a Senior Solutions Architect after a career progression that looks like this: Junior Developer, Intermediate Developer, Senior Developer, Junior Architect, Intermediate Architect, Senior Architect.

   In a recent one-on-one with my boss, we were discussing my future career options and concluded that the next step for me would be one of the following three positions: VP of Engineering, Chief Architect, or CTO. According to him, all three have similar levels of prestige, pay and influence, but vary in the nature of the job.

   Reflecting on this conversation, it dawned on me that I’m close to the final stage of my career. I’m currently 39 years old, so I’m now thinking to myself: Is that really it? One more promotion and I’ve successfully climbed the corporate ladder? End of the line. Time to retire. Nothing more to strive for (other than working on the most interesting projects).

   So, could you please talk about the software career progression, what to aspire to and how to measure one’s own progress once one has reached the top of the ladder?

In this episode, Dave and Jamison answer these questions:

1. Let say you accepted an offer from another company and you turned in your 2 weeks notice. If your current employer ask you how much you will be making at your new place, should you tell them?

2. Recently I was on a panel of people hiring for my company. We were hiring for several positions and were given a fixed headcount. When it came down to the last spot we interviewed two people, one of which was a referral from someone higher up in the company. This person did terribly on the interview and we as a panel decided that we would offer the position to the other person, who was the strongest of all the interviewees. And all was fine until several days later when we received an email from HR showing the full list of people to be hired, and lo and behold, the list contained all the people we chose, plus one extra person, the referral person. Somehow there was magically more headcount for this person and now he is being hired.

   I’m not really sure how to feel about this. Because now we have a new person that is going to enter the company and I feel if he doesn’t perform well it will reflect badly on me and the panel that were involved in hiring. Also I am confused at this clear example of nepotism happening in my company. Should I bring this up with someone in the company? I’m leaning towards no but I am also confused and annoyed at what happened.

In this re-run of episode 79, Dave and Jamison answer these questions:

1. It seems like my teams always miss their story point commitments. Is this normal? How do you change it?
2. How do you actually measure developer productivity?

The article comparing research on productivity in static and dynamic type systems is here. It is a great read.

Jamison also mentions Goodhart’s Law. Read more about it here.