Jobs in MN in November 2017

My state, on indeed (to keep it simple) – java (excluding javascript) has ~950 full time positions, where as c++ has ~200, c# has ~430, ruby ~200, ruby on rails ~40, javascript has 34,000 positions (keep in mine there’s thousands of frameworks for it).


The difference between a Jr & Senior programmer at Gitlabs


Junior Build Engineer

Junior Build Engineers are developers who meet the following criteria:

  1. Technical skills
    • Is able to write code in required languages but needs guidance in writing modular and maintainable code
    • Has less experience to no experience with containers
    • Proposes default configuration to reduce the need for configuration by customers
  2. Code quality
    • Leaves code in substantially better shape than before
    • Is able to write clear documentation
  3. Communication
    • Needs help with time management
    • Is able to follow technical conversations within the team
  4. Performance & Scalability
    • Needs help writing production-ready code
    • Has little to no experience writing large scale apps

Senior Build Engineer

Senior Build Engineers are experienced developers who meet the following criteria:

  1. Technical Skills
    • Are able to write modular, well-tested, and maintainable code
    • Know the domain really well and radiate that knowledge
    • Contribute to one or more complementary projects
  2. Leadership
    • Begins to show architectural perspective
    • Proposing new ideas, performing feasibility analyses and scoping the work
  3. Code quality
    • Leaves code in substantially better shape than before
    • Fixes bugs/regressions quickly
    • Monitors overall code quality
    • Reacts efficiently to build failures
    • Creates test plans
  4. Communication
    • Provides thorough and timely code feedback for peers
    • Able to communicate clearly on technical topics
    • Keeps issues up-to-date with progress
    • Helps guide other merge requests to completion
    • Is able to help with recruiting
  5. Performance & Scalability
    • Excellent at understanding the cost of a change
    • Excellent at writing production-ready code with little assistance
    • Able to write complex code that can scale with a significant number of users

Programming – beyond the theory of working

I’ve been thinking about how will I use my skills should I choose to do this programming thing on the internet?  I know that project treehouse has a thing where once you complete it they put you in touch with charity groups in need of help.  I also realize somehow you need to drive traffic to your information in order to get business.  Beyond that is a mystery.

So far my plan looks like this …

  1. Keep day job.
  2. Learn to use github, because git is great…and your resume these days.
  3. Learn to program in ruby on rails.
  4. Learn to program in symfony2.
  5. Keep adding different java flavors
  6. Maybe get into objective-c for apple applications or learn one of the translator languages which will public my app to all mobile devices for me.
  7. Something.
  8. Instant fame and riches.
  9. Maybe do something like this over weekends … SoFetch
  10. Quit day job.
  11. Work from home, the coffee shop or anywhere in the world I end up.
  12. Only work when I want, like a slow weekend or 3 AM, after lunch, not at all for a week.

I have a feeling that I’m missing something in between “learn to” & “instant fame”…which by the way, I’d prefer not to be famous – but it seems like a good end game.

So I’m still exploring what people are talking about…

  • 6 ways to make money – Link
  • Types of programming
    • Full stack developers on the web … salary
    • Front end developers on the web … salary
    • Back end developers on the web … salary
    • Graphical artists on the web … salary
    • UX/UI Designer on the web … salary
    • Phone App[lication] developers … salary
    • Software Engineers … salary
    • Software developer … salary
    • Desktop Application Developers … salary
  • Types of places I’d want to work
    • Where I’m the only tech person
    • Where I’m not the only tech person, but the only web guy
    • Where I work from home or where ever I choose most of the time
    • Shops that use virtual hosting off other larger companies or just run the servers themselves
  • Where should I work?
  • How to get job
    • Kayge’s resume advice – Link

If you don’t pay us, we won’t work for the peanuts you toss us…

Freelancers … this article suggests the flexibility and lifestyle without being controlled is more important than the money – but in the end the money is better on your own & about 30% of the country knows it.

ASD (Autism Spectrum Disorder) & Aspergers Disability Assistance

To help everyone…

Workplace Accommodations

Employees with ASDs will generally qualify for legal protection from discrimination under the Americans with Disabilities Act.  This requires employers to make reasonable accommodations to enable the employee to perform her or his job.   Most employees will require few if any formal accommodations.  The types of adaptations which might be useful include the following, drawn largely from a list by the National Autistic Society of England.

  • When evaluating job candidates, recognize that they may not give a good indication of their skills in a job interview.   People on the spectrum often do not interview well due to their difficulty with social interaction.  Consider other means of evaluating candidates’ abilities.
  • Make sure instructions are concise and specific.  Try to give the person clear instructions right from the start about exactly how to carry out each task, from start to finish.  Don’t assume the person will infer your meaning from informal directions.  Provide instructions in writing, not just orally.  It can be helpful to ask the person to repeat back instructions so you are sure they have understood.
  • Create a work environment which is well-structured.  Assist with prioritizing activities, organizing tasks into a timetable for daily, weekly, and monthly activities, and breaking larger tasks into small steps.   Some employees will appreciate precise information about start and finish times, and help getting into a routine with breaks and lunches.
  • Clarify expectations of the job.  You may need to be more explicit about your expectations for a staff member with an ASD.   In addition to the job description, you may need to explain the etiquette and unwritten rules of the workplace.
  • Provide sensitive but direct feedback.  Make sure it is honest, constructive, and consistent.   If the person completes a task incorrectly, don’t allude to or imply any problems – instead, explain tactfully but clearly why it is wrong, check that they have understood, and set out exactly what they should do instead.   Be aware that the person is likely to have been bullied in the past, so be sensitive in giving criticism and give positive feedback wherever appropriate.
  • Regularly review performance.  As with any employee, managers should have regular one-to-one meetings with the person to discuss and review performance and give overall comments and suggestions.  When managing a person with an ASD, brief, frequent reviews may be better than longer sessions at less frequent intervals.
  • Provide training and monitoring. When a person with an ASD starts a job or takes on new responsibilities, clear and structured training is invaluable. This can be provided informally on the job, by a manager, colleagues or a mentor, or may take the form of more formal training.
  • Provide a mentor or buddy in the workplace – an empathetic colleague who is willing to provide support, advice, and assistance with integrating socially into the workplace.
  • Offer reassurance in stressful situations.  People with an ASD can be quite meticulous, and may become anxious if their performance is not perfect.   Let them know you expect they will make mistakes and that it’s not a problem if they occasionally arrive late due to transport problems or other unpreventable factors.
  • Appreciate the employee’s sensory sensitivities and allow her or him to make adjustments such as wearing earphones, changing the type of light bulb, or taking breaks from situations of high sensory input such as loud noises or strong odors.
  • Be aware that eye contact can overload the employee’s sensory system and do not misinterpret a lack of eye contact as disrespect or inattention.
  • Accommodate to the employee’s need for predictability and routine.  When possible, provide forewarning of any changes and allow the employee time to adjust and transition.
  • Give clear and direct feedback to the employee if he or she behaves in ways that seem disrespectful or are inappropriate to the situation (such as interrupting others, publically “correcting” a manager, or making a distasteful joke).