johnpython

I've observed a concerning trend on LinkedIn lately that warrants a discussion within our profession. It appears that individuals with relatively minimal experience, typically in the range of 2 to 4 years, are increasingly adopting the title of "Senior Software Engineer." This practice is concering, as it may dilute the significance and respect associated with the senior designation within our field and it's inappropriate for this title to be used so callously. By prematurely adopting such titles, individuals may inadvertently undermine the true value and recognition of seniority in our profession. It's essential for the software engineering community to maintain a standard that accurately reflects the level of expertise and experience that comes with the senior role. This will not only ensure that employers can make informed decisions when hiring but also help in maintaining the integrity of our field as a whole.

At my current employer, the D&I program has resulted in the hiring of a lot more white women and barely any underrepresented minorities (URMs)[0]. I have experienced myself and heard from colleagues that referrals of URM candidates were rejected in favor of less qualified white women. It seems white women are the main benefactors of D&I programs just as they were for affirmative action[1]. How has D&I programs impacted your company?

[0]: https://diversity.ucsf.edu/URM-definition

[1]: https://time.com/4884132/affirmative-action-civil-rights-white-women/

If you were forming a team for a new project or startup, would you hire your current or former colleagues? Why or why not?

If they were forming a team, would they hire you?

Are you working on an open source project and need contributors to help with UI, documentation, etc. ?

Please use this format:

  Project URL:
  Project description:
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