raghava

With public portfolio (github/own site etc) becoming more preferable for candidate assessment than plain old resumes, how can HRs without a good tech foundation can assess those wide variety of candidate portfolios and grade them relatively? How can the HRs spot fake and low quality work on the portfolios? Is it even a real problem faced by recruiters?

Or is it that all recruiting is now only through solid referrals and not via public job boards etc?

Now that there are already so many Linux distros that offer a very good user-experience even for the most non-tech users, why is it that a large number of cost-minded SMEs/startups/mid-sized-banks (even in price sensitive markets like India/Indonesia/Vietnam/Philippines/LatAm) still _not_ using Linux on laptops despite the opportunity?

Is it lack of awareness about options? Is it plain lethargy/fear? Is it just the sweet deals offered by other ecosystems?

What could be the reason for this situation? Please share your thoughts.

Years ago, few startups in India offered a customized Linux distro targeting SMEs/startups/mid-sized-banks where most users are non-tech users. They could not grow. There are many orgs that use point-of-sale systems that run on Linux (uses a SaaS through a browser; MedPlus is an example) but many others haven't ventured to realize the enormous cost savings.

Is it sheer lethargy stopping them, or it is something else?

Please share your thoughts/comments/inputs.

How do you cope with the accelerated increase in complexity of the software ecosystems?

Everyday a new tech, a new framework, a new tool, a new language.

Particularly in the Cloud world, the complexity is just shooting up like crazy.

For any engineer who wants to stay competent, doesn't it feel like too much of a stretch - to get shit done and keep up with everything that's changing around always?

How are you folks managing it? Any tips and tricks for those finding this a daunting thing?

Please share your views! Thanks!