Skip to content

Career Progression

Self Improvement

Link Notes
Troy Hunt How I optimised my life to make my job redundant Troy Hunt's point of view
Being visible Why visibility matters
Being Glue If you stop doing those things, the team won't be as successful. But now someone's suggesting that you might be happier in a less technical role. If this describes you, congratulations: you're the glue. If it's not, have you thought about who is filling this role on your team?
Three crucial skills that leaders must develop to become executives These skills include taking (almost irrational) career risk, learning to scale by trusting your team, and developing advanced soft skills.
Making the case to decision makers: the presentation format to follow A tested template to follow when presenting to executive leadership teams.
Sending weekly 5-15 updates A 5-15 report, spending fifteen minutes a week writing a report that can be read in five minutes

Promotions and Career Ladders

Link Notes
Does the title even matter? Why titles do matter
How to get promoted Almost everyone who does great work toils in relative obscurity. Performance reviews are social fiction. How do people really advance through the corporate hierarchy?
Gergely Orosz Performance Reviews for Software Developers – How I Do Them In a (Hopefully) Fair Way Gergely Orosz's approach to preparing for and delivering performance reviews that are fair, build trust and motivate people
Gergely Orosz What Silicon Valley "Gets" about Software Engineers that Traditional Companies Do Not Silicon Valley companies consistently "get" a few things that their traditional counterparts fail to either understand or implement in practice
The Horrifically Dystopian World of Software Engineering Interviews Coding interviews are broken

Salaries

Link Notes
Salary Negotiation: Make More Money, Be More Valued
Gergely Orosz The Trimodal Nature of Software Engineering Salaries in the Netherlands and Europe
  • Software engineering compensation market become "trimodal" - split into three distinct groups that "spike" and that have little overlaps
  • Most engineers are not aware of this third, "Big Tech" pillar and the compensation ranges it introduces, assuming compensation can not go beyond what is offered at the second pillar