The main thrust of the article is that companies should be open to hiring junior devs with no conventional credentials (degree, specific work experience). This is somewhat reasonable on the surface. But it ignores the question of how much time senior people will have to invest in order to train junior devs with no discernible credentials (which are a proxy for actual ability to deliver robust, maintainable code). Or how many such juniors can be hired in a given team without letting the product go to pieces. The amount of supervision untrained junior devs will need in order to get decent work output from them is quite high: it is often better to be picky and recruit a much smaller number of senior devs with proven work experience and/or credentials. Ditto with a mix of senior devs and junior devs who do have good credentials.
That being said, one thing I have noticed is the insane pickiness of companies these days. Series-A startups that are very likely to die expecting FAANG-level coding skills but with out FAANG-level compensation or career progression opportunities. Startups that run on AWS refusing to hire experienced developers who do not have AWS experience, but have delivered plenty of robust shrink-wrapped hardware/software product. Consumer-oriented startups turning up their noses at devs with enterprise backgrounds. Young, growing companies taking 6+ months to hire, waiting for the perfect unicorn candidate while they can be hiring more realistically and adding value (and going to market faster) much sooner.
The interview loops commonly run 5-6 hours, for even the smallest of shops, and time is wasted on banal 'culture-fit' interviews (read: we won't hire you if we feel like we can't hang out with you after work; we won't hire you if we don't feel like you are 'one of us'), ridiculously hard DP-type questions that almost always require one to have solved the problem prior, poorly-trained junior interviewers who are lacking in the background needed to properly evaluate interviewees' prior work experience, and so on. One is left wondering if such companies even intend to hire!
That being said, one thing I have noticed is the insane pickiness of companies these days. Series-A startups that are very likely to die expecting FAANG-level coding skills but with out FAANG-level compensation or career progression opportunities. Startups that run on AWS refusing to hire experienced developers who do not have AWS experience, but have delivered plenty of robust shrink-wrapped hardware/software product. Consumer-oriented startups turning up their noses at devs with enterprise backgrounds. Young, growing companies taking 6+ months to hire, waiting for the perfect unicorn candidate while they can be hiring more realistically and adding value (and going to market faster) much sooner.
The interview loops commonly run 5-6 hours, for even the smallest of shops, and time is wasted on banal 'culture-fit' interviews (read: we won't hire you if we feel like we can't hang out with you after work; we won't hire you if we don't feel like you are 'one of us'), ridiculously hard DP-type questions that almost always require one to have solved the problem prior, poorly-trained junior interviewers who are lacking in the background needed to properly evaluate interviewees' prior work experience, and so on. One is left wondering if such companies even intend to hire!