NowSecure | Senior DevOps Engineer | Vienna, VA | Full-time
We are leading in cutting edge mobile security and sponsor a number of open-source tools such as radare (https://github.com/radare/radare2) and Frida (https://github.com/frida/) that are widely used by security researchers. Unfortunately we can’t offer sponsorship at this time and candidates must be located in the continental US. We are looking to fill a senior devops position.
When applying please put in you found this on Hacker News!
=========== What we are looking for ===========
- You've done Kubernetes the hard way - or better yet, you know what it is, but you've spent more time working with Kubernetes in production than reading about it.
- You have development experience. We write code on top of the Kubernetes API so being able to dive deep into code is extremely valuable!
NowSecure | Senior DevOps Engineer | US Remote | Full-time
We are leading in cutting edge mobile security and sponsor a number of open-source tools such as radare (https://github.com/radare/radare2) and Frida (https://github.com/frida/) that are widely used by security researchers. Unfortunately we can’t offer sponsorship at this time and candidates must be located in the continental US. We are looking to fill a senior devops position.
When applying please put in you found this on Hacker News!
=========== What we are looking for ===========
- You've done Kubernetes the hard way - or better yet, you know what it is, but you've spent more time working with Kubernetes in production than reading about it.
- You have development experience. We write code on top of the Kubernetes API so being able to dive deep into code is extremely valuable!
NowSecure | Senior DevOps Engineer | US Remote | Full-time
We are leading in cutting edge mobile security and sponsor a number of open-source tools such as radare (https://github.com/radare/radare2) and Frida (https://github.com/frida/) that are widely used by security researchers. Unfortunately we can’t offer sponsorship at this time and candidates must be located in the continental US. We are looking to fill a senior devops position.
When applying please put in you found this on Hacker News!
=========== What we are looking for ===========
- You've done Kubernetes the hard way - or better yet, you know what it is, but you've spent more time working with Kubernetes in production than reading about it.
- You have development experience. We write code on top of the Kubernetes API so being able to dive deep into code is extremely valuable!
One of the best ways I found is to hire in pairs. Don't just hire one junior (or entry level) at a time. Hire two or more at once so they can help each other learn your stack. At the university I work at, this is how we handle it. We hire a lot of students to help develop our application. These students are far from entry level when we hire them. Most have taken maybe one CS class at the university level.
It takes a lot of time to mentor these students, so one of the ways we handle that is have some of the more "seasoned" student developers help train. This works out very well for us, in that we have two seasoned student developers that help train the four fresh students we have. The questions that the newly hired students have can generally be answered by another student, because they probably had the same problem. While these seasoned students help out a lot, I still have to spend time mentoring and training. Be prepared to spend more time than what you think, but the rewards pay off in the end.
Also it helps if you find what the developer is passionate about and maybe find work that aligns well with that. We had a former student that once we found out they wanted to do iOS development, we put them on that task and they really shined. It does take some work to find out what they want to get into, but it has worked well for us.
As for getting up to the "senior developer" skill level, that is not something that we have baked into our student program. Once a student graduates, they can no longer work with us. It takes more than the typical 4-5 years to graduate university to hit that level.
As somone who started the same day as another junior developer in my first job, I second this.
Just having someone who's also junior who you don't feel any shame about asking stupid questions to is killer. You shouldn't feel any shame either way, but that's sort of one of the things you learn transitioning out of a junior role.
I also had the experience of starting out a job with someone with almost the same level of knowledge as me and I can testify it was a brilliant idea. The integration into the team/company/stack is much smoother when you have buddy that is at the same position as you.
My employer does a 3-month training program that covers our full development stack, which is rather specialized for our industry.
My first team didn't use any of those technologies. But the 30-some fellow students in the training program have become some of my closest friends and, in some cases, trusted teammates and mentors/mentees with various technologies.
Peers are an absolutely underrated part of the mentorship puzzle, and I'm glad your company takes strides to incorporate peer learning even at a small scale.
I can confirm Bloomberg does this, u/quackware is correct. I went through the program myself recently, and it's actually a very nice dive into a unique full stack -- and because you take the training with a large group of peers, it's a good way to network as the company/make friends in a new location, especially if you're fresh out of a grad or undergrad program.
I know there were some issues with the program in the past (for instance, at one point you had to maintain at least an 80% "grade" in the program or you'd be cut loose from the company) but Bloomberg has really invested in the program recently and it's much more trainee-friendly these days. Lots of emphasis on cooperation and teamwork, and even though there are some solo timed "assessments" they're about the right level of challenge, and the goal is understandable -- they're there so the trainers can get a feel for what lessons work and what lessons need fixing.
Anyway, it was invaluable to me. I can't imagine jumping straight into a dev role at a company fresh out of college.
A buddy of mine did a 3 month training program at BBG after undergrad, so I can confirm that they have a program of some sort, complete with an independent project. He also said that his class wasn't all on the same level when it came to experience, so the collaboration with others learning new technologies with x years in the industry was invaluable.
Not the parent, but the US-based Financial Services company I work for also does a 3 month training scheme for their new graduate hires. Better yet, they brought all of their graduates worldwide out to the same place - so we've now got a worldwide network of people who started at the same time as us and that we've spent months with together.
Alas, due to cost (airfare and accommodation for everyone for 3 months adds up to a lot!) they've now scaled it down to just within each region rather than globally - so all of the NA graduates will train together, all the EMEA ones etc. Not quite globe-spanning as before, but still 3 months long and with people from other locations, just not all locations.
I like the suggestions to hire more than one at a time. But, realistically, it's not always possible -- budget, timing (you may need to stagger hiring), different projects... lots of reasons that may not work.
Regardless, there are other things that will work well for any team:
1) Dedicate time with experienced staff for meaningful code reviews. Everyone should have their code reviewed, and review other code -- senior reviews junior, junior reviews senior -- and 1:1 time to talk through every code commit. This shouldn't be just a "training" exercise, this should be ongoing.
2) Dedicate time for sprint retrospectives. Get feedback, give feedback, and make sure bad behavior isn't being pushed on to junior folks. If you see process flaws, or know you cut corners -- call it out as something to improve on next time. Make sure the juniors know what's good to do, vs. what we have to do to meet deadlines. They're going to follow the examples we set.
3) Dedicate time for "group therapy" sessions for devs. We have a once a week meeting where the only people in the room are devs; just a time for devs to talk about issues they see with the code, project, company -- so the juniors know it's not just a "junior" issue, and other people can weigh in on how they solved similar issues. Make sure to set the expectation that it's totally OK if people don't have solutions for everything.
I work in the central IT department at a university that has around 20,000 students. You are a 100% correct that we are very underfunded and understaffed. I'm the lead and only full time programmer for the entire portal system. We make due by hiring students to help off load the work for us full timers.
Our security team is relatively new. When I first started back in 2013 we didn't really have one. So if you had a few programmers that didn't understand security, many things got through. We do a much better job now, but I can see how other universities can really struggle.
The place I work at is not ready to use something like docker, so I made a cloneish of docker for us to use. We are still in the early stages of it right now. Brocker is a combination of docker and kubernetes. Sorry for the bad documentation, I'm slowly adding more.
I work at a public university in Michigan as a Java developer. All of our salaries are open to the public. It has actually caused more friction that what I expected. Maybe it is just the people I work with, but once raises were announced people got very upset. It was mostly why is person A paid THAT much, they don't do anything.
I'm also a type 1 and highly recommend the Walmart Reli-On test strips. Cost savings on those is amazing. I do have the Reli-On meter and they work great together.
We are leading in cutting edge mobile security and sponsor a number of open-source tools such as radare (https://github.com/radare/radare2) and Frida (https://github.com/frida/) that are widely used by security researchers. Unfortunately we can’t offer sponsorship at this time and candidates must be located in the continental US. We are looking to fill a senior devops position. When applying please put in you found this on Hacker News!
=========== What we are looking for ===========
- You've done Kubernetes the hard way - or better yet, you know what it is, but you've spent more time working with Kubernetes in production than reading about it.
- You have development experience. We write code on top of the Kubernetes API so being able to dive deep into code is extremely valuable!
https://nowsecure.applytojob.com/apply/M0BWUuayww/Senior-Pla...