this post was submitted on 16 Aug 2023
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Is this for interviewing or promotion?
At my org the formal definition is "[demonstrated] ability to lead projects at x scope." This is how people leaders frame it.
But to individual contributors (engineering track) folks, I think we are looking for:
How to show this when interviewing vs getting promoted is different.
My company also defines is like 'being able to define a problem and lead a project', sadly technical knowledge doesn't have much to do with 'seniority'.
I was asking about interviewing as a newcomer to the software dev world. I've been going through an online school to learn the fundamentals, and about to start their program that when you finish allowe you to target higher positions when job hunting. I don't question the skills part of the program, I've just been wondering how they would be able to prepare us to go right to more senior positions out of the gate and get other companies to accept us at that level.
I feel like imposter syndrome is bad enough without feeling like any tiny mistake you'd make would have your whole team thinking you're in way over your head.
I highly doubt any company will take such an online school seriously for senior positions.
Impostor syndrome sucks, but someone who just joined a new organization, is statistically, absolutely in way over their head.
The hard part to come to grips with is: that doesn't make them an impostor, it makes them a developer who just joined a new organization.
Now don't get me started on teams that make people feel bad for that. They suck and they deserve the revolving door of non-help talent that they end up invariably hiring over and over, because they can't retain talent.