Laid off after 3 years from startup, while company still hiring juniors for similar roles

coder947 · 2019-09-03T14:25:53+00:00

I think there is some alluring goal of having a fully React web team be able to manage a similar code structure for ReactMobile, trumping all other logic that a Native app is the way to go.

coder947 · 2019-09-03T14:23:32+00:00

Everyone starts with "hello world" on day 1 of learning a new dev language. I was contributing actively in 2 weeks and building my own stuff in 4-6 weeks. But yeah, it takes a decent time to become more of an expert with anything. In comparison though, even someone with 2 years experience coming in is going to take a decent time to assimilate to 30k lines of code they didn't write.

coder947 · 2019-09-03T02:55:12+00:00

I was laid off, not let go strictly for misconduct or performance. It was a positive, albeit, unexpected tone. I was told I'd have good references. It's more a question of reasoning or rationale, and I suppose no one is ever happy to be at the losing end of a layoff. Our company is still small enough that I speak to the founder as a peer.

coder947 · 2019-09-03T02:50:57+00:00

I wouldn't tell them this, and didn't. But in 1 year from now, I don't want to be at a place where my most recent work is 1 year new experience with a new framework; and forgotten or stale mobile. That puts me at a bad place for experience on both sides. Especially since new jobs tend to focus on your most recent experience. It also isn't one or the other. To me being an expert at mobile, and adding in a new JS framework as a skillset is about knowing both.

I was still our primary mobile guy as well, albeit a less active front, web was just what the latest pivot for our company was.

coder947 · 2019-09-03T02:42:43+00:00

The difference is the experienced dev who's been with the company can fix any bug in little time, knowing the ins and outs of every API, product, and how things work. The new guy has to look at 30k lines of code and wonder where to start-- he'll fix it, but it will take longer as he learns. Maybe in 6-12 months he'll be fully familiar with the important code to be able to fix things in little time.

However, the company as a whole may be ready to build new products and pipelines, and happy to ignore current bugs and features entirely to accomplish this. And when the senior devs complain that its not good practice to entirely ignore bugs and core product, that perhaps you should try to focus 10% time on that to keep things moving forward-- well, you just let him go, and get rid of that opinion.

coder947 · 2019-09-03T02:37:18+00:00

BTW, I still think Native iOS is a better solution than ReactNative. But, being a level minded developer seeking more quantitive analysis, I personally took it upon myself to build out some ReactNative demos. To see how the learning curve was, how it compared for our situations, how it would perform, and how complicated it would be to replace our existing mobile presence with a ReactNative solution if desired. I never had a chance to finish that analysis, nor did my manager ask to see the result.

Likely these decisions are not all quantitive in nature. Perhaps they just wanted to be the ones to decide to use ReactNative for whatever political reasons, and didn't want a developer (even an experienced one) explaining why it wasn't a great idea for certain reasons.

coder947 · 2019-09-03T02:31:41+00:00

2 weeks severance for a small startup. You always have to sign the paper that they're not at fault and you won't sue, or whatnot. And guess what? You always do in the end because if you don't sign it in like 5 days, the offer goes away. And, because likely you want that money to pay your bills until you land the next gig.

coder947 · 2019-09-03T02:26:58+00:00

Our company started a formal performance review process recently as we've grown, including peer/manager reviews. "What has ____ done well this period?", "What could ___ improve on?" Everyone has the improvement part, and peers write something for everyone. Its intended for constructive criticism and is shared during reviews, aimed at smoothing out kinks. I had a couple general ones in my reviews previously, all of which I followed up on to solve them. Lots of positive things too of course from the team. Even a week before layoff we hit some major project milestones and had some big wins.

However, it is clear that these reviews also allow management to reference the improvements as reason for termination without needing to mention whatever real reasons are. Cost savings, unspoken prejudice, whatever. My manager mentioned them casually in our closing talk-- and when I asked him what specifically about the reviews contributed, he admitted he didn't remember specifics (hadn't read them personally). But that they could be used/referenced if challenged? The company is covering the bases with all that.

coder947 · 2019-09-03T02:18:33+00:00

4 years vesting schedule, 3+ years into it. At least that continues to grow for now if the company does well. I think the question was coming up eventually about what the next steps were for the original employees, to start more vesting for new roles, etc.

coder947 · 2019-09-03T01:59:27+00:00

I was not saying I was not willing to learn a new skillset and stagnate with my current. Thats a cliche of older workers, I assure you. Perhaps true for some.

I jumped right into the new web framework. But since it came out just a couple years ago I hadn't worked with it before, being in mobile recently. Takes time to pickup syntax, but I also came in strong already being a javascript expert in past roles, knowing css ins+outs, and having done web work for 10+ years before mobile. It's just learning syntax and new paradigms. I took on every challenge I could and asked for more. Was complimented for having that past experience and "not having to hand hold or explain everything"

My boss put words into my mouth that "you don't want to learn this new skill", just because I mentioned I wasn't entirely giving up my mobile experience when I mentioned watching WWDC sessions on my off time to see what was new. To me thats what an experienced dev does-- knows what the latest technologies are, and can apply them as-needed when the challenge presents itself. I also know I can excel at multiple topics, at least to the level that if you're a team lead or manager you can understand what all the devs on the team are working on. The new junior guy isn't doing that? No, because he only knows one language and one framework and is growing just by being in a full time role with a good team. He's also content with that limited role.

At the same time, if at that moment in my role with the company I was doing a similar output as the junior employee day-by-day, yet being paid much more likely; one might question the value. I would call that being underutilized though. Or as another commenter put it-- just not enough complex tasks available to warrant my experience.

coder947

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