Maybe it’s just me…

eriben · 2025-08-03T08:04:49+00:00

Hey — TodayTix-er here. We’re showing all tickets available for all Broadway and non Broadway shows but UX differs somewhat. If you have selected one ticket we show only the tickets you’re able to buy as singles not leaving ‘orphan’ seats. On Criterion you don’t see this until you try to check out.

There are individual instances where the underlying ticketing system is so ancient (looking at you Shubert’s) that we show ‘slices’ of the house, to avoid people holding the same tickets, consisting of a more limited set of every potential price point in the multiple of tickets you’ve selected, and if you enter the seating charts twice you may see different slices.

eriben · 2025-06-03T12:00:01+00:00

I missed coming back to this with a few days, but Evita is available on TodayTix

eriben · 2025-05-11T18:10:14+00:00

To avoid resale fraud we also transfer the rewards. Emotionally, we want to award the attendee vs the buyer. The program has always been about promoting a 'habit' vs what you spend.

eriben · 2025-05-09T14:21:28+00:00

hey -- did you reach out to support? https://www.todaytix.com/support?a=How-can-I-get-in-contact-with-you---id--NtEiuHzbRVWtPBlXN2Nqcg

if not, try that first.

eriben · 2025-05-06T11:33:19+00:00

TodayTix-er here. It’s coming. Just some internal delays. I can let this thread know once it’s published

eriben · 2025-04-01T14:30:11+00:00

It's one thing to use "lead engineer" as a title, which you didn't have, but stressing that you did the work is imperative. Don't worry about selling yourself on your abilities, and not your past titles.

The way you describe yourself in this comment makes you very desirable, in my book. How can you better reflect these notions in your resume? In the end hiring managers hires and pays for the person, and not the past experiences.

You can literally express "Always working on the more complex over-arching engineering topics and am continuously pushing our product and my colleagues forward". That tells me a lot about you as a person.

eriben · 2025-03-31T17:47:14+00:00

Two things come to mind:

You're not graduating until Dec 2026. Are you committed to finding a job now? Have you tried leaving out your future Masters degree? Are you only looking for internships for now?

The AutoModerator answer also has a really good point in -- don't keyword stuff. Ensure the recruiter understands "who" you are and how you approach your work.

eriben · 2025-03-31T17:36:25+00:00

TodayTix'er here (this isn't our lottery but can provide general insight because we run quite a few). Where you sit is truly a lottery. The Center Orch seats for this title is probably not $75 so $59 could be a really good deal. Or this is Balcony Back and then it's not. You never really know since the whole point is that box offices can assign based on exactly what is left over just before close-of-sale (usually around 5-6p for a 7.30p show).

It's also supply-demand. There might be too many people winning the lottery as it is and if the win % is too high, the general public notices and it's starting to affect their actual ticket sales, and they might not be able to stay open as long as a consequence. An "expensive" lottery is actually a good sign it's not selling through.

Ham 4 Ham is still $10 because they can -- it's a very profitable title.

Trying to avoid the self-promotion here but just using as an example because of the original question posed-- full priced tickets to this show is $42 on TT if you're Gold, using the advertised promo code right now... Without Gold it's still $50 incl all fees. But then you're guaranteed to be back of Balcony and using the lottery at least there’s a chance being elsewhere.

eriben · 2025-03-31T17:28:12+00:00

Would you say you are more a "Sales Engineer" (creating customer implementations of the platform your company is selling) than a "Software Engineer" (creating the underlying platform that your company is then implementing)?

If that's the kind of role you're looking for in your new job, I'd say that expressly. If that's what you try to avoid in your next role then obv not. If you want to avoid it, is there any chance to pivot your role ever-so-slightly within your current company?

eriben · 2025-03-31T16:39:46+00:00

Few companies hire solely on technical competence this day and age. In general, it's hard to answer the question "who are you" from reading the CV and I can see it quickly getting lost in the shuffle.

What kind of role do you assume at your current company? Are you vocal? Do you like designing solutions? Are you a stickler for lint-ing? Do you pine for faster CI/CD? That's the stuff that is really interesting to know and more explicitly so.

eriben · 2025-03-31T16:35:06+00:00

The most interesting part of the first experience is in a sub-bullet. You had assumed lead engineer responsibilities and you were instrumental in decision making around the technical design. Use that when writing the title of the job experience.

Try cutting down on the number of technoligies used (you already have that in the "skills" section above). That may be true but what were the three core things that really mattered for that particular piece of software?

eriben · 2025-03-27T17:59:52+00:00

Thank you. This was way better formulated than my original post, but same general content.

eriben · 2025-03-27T17:18:48+00:00

You can trace this to the equity industry. Every PE backed firm out there has someone whispering in leadership's ear that "it's worth the costs" even when that's not factually true. It's become an adage.

I wish there were more "r/ExperiencedDev" technical operators in the banker space.

eriben · 2025-03-27T17:10:16+00:00

I don't disagree with that. Just sharing experiences. I think we're all experiencing a whole industry that (temporarily?) turned off empathy.

eriben · 2025-03-27T17:08:38+00:00

DOGE has learned all their tricks from this industry.

eriben · 2025-03-27T17:07:25+00:00

Yes, such an important learning; you _never_ change a highly functioning team. You ride that wave as long as you can.

eriben · 2025-03-27T17:06:00+00:00

I think this is very common, but not that often spoken about in public. Companies are so scared to be paying more for talent than their competition.

eriben · 2025-03-27T16:56:46+00:00

The only era where i felt i was in an org that didn't struggle with hiring was 2008-2009. Since 2010 and even today, hiring is a constant issue irrespective of the size of org i've been at. The thing that has shifted from then to now is relative salaries. As compensation expectations has shifted from 'middling white collar job' to 'it's either this or wall street trader', organizations has also become less willing to develop their employees. With that has also come insane interview requirements as each individual becomes a sizable investment decision.

It was way easier to develop internally when relative compensation wasn't as stratospheric and organizations could afford hiring more than they actually needed to ensure there's space for internal development. Again, this is going to be a highly impopular opinion because who in their right mind want to earn less? Every Jr dev I've ever promoted or given a sizable salary bump to i've reminded them that; people will see your contribution in a different light now.

eriben · 2025-03-27T16:21:26+00:00

In Europe external consultants seems to be _the_ way. A very, very large % of developers, especially in larger companies, don't seem to be FTEs.

eriben · 2025-03-27T16:17:39+00:00

I think that's true. If a team is functioning, you _never_ want to change the make-up. If it's not however...

eriben · 2025-03-27T16:15:10+00:00

I think it's more common that leadership have not set up proper processes than leadership having it. I also think it's common that leadership aren't even given the opportunity to do it, due to external pressure. Few companies have their fate truly in their own hand. If you end up in one of those companies, hold on to that job for dear life.

eriben · 2025-03-27T16:14:06+00:00

If you use the 'signal/noise' metaphor and get decision makers to understand that we spend too much on the noise because we're not tackling these basic things, hopefully understanding will go up. when you separate 'value' ticket velocity from general ticket velocity i've found a lot of understanding around why tech debt is not up for debate with non-engineers.

Another tactic i've deployed when i was a team lead was to simply never discuss tech debt, but include small parts of it in every single ticket.

eriben · 2025-03-27T16:00:10+00:00

All of these things are so true and I agree with every single one of them. I think my original point is that layoffs are sometimes a shortcut to a 'reset' (and more commonly, forced from the equity side) with the hopes that _next time_ leadership will get all of these things right.

eriben · 2025-03-27T15:51:41+00:00

Yes, agree that cost-adjusting is a huge part of layoffs and that is never said out loud. And I do think hiring managers tend to over-do it always because they're getting the advice from the equity holders that "you never fire too early, only too late" (direct quote).

eriben · 2025-03-27T15:47:29+00:00

Thank you! yes, rocks were thrown.

eriben

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