Another point I start to seeing in new hires: the desire to “learn old stuff”.
Nowadays at any software dev team, the most challenging part for new hires is to learn existing spaghettis stack
Some new hires are nice, smart, and get things done (in green field with lots inline TODO instructions by fellow engineers).
Unfortunately some are lack of attitude to pick up existing stack, eventually they become useless to the team due to missing context (don’t know what’s going on at all for long term vision)
I’m genuinely worried about this kind of engineers. They pass interview successfully but will eventually become low performer silently.
Fred is a software jack of all trades, having worked over the last 24 years at every stage of the SDLC and has authored [two books](https://www.amazon.co.uk/Fred-Heath/e/B08F3Q1H1M).
I see your point. Learning capacity and attitude towards legacy systems is difficult to gauge from interviewing alone. But IMO if the hires are nice, smart, and get things done they should be able to provide value in other areas or projects.
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Another point I start to seeing in new hires: the desire to “learn old stuff”.
Nowadays at any software dev team, the most challenging part for new hires is to learn existing spaghettis stack
Some new hires are nice, smart, and get things done (in green field with lots inline TODO instructions by fellow engineers).
Unfortunately some are lack of attitude to pick up existing stack, eventually they become useless to the team due to missing context (don’t know what’s going on at all for long term vision)
I’m genuinely worried about this kind of engineers. They pass interview successfully but will eventually become low performer silently.
I see your point. Learning capacity and attitude towards legacy systems is difficult to gauge from interviewing alone. But IMO if the hires are nice, smart, and get things done they should be able to provide value in other areas or projects.