See it as a simple BS detector.
See it as a simple BS detector.
- An "average" salary of around 65K / year
- This after (an average of) 5-6 rounds of interviews
- 6 months of "probation", with only 2 weeks of notice
- And all after 4-6 years of degree/s and 4-5 years of experience (so around 10 years of investment)
Then after taxation 65K annually means around 3500/month in pocket. Then with the current prices - around 1200 goes in rent alone. Not a lot of room to spend after that. Then, prices keep going up and even a simple (new) car is around 20,000. Not to mention the stress / savings you have to keep since people can be let go anytime. To top it, there is a ceiling in Germany - unless you are extra-ordinary forget making above 100K ever even after 25 years of experience.
IT / software dev is a "barely survivable" kind of job in Germany right (sadly) now. I do not recommend it to kids in school/uni anymore (again unfortunately).
Don't assume senior devs know necessarily better. There's a wide range of abilities in our profession!
That being said software engineering is made of trade offs and your colleagues may be aware of the issues you mention. Maybe this was decided on purpose based on constraints at the time, or maybe it was a bad design, but it's now costly to fix.
In any case, you should probably not question them and re-assess the case when you have more experience and seniority in the company.
It's still very important to know the best practices, but it doesn't mean they have to be followed blindly in all situations.
2) If you've got a problem finding candidates, there's 16,000 more on the market now. Congratulations!
3) If you think there must be something wrong with those 16,000, well, that would explain where your pipeline is going wrong.
I don't see how this is even possible. There would be a memo from the CEO to 1000s of recruiters asking them to favor foreigners? that would leak immediately.
I'm not sure anyway what is the relationship between the potential difficulty of hiring new folks, and firing current folks in USA to offshore roles, are relates.
As an interviewer in a big tech company, it seems all candidates I interview are foreigners who often graduated in the US. Either the company discriminates (which I really doubt it does), or there aren't enough qualified Americans for some jobs. And even if there are, the largest pool of candidates, the better.
https://techcrunch.com/2025/12/10/amazon-to-invest-additiona...
Recently I picked a smallish task from our backlog. This is some code I'm not familiar with, frontend stuff I wouldn't tackle normally.
Claude wrote something. I tested, it didn't work. I explained the issue. It added a bunch of traces, asked me to collect the logs, figured out a fix, submitted the change.
Got bunch of linter errors that I don't understand, and that I copied and pasted to Claude. It fixed something, but still got lint errors, which Claude dismissed as irrelevant, but I realized I wasn't happy with the new behavior.
After 3 days of iteration, my change seems ok, passed the CI, the linters, and automatic review.
At that stage, I have no idea if this is the right way to fix the problem, and if it breaks something, I won't be able to fix it myself as I'm clueless. Also, it could be that a human reviewer tells me it's totally wrong, or ask me questions I won't be able to answer.
Not only, this process wasn't fun at all, but I also didn't learn anything, and I may introduce technical debt which AI may not be able to fix.
I agree that coding agents can boost efficiency in some cases, but I don't see a shift left of IDEs at that stage.