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Why Developer Relations Jobs at Startups are Not Entry Level Positions

Developer relations jobs at startups are sometimes seen as suitable for entry-level developers, but this is a common misconception. In reality, these positions require a diverse skill set that can be overwhelming for new engineers.

The Variety of Tasks

Developer relations jobs at startups require a variety of tasks, including writing documentation, creating tutorials, writing example apps, giving presentations, and attending events. You’ll need to be able to prioritize these tasks, drive them to completion (often with the help of other startup colleagues) and re-order them based on changing needs and input.

This is all on top of the normal chaos at a startup, when you will be either searching for product market fit, pivoting or scaling. The combination of these tasks can be overwhelming for new engineers who are still learning the ropes.

The Solitude

This means that you need to be able to navigate the often chaotic environment of a startup on your own, without much in the way of project guidance or career development. You will need to rely on yourself and your own skills to be successful. This can be intimidating for new engineers who are just starting out their careers, but with the right attitude and knowledge it is possible to thrive.

Credibility with Developers

Developer relations jobs at startups require credibility with both beginner and expert developers. This means that you need to be able to communicate effectively with developers who are just starting out, as well as those who are experienced in the field.

While entry level developers can empathize with other beginning developers, technically connecting with experienced developers is a tall order. This requires a deep understanding of the technology and the ability to explain it in a way that is accessible to everyone.

Credibility with Founders

Developer relations is a long game, so you need to have buy-in from the founders of the company. They need to invest in you, in the community, and in your activities that strengthen the company’s ties to the community. This requires a deep understanding of the technology and an ability to communicate effectively with developers of all levels. It also requires demonstrating technical prowess and expertise that will be respected by the founders so they can trust that their investment in you and your activities will pay off. Having a few years of experience under your belt can help build this credibility, as it shows that you are familiar with the technology and have built up a base of knowledge that can be used to benefit the company.

Learning New Technologies

Developer relations jobs at startups require you to get up to speed quickly on a variety of technologies. This means that you need to be able to learn new things quickly and be able to explain them to others.

You need to be able to understand the abstractions your product sits upon, as well as the tools it can integrate with. The more experience you have with different technologies, the easier this is. Conversely, this can be a daunting task for new engineers who are still learning the basics.

Foundation of Production Level Code Experience

Finally, developer relations jobs at startups require a foundation of production code experience. This is because you need to be able to connect with developers who will be evaluating your tool.

You need to be able to speak their language and understand their needs. This requires a deep understanding of the technology and the ability to write production quality code.

Where This Advice Doesn’t Apply

If you are joining a larger startup or company with an established developer relations teams, much of this post does not apply. In this case, you’ll have founder buy-in, support from team members, and more defined tasks.

You may still have trouble connecting to experienced developers with complex questions, but may be able to connect them to other team members who can help them.

What To Do

If you are interested in developer relations, play the long game with your career. Spend a few years as a software developer, working on a team shipping code that users will enjoy. Learn how developers think and approach problems.

You can also engage in the communities that are important to you, either online (slacks, reddit, hackernews, etc) or in-person (conferences, meetups, etc). Volunteer or speak at events, which can help you understand the nuts and bolts of what goes on.

After a couple of years, you’ll have the software engineering foundation as well as the community experience to set yourself up for a fantastic devrel career.

In Conclusion

In conclusion, developer relations jobs at startups are simply not entry-level positions. They require a diverse skill set that can be overwhelming for new engineers. They require credibility with both beginner and expert developers, the ability to get up to speed quickly on a variety of technologies, and a foundation of production level code experience.

 

Joining FusionAuth

I wanted to let y’all know that I’ve joined FusionAuth as a developer advocate. I’ll be working to help our customers succeed and promote the virtues of standards based user management systems. I get to write a lot of content and example applications against a full featured API.

I’ve built enough systems to know two things:

  • Users and their behavior are almost always a key part of any software application.
  • User management is difficult to get right, especially if you want to use secure best practices and standards such as OAuth.

FusionAuth wants to elevate everyone’s user identity management system. The community edition is free and will always be. (It’s important to note that it is free as in beer, not free as in speech, but almost all of the development happens in the open.) If you want to run FusionAuth on your own forever, that’s great! You get a secure user store that supports OAuth, SAML and two factor authentication, free forever. We’ll happily provide you “best effort” support in our forums and we’ve seen the community help each other out too (most notably in the creation of helm charts to run FusionAuth on Kubernetes).

If, on the other hand, you find value in FusionAuth and want guaranteed support, custom development, or hosting, we’re happy to sell that to you. The price is often a fraction of the other solutions out there. Another differentiator for FusionAuth is that you can host it wherever you want: in your data center, in your cloud, or on our cloud servers. Not every client needs that level of control, but many do.

I really love the business model of providing a ton of value to your end users and monetizing only a small percentage of them with unique needs. (I’ve been involved in this type of business before.) The business thrives and there’s a ton of consumer surplus generated.

I’m really excited about this opportunity. It’s a nimble company with a passionate team based in Denver. If you need a user identity management system built from the ground up for developer happiness, please check us out.

Joining Transposit

I am starting a new job today. I joined Transposit as a developer advocate.

I’m excited for two main reasons.

I think that the company is in the right place to solve a real customer pain point. In my mind, this stands at the intersection of Heroku and Zapier. I love both these companies and have used them, but sometimes you need something that is more customizable than a chain of Zaps (perhaps something that maintains state or interacts with an API action that Zapier doesn’t support) and yet you don’t want to be responsible for the full SDLC of an app running on Heroku, including all the pain of deploying and building authentication. Even with Rails, you still need to snap together a number of components to build a real application on Heroku. You might reach for AWS Lambda, especially if you are only working within the AWS universe, but what if you need access to other APIs? You can pull down an SDK, but you just put yourself back in the land of more complexity.

I’ve encountered this myself and understand how much software doesn’t get built for these reasons. (Or it gets built and does half the job it could, or it gets built and turns into a maintenance problem in a year or two.)

Transposit threads this needle by creating a low code solution. You have all the power of Javascript (with the perils as well). It handles some of the things that pretty much every application is going to have (authentication, scheduled jobs, per user settings) and hosts your application for you. The big win, however, is the API composition abstraction. Every API they integrate with (full list) is just a database table. The syntax can be a bit weird at times, but the abstraction works (I’ve created a few apps). Authentication with an API is managed by Transposit as well (though you have to set it up) and you have the option of having the authentication be per user or application wide.

I think that Transposit is going to make it much easier to build software that will help automate business and make people’s lives easier. That’s something I’ve been thinking about for a long time. It’s free to signup and kick the tires, so you can go build something, like a slackbot that fits into a tweet.

The second reason I’m excited to join Transposit is because I’ll be shifting roles. After a couple of decades as a developer, CTO, engineering manager, tech lead and technology instructor (not all at the same time!) I’ll be trying out the developer advocate role. I’ll be doing a lot more writing and interaction with Transposit’s primary users, developers, to help make the platform into the best solution it can be.

PS, we’re hiring.

What makes you a better developer, working at an early stage startup or working in a team?

Bike courierI gave a presentation at Boulder.rb last night about my experience being the technical co-founder of a startup for two years. After the presentation, someone asked a really interesting question. Between working as a solo co-founder of a startup or working in a larger team at an established company, which experience makes you a better developer?

First, a digression. I often commute around town by bike. There are many benefits to doing so, but one of the ones I think about a lot is being on a bike gives you the ability to move through streets more freely. Specifically, you can switch between acting like a car (riding on the road) and acting like a pedestrian (riding on the sidewalk). Used judiciously, this ability can get you places faster than either (hence, bike messengers).

In my mind, a true developer is like that. They can bounce between the world of software (and across the domains within it) and the world of business to solve problems in an efficient manner.

Back to the question at hand. I think that the answer is based on what you mean by better. Are you looking to gain:

  • customer empathy
  • ability to get stuff done through barriers of ignorance and resource constraint
  • a wide set of experience across a lot of different software related domains (security, operations, ux, data modelling, requirements gathering, planning, bug fixing, etc)

If getting these skills make you into the better kind of developer you want to be, you will be well served by being a technical co-founder or founding engineer (more thoughts about the distinction here).

If on the other hand, you are looking for:

  • deep knowledge of a smaller subset of the software world
  • the ability to design software for long term maintainability and performance
  • experience working with a team of stakeholders, each with a different perspective on the problem you are solving

then you are seeking a place on a team, with process, code reviews, conference attendance and free snacks (most likely).

Who is a better developer? The person with experience working with (possibly leading) a team and deep knowledge of a subset of technology? Or the person who can be a jack of all trades and take a product from an idea to something customers will pay for?

I’m going to leave you with the canonical consultant’s answer: “It depends.” The former I’d call an expert programmer and the latter a true developer. They are both extremely valuable, but are good in different companies situations.

My first day at Culture Foundry

I am excited to pen that title. I’ve joined Culture Foundry, a digital agency that connects the world through beautiful technology. There are a number of reasons I accepted a position with this firm, but a few that jump to mind are:

  • they are good people. This is important as a great job with a bad manager is no fun. A great manager can help make a bad job better.
  • they are working on interesting technology problems, including API integrations and high traffic websites.
  • they are 100% remote. This flexibility is really important to me.
  • they work on stuff their clients’ value.
  • the team is big enough to take on larger projects, but small enough to be agile.

For now, I’m going to be drinking from the fire hose, trying to get up to speed on their systems, so the blogging may slow down a bit. But I’ll definitely be sharing things I learn from this new opportunity. Here’s to new adventures!

HN Job Posting Thread

Person refusing bag of moneyIf you aren’t an avid follower of Hacker News, you might not be aware that once a month there’s a job posting thread on the site. This community has its rough edges, like any other, but this thread offers a great place to reach the audience–software developers, startup aficionados and technologists of all stripes. Here’s the April 2018 job thread.

I find this a bit more credible than the job sites because there’s community policing and because it expires there’s less incentive for recruiters or other bad actors gaming the system. Because it is free and specifies only employees of a company may post, I think that the job openings are more genuine. You often see hiring managers post their contact info, and an email to them is far more likely to get a response than submitting to an applicant tracking system. You can often find salary ranges, and the audience and posts are global. It’s also worth noting that this feeds into some other sites like whoishiring.io.

I have posted on behalf of a few companies for which I worked and have had a decent hit rate. Haven’t seen any real success numbers though.

Whether you are on the market, hiring, or just curious, more data is usually useful, which is why this is always a thread I peruse. If you want to look at previous months postings, you can see them in this bot’s submissions.

Leaving well

Bird leaving eggLeaving a company in a way that is fair to both you and your company can be difficult. When employed, we spend a large portion of our waking hours at work. You may be leaving a group of people you loved, a toxic environment, a place you’ve outgrown, or a place you’ve loved and just need to move on from for personal reasons. Because of the amount of time invested and the multiplicity of emotional circumstances, it can be difficult to leave well. Below are some thoughts on this career transition, however, I’m not writing about why you should leave, just how the process should go once you’ve made that decision. (Note that some of these apply to transitioning positions within a company.)

Before you are thinking about leaving

  1. Prepare to leave well before you think about leaving by documenting your decisions, processes and systems. This has the added benefit of letting you do better in your current position. When you write down how you do a task, it gives you the chance to review it and consider optimizations, as well as revisit it in the future and perform the task just as well. Make sure to date all documents. When you revisit a system or process, revisit the document.
  2. Watch how other departing employees are treated. Expect to be treated in a similar manner. Some companies want to usher folks out quickly (to the point of just paying their standard two weeks notice immediately and having them depart) while others will be more flexible. Some managers will treat departing employees with compassion and respect. Others may not.
  3. You won’t be able to effect change at the company once you have publicly decided to depart. If you want to effect change, stay at the company work within the system.

Once you’ve decided to leave

  1. Save and put that money into a liquid savings account. How much? As much as you can. This will make the transition less scary and allow you greater flexibility.
  2. Decide on boundaries and stick to them. Being helpful with the transition doesn’t mean you have to be a doormat.
  3. It’s always easier to find a job when you have a job. Think about reactivating old networks, inviting folks for coffee, and checking out the job market while you are still in your position.
  4. When you decide to leave, give as much notice as possible. Since you’ve been observing how folks are treated and you know your own situation, adjust for those factors. However, I’ve found letting managers know about my departure with plenty of notice ensures a smooth departure. Personally, I’ve given up to two months of notice.
  5. I’ve never had a counteroffer, but I’ve read that accepting them is a poor choice.
  6. Make a plan with your manager. Take point on this, as you are the person who knows your job best. This plan should be your first task after you’ve told your manager you are departing.
  7. Keep a spreadsheet of departure tasks including owner, date to be completed and description. Sometimes important things are overlooked. This is where having documentation (see step 1) is helpful, but also look at your to-do lists, your and calendar entries.

Telling your fellow employees

  1. Let the company control the narrative about when you are leaving, including when to tell the team. However, if you are approaching your departure date and no one on the team knows, push your manager to publicize it.
  2. You will likely have many reasons for your departure. Pick a major, true, banal reason or two and answer with that when team members ask why you are leaving. There’s no need to get into every grievance, reason or issue you had.
  3. Your decisions will have less weight once you announce your departure. This is natural; team members that are staying discount your opinions because you won’t be living with the consequences. Prepare yourself for this.
  4. Consider offering to consulting to the company if it makes sense for you and the timing is right. Charge a fair market rate. Realize that stepping into this role may be difficult emotionally.
  5. Once your exit is public, your focus should be bringing other employees up to speed so they can do your job when you’re gone. It may feel good to bang out one more bugfix or initiative and if you have time to do that, great, but your primary focus should be on documentation and knowledge transfer.
  6. Realize that this transition will feel momentous to you, but that it is far less important to everybody else (both inside and outside the company). A company should have no irreplaceable employees.
  7. Treat everyone as fairly as possible. Remember that you may be working with some of these folks in a few years’ or decades’ time.
  8. Be professional and courteous (I can’t think of a time when this is bad advice, but at moments of transition it is especially important).

Leaving a job is a very personal decision and will impact your career. Spend time thinking about how to leave well, treat everyone with respect and have a plan.

Remote work opens up the labor pool

PoolThis tweet from Justin Searls (from TestDouble) discusses how companies who hire remote developers don’t have any issue finding applicants (to the point where they don’t need to pay recruiting fees). This doesn’t surprise me at all. There are a number of reasons why remote work will lead to more job applicants.

  • There’s a larger labor pool. This is the biggest advantage, and accrues to both sides of the labor market. (There’s a larger labor pool, but there’s a larger set of hiring companies as well.) Even if you are in SF, the labor pool for a particular technical skill is going to be larger if you include remote work (because your pool will include everyone in SF as well as everywhere else). If you can handle the legal tangle, your labor pool can extend past national boundaries as well.
  • The remote developer has more time. Typically the “commute” for a remote worker is on the order of minutes or seconds, as they walk to a different room in their house. Compare this with tens of minutes or hours of driving, public transit or biking. A commute to an office is a hidden job expense which can total hours of unpaid labor every week (or you could look at it as the price you pay for living where you want to live, as opposed to where your employer is located).
  • Remote work promotes different, less intrusive communication practices. Meetings take place on slack. PRs are reviewed online, rather than code review happening by looking over someone’s shoulder. Aysnchronous communication is favored (although that can certainly happen within colocated companies as well). These processes are far better for knowledge sharing than anything else, especially as a team scales.
  • Similarly, flow is easier to achieve when you are a remote worker, as long as you turn off your notifications (and set up your office appropriately). Depending on your workload this can be valuable and/or appealing.
  • Remote developers in general have more control over their environments. Most people enjoy this control (which, by the way, is free or cheap to the company).
  • People don’t have to uproot their lives to work for an interesting company.
  • There’s a larger labor pool. This is so important it’s worth listing twice.

There are of course many benefits to being onsite.

  • Easy, free, higher bandwidth communication that doesn’t require downloading yet another video conferencing plugin. Humans have been communicating face to face for hundreds of thousands of years and are finely tuned communication machines. If communication is a wall of text, context can be lost and misunderstanding can ensue.
  • Interaction outside of work is easier. This can be more important for different folks at different times in their career.
  • Water cooler/serendipitous department cross pollination can occur when people are in the same physical space.
  • Some types of technical discussion are just easier in person (I still haven’t find a truly great online whiteboarding application).
  • Some folks have a harder time staying focused or being motivated at home.

There are of course solutions for remote workers for all of the above onsite advantages. Every company and worker needs to determine what works best for them.

But just like e-commerce changed retail and social networks changed keeping in touch with old friends and work colleagues, I expect remote work to remake the modern team organization structure.

PS For more on this, consider this subsequent tweet from Justin.

Questions to ask interviewers

Person in suitI’ve been doing a fair amount of interviewing lately (looking for work, not hiring) and there’s always that moment when the interviewer asks “so, do you have any questions for me”. Here are some of my favorite questions:

  • How long have you been working at company YYY? This helps me understand their perspective on the company. If they are new, they’ll have fresh eyes. If they have been at the company for years, it’s interesting to understand why they’ve stayed. This can also lead to a discussion of turnover.
  • What is a typical day like for this position? This helps me understand what the company emphasizes. This can also lead to a discussion of the development cycle (weekly releases, etc).
  • Who are your typical customers? When talking to a company, I always want to know who they sell to. This shows I have an interest in the company beyond just the tech work I’ll be doing. I want to hear words like “wide variety of clients”, “we find most of our customers by referral” or “we’re focused on niche YYY”. Of course I can always do research and see how the company markets itself and see if what I am hearing from the interviewer is consistent with how the company presents itself.
  • What do you do when folks are on the bench (if it is a consulting company)? “The bench” is where consultants who aren’t making money for the company are. What kind of projects are they working on? How often are folks on the bench?
  • Finally, what is the worst part about working at company YYY? This is the inverse of the “what is your biggest weakness” question that is sometimes asked. But every company has its warts. I’m probably going to find out anyway, but it’s good to ask and get the interviewer’s perspective.

What are your favorite questions to ask interviewers?

When you manage, do unto others as they’d have you do unto them

A famous person once said “do unto others as you’d have them do unto you”. That is, treat others like you’d like to be treated.

As a manager, heck as someone who wants to get things done in an organization, that’s the baseline. If you can’t treat other people with respect and empathy, you’re going to have a hard time getting anything done. You might be able to get some stuff done by yourself, or via transactional behavior, or via fear. (By the way, if this is common in your organization, I’d look for new work because this type of motivation is symptomatic of a toxic workplace.) To really build a strong team, you need to, at a minimum, treat others as you’d treat yourself.

However, to be effective as a manager, this isn’t enough. Rather than treating others as you’d like to be treated, you need to learn how others would like to be treated. And then treat them that way.

What does that mean? Well, within the context of a software development team (where I have had direct management experience) you need to figure out what motivates each member of your team and, within the limits of your organizational capacity, give that to them. “Jane” may be motivated by the opportunity to work on the front end, whereas “Biyu” may want to focus on her algorithms. Some team members may want to start new projects, others may want to refine processes and make existing applications work really well.

This motivation changes over time, of course. This introduces additional complexity. When “Bob” joined the team, he might have been motivated by the opportunity to work with new technologies, but a few years in he may be more motivated by really impacting user experience.

The best way to figure out what motivates someone is to ask them. Hence the emphasis on 1:1s in the software business, where the employee controls the agenda. Another good way to decipher motivation is observation. Does “Olaf” spend extra time working on project A but is dragging his feet on project B? If so, why? Is one more UX focused, and the other more algorithmic? Such observations can also be starting points during the 1:1: “you seem to really be enjoying project A. What do you like most about that work?”

If your team or company can’t offer what someone wants, then it may be time for them to move on. The best managers I know were excited when I moved on because I judged it’d make me happier. This isn’t easy for the organization, but if you are playing the long game, the former employee will be an ambassador for you. Whether that is referring business or other employees, the goodwill can benefit the company. Contrast that with a company that holds on to a valuable employee even if they are unhappy (with golden handcuffs or other less savory mechanisms). When the employee finally leaves, there will be no reservoir of goodwill. Even before linkedin and glassdoor, this was no good. Now that folks can look up where people previously worked (and possible employees should do their research), the way you treat folks will be shared.

Overall, the key is to realize that what may excite you, or would excite you if you were an individual team member, or what might have excited you at a particular stage of your career, may not excite a team member. So, rather than put them in your shoes, put yourself in theirs.