Word f'ing up. I was recently fired from a remarkably relatable situation where a hot ninja startup had no effective intake process, so for orientation I had one pair-programming episode regarding an intensely technical internal aspect of the application before being sent off to fend for myself in their repository. Couple this with an office and project management style predicated on "who can interrupt the loudest?", having multiples of these conversations occur simultaneously, and an absolutely open office plan.
But hey, the CEO had sold a previous company for good money so this means he knows what he's doing. I'm sure they'll be a huge success.
I'm not saying that I'm God's gift to college-dropout programmers, but I'd never had a problem succeeding in a job until this one. In reaction to this state of affairs I had considered that maybe I need to be at a huge company that has better processes, but your Google tale says maybe otherwise.
I feel you. I had an identical experience last year around this time. Wasn't a startup situation, just a very small shop run by a hot ninja who was trying to palm off a quarter of a million lines of undocumented byzantine code without bothering to mentor or even explain the business processes this thing was designed to satisfy. Bleh.
I was able to land a gig with a small shop doing work for some incredible clients filled with brilliant people that know their product back-to-front and management that polls the developers for input throughout the project life cycle. Needless to say I've never been happier.
Indeed. In my 10+ years of working at various companies I've found that company size doesn't really indicate how well they do process. The good thing about smaller companies though is they're a lot more agile, i.e. able to improve process, than the larger ones. Don't bet on huge companies either. My plan now is to formulate the most incisive interview questions I can if I go for other jobs, to try and get as good a feel as I can for somewhere's culture and process. It's not easy though as sometimes a company's interviewers are as full of BS as the recruiters selling you to them. :/
since there seem to already be quite a few employees when you started I think most of the problems there was a culture clash. coupled with the fact that they did not properly educate you on how they operated. I'm not judging different cultures but there are plenty of steps a company can take to make sure new hires fit.
If by "quite a few" you mean "less than 10," several of which had previous worked together, I'm not sure that it qualifies as anything more than process ignorance.
Comments
Word f'ing up. I was recently fired from a remarkably relatable situation where a hot ninja startup had no effective intake process, so for orientation I had one pair-programming episode regarding an intensely technical internal aspect of the application before being sent off to fend for myself in their repository. Couple this with an office and project management style predicated on "who can interrupt the loudest?", having multiples of these conversations occur simultaneously, and an absolutely open office plan.
But hey, the CEO had sold a previous company for good money so this means he knows what he's doing. I'm sure they'll be a huge success.
I'm not saying that I'm God's gift to college-dropout programmers, but I'd never had a problem succeeding in a job until this one. In reaction to this state of affairs I had considered that maybe I need to be at a huge company that has better processes, but your Google tale says maybe otherwise.
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I feel you. I had an identical experience last year around this time. Wasn't a startup situation, just a very small shop run by a hot ninja who was trying to palm off a quarter of a million lines of undocumented byzantine code without bothering to mentor or even explain the business processes this thing was designed to satisfy. Bleh.
I was able to land a gig with a small shop doing work for some incredible clients filled with brilliant people that know their product back-to-front and management that polls the developers for input throughout the project life cycle. Needless to say I've never been happier.
Indeed. In my 10+ years of working at various companies I've found that company size doesn't really indicate how well they do process. The good thing about smaller companies though is they're a lot more agile, i.e. able to improve process, than the larger ones. Don't bet on huge companies either. My plan now is to formulate the most incisive interview questions I can if I go for other jobs, to try and get as good a feel as I can for somewhere's culture and process. It's not easy though as sometimes a company's interviewers are as full of BS as the recruiters selling you to them. :/
since there seem to already be quite a few employees when you started I think most of the problems there was a culture clash. coupled with the fact that they did not properly educate you on how they operated. I'm not judging different cultures but there are plenty of steps a company can take to make sure new hires fit.
If by "quite a few" you mean "less than 10," several of which had previous worked together, I'm not sure that it qualifies as anything more than process ignorance.