My MS in CS in from UNC-CH.

Anybody who thinks the hackers from Duke/UNC consistently outshine the hackers from NC A&T is a damn fool.

I was regularly FLOORED by the skills and raw programming chops from peers at NC A&T. Some of the smartest young men and women in the CS field.

I worked in a small research group at NC A&T. Maybe 10 undergrads. Last time I checked, there were something like 6 MS in CS folks from that group and a couple of PhDs.

When I was an undergrad at NC A&T, we had a weekly colloquium for all CS students. We regularly had alumni from NC A&T and other HBCUs on stage who talked openly about navigating the hiring world, which companies you could expect racism in, and what the working world of programming was like for "people who look like us."

If some shitty recruiter event occurred, we all knew about it.

Want to score some of the best engineers from HBCUs? It's easy. Hire the best ones you can convince to take your mega-FAANG package from. Then send them back every freaking year with a corporate card and tell them to impress people.

I hate these "stupid recruiter" stories. Somebody should get their ass fired.

Looking at LinkedIn or indeed.com with just a simple search for Clojure with no geographic qualifier (in the US), we see a very small number of listed openings - 252 over the last month at LinkedIn or 44 in the last 14 days at indeed. A plain google job search on Clojure jobs in the US returns an even smaller number.

Some of those job listings will almost certainly have Clojure listed as part of a "laundry list" of technologies and the actual job will probably not be Clojure oriented.

So just from a raw numbers perspective, the job sites to suggest that there aren't a huge number of opportunities. Comparatively speaking, there are like 60,000 Java job postings on LinkedIn in the last month.

However, if you attend a Clojure/conj (one of the "primary" Clojure programming conferences), you will find that many attendees are part of some (not super-large?) number of companies that use Clojure.

My best advice on building a Clojure career (that I failed to follow) is that a programmer who wants to make a Clojure career path is to be prepared to spend a significant amount of time trying to make connections inside the Clojure community. On top of that, you probably need to build a portfolio of project experience that you at minimum blog about and preferably speak at Clojure conferences, user groups, or meetups.

I would gently observe that long-time Clojure developers are maybe too close to the tree to see the forest when it comes to judging Clojure career opportunities.

But I would love to be wrong about my impression of Clojure job opportunities! Perhaps fellow-HN readers could post (anonymous?) numbers of Clojure job openings for their company to give us a better idea?

So I cheated. I created some schema designs that were immutable. I added a GUID, timestamp, and a deleted flag (value of 'Y' or 'N') to tables. Basically, all selects are against views that are defined over the tables to select the tuple associated with the max(timestamp) for that tuple along with the tuple having a deleted flag value of 'N'. This means that any select only sees the most recent tuple value for a GUID if it hasn't been "deleted".

There was a little bit more hiding in there to handle dirty writes.

But this worked very well for my requirements. By really only doing inserts, I was able to do similar "point in time" looks at the db as an immutable value.

Fun stuff.

I have had the pleasure of "using Clojure in anger" and for a few years was very dedicated to learning how to use it effectively. This was a significant step up for my general programming skills and the simplicity of the language often saved me from myself with respect to bad design or choices in code. Whatever programmer "maturity" I can claim is probably due to Clojure and teaching introductory programming and databases (not with Clojure and Datomic to be clear).

This acquisition is more abstractly interesting to me in that a VERY dedicated Clojure/Datomic company made it. We didn't see here, for lack of a better example, a FAANG company grabbing Cognitect. That may have been a choice! Maybe Cognitect went with an acquisition where they retain a high degree of autonomy with the benefits of being acquired.

I never made the leap into a larger organization with Clojure at its core. I was able to use Clojure only in my small shop where I have a small degree of autonomy on development language choice. For a few years, I was somewhat actively seeking an opportunity to join a larger Clojure-oriented team but struggled to gain much traction when applying to openings. It seems possible to build a Clojure career, but I've not been very good at that.

My last dog had super high-prey drive and was also a fear biter.

Both drives were incredible. You could play train her to do almost anything in a very short period of time with classic behavior shaping. It was unfortunate that her fear drive was higher. But this mostly meant proper space management and patience were required along with never assuming that a situation was "ok" by default.

We worked with a number of animal behavioral specialists (including university veterinary behavioral practices), all of whom concluded it was just her default personality. Much of our success in keeping her with our family was building environments that minimized her fear drive impulses.

Still a great dog in many situations. She passed after a pretty healthy 15 1/2 years and I'm currently on a break from pets.

  64GB memory
  8 GB GeForce RTX 2070 Super with 2560 CUDA Cores
  A couple of NVME SSDs.

Probably could be built from components cheaper, but I appreciated just making an order and having a box show up later.

My past machines have been Thinkpads, then six years with a Macbook Pro that I wiped and installed Debian on. I made the move back to desktops for a variety of work-related reasons.

"the rule of thumb in the United States is that a 10 percent price increase on a pack of cigarettes results in anywhere from a 2.5 percent to a 5.0 percent overall decline in smoking, with most studies showing an average 4.0 percent drop" from https://www.healthaffairs.org/do/10.1377/hpb20160919.471471/...

Data and analytics for this are worth reading about - I find geographic issues (low-tax areas across state lines, total numbers of retail locations selling tobacco products, etc) along with concepts of price elasticity to be interesting modeling problems.

You might want to check out:

https://publications.iarc.fr/Book-And-Report-Series/Iarc-Han...

It has a bunch of freely-available chapters talking about this area of research.

This was very fortunate for me - after attending the conj, I was able to use Clojure at work to sneak in some FP on the readily-available JVM platforms. I later used it to do some internal REST-API work. The code for that project has run for years without modification or error.

For whatever reason, I also discovered that thinking functionally with Clojure worked so much better and naturally for me than object-oriented design methods. While I have drifted away from Clojure over the last couple of years, I find that my problem solving mind is much better in other languages because of the time spent thinking functionally with Clojure.

I do suspect there exists a category of higher-end headhunter agencies with a stable of high-quality, proofed candidates that those agencies can more successfully place than other attempts. Just an anecdote, but I have seen in my area some things that look more like a "small team" placements where that team has some history of helping companies radically improve their software quickly. I am specifically thinking about an actual team that gets hired as a group but into fulltime roles at a company as a unit. This seems to be a prequel to an acquisition of the company that hired them being the end goal. Then that entire team seems to repeat the process elsewhere . . .

Note that I am carefully NOT saying, oh the candidate knows javascript, but not vue.js, so they don't fit for us. I am also not saying "oh, if only candidates knew we wanted them to get vue.js certified and it would be more likely we would put them in our interview loop."

I don't think the problem of how candidates can better understand why they are or are not getting callbacks from employers maps very well to any stats-based measurement of job posting descriptions against applicant resumes/CV/LinkedIn profiles.

My only thoughts on the hiring process are really anecdotal, but I believe a few things to be true.

  1 - Most job descriptions are crap.
  2 - Most jobs for software engineers can be done by any
  reasonably trained and/or experienced candidate 
  who can pass a work-sample test.
  3 - Totally untrained and inexperienced candidates 
  seem to apply to lots of jobs.
  4 - Software engineer hiring should be ideally 
  based on work-sample tests.
  4a - I have a *very* hard time finding companies 
  that do #4.

I would gently suggest that it is a mistake to think in terms of unqualified vs highly-qualified candidates and ML for "callback probability". I don't want a good, but not FANG-level, candidate to NOT apply for our standard software engineer opening just because 74 people already did.

Why? We had 60+ candidates for a recent posting for a junior developer role with some experience - think 1-2 years or some good school projects. Somewhere around 45-50 of those applicants were easily HARD-FLAGGED don't interview at all after a quick cover-letter and resume review by a technical person using a rubric. That rubric was scoped only to weed out applicants with absolutely no meaningful experience.

While I also hate the laundry-list approach for job listings (Must Have: Expert Java and C#, Spring ORM and ActiveRecord skills with deep understanding of React internals), I think the best way to attack that is with a short, but focused cover letter. That should include a short paragraph or two about a candidate's hands-on experience and speculate how their experience might apply to the position. I guess what I am driving at is that this idea of ML assigning importance weights to "soft" vs "hard" requirements is, at best, just another low-value signal in job postings that are already full of low-value signal.

In the group between "don't qualify" and "can't afford", we have a hard time with candidates who are unable (or maybe lack the communication skills) to effectively talk about how their experience+potential are a good match for even a generic job opening.

We don't do any algorithmic/challenge screening during interviews.

A common interview fail for us is to have a candidate that can't generalize from or build on something from his/her resume. This usually comes out during "tell us about project X that you worked on" and comments from our side like "oh, that sounds like project Y here. But Y is different this way - what are your thoughts about how to handle ?"

My dev friends over the last 10+ years have included people who made a management/dev track career decision and anecdotally speaking, those who chose management have earned more and seemed to have more employment stability. In a couple of cases, I have friends in my personal network earning 3X a senior dev salary managing dev teams.

Personally, I decided to stick with the dev track and have been somewhat dismayed to find (after 10+years with one employer) that I am often pulled into decision/management-type situations but am consistently evaluated as a lower-level employee because "coder." It's even more annoying when I chat with my peer group who made the mgmt track choice and I find that the overlap between what I do and they do is actually very large.

In particular, we have found that these approaches seem to preserve very small cluster structure "better" than traditional approaches. Meaning, we have a small group of cells that we know belong to their own cluster group and the graph-based community approaches preserve these "small" groups outside of other clusters nicely.

But we have also noticed (and had some feedback) that we windup with final modularity scores that are very high - greater than or equal to 0.90 (on a scale of -1 to 1). Applied math folks in the graph algorithms world kind of seem to look at that and go "eh, that is so high you should probably just do PCA and move on . . . "

Especially given that you could (and people seem to) use UMAP as a precursor to louvain methods, I'll probably be looking into UMAP to see how it goes. But our current performance bottleneck is that the clustering (or community approach of graphs with the louvain method) is our computational bottleneck, so we'd like to whittle that runtime down as much as possible.

I think there is even a louvain clustering method (really a graph-based community extraction method) built into several UMAP libraries floating around . . .

Clustering in general and hierarchical clustering have been something I have spent some recent time trying to come up to speed on. Current state of the art seems to be using graph-based approaches of community detection (Louvain method) where graphs are built for a set of samples with N features by starting with a graph of K-nearest-neighbors and assigning some weight to the edges.

I have had several conversations this year with project manager- or dev team manager-types that lead me to believe that non-software companies are beginning a mass move into cloud services.

I hear AWS and Azure mentioned much more than Google Cloud Platform (GCP). Job search platforms seem to return job posting result counts that match that ( AWS >> Azure >>>> GCP ).

I have also been surprised to have hiring managers refer to Java/C# programmers as a pure commodity in non-software companies. In one case, a project manager for technical dev in a nationally (US) large insurance company said that they mostly just ask one of the large body shops for three resumes and pick one almost at random.

Based on the above and your financial services experience, I would stay in financial services to leverage your industry knowledge. I would try to shift into AWS (or Azure if you think financial services companies would prefer Microsoft to Amazon) and Kubernete/Docker and get deep experience in effectively using those techs. Try to avoid taking a lower paying job unless you have to?

I'm really torn about programming advice. I love coding and just writing software, but I think non-software companies see coders as low-value employees. Of course, that is a total over-generalization. I don't think having some magic number of years in Python is particularly game-changing.

I have discovered that in my region that tech managers are making salaries at least 25% more than programmers and often 50% more. Personally, I am having some second thoughts about spending the last few years as an individual contributor rather than making the jump to management. Also, the highest, most surprising salaries I have heard all belong to technical managers. In some cases, I have confirmed manager base salaries that approach 3X what developers are earning. Mind blown. However, I will also say that the few folks I know in this position were reasonably successful software engineers that moved into systems architecture and with some consulting background. So part of what made the salary happen was understanding how to make a value-proposition pitch to a specific industry need that was acceptable to hiring orgs. Meaning, patio11 is again right - charge more.

I think it might still dual boot into MacOS, but I don't think I have tested that for four years . . .

On the somewhat funny side, it's weird walking into an ER and being greeted by first name and a wave . . .

I know these costs from direct experience. I also know that insurance coverage for this cost varies widely as well.

My entire family had a nighttime (meaning the family members were in bed asleep) exposure to an untested bat. Following the U.S. Center for Disease Control and local health department guidelines, plus the advice of infectious disease MD specialists, we had to receive both the immune globulin and rabies vaccine. These costs were not covered expenses under my (otherwise pretty solid) medical insurance plan - we wound up having to pay approximately 30% of the total cost.

In the end, I felt fortunate that at least our insurance kicked in to cover 70% of the costs and that we were in a financial position that allowed us to pay the low five-figure out-of-pocket expense for our treatment without undue hardship.

I'm actually debating keeping our vaccinations up-to-date going forward - I think the booster vaccine, while still uncovered by my medical insurance plan, is relatively low cost and incidences of rabid animal encounters seems to be steadily rising in my home state.