New Topic Area: Finance & Investing

I’ve decided to add a new topic area to my blog – Finance and Investing. I’ve made PLENTY of financial mistakes over the years, and I’m happy to say I’ve learned quite a bit from them.

One of my goals for most of my adult life is to be able to be financially independent so that I could retire early. I am proud to say I’m close to achieving that goal. I’m only 43 and I could retire in the next 2 or 3 years if I wanted to. I’m not sure I will ever want to stop working entirely because I enjoy it too much – but having the option is very nice.

Anyway, I hope to share some of the financial lessons, tips and tricks I’ve learned over the years here so that others may benefit.

Mentoring on Springboard

Earlier this year, I started working with Springboard as a Software Engineering Mentor. Springboard, for those who don’t know is an online learning platform that offers courses in a number of areas such as: UI Design, Data Science and of course Software Engineering.

I was drawn to Springboard because I liked their overall approach to teaching students, and the fact that they partner with students to help them find work when they complete the program.

Springboard Software Engineering Prep Course

Springboard offers 2 Software Engineering course options.

The first course is called the Software Engineering Career Track Prep program. The Prep program is designed to be a short 4-6 week introduction to software development. It covers basic concepts and uses JavaScript and Web development examples to help students dip their toes into writing software. For those folks who are interested in software and have never tried it this is a great way to find out if it is for you.

The Prep program starts very simple and builds on each lesson so that at the conclusion, you can create web pages and implement some basic dynamic functionality in JavaScript. At the conclusion there is a test that helps measure your progress and aptitude.

I have mentored a few dozen students through the Prep program. Almost all of the students I’ve worked with have enjoyed the course and found it really rewarding. There have been a few who learned that software is not something they understand and/or enjoy – and that is OK too. Writing software is not for everyone. It is much better to find out software is not the career for you after a small time and financial investment vs spending thousands of dollars or years of time only to realize you hate it.

Springboard Full Software Engineering Career Track

The second offering Springboard has for Software Engineering is the full Software Engineering Career Track. This is a much longer course meant to be completed over about 10 months.

Like the Prep program the full course starts out simple but quickly builds upon each lesson. After the first few weeks each student will be designing complete fully working web applications. Around the end of the first month, students will have built out a substantial web application that works well and mirrors a popular web site’s functionality.

Most students who complete the Prep program want to move on to the full Career Track and I encourage them to do so. Springboard has some flexible programs to make the course affordable and they really do care that you succeed. That is what drew me to work with them – the genuine desire and structure to ensure every student is successful.

Springboard is not just another code boot camp that’s a money grab operation. They are the real deal – they actually care about your success and they are offering a great program to teach you how to develop quality software.

Learn More about Springboard

Are you are interested in writing software as a career? If so it is well worth the time and financial investment to try a Springboard course.

Check out their programs at

If you are interested in becoming a mentor at Springboardclick here to learn more about their programs and how it works.

Refocusing and Rebuilding

I’ve had a blog site online for quite a while. I think it’s been something like 10 years now. I never spent a lot of time writing here, and really only used it to showcase some of my mobile app projects.

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Well, that’s going to be changing. Starting today, I will be focusing this blog on sharing some of the things I’ve learned over decades of developing software.

One key benefit to sharing my past work is that I can start to have a nice demo portfolio online for folks to see. One of the challenges of interviewing today is that everyone wants to see your code online. Some short sighted interviewers don’t realize that there is a LOT of software written that doesn’t end up being used by the general public. Or software that was online at one point and has since been removed. The vast majority of the software I’ve ever written is internal corporate software. Or, it’s the guts of a system that powers a public facing system. So, there’s nothing to “show”, really.

For example, one such system I wrote years ago at Southwest Gas was a system integration between their Interactive Voice Response (IVR) call system and their backend mainframes and databases. My code was used to connect callers to their accounts so they could get their payment, balance and other information via the phone. This system handled ~2 million requests per month flawlessly. So, yeah its a cool system, but unless you’re a natural gas customer in the US southwest, you’d never be able to see or use it.

Anyway, more to come in the future. I am going to do my best to make this a useful blog for developers and folks curious about software in general. Stay tuned!

Technical Interviewing is Hard

We have been doing a lot of technical interviewing lately trying to find new candidates for open positions. It has been challenging to say the least to find quality people. Even if we find quality people, they have often failed at a 2nd stage interview.

I came across this article in my daily reading today:

If you have to hire technical talent – take a few minutes to read the above, its worth the time. It speaks to the problems with technical interviewing today. It is spot on and addresses the problem of the interview itself. It is only a tiny window into the capabilities of the candidate. You need to talk to and interact with the candidate multiple times before you can really assess their skills.

In my interviews, I always want to make sure at least one other person interviews them separately. Ideally at least 3 separate interviews with different interviewers across at least 2 days. That way you can really get a sense for their skill and personality.

What about Coding Tests?

Experience shows me they are a waste of time. I’ve used them to hire. They did not predict whether a candidate could code at all.

I’ve done them for job interviews and failed them. Ha. Yeah, really. I’ve been coding for 36 years and have built every type of system under the sun. But, there have been cases where I’ve failed tests because the tests suck.

Yeah I said it coding tests SUCK.

Testing someone over an hour or two is meaningless. Testing their knowledge and usage of some obscure algorithm or some weird JavaScript library is not useful. If anything it can give you a false positive. Someone who can implement bubble sort really well is not necessarily even remotely a good developer.

Based on the stats I’ve seen most people are taking the tests are failing. So really, all you’re weeding out a ton of good candidates over some arbitrary test.

I don’t put a lot of stock in the automated coding tests that are becoming all the rage. Why?

  • They are often so contrived to be not relatable to the real world. Who cares if someone can recite and recreate quick sort in Go?
  • They can and are cheated, all the time. So if you get some one who aces the test – can you really trust the results?
  • The results aren’t trusted when someone DOES score well. Example: I’ve interviewed three times with a company. (Long story, but I did work with them and was offered a job 2 of the 3 times.). This company use the CCAT test – a standardized timed online test with 50 questions. I scored 47, 45 and 50/50 in my tests. All of these are very high like 98th percentile or higher results. Yet the company said they only do the test because process – no one cares about the results because they think people cheat the test. Yikes.
  • Automated tests almost always work with niche libraries within a technology, testing esoteric library knowledge and not coding knowledge.
  • Finally, online coding tests that aren’t simple, contrived examples, often expect you to build a complex application solution in an hour – and then you get judged on whatever piece you completed. Hiring managers should be interested in code quality, not raw coding speed.

So what is better? White boarding, discussion, and explanation. Ask your candidate to talk and walk through something they built. Ask for details. Then ask for more details. If they built it, and they truly understand it they will be able to describe it in detail, including how it was built, why decisions were made, and what problems they solved. White boarding and discussion can be far more informative of a person’s history and knowledge.

Candidates that can do that – are the ones you want to hire.

Web Development Services

Are you looking for development help on your next web app or web site?  Need an API built yesterday?  Lets connect and see how I can help you.

I have been developing for the web for more than 20 years.  I was developing in JavaScript WAY before it was cool.  I built applets in Java back when that was a thing.  More recently I’ve been using more modern frameworks like React, Angular, Ruby on Rails, etc.  I would love the opportunity to help build your next web project.

Contact me and lets see how I can help. If you have a larger project that needs a development team – I have associates I can assemble to develop your new web site or web application.