"I had about 50 interviews last fall and was a strong junior, middle, and senior at different companies at the same time." EPAM Engineer Explains Why Grades Are Bullshit

«I went through about 50 interviews last fall and was simultaneously a strong junior, middle, and senior in different companies. And it’s not because I’m unique. It’s just that these grades are more about subjective perception and the evaluation process than about real competence,» the IT guy noted. Here are his arguments.

• The level depends on the company. In one company you are assessed as a strong junior, in another as a confident middle, and somewhere you are already a senior, because someone needs your skills. Technologies, approach to work, corporate culture — all this greatly affects how you are perceived.
• Interviews are a game of roulette. You don’t always get past the technical part, even if you really understand the material. Sometimes the day is not right or the questions don’t match your experience. After all, there may simply be no chemistry with the interviewer. And here one review says: «Weak middle», and another — «Totally senior».
• The assessment is subjective. Determining a grade is not mathematics with a clear formula. Even if the company has criteria, there is always a human factor: whether the team likes you, how you present yourself, how confidently you answer.
• Grade ≠ real value. There are juniors who are more driven by projects than seniors, and there are seniors who cannot adapt quickly to a new position. In reality, your skills, experience, and ability to bring value are more important than some kind of «label.»

«Conclusion: grades are more about formality in HR processes than about real skills. If you want to grow, look not at the title of the position, but at your capabilities, new challenges, and what you can bring to the business.»

Oleksiy also gave advice for those who are currently looking for a job: «If you are currently looking for a job, focus not on grades, but more on real skills and how you present them. Consider different roles, even if the title of the position does not quite suit you — the main thing is what tasks and opportunities are there. And most importantly — do not draw conclusions after several interviews, it is always a process where even rejections provide useful experience.»

«Juni and Midli lost to artificial intelligence. I see no arguments for hiring novice specialists.» Senior Software Engineer believes that AI can replace young IT professionals. Does the community agree with his arguments: a big debate

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«Juni and Midli lost to artificial intelligence. I see no arguments for hiring novice specialists.» Senior Software Engineer believes that AI can replace young IT professionals. Does the community agree with his arguments: a big debate

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