r/DevelEire

• I was laid off from big tech a few years back and moved to pharma
• When I did work in big tech there was loads of recruiters.. must have been hundreds in Google, Amazon etc.
• Some recruiters even had assistants working with them to schedule candidates for interviewers etc.

Question: Presumably a lot of recruiters were/are impacted with layoffs but what are the rest doing all day? Their seems to be very little roles open and noone is switching jobs. Presumably there are still a lot of recruiters in these companies (judging anecdotally from Linkedin there seems to be.)

I'm not a luddite I should say straight away, after all I work in tech, and I would like to think of myself as someone quite open to new technologies, new ways of doing things, etc. I've been programming since I was 11 I think, and working in the industry since about 2013 (so not too long, but not a short stretch either).

The company I am in has been the same company since 2013, but it is no longer "the same company". When I joined fresh out of college I thought I knew everything about programming, after all I got a pretty decent GPA. But within my first week working with real world, enterprise codebases I realised I hadn't a fucking clue. The codebase was 20 years old, mainly C/C++ with Java modules accounting for about 40% of the codebase, with the engineering hope that we could begin transitioning over more to Java. I remember getting my first task which was to look at a core dump and release a patch. I remember hearing those words and thinking "I'm a Java developer, and I did a C++ module, if they ask me to write a linked list I can do that, but this...?"

So of course I asked my assigned buddy (a junior developer who was a graduate the previous year) and he showed me the ropes, on how to read a core dump, how to attach a debugger and create a patch, test and release.

This trend continued during my first year, learning these things we weren't necessarily taught in college but necessary for working in the industry. I remember the day I first learned to attach a debugger from my IDE to a remotely deployed version of the codebase and stepping through the code, directly in my IDE, and seeing the live values, seeing where the issues might be, instead of relying on log outputs.

When I was there over a year a new cohort of grads joined and I was able to repay my dues and pass on what I learned to my assigned grad. It was fulfilling and enjoyable, being able to help them out, almost like an apprenticeship. Then the cycle would continue and those grads would be the next in line to teach. Eventually the juniors became the seniors, and the seniors moved either to upper management or retired, but fresh blood was always replenishing the old, and the skills and knowledge were retained.

I look around now and I don't see any of that in where I work. Seniors are moving on, the guys who know where the skeletons are hidden aren't able to pass on their knowledge because there's no questions coming. No one is nagging them for information, or sitting beside them to learn, because there is no need. What I see is newer folk receiving tickets, popping the ask into our designated AI of choice and asking it to break down the ask, and then pointing the AI agent to the relevant repo and asking it to perform the work.

There is no understanding of the tickets, no finding out where the pain points are, no reading up on the old codebase "lore" to see where the dragons might be. If I asked a junior now to attach a debugger to a running process they would look at me like I had 2 heads.

I know I sound like a curmudgeon, or anti-AI, I'm not! I think it's a great tool. But I'm afraid for the newer generation not getting the same attention they deserve in growing their own skills.

Has anyone else experienced or felt this?

https://openai.com/index/model-disproves-discrete-geometry-conjecture/

As someone who came from mathematics instead of comp sci, this is very impressive

I often look at eTenders and a lot of the time I'm just baffled by how they create these tenders. This one caught my eye today from TG4 so I read through it. The estimated budget they have is €50,000.

Can someone explain to me how these really work? Have they someone already lined up? Do companies quote low and then add extras later? Or maybe my idea of pricing is way off.

Here are the details of what they require plus full support and mantenance:

• New TG4 Player apps across:
  • iOS
  • Android
  • Apple TV
  • Android TV
  • Samsung TV
  • LG TV
  • Sony TV
  • Amazon Fire TV
• User account systems including:
  • Continue watching
  • Watch history
  • Bookmarks
  • Playlists
  • Personalisation
• Streaming/video infrastructure integration
• Integration with:
  • Brightcove
  • Cloudinary
  • EBU Peach
• AI features including:
  • AI recommendations
  • AI subtitles
  • AI translations
  • AI-generated promotional imagery
  • Accessibility AI features
• Rich metadata system:
  • Cast
  • Crew
  • Awards
  • Dialects
  • Language proficiency
  • Related content
  • Advanced categorisation
• Accessibility compliance
• Smart TV remote navigation UX
• Cross-device syncing
• Documentation requirements:
  • Full source code handover
  • Technical documentation
  • Deployment documentation
  • Architecture documentation
• Publishing and maintaining the apps
• Ongoing support and maintenance

This honestly reads less like “build us an app” and more like “build us a multi-platform streaming ecosystem similar to RTÉ Player / BBC iPlayer / Netflix-lite”.

Maybe I'm completely out of touch, but if an Irish company were genuinely building this properly with:

• TV app support
• streaming expertise
• backend systems
• QA/testing
• accessibility
• DevOps
• maintenance

…I would have thought this was comfortably into the several hundred thousand euro range minimum, if not €1m+ depending on scope and timelines.

Especially the Smart TV side alone. Samsung Tizen and LG webOS development/testing is not trivial.

Genuinely curious how these projects actually work behind the scenes because the €50k figure completely threw me.

link: https://www.etenders.gov.ie/epps/cft/prepareViewCfTWS.do?resourceId=8191959

It’s been surprising to me seeing how people can be working on a new tool for months only for it to replaced by something else before it’s even finished or to get deployed to fanfare and never be used again.

I have seen multiple companies post this kind of jobs notably DataAnnotation but I have seen a few recruiting agencies which also post up ads like this but they have no proper website or other job posting. They pay via PayPal so I am assuming they are not aware of the local employment laws or immigration laws at all.

I am kinda desperate so thinking of applying but I don't know why something doesn't feel right here.

https://reddit.com/link/1ti2uuf/video/u8rxqnm9962h1/player

i have a few offers, and accenture the dock is one of them. its different from the consulting side so there’s no review i can find online. is the wlb different or same as the consulting side? also, how’s your experience in general if you have any experience?

Former recruiter here who’s moved off to a new role and wanted to share sometime I see on here that often gets the wrong answer.

I’ve spent 8 years hiring in house and lik everyone noticed a massive drop off in people with good experience getting interviews.

It’s easy to blame “ATAS scores” (which don’t exists or “AI” which has very limited uses and is absolutely shit, but the real answer is something else.

Up until 2023 I had a simple task, fill the roles that were open, make sure Hirinh managers were happy and do it within a specific timeframe (usually 30-60 days role depending). It was great I had years of it and hired some great people.

Since 2023 I’ve been in 3 company, and all of them had a big shift to not only fill the roles but now there was a ton of KPIs around “activity”.

I’ve had incidents of roles being filled but managed unhappy about “lack of reach out” which is why you likely get ghosted after a inmail. So to recap they were unhappy I filled the role without sending needless messages.

But the main one is now in each company they introduced “passthrough targets” on each round, so now 75% of people I spoke to on the phone had to move to the hiring managers and 60% had to pass the first screen with the manager.

In one company the bonus and variable pay was based on this.

So ultimately now it’s not longer worth while to screen people who don’t seem like they meet 100%, coming from the same industry and are not showing any red flags they might reject are the only people worth dealing with.

It’s shit because pre 2023 a lot of my hires came from non standard backgrounds, did not meet 100% of the criteria but after a call they just really impressed.

In 2026 that’s not worth it any more, and taking a risk , or too many risks and the score dropping can land you on a PIP.

On top of that hiring manager expectations are through the roof and any hint of someone not being perfect results in a big push back on them, and ultimately it feels like nobody in the company wants to be seen as responsible for making the “wrong hire”.

I get this probably isn’t any solace to job seekers, but I often see AI and ATAS scores mentioned as a reason for not getting interviews and wanted to let people know it’s much more boring than that.

TL/DR - no such thing as ATAs scores and AI doesn’t reject. Most companies are rejecting good talent now because they have stupid targets on “astrology rates” for recruiters rather than just letting them fill the roles like before.

AMA on interviews, internships, graduate jobs, etc.

Hello hello,

I was helping someone out earlier with their internship search and thought the advice might apply to the wider audience.

I’m graduating this year, was pretty successful in my job hunt - got 4 offers, took the one paying ~90k TC. I had two internships as well during my undergrad - one summer, one placement.

Apologies if this sounds pretentious or whatever, I’m just trying to show that I have the experience getting a job in this market.

I’ve been working as an SWE for 10 years, and an engineering manager for the past year, and honestly feeling a bit lost in my career here.

For about 2 years prior to moving into management, I was hustling at my current company (a large fintech) to move from senior to staff. My promotion was denied twice (still got great performance reviews, financial incentives to stay, etc). I was close to leaving, but upper management told me I only had to tick one additional box to secure my promo. Then my manager left. My director asked me if I would consider a move to management, which I accepted with the caveat that they promote me to a level that is equivalent to Staff. So for the past year, I’ve been working as a manager and if I were to move back to IC, I would be at a Staff level now.

Issue is, I’m feeling demotivated and I’m unsure if I hate the job, the company, or the industry, and unsure what to do next. Currently, I have 8 direct reports, and the amount of technical details I’m tracking across projects is exhausting. Additionally, I live in Ireland and work PST hours a lot, and I’m pretty tired of not being able to get off work until 7-8PM, which is typical ~3-4 nights a week. I tend to work >8 hour days, due to loads of meetings and then also needing time to actually get some stuff done. When I tell my boss the evening meetings are not sustainable, he’s offered me the solution of leaving at 5 and coming back at 10/11PM and taking meetings even later, which honestly to me sounds worse. 

Additionally, I find management really lonely, and I miss coffee breaks and just generally office friendship, which I feel I don’t currently have. I have an in-office presence, but typically my day is too full-up of pressure-filled deadlines to leave room for camaraderie (and I also don’t know where to get that as a manager, since everyone I work with reports to me, and the other managers I work with are all PST). 

The company has amazing benefits and salary, and I’m a bit scared to leave it in the current job market, and with AI booming. However I also feel way too burnt out to interview. I recently did a full loop with $AICompany and found it exhausting.

I also miss the flow state of focus work, and I think actually doing some day-to-day would be good for me, but feel exhausted at the thought of adding more to my daily job.

I’ve got a bit of money saved up and I’m considering a career break. But I’m worried that my coding skills have rotted, while my management skills are in their infancy. I’m concerned if I leave now, I’m leaving at a weird time in my resume. Has anyone been in a similar position, feeling totally run ragged, and how did you deal with it?

Building a SaaS product and need someone to put together Terms of Service, Privacy Policy and a Data Processing Agreement. Also need to incorporate a limited company.

Looking for a tech-savvy solicitor who won't charge an arm & a leg - no revenue yet, but some pitches coming up. Remote fine. Anyone had a good experience?

PS. Would really appreciate a ballpark on how much is going to cost? To give some idea of my modest scale... If first pitch works out would be in 10-20k per annum ballpark

This summer I will be returning to an irish software company for the 2nd year in a row. For some context I just finished my 2nd year of university. Last year the pay was 30k annual pro rata, working out to roughly 125 euro a day. Now that I will be returning with prior experience and knowledge of existing tech stack and what its like to work in the industry, should I be expecting a higher compensation and if so what is a realistic range?

Is anybody here is the slight bit surprised by this?
I work in an SME, not the Public Sector, but given how crap our design and requirements are I'd be surprised if any project I've worked on in the past 20 years has been under or on "budget".
This year alone I had the classic "we'll hire some contractors to speed up dev" from the PM.