For the past few years I’ve been strugling to find a perfect structure of the technical interview. In this article I share thoughts and advice that helped me find the sweet spot of the technical interview
If our company reaches a point where the product is too big to keep in mind how it works, more teams need to be introduced. This usually results in incorrect knowledge distribution. According to Conway’s law the system will eventually adapt to the new organization structure. But until this is achieved, people can become frustrated and leave. We can act proactively by identifying gaps and reducing them. A tool that can help us with that task is the team knowledge matrix
The organization may thrive until the smartest guy leaves. If that’s the case, and just one person out was enough to move the company into panic mode it means the bus factor is alarmingly low. In this article I present ways to improve it.