agoldis

Thanks for sharing your concerns, Jessica, we tried to be fully transparent and share our findings with the interested audience. I have added a disclaimer that explicitly mentions the owners of the packages to avoid confusion.

- The article clearly states what entities are affected - Currents, Sorry Cypress and Deploy Sentinel; it doesn't claim those are random package authors.

- Not all the listed packages are written by the dude or written and _THEN_ forked, we provided a detailed breakdown of each package origin. For example, @deploysentinel/cypress-debugger is a completely standalone, innovative software released more than a year before Cypress Test Replay and cypress-debugger

- The article lists all the blocked packages we were able to discover. We published the full list to be totally transparent. Obviously, we create and work on cypress-related packages - e.g. a vscode extension for cypress. There was also a rename from Cypress Dashboard to Cypress Cloud. NPM lists ~1.6K packages with "cypress-" prefix. Another example: we ran a survey on a community Slack channel with ~500 members to pick a name for cypress-debugger - the options were: cypress-debugger, cypress-debug, cypress-tracer; cypress-debugger won.

An interesting experiment would be to rename those packages. Do you believe they will be unblocked?

Very nice, congrats on the launch!

A free plugin to record everything that’s happening during Cypress test runs - browser logs, network events, DOM changes and replaying in a web player. It’s like Playwright Traces but for Cypress - convenient for debugging failed CI runs.

Neat work and congrats on the launch!

Speaking of Cypress Dashboard drop-in replacement: https://currents.dev is a must-be-mentioned tool!

As well as the open source and free https://sorry-cypress.dev

Sorry for the shameless plug :) We have also been working for a while on time travelling. Hoping to share some results soon - your work is very inspiring.

Great to see such a variety of tools that make CI testing less painful!

tl;dr

To build a $10k/mo software startup:

- Revenue: get 150 customers paying at least $66/mo RECURRING - Market: choose a BIG market, build a product that people need and is naturally recurring - Customer acquisition: ads > content. It's more reliable

It's much more affordable than cypress dashboard

I have been doing open-source cypress tests dashboard (sorry-cypress) for more than 2 years. It's been used by big names, saving $$$ for those companies.

Now I have launched https://currents.dev, which is based on (MIT-licensed) sorry-cypress, which resembles (paid) Cypress Dashboard, that monetizes (MIT-licensed) cypress tests runner.

I have been doing open-source cypress tests dashboard (sorry-cypress) for more than 2 years.

Now I have launched https://currents.dev, which is based on (MIT-licensed) sorry-cypress, which resembles (paid) Cypress Dashboard, that monetizes (MIT-licensed cypress tests runner.

How would Google engineers with all the crazy interviews and RSUs explain 500 error and country switch hack

Arguing with my boss

Go to GitHub and start contributing to open source projects that use the same stack.

It's your choice to interview for 4-5 positions, moreover, you will have those interviews whatsoever, so it can't be an argument :) Most chances you are applying for a high paying job and do that once in 2-3 years on average, aren't you ready to invest a week of intense effort for that? If not, you could choose to apply to a FAANG and spend 2-3 weeks studying craking the code interview-style books. How much time do you think is reasonable to invest for candidate and a company to make a decision? As a company I don't see a point in giving home excercise after an offer, but why are you asking? I will spend 12 hoirs if I consider a company better than one that offerer.

"Take home" challenges are excellent - they give an opportunity to create a common platform for discussion that every party feels comfortable with.

As for time investment, it's worth to dedicate 4-6 hours of your life to make sure the next few years of your employment are good for both parties.

It is not whiteboard that is a problem, but pressure of being evaluated by a random dude. It's like dancing naked. Whiteboard is a complimentary tool that should be used for visualization and demonstration, that's it!

Also, it takes years of experience and a great emotional intelligence in order to be able to conclude anything not obvious about a person after 1 - 1.5 hours of f2f communication. Let's face it - most of us are not there.

The best way is to simulate a real-case dynamics of whatever the job requires, for as long as possible, and give both parties chance to behave in a natural way.

No matter who was right, no company should allow such kind of escalation to happen.

Okay, did some search:

- When two hydrogen nuclei combine, they produce an enormous amount of energy. That process is known as nuclear fusion.

- Light nuclei have to be heated to extremely high temperature, it is challenging to create a controlled, safe fusion reactor that offers more energy than it consumes. Once we have such we’d have a near-limitless source of clean energy.

- Nuclear fusion does produce radioactive waste. However, in contrast to fission produced wastes, they are short lived and decay to background levels in a very short time.

- Tokamaks try to do just that.

Please explain what does it mean and why is it good? :) Thank you.

Reading your comment I see a fundamental problem: you treat people... as A or as B, but not as a reasonable person, a peer and a colleague.

> Then you seemed to expect to be treated as a senior.

no, no.... treated like a human and a professional :)

very exact description! thank you!

I mentioned "10 years of experience in the industry", is it fair?

Thank you for your comment and advises. My target wasn't to disgrace Amazon and tell people how terrible it is. I wanted to share my experience, possible help others to get better idea about what to expect.

I do not neglect the qualities and agree that "Trust, relationships, competency - those are real things.", but I like them pure, non-situational and not manipulative. And that was not the case.

Thanks for investing your time and writing this comment - it all makes sense! Keep in mind, that it was just a part of my overall experience at Amazon, and the experience is my personal :)

I read your comment and I'd say you are completely right.

The hiring event is sponsored by Amazon's divisions, it's a massive recruitment - like, we need 30 new developers - go end get em. There was no single person from the actual team I was working for at the interviews.

After I passed the interviews, I was told that they still don't know about the specific job because organizing the paperwork for relocation would take few months, until then many things can change.

As soon as papers arrived I insisted to talk to my future manager (I verified after I started that I was the only person who did that - other people were just assigned a position within a team). It was too late thought - I was already committed to move.

I do take responsibility setting wrong expectations, and as you pointed out (and the article states) it is my experience and observations of what happened.

Thanks for your comment! Yeah, I completely agree with you regarding the cultural gap. Although my team had only 2 locals, all the rest were from Turkey, Argentina, China, East Europe etc.... I managed to find a job quite quickly, and now am happily employed at a small company that doesn't have any of the problems mentioned. Let's get connected at https://www.linkedin.com/in/agoldis/

haha :) fun analogy, may be you are the one who'd be writing - seems like you have an expertise at leaving FAANG.

To be serious, I wanted to be fair with my writing and not to bring toooo much drama. And I didn't expect such exposure.

One of the best comments so far. Thank for taking your time and writing it! Good luck at Amazon!

< Also, his attitudes sends a clear ”I’m a junior” message, so SDE1 might have been right call.

Please explain. I don't mind to be called "junior" or whatever title you stick on me, but what is "junior attitude"?

Thanks for your comment! And disclaimer. Probably that's the best process that the company at such scale could adopt, but please let me dislike it.

Probably it's better than other processes, but still, it has few problems, and I tried to point them out: 1. It doesn't solve "nepotism" problem - especially at the higher levels 2. It puts employee's focus on promotion and the document, but not the actual job