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Using Clouds for too long might have made you incompetent (loudwhisper.me)
submitted 1 year ago by to c/technology@lemmy.world
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My take on how a decade (or more) of using cloud services for everything has seemingly deskilled the workforce.

Just recently I found myself interviewing senior security engineers just to realize that in many cases they had absolutely no idea about how the stuff they supposedly worked with, actually worked.

This all made me wonder, is it possible that over-reliance on cloud services for everything has massively deskilled the engineering workforce? And if it is so, who is going to be the European clouds, so necessary for EU's digital sovereignty?

I did not copy-paste the post in here because of the different writing style, but I get no benefit whatsoever from website visits.

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[–] 4 points 1 year ago (2 children)

You were at screening level #1. When I applied for work in Manhattan in 1988 it was like that: 9/10 jobs you applied to weren't the actual employer, they were agents building a pool of candidates to be able to present to the actual employers at a moment's notice if the employer should ever actually call asking for candidates.

Today I bet it's rare to get hired without at least 3 screenings before you actually meet the people you might be working with.

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  • [–] 4 points 1 year ago (1 child)

    Maybe, but that doesn't quite track with what I experienced. It was for a fairly well known company that builds industrial tools and machines, and I interviewed at their HQ, so I don't think it was an agency building a pool.

    The screening part sounds right, but I think these guys were doing it in-house.

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  • [–] 3 points 1 year ago

    That tracks with expectations. Many larger companies don't use external recruiters at all, I'd guess the threshold is probably around 10,000 employees - more or less - above that they'll have it vertically integrated in-house.

    I've worked with a 100,000 employee company where HR will pre-screen candidates at job fair type interviews, just to file them away against potential future openings. They won't usually task actual staff with doing interviews for openings that aren't funded, though sometimes it feels like they are doing that - sending so many bad-fit candidates that it takes us 8-10 to find one that might possibly be a net-positive asset to the team.

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