I recently wrote a post about how some companies use attractive job titles to lure in candidates, even if the title doesn’t accurately reflect the job. At least by 2023, due to the hot labor market, companies have been lowering their expectations for industry-standard job titles. This trend is known as «title inflation» and it stems from the rapid growth of the global IT industry over the past 20 years, where companies have been using fancy job titles to attract people seeking career advancement.

My previous post focused on job titles for managers and how they correspond to industry standards. Now, I will share my thoughts on job titles for individual contributors (ICs).

Lots of companies (especially startups) attract candidates with impressive-sounding titles that don’t match the job they offer. For instance, they might advertise for a CTO or VP to lead a team of just 10–15 engineers. They might also want a manager who still spends half their time writing code. It’s limited to management positions. The same happens for individual contributors. For instance, hiring a software engineer with only three years of experience and calling them a senior engineer wouldn’t make sense. There are lots of other examples, too.

Today I want to share the super-set of books that helped me to learn the principles modern and successful software engineering companies relied on to grow and prosper.

I sincerely recommend the books for leaders who aim to build effective product teams, create outstanding software products and grow their own professional level in leadership and management.

Мои мысли на тему постоянно всплывающих со стороны соискателей мифов о том, как рекрутерам и менеджерам (hiring managers) стоит вести процесс найма.

Решил я вернуться к ведению своего блога и привести его в порядок. Подробнее об этом я написал на страничке Об этом блоге. Stay tuned.