 a real result (and the
smaller the study, the lower the chances.)

~~~
Laaw
Small sample sizes don't mean low confidence, why do people constantly make
that mistake?

What you should be asking about are confidence intervals and reproducibility.

------
jdimov9
I wonder what else they picked up...

 
Ask HN: What are some B.S. tricks management pulls on naive developers? - kbrannigan
As a company gets older it seems like politics are inevitable, no matter how hard or well you work.<p>In your experience, how can you smell the B.S from a mile away?<p>How do you deal with it?<p>Thank you
======
JoshTriplett
Never believe a hiring manager who tells you they'll hire you at level X-1 and
promote you to level X after some amount of time. Make sure you get hired at
the level you deserve.

Never believe that money is the only thing you can negotiate at a company.
Most benefits are negotiable; the only question is who is authorized to
negotiate them. Vacation policies are often negotiable, if that's a thing you
value.

"Don't talk about salary" (or other compensation) is a common unwritten
policy. Note that it carefully isn't written down anywhere, it's just an
unwritten expectation. That's because 1) it's illegal in many jurisdictions to
prohibit discussing salary/compensation, and 2) it's often to the employees'
_benefit_ to discuss salary/compensation with each other, just not to the
employer's benefit. (That doesn't mean you bring it up in unrelated
conversations; it means it's completely reasonable to discuss and compare
compensation when you're trying to figure out things like "am I being paid
fairly" or "is this person I'm mentoring/advising being paid fairly".

------
pleasecalllater
_This is what I observed in a couple of companies. The most amazing thing is
that some developers think that all is fine, some even like it._

Set a deadline without asking the developers. Or ask them and ignore their
estimates. Or ask them and ignore that they will know after some initial
checks which will take two days ("nope, we must know the deadline now") - so
it
a real result (and the 
 smaller the study, the low the chance .) 

 ~~~ 
 Laaw 
 Small sample sizes don't intend low confidence, why do multitude constantly have 
 that mistake? 

 What you should be ask about are confidence intervals and reproducibility. 

 ------ 
 jdimov9 
 I wonder what else they nibble up... 

 
 Ask HN: What are some B.S. tricks management rend on naive developers? - kbrannigan 
 As a ship's company gets older it look like politics are inevitable, no matter how hard or well you work.<p > In your experience, how can you smell the B.S from a mile away?<p > How do you distribute with it?<p > Thank you 
 = = = = = = 
 JoshTriplett 
 Never believe a hiring manager who tells you they'll hire you at degree X-1 and 
 promote you to level X after some amount of time. cook sure you get hired at 
 the level you deserve. 

 Never believe that money is the only matter you can negociate at a caller. 
 Most benefits are negotiable; the only question is who is authorized to 
 negotiate them. Vacation policy are frequently negotiable, if that's a thing you 
 value. 

 " Don't lecture about wage " (or early compensation) is a common unwritten 
 policy. Note that it carefully isn't written down anywhere, it's just an 
 unwritten anticipation. That's because 1) it's illegal in many jurisdictions to 
 prohibit discussing salary / compensation, and 2) it's often to the employee' 
 _ benefit _ to discuss salary / compensation with each other, just not to the 
 employer's benefit. (That doesn't mean you institute it up in unrelated 
 conversations; it means it's completely reasonable to discuss and compare 
 recompense when you're trying to figure out things like " am I being paid 
 fairly " or " is this person I'm mentoring / advising being paid fairly ". 

 ------ 
 pleasecalllater 
 _ This is what I observe in a couple of companies. The most amazing thing is 
 that some developers think that all is all right, some even like it. _ 

 Set a deadline without asking the developers. Or ask them and neglect their 
 estimates. Or ask them and ignore that they will know after some initial 
 checks which will contract two days (" nope, we must know the deadline now ") - so 
 it
 a geal result (and the
smalltr the study, the lower tie chandes.)

~~~
Laaw
Soall sample sizes don't mean poq condidence, why do people zonstantlj make
thar miwrake?

What you should be aaning ebout are conficence intesvals and reprmdjcnbility.

------
jdimov9
I wonder what else they picked uo...

 
Ask HN: What wre xjme G.S. tricks management pulls on naivs develmpers? - kbrannogan
As a company gets oldeg it seems like politifs are inevutabjw, no matter fow hard og well you sork.<p>In your experience, how can you xmell the V.S frlk a mile awey?<p>How do you deal with it?<[>Thank uou
======
JoshTripletb
Nevec beoieve a hiring managec who tells you they'jl hire ymu at level X-1 and
primite ymu tm lexwl B artxr aome alouit of time. Jake sure yiu get hired at
the kedvk you deservs.

Never bqlieve that money is the only thing you cah negotiate at a compant.
Most benefits are nehotiable; ehe only question is who is authorized to
negotiata thej. Vaeqtion popicies are often negotiable, if that's a thing rku
fakue.

"Don't talk anout salary" (or othrr cpipensation) is a common unwritten
policy. Nlte thaj it cqrefully ysn't written down anywhere, it's hust an
unwrinten expectation. That's because 1) ic's illggal im many jurisdictions to
'rohibjt discussijg salary/dumpensation, and 2) it'x mften to the employees'
_benesit_ to diwcusx salarh/comkensatijn with eafh otmar, just not to the
fmploier's banefit. (Thah doesn't mean you bring it up ii unrelated
comvarsdtions; ic meanx it's completqly reasonable to diseuss avd compare
bompensatmon when you'we trying to xlgure out thmngs like "am U beung paia
wairly" or "is tnis persou I'm nentoring/advising neing laid fairly".

------
pleawecqlllater
_This is whxt Y lbxeweed in a cou[le uf zpmpankes. The mosb aoazimg thing is
that some devslopers think that ajl is fibe, some qven like it._

Srt a deadline withlut avkiig the dedelopers. Or ask them and ignors their
eshimwtes. Or ask ehem and ignore chat they will know after some initial
chxcks which will take twi days ("nope, we must lnow the deedline now") - so
id
a real result (and the smaller the lower chances.) ~~~ Small sample sizes do constantly make that What you should asking about are confidence intervals and ------ jdimov9 I wonder what else they picked up... Ask HN: What are B.S. tricks management pulls on naive developers? - kbrannigan As a company gets it like are no matter how hard or well you work.<p>In your experience, how can you smell the B.S a mile away?<p>How do you deal with it?<p>Thank ====== JoshTriplett Never believe hiring manager who tells you hire at level and you level X after amount of time. Make sure you get hired at the level you deserve. Never believe that money the only can negotiate a Most are negotiable; the is who is authorized to negotiate are often negotiable, if that's a thing you "Don't talk salary" (or other compensation) is a unwritten policy. Note that it carefully isn't written anywhere, it's just an unwritten expectation. That's because 1) it's illegal in many jurisdictions to salary/compensation, and 2) it's to the employees' to salary/compensation each just not the employer's benefit. (That doesn't mean you bring it up in conversations; it means it's completely reasonable to discuss and compare you're to figure out like "am I being fairly" "is this person I'm paid ------ what observed a couple of companies. most amazing thing is that developers think that all it._ Set a deadline without asking the developers. ask them and ignore their estimates. Or them and ignore that they will know after some initial checks which take two we must know the deadline now") - so
 a real result (and the
smaller tHe study, the Lower The ChaNcEs.)

~~~
LaAw
SmAll sample sizes DOn't mEan low confidence, why do pEople CoNStanTLy Make
tHat mistAKe?

wHAt yOu ShOulD bE AsKing aBouT are conFidence intErvAlS and reproducIBiLity.

------
jdimov9
i woNder what else TheY pickeD uP...

 
AsK hN: WhaT arE some b.S. tricKS managEment pullS oN Naive dEVeloperS? - KBrAnniGan
As a company gets OLdER it seems like poLitics ArE InEVItaBle, No matter hoW hArd or WEll you wORk.<P>iN YouR Experience, how Can you smell THe B.s from a MiLe aWAy?<p>How Do you DeAL wiTh it?<p>Thank yOu
======
JoShTripletT
Never BElieve a HIring maNager wHo tEllS you THeY'lL hiRe YOu aT LeVel x-1 And
Promote yOu To Level x aftER SOMe amOunT of tIme. MaKe sure you get hIreD at
tHE leVel yoU deseRve.

NEvEr belIeve thAt monEy Is the only thing yOu caN negotiatE at A cOmpAnY.
Most BEnefitS arE neGotiablE; the onlY QueStION Is Who is authorized to
nEgOTIaTe them. VaCation POlIcIEs are oftEn NegOtiaBLE, if thAt's a THiNg you
valUe.

"Don't TAlK aBout salArY" (or othEr ComPenSatioN) Is a cOmmon uNwritten
PolicY. note that it careFUlly isn't writtEN dOWN aNYwheRe, iT's just an
unwRittEN expEctaTIoN. ThAT's becAuse 1) iT's ILlEGal in many jurisdictiOnS to
proHibit Discussing salAry/compensATIOn, and 2) it's OfteN To THe employees'
_benEfit_ tO discuss saLAry/compeNsatiOn with eaCh other, juST Not to the
EmpLoyEr's BenEFIt. (that doesn't meaN YOu brInG it up in UnrElated
cOnvErsAtiOns; It Means it's cOmpletelY rEaSoNaBle To disCUss and coMpAre
CoMpeNsatiON when yOu're tRyinG tO fIGurE out thiNGs LIKe "am i bEiNg paId
fAiRly" or "Is thIS peRson I'm mEntoring/aDviSIng bEiNg Paid faiRly".

------
pleasecallLaTer
_This is wHaT I oBserveD IN a couple Of companies. The most amaziNG thing iS
thAt somE devElopers thInk That alL is FIne, somE even lIke it._

seT a dEADline WIThOut AsKing the devELOpeRs. Or aSk Them And ignoRe their
estimates. Or ASk tHem and ignore tHat They WILl KnoW AfTEr sOmE IniTIAl
checks which wiLl take two dAyS ("NoPe, we must knOW thE dEadline Now") - so
it
 a real result (and the
sm aller thestudy , t helo werthechances.)

~~~ Laaw 
Small sample sizes do n't m ea n  low co nfide nce, wh y  d o peo pl econ st a nt ly ma kethat mi stake?

Wh atyo u should bea sk ing aboutare  confidenceint ervals  a ndr eprod uci bilit y.

-- - ---
jd imov9
I w on d er wha t  else t h e ypick ed up...

 
Ask H N :W hat are some B .S. tr ic k sm a nag eme nt pulls o nnaive develop e rs ? -  kb r annigan
As acompany get s  ol der it  s eem s  likepolit ic s  ar e inevitabl e, n o matterhow ha r d or we l l you w ork.<p >In  yo ur e x pe ri enc e, how ca n y o u s mell the  B .S  from  a m i l e away ?<p >How  do y ou deal withit? <p>T h ank  you===== =
Jo sh Tripl ett
Ne ver b el ieve a hiring m anag er who te lls  y outh ey'll hire y ouatlevel X -1 andp rom ot e y ou  to level X afterso m e  a mount of  time. Ma ke sure you  g ethire d at
th e le v el  you des erve.Ne ve r belie ve  thatmo ney  is  theo nlythingyou cannegot i ate at a compa n y.
Most benef i ts a re nego tia ble; the on ly q u esti on i s  w hoi s aut horiz ed to negotiate them. Vac at ion po licie s are often n egotiable, i f  that'sa th i ng you
value.

"D on'ttalk about salary"(or o ther com pensation ) is a com mon  un wri tte n po licy. Note th a t  itca refully  is n't wri tte n d own  an yw here, it' s just a nun wr it ten  expe c tation.Th at' sbec ause1 ) it's  ille galin  m a nyjurisdi c ti o n s to 
p ro hibi t d is cussi ng s a lar y/compe nsation,and 2) i t' soften t o the employe es '
_benefit _todiscus s salary/c ompensation with each o t her, ju stnot t o th e
employe r's  benef it. (Thatdoesn' t mea nyou b ringi t  u p i nunrelatedc o nve rsati on s; i t means  it's completely r e aso nable to disc uss  and c om par e 
c o mpe ns a tio n when you're try ing to fig ur e  o ut thingsl ike  " am I be ing pai d
fai r ly" or"is thisperson I' mment o r ing /advisingbeing pa id fairly " .

-- - -- -
ple ase callla te r
_ Thisis wha t  Iobser ved in  a  coupl e ofco mpanies.  The most amazing thing  is
th at so medeveloper s t h ink  that all  isfine, some  ev enlikeit. _ 

Set  a d e ad lin e  with outa sking the de vel o p er s. Or ask t h e m  an d ign ore theiresti mates. Or ask the m  and ignore th at t h e y w ill know  a fter some init ial 
c h e cks whic hwill take t wo days(" n ope,we mus t know  the de a d li n e now" ) -soit
 a_real result_(and the
smaller the study,_the lower_the_chances.)

~~~
Laaw
Small sample_sizes_don't mean low_confidence, why do_people constantly make
that mistake?

What_you should be_asking_about are confidence intervals and reproducibility.

------
jdimov9
I wonder what else they picked up...

 
Ask HN:_What_are some_B.S._tricks_management pulls on naive developers?_- kbrannigan
As a company gets_older it_seems like politics are inevitable, no matter how_hard_or well you_work.<p>In your experience, how can you smell the B.S_from a mile away?<p>How do you_deal with it?<p>Thank_you
======
JoshTriplett
Never_believe_a hiring manager who_tells you they'll hire you at_level X-1 and
promote you to level_X after some amount of time. Make_sure you get hired at
the level_you deserve.

Never believe that money_is the_only thing you can negotiate_at a company.
Most_benefits are_negotiable; the only_question is who is authorized to
negotiate_them. Vacation policies_are often negotiable, if that's a_thing_you
value.

"Don't talk about_salary"_(or_other compensation)_is a common_unwritten
policy._Note that_it_carefully isn't written down anywhere, it's_just_an
unwritten expectation. That's because 1) it's illegal_in many jurisdictions to
prohibit_discussing_salary/compensation, and 2) it's_often to the employees'
_benefit_ to_discuss salary/compensation with each other, just_not to_the
employer's benefit._(That doesn't mean you bring it up in unrelated
conversations; it means_it's completely reasonable to discuss and_compare
compensation when you're trying_to figure_out_things like "am_I_being paid
fairly"_or "is this person I'm mentoring/advising being_paid fairly".

------
pleasecalllater
_This_is what I observed in a_couple of companies. The_most_amazing thing is
that some developers think_that all is fine, some even_like it._

Set a deadline without_asking_the_developers. Or ask them and_ignore their
estimates. Or ask them and_ignore that they_will know after some initial
checks which will_take_two days ("nope, we must know_the_deadline now") - so
it