Events that tiangolo(Sebastián Ramírez) who is creator of FastAPI went through, and My Opinion

This post is based on Tweet of tiangolo

 

While I do a programming with surfing a twitter, I saw some tweets of tiangolo, who is creater of FastAPI, that he went through it When he created the framework, 1.5 years ago. It was a funny contents about a job description. It was funny that it has been only for 1.5 years that the framework has been developed but the job required 4+ years of experience. Even the creater couldn't apply to the job.

 

After 2.5 years, when the FastAPI is launched about exactly 4 years, he updated this tweet again, and it gives me many impressions and thinkings. For me, I'm a just junior developer who just met a FastAPI just 1 year ago, It's very impressive for a who want to join a developer. Frankly, I thought "years of experience = skill level", and it is really general thoughts to me. After saw this post, however, I want to ask some question that "Years of Experience is really absolute scale for developer?", and other job.

 

We need to think about this question, "is the years of experience same as skill level?" Well, for HR Team, Year of Expereienc can be a very powerful tools and scales to estimate developer. But, is this still valid to these days? tiangolo throw a question to this by "For many modern jobs, years of experience is not a good estimator for skill level"

 

I also agree to his answer to these questions, that "how to choose applicants", we need to think a actual test or actual skills to figure out their REAL POWER. University Diplomes, it's also not a good choice, are valid for some Jobs, but is it still effective to check a applicants' skill or ability? And he argue that companies need to check "Ability to Learn", and I absolutely agree to this. But, it's maybe hard to estimate, because it's not a number, it's a potential. But, I think this part is really considerd to HR Team. 

 

And he also recommend to applicant and people who loves job. "Apply Anyway", I truly agree to this, because if nothing is showed, then how to check own's potential? Also applicants should need to show their potential by stuff. It can be blog posting, meetups and conference talks. We, applicants, need to be more bold and need to be more detail to own's skill and ability. 

 

In my opinion, this tweet penetrates all the companies and the applicants. Don't be a number, but we need to be ourself potential.

 

Thank you for reading.