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Comment Are you managing the people or the project? (Score 1) 112

If you are a Project Manager, sure Agile, Kanban, Scrum, lots of good ways to make sure that people can say they are going to do something, say they did it, and show it to somebody else.

If you are a Development Manager, your first questions should be: Do I know what I expect out of my people? Do my people know what I expect out of them. Do I know how to look at their work and tell if it is any good?

I have managed people across geography and timezones on matrixed work. We did it with weekly 1 on 1 meetings over videoconference, Devs would tell me what they have been doing, show me code in screen sharing, and talk about expected results of that code.

If you are a Dev Manager, think like a developer and stay close to the technology, make sure your staff knows you expect to see results. Have meaningful, helpful things to say about their work.

If you are a Dev manager and you can't look at their work and tell if it is any good, get a job as a Project Manager.

Comment Re:Pete and Repeat (Score 2) 278

There is absolutely a way to get all the keywords you want onto a resume for the Perl engine and also be honest to a human reader

You could have a section at the end of the resume labeled "keywords" and then put categories in for you proficiency level: guru keywords, master keywords, apprentice keywords and newbie keywords. or any other such arrangement.

I have spent years as a hiring manager and I would be quite impressed if such completeness and honesty showed on a resume.

Comment Re:Neatness counts (Score 1) 116

i will go you one further and say that the more open style of braces would have shown the bug quite clearly
if ((err = SSLHashSHA1.update( &hashCtx, &signedParams)) != 0)
{
   goto fail;
   goto fail;
   if ((err = SSLHashSHA1.final( &hashCtx, &hashOut)) != 0)
   {
      goto fail;
   }
}
// if you always put a brace on the line after the evaluation of an if, and tab in, the nesting will be obvious.

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