diff --git a/.markdownlint.json b/.markdownlint.json
index bf81f2c..9dc43b5 100644
--- a/.markdownlint.json
+++ b/.markdownlint.json
@@ -4,5 +4,6 @@
"MD028": false,
"MD012": false,
"MD040": false,
- "MD024": false
+ "MD024": false,
+ "MD018": false
}
\ No newline at end of file
diff --git a/docs/_posts/2024-05-05-ai-learning-resources.md b/docs/_posts/2024-05-05-ai-learning-resources.md
index 589750d..4d9912e 100644
--- a/docs/_posts/2024-05-05-ai-learning-resources.md
+++ b/docs/_posts/2024-05-05-ai-learning-resources.md
@@ -5,7 +5,7 @@ toc: true
toc_sticky: true
toc_label: "On This Page"
toc_icon: "robot"
-last_modified_at: 2024-06-03T02:28:16
+last_modified_at: 2024-08-07T21:02:56
header:
teaser: /assets/images/aieducation.jpg
categories:
@@ -26,7 +26,7 @@ tags:
This page is an ongoing list of learning resources for AI, ranging from stuff to get you started to stuff for diving deep. My goal is for this to be a targeted collection, quality over quantity. I started it for myself—a software engineer looking for ways to use AI in my workflows—and figured others might find it useful. **None of these are affiliate links.**
-While being undeniably [so hot right now](https://knowyourmeme.com/memes/x-is-so-hot-right-now), AI education [isn't exactly a novel field](https://ai100.stanford.edu/). However, the overwhelming demand for content in the space is certainly new. This list is my attempt at [separating the wheat from the shaft chaff 😏](https://www.merriam-webster.com/dictionary/separate%20the%20wheat%20from%20the%20chaff).
+While being undeniably [so hot right now](https://knowyourmeme.com/memes/x-is-so-hot-right-now), AI education [isn't exactly a novel field](https://ai100.stanford.edu/). However, the overwhelming demand for content in the space is certainly new. This list is my attempt at [separating the wheat from the chaff](https://www.merriam-webster.com/dictionary/separate%20the%20wheat%20from%20the%20chaff).
**Nerd Note:** If you read the title of this article and went "What do you mean whatever Yoda was? Yoda was no mere Jedi Master, he was a Grand Master!", you're a nerd, and I love you. Yes, Yoda was a Jedi Grand Master, but it could be said he reached a level of power, influence, and status that went far beyond a title he [shared](https://starwars.fandom.com/wiki/Grand_Master#:~:text=The%20title%20was%20shared%20by%20Jedi%20Masters%20Xo%20Lahru%2C%20Pra%2DTre%20Veter%2C%20and%20Yoda%20during%20the%20High%20Republic%20Era) with several counterparts. Yoda's [Jedi lineage is insane](https://www.reddit.com/r/StarWarsCantina/comments/16wj3w1/master_yodas_jedi_lineage_is_an_insane_thing/). He is a master of masters many generations over. The Star Wars equivalent of [Abraham](https://en.wikipedia.org/wiki/Abraham). I believe he should have his own category, Chief Grand Master or something, especially considering his ability to remain prudent despite his infamous [ketamine addiction](https://knowyourmeme.com/memes/yodas-ketamine-addiction).
{: .notice--warning}
diff --git a/docs/_posts/2024-08-07-miscellaneous-tech-career-advice.md b/docs/_posts/2024-08-07-miscellaneous-tech-career-advice.md
new file mode 100644
index 0000000..4860158
--- /dev/null
+++ b/docs/_posts/2024-08-07-miscellaneous-tech-career-advice.md
@@ -0,0 +1,522 @@
+---
+title: "Miscellaneous Advice For People Interested In Tech Careers"
+excerpt: "An assorted collection of one man's advice related to careers in technology."
+last_modified_at: 2024-08-07T21:02:56
+toc: true
+toc_sticky: true
+read_time: false
+toc_label: "On This Page"
+header:
+ teaser: /assets/images/techcareers.png
+categories:
+ - blog
+tags:
+ - tech
+---
+
+
+
+
+
+
+
+
ChatGPT Microsoft Copilot, none of whom are actually on the team in question).
+2. Apply to all of them because you don't really care what team at Microsoft you join, you just want in. Microsoft has no application limit. With this strategy, you might be concerned that you're spamming the company, that you'll look desperate (no shame in that), or too forward. However, you'll be maximizing your chances of getting in since you'll be putting up your candidacy to many teams, each with a different recruiter, hiring manager, and possibly tech stack, rather than just a few.
+3. Step back from the careers site and lean into networking through LinkedIn, conferences, career fairs, hackathons, etc. Instead of applying as an outsider, apply with a referral, or connection to a recruiter or hiring manager who'll keep an eye out for your application. This is a proven strategy, at Microsoft and beyond.
+
+Many people go with #1, which is fine, but can lead to frustration as you're only getting a look from a handful of teams at a company with thousands of them. You _really_ need to self-evaluate if you're going with #1. If you have a good deal of experience—in specific programming languages, clouds, frameworks, and tools—then #1 is likely the right choice for you. You're a specialist, a subject matter expert, a consummate professional with [_a particular set of skills_](https://knowyourmeme.com/memes/i-will-find-you-and-i-will-kill-you#:~:text=But%20what%20I%20do%20have%20are%20a%20very%20particular%20set%20of%20skills%2C%20skills%20I%20have%20acquired%20over%20a%20very%20long%20career.) that you know select teams at Microsoft certainly need, rather than someone with general skills, but with no specific focus (as is the case with most early career job seekers). Take some time to self-reflect and go with #1 if it fits your career profile.
+
+#2 raises valid concerns about appearing desperate, but as someone with public knowledge (nothing secret here) of how recruiting at Microsoft works, I can assure you that these concerns are, if not invalid, greatly exaggerated and, in most cases, not worth worrying about. Microsoft knows they're hot, that people want to work there, that they're a cool employer. The same is true of Google, Apple, Amazon, Meta, and any other tech company you've heard of. You need not worry about maintaining an appearance of "interested, but not desperate." You're dealing with trillion-dollar for-profit corporations with thousands of employees. Shoot your shot.
+
+#3 is a classic strategy proven to work across corporations worldwide, your network is your net worth. If you don't feel comfortable with #2, devote yourself to #3. Lean into becoming a master networker. Go to career fairs, conferences, hackathons, tech meet-ups, and the like. Get that LinkedIn premium, and start sliding in some DM's. Note that this strategy may be impacted by your geographic location. You can't go to career events if there are none in your area, but you can do whatever you want (within reason) on LinkedIn so long as you have an internet connection.
+
+Now, let's dive a bit more into #2. With Microsoft—because of their decentralized recruiting—your application typically gets routed to a single recruiter or hiring manager handling recruiting for that team. You're not applying to Microsoft as a whole as much as you're applying to a specific team (or organization) within Microsoft. If you apply to a few postings, you'll be considered by a few teams. If you apply to a bunch of postings, you'll be considered by a bunch of teams, many of whom won't even know they're all giving you a look (speaking from experience). Recruiters at Microsoft are usually contractors, which means they rotate in and out of the company and don't have unfettered access to internal HR data. They'll often, after finding a promising candidate, reach out and ask "Are you already engaged with any other teams at Microsoft?". Now, consider why a Microsoft recruiter, who works at the company you're looking to join, would have to ask you—who is outside the company—if you're already interviewing with **their** company.
+
+Well, I'll tell you why, it's because they don't know! While Microsoft recruiters can see the postings you've applied to—so they'll know if you applied to a few or 100s—they can't see if recruiters for postings they don't own have reached out to you. This is a function of Microsoft recruiters mostly being contractors (in contrast to Google or Meta, where recruiters are usually full-time employees). Because of this, if you want to get into Microsoft, you're best served by applying to several postings with your target job title, rather than just the few that seem like 'good' fits for you (again, based on your unscientific reading of a job posting written by someone who likely isn't actually on the team in question).
+
+Microsoft recruiting operates similarly to a professional sports league, like the NFL. The NFL is one organization, but within it are many teams all competing for talent. The NFL encourages this competition, as it hardly matters to them what team someone joins, so long as they're NFL caliber (with some exceptions, such as putting popular prospects in big market cities). The NFL trusts that, because of the internal competition between teams, the standard for being NFL caliber will remain high, and ever-growing, as teams ferociously search for talent, which might include signing it away from a different team (free agency). Furthermore, there's internal mobility, so if someone signs with a team and turns out to be a bad fit, they can sign with a different team, but they remain within the NFL as a whole. In much the same way, Microsoft has many teams and organizations, all competing for talent, all with their own contract recruiter trying to help them find it. This recruiter probably needs to meet a quota of candidates they sourced who pass the interview and receive an offer to ensure their contract is renewed. And so, recruiters at Microsoft are competing with other recruiters at Microsoft for talent for their respective teams. This highly competitive sports-like environment has its pros and cons, but I'm not here to discuss that. For someone looking to get into Microsoft, understanding how they recruit is incredibly valuable.
+
+In summary, postings on Microsoft's career site are for different teams. If you want to get hired and don't have a preference for a specific team, consider applying to multiple postings with your target job title instead of just a few. Now, I'm sure a Microsoft representative or recruiter reading this might say "No no, only apply to positions that for products or teams you feel very passionate about". I'd suggest that person, who already enjoys the numerous benefits of working at Microsoft, consider the perspective of those on the outside. To outsiders, Microsoft appears as a dauntingly massive organization with hundreds of products, a lot of confusing job titles, many teams, and thousands of employees. They seek only a single opportunity somewhere within it all. For most people, their goal is to work at Microsoft, not on the "XYZ" team at Microsoft (Xbox being a notable exception, people do specifically target that organization a lot). If that's you, then I'd encourage you to apply to any posting with your target job title. Roll up your sleeves and shoot your shot!
+
+Check out the page below for interview tips directly from Microsoft.
+
+> [Interviewing at Microsoft](https://careers.microsoft.com/v2/global/en/hiring-tips/interview-tips.html)
+{: .notice--warning}
+
+### Google
+
+Google is in many ways the opposite of Microsoft when it comes to recruiting. They are **very** centralized. You're applying to Google as a company, as a brand, not just 1 team within Google. To that end, they limit the number of applications you can submit within a certain time frame. When you interview at Google, they're evaluating if you're good enough for Google on the whole. It's not until after you've passed the Google hiring bar that you're matched with a team. This process is called team matching, and it's fraught with its own challenges, but we're not here to discuss that. The main takeaway is that Google is very intentional about recruiting people for _Google_ overall, rather than just teams within it. By doing things this way, they intend to maintain their famously high hiring bar, by which they're able to boast that their employees are the best of the best.
+
+Because of their centralized approach to hiring, your recruiter at Google does matter quite a bit. Google recruiters are usually employees, rather than contractors. You won't get several Google recruiters all reaching out to ask if you've already engaged with the company, they'll know. In fact, they keep tabs on candidates who made it past their first few rounds but didn't get a final offer, or who got the offer and turned it down. They're known to reach back out from time to time to see if they can get you another shot. To get an interview at Google, you first need to get the interest of a recruiter, and unlike Microsoft, you can only engage with 1 at a time. This means that networking and referrals are more effective ways into Google than they prove to be at other companies.
+
+So, if you're interested in Google, head over to their [careers site](https://www.google.com/about/careers/applications/) and apply to 1-2 positions with your target job title. I say 1-2 because you don't want to hit their application limit, which was 3 the [last time I checked](https://www.google.com/search?q=google+application+limit&rlz=1C1ONGR_enUS937US937&oq=google+application+limit&gs_lcrp=EgZjaHJvbWUyBggAEEUYOTIGCAEQRRhAMgYIAhBFGEAyBggDEEUYQNIBBzMxOGowajmoAgCwAgE). The reason you don't want to hit the limit is because doing so bars you from applying for a certain period, usually 30 days. If you happen to hit things off with a Google recruiter who wants you to apply to a specific position, but you've already reached the application limit, well.
+
+
+ 
+
+
+After you've submitted your applications, your next best strategy is to network aggressively with Google recruiters on LinkedIn. They tend to be some of the best in tech and—if they take a liking to you—will become your guide towards becoming a Googler. In addition to LinkedIn, go to conferences, networking events, meet-ups, hackathons, and the like where you know Google representatives will be present. Google hires a lot, they're just very intentional about it. Spamming their careers site is literally not even possible, so you've got to put some extra effort into joining their company.
+
+Here's general advice from Google on interviewing with them.
+
+> [Interviewing at Google](https://www.google.com/about/careers/applications/interview-tips/)
+{: .notice--warning}
+
+### Apple
+
+Apple, like Google, has centralized recruiting, but like Microsoft, their recruiters are usually contractors rather than employees. Also similar to Microsoft, Apple has no limit on their careers site for the number of postings you can apply to, but unlike Microsoft, spamming applications at them isn't a particularly effective strategy (although you're welcome to try it, shooters shoot). So, as is characteristic of Apple, they're unique.
+
+If you apply to a bunch of positions at Apple, they'll end up going to different recruiters, each of which will likely check if you're engaged with any other teams. I'm not sure if they're unable to see that information internally, or if they ask just to be certain, but in my experience, they always ask. Apple's exclusivity lies in its profound concern for both cultural fit and alignment of skills with its unique approach to building products. While this is less stringent for interns and new graduates due to their limited experience, Apple places greater emphasis on this alignment for more seasoned candidates. They want to see experience with the languages they code in (Objective-C, Swift), the IDE they build in (Xcode), knowledge of their very specific [design systems](https://developer.apple.com/design/), a bias for their line of consumer products (you prefer Macs, iPhones, AirPods, etc.), and things of that nature. Cultural fit is paramount to Apple, a company whose brand is among the most valuable worldwide. They are committed to preserving the integrity of their brand, especially in their hiring practices. Unlike many companies, Apple didn't overhire during the COVID-19 pandemic. They're highly selective, seeking individuals who align with their ambitious vision to join them at their iconic Silicon Valley campus, famously known as [the spaceship](https://en.wikipedia.org/wiki/Apple_Park) (or at any of their other offices, they want you in person).
+
+With that being said, the process for getting into Apple involves a combination of applying to positions that interest you and networking with Apple recruiters. Emphasis on the plural. Unlike Google, which prefers one recruiter per candidate, Apple is fine with candidates interviewing for different teams and therefore working with several recruiters. You’re not looking for one Apple recruiter to usher you in; you’re looking to get as many as possible interested in you. So, in addition to applying to postings, leverage LinkedIn, attend conferences, meetups, hackathons, and network as much as you can.'
+
+Here's general advice from Apple on interviewing with them.
+
+> [Interviewing at Apple](https://www.apple.com/careers/us/interview_tips.html)
+{: .notice--warning}
+
+### Meta
+
+Meta (formerly Facebook) has centralized recruiting and recruiters who are usually employees, so they're organized about finding talent and don't require any special strategies for getting in. They do hire quite a bit, as Meta's charter continues to grow and grow, but there's no "trick" to catching their attention. Since recruiters are employees, they're extra important as they'll typically be around Meta for a while. They keep tabs on promising candidates who made it through some rounds but didn't pass the final, or who passed the final round but turned down the offer. So, Meta recruiting is most similar to Google, where you want to apply to positions on the careers site, but also spend time networking with their recruiters on LinkedIn and at tech-related events.
+
+One thing Meta has that most big tech companies don't is a rotational program for talent that's "good, but not quite good enough" to pass their hiring bar. If you interview at Meta and seem promising, but not quite there yet, they might hire you into their rotational software engineering or product management programs. In these programs, you're essentially a "contract-to-hire" employee. You have a set period (usually six months) where you work at Meta and rotate between several teams. During that time, you're expected to learn, grow, and hopefully prove that you're good enough to become a full-time employee. Many people have successfully made their way into Meta through these programs, so it's great that they offer this opportunity. You can read more about them below.
+
+* [Meta Rotational Engineering Program](https://www.metacareers.com/careerprograms/pathways/re)
+* [Meta Rotational Product Manager Program](https://www.metacareers.com/careerprograms/pathways/rpm)
+* [Meta Discover Production Engineering Program](https://www.metacareers.com/careerprograms/pathways/dpe)
+
+Here's general advice from Meta on interviewing with them.
+
+> [Interviewing at Meta](https://www.metacareers.com/swe-prep-onsite/)
+{: .notice--warning}
+
+### Amazon
+
+Amazon, like Microsoft, employs the professional sports league style of decentralized recruiting. Thousands of teams, thousands of postings, an army of contract recruiters, and competition both internally and externally for talent. As a result, if you want in, you're best served applying to all postings on their [careers site](https://www.amazon.jobs/en/) that have your target job title. Your applications are mostly going to different recruiters for different teams. You're not applying to Amazon on the whole as much as you're applying to a specific team within Amazon. The more teams you submit to, the greater your chances of one of them being interested in you.
+
+If you think Amazon is just an online retailer, think again. That's not even their biggest money maker, [Amazon Web Services (AWS)](https://en.wikipedia.org/wiki/Amazon_Web_Services), the world's leading cloud provider, is. They have plenty for people to do and hire a lot as a result. Now, that comes with some drawbacks, such as their infamous "[hire-to-fire](https://www.reddit.com/r/ExperiencedDevs/comments/nredj1/amazons_controversial_hire_to_fire_practice/)" policy driven by [Jack Welch-style](https://en.wikipedia.org/wiki/Jack_Welch) [stack ranking](https://en.wikipedia.org/wiki/Vitality_curve), but we're not here to discuss that. If you get a job at Amazon and end up getting fired, or [PIP'd](https://www.reddit.com/r/csMajors/comments/kh9ztt/can_someone_explain_this_pip_deal_with_amazon_i/), well at least you have Amazon on your resume, which carries prestige that'll help your job search.
+
+Some quirks of interviewing with Amazon is their fixation on your embrace of their [leadership principles](https://www.amazon.jobs/content/en/our-workplace/leadership-principles), alongside their [bar raiser round](https://www.aboutamazon.com/news/workplace/amazon-bar-raiser). The leadership principles are exactly as they sound, a series of guidelines from Amazon that govern how they expect their employees to operate and do business. They ask about them in their interviews and expect candidates to have at least heard of them. The bar raiser round is interesting. Amazon interviews typically have 5 rounds, one of which is called the "bar raiser". In this round, someone comes in to ask you a question they know is harder than what's appropriate for the level of the position you're interviewing for. If you get it right, it's a strong "hire this person" signal. If you get it wrong, it's not a deal breaker, but it solidifies that you're either at or below the level of the position in question. It's a chance to impress that, even if failed, shouldn't stop you from getting the job.
+
+To read more about interviewing at Amazon, check out the link below.
+
+> [Interviewing at Amazon](https://www.amazon.jobs/content/en/how-we-hire/interviewing-at-amazon)
+{: .notice--warning}
+
+### Other Companies
+
+Other tech or tech-adjacent companies worth mentioning are [Netflix](https://jobs.netflix.com/), [NVIDIA](https://www.nvidia.com/en-us/about-nvidia/careers/), [AMD](https://careers.amd.com/careers-home/jobs), [LinkedIn](https://careers.linkedin.com/), [GitHub](https://www.github.careers/careers-home), [OpenAI](https://openai.com/careers/), [Anthropic](https://www.anthropic.com/careers), [Groq](https://wow.groq.com/careers/), [Perplexity](https://www.perplexity.ai/hub/careers), [Qualcomm](https://www.qualcomm.com/company/careers), [Uber](https://www.uber.com/us/en/careers/), [Square](https://squareup.com/us/en/careers), [Spotify](https://www.spotifyjobs.com/), [PayPal](https://www.paypal.com/us/webapps/mpp/jobs), [Visa](https://usa.visa.com/careers.html), [DoorDash](https://careers.doordash.com/), [Stripe](https://stripe.com/jobs), [Plaid](https://plaid.com/careers/), [SoFi](https://www.sofi.com/careers/), [Snowflake](https://www.snowflake.com/careers/), [Lyft](https://www.lyft.com/careers), [Snap](https://www.snap.com/en-US/jobs), [Cloudflare](https://www.cloudflare.com/careers/), [Atlassian](https://www.atlassian.com/company/careers), [Salesforce](https://www.salesforce.com/company/careers/), [ByteDance (TikTok)](https://careers.tiktok.com/), [Oracle](https://www.oracle.com/careers/), [IBM](https://www.ibm.com/us-en/employment/), [Intel](https://jobs.intel.com/), [Adobe](https://adobe.wd5.myworkdayjobs.com/en-US/external_experienced), [Cisco](https://jobs.cisco.com/), [Intuit](https://careers.intuit.com/), [HP](https://jobs.hp.com/), [Mastercard](https://careers.mastercard.com/us/en/), [Sony](https://www.sonyjobs.com/), [Nintendo](https://careers.nintendo.com/), [SAP](https://www.sap.com/about/careers.html), [Samsung](https://www.samsung.com/us/careers/), [Accenture](https://www.accenture.com/us-en/careers), [PwC](https://www.pwc.com/gx/en/careers.html), [Yahoo](https://www.yahooinc.com/careers/), [Bayer](https://www.bayer.com/en/us/careers), [Deloitte](https://www2.deloitte.com/us/en/careers/careers.html), [EY](https://www.ey.com/en_us/careers), [Booz Allen Hamilton](https://careers.boozallen.com/), [McKinsey](https://www.mckinsey.com/careers), [KPMG](https://home.kpmg/xx/en/home/careers.html), [Boeing](https://jobs.boeing.com/), [HBO](https://www.warnermediacareers.com/), [Paramount](https://www.paramount.com/careers), [Disney](https://jobs.disneycareers.com/), [eBay](https://careers.ebayinc.com/), [Centene](https://jobs.centene.com/us/en), [JPMorgan Chase](https://careers.jpmorgan.com/us/en/home), [Bank of America](https://careers.bankofamerica.com/en-us), [Ally](https://www.ally.com/about/careers/), [Truist](https://www.truist.com/careers), [Wells Fargo](https://www.wellsfargo.com/about/careers/), [Capital One](https://www.capitalonecareers.com/), [PNC](https://www.pnc.com/en/about-pnc/careers.html), [TD](https://jobs.td.com/en-CA/), [Airbnb](https://careers.airbnb.com/), [Walmart](https://careers.walmart.com/), [Target](https://corporate.target.com/careers), [John Deere](https://about.deere.com/en-us/careers), [NASCAR](https://careers.nascar.com/), [Lending Tree](https://www.lendingtree.com/careers/), [MetLife](https://jobs.metlife.com/), [Lowe's](https://talent.lowes.com/us/en), [Home Depot](https://careers.homedepot.com/), [AvidXchange](https://www.avidxchange.com/careers/), [Ford](https://corporate.ford.com/careers.html), [Worldwide Technology](https://www.wwt.com/careers), [GM](https://search-careers.gm.com/), [Charter Spectrum](https://jobs.spectrum.com/), [Citigroup](https://jobs.citi.com/), [UPS](https://www.jobs-ups.com/), [FedEx](https://careers.fedex.com/fedex/), [Lockheed Martin](https://www.lockheedmartinjobs.com/), [GE](https://jobs.gecareers.com/global/en), [Raytheon](https://careers.rtx.com/global/en), [Goldman Sachs](https://www.goldmansachs.com/careers/), [Honeywell](https://careers.honeywell.com/us/en), [Morgan Stanley](https://www.morganstanley.com/careers/career-opportunities-search), [Slalolm](https://www.slalom.com/us/en/careers), [Slalom Build](https://www.slalombuild.com/careers), [T-Mobile](https://careers.t-mobile.com/), [AT&T](https://www.att.jobs/), [CVS Health](https://jobs.cvshealth.com/), [UnitedHealth Group](https://careers.unitedhealthgroup.com/), [McKesson](https://www.mckesson.com/Careers/), [Siemens](https://new.siemens.com/global/en/company/jobs.html), [Cigna](https://jobs.cigna.com/), [Cardinal Health](https://jobs.cardinalhealth.com/), [Dell](https://jobs.dell.com/), [Procter & Gamble](https://www.pgcareers.com/), [Johnson & Johnson](https://jobs.jnj.com/), [Optum](https://www.optum.com/en/careers.html), [AbbVie](https://careers.abbvie.com/), [Red Ventures](https://www.redventures.com/careers/overview), [Duke Energy](https://www.duke-energy.com/our-company/careers), [Pinterest](https://www.pinterestcareers.com/), [Slack](https://slack.com/careers), [Zillow](https://www.zillow.com/careers/), [Dropbox](https://www.dropbox.com/jobs), [Reddit](https://www.redditinc.com/careers), [VMware](https://careers.vmware.com/), [HubSpot](https://www.hubspot.com/jobs), [Twilio](https://www.twilio.com/company/jobs), [Shopify](https://www.shopify.com/careers), [ServiceNow](https://www.servicenow.com/careers.html), [Zendesk](https://www.zendesk.com/jobs/), [Palantir](https://www.palantir.com/careers/), [Workday](https://www.workday.com/en-us/company/careers.html), [Coinbase](https://www.coinbase.com/careers), [Robinhood](https://robinhood.com/us/en/careers), [Instacart](https://careers.instacart.com/), [Zoom](https://careers.zoom.us/), [Snowflake](https://www.snowflake.com/careers/), [Databricks](https://databricks.com/company/careers), [Asana](https://asana.com/jobs), [DigitalOcean](https://www.digitalocean.com/careers/), [Elastic](https://www.elastic.co/careers), [GrubHub](https://careers.grubhub.com/), [Squarespace](https://www.squarespace.com/about/careers), [Roku](https://www.roku.com/jobs), [Epic Games](https://www.epicgames.com/site/en-US/careers), [Unity](https://careers.unity.com/), [Slack](https://slack.com/careers), [Samsung](https://www.samsung.com/us/careers/), [Edward Jones](https://careers.edwardjones.com/), [Fidelity](https://jobs.fidelity.com/), [Allstate](https://www.allstatecorporation.com/careers.aspx), [Vanguard](https://www.vanguardjobs.com/), [Capgemini](https://www.capgemini.com/us-en/careers/), and [Humana](https://careers.humana.com/).
+
+I don't know anything about getting into those companies beyond what you'd find in a simple Google search. I've listed them (and hyperlinked their names to their careers site) only to encourage you to do some research and apply away!
+
+## Frequently Asked Questions
+
+Here are some questions I hear a lot from students or job seekers looking to make their way into tech.
+
+---
+
+**Do I need a degree to break into tech?**
+
+No, but you do need some sort of training that you can showcase. This could be certificate programs, coding boot camps, skilling programs offered by companies or governments, or anything along those lines. It doesn't have to be a college degree; it just needs to be evidence that you've invested time in learning the skills of the trade. For example, it could be a major project you worked on that turned into an app or website with your name on it. In tech, people just want to see proof that you know what you're doing. The most traditional evidence of this is a college degree, but there are other options.
+
+Here are some alternative paths to consider:
+
+1. **Certificate Programs:** Many universities and online platforms offer certificate programs in various tech fields. These programs are typically shorter and more focused than a full degree.
+2. **Coding Boot Camps:** These intensive programs are designed to teach you the skills you need to land a tech job quickly. They're highly practical and project-based, helping you build a portfolio of work to show potential employers.
+3. **Online Courses:** Websites like Coursera, Udacity, Khan Academy, and edX offer a wide range of courses in programming, data science, and other tech disciplines. Some of these courses come with certificates upon completion.
+4. **Open Source Contributions:** Contributing to open source projects on platforms like GitHub can demonstrate your coding skills and your ability to work on real-world projects.
+5. **Personal Projects:** Building your own apps, websites, or other tech projects can be a great way to showcase your skills. Make sure to document and share your work on platforms like GitHub or a personal portfolio site.
+
+Now, to be frank, it's harder to get into tech without a degree. Not impossible, just harder. You're going to have to [get it out the mud](https://www.urbandictionary.com/define.php?term=Get+it+out+the+mud). Hustle. Leverage free online learning resources. Join a reputable but affordable coding boot camp or training program. Get an associate's degree at your local community college with little to no debt. Hunt far and wide for technical training and scholarship programs that train people without putting them in debt (check if your state has any). Join the military or national guard (be very careful here, like very, very, careful). Look for startups or small companies that'll take a chance on someone with passion but no degree. If college isn't an option, you're going to have to get savvy. You can do it, it won't be easy, but you've got this!
+
+That being said, if you can go to college **without putting yourself in debt** I highly suggest that you do. It provides not only education but also valuable networking opportunities and a structured learning environment that can be beneficial.
+
+---
+
+**Do I need a computer science degree to break into tech?**
+
+No, you don't, but if you can pursue one (or any degree) **without putting yourself in massive debt** then you should. Let's use a sports analogy. Consider someone who out of college gets a full-ride scholarship to play basketball at Duke University under legendary coach [Mike Krzyzewski](https://en.wikipedia.org/wiki/Mike_Krzyzewski) (Coach K). They have talent but need to refine it to reach their true potential. At Duke, their going to have access to world-class facilities, healthy food, academic tutors, talented teammates, and athletic trainers providing a structured environment that develops them. Furthermore, they'll have the wisdom and mentoring of Coach K—who has coached some of the best basketball players in human history including LeBron James, Kobe Bryant, and Kevin Durant (Team USA)—at their disposal. They get all this free of charge since they're on scholarship. While they could grow as a basketball player by looking up drills and techniques online and training themselves, they're going to have a much easier time growing in the regimented environment that Duke and Coach K provide.
+
+If you go to college on a scholarship, that's what you're getting. A structured environment with peers and mentors and all sorts of resources to help you grow as a technologist. Could you achieve the same growth without college? Absolutely! It'll require a good amount of self-discipline, but it can and has been done by many people worldwide. What you need to evaluate is **the cost of going to college**. Everything I said about Duke and Coach K, the hypothetical student in question was getting all that for free on scholarship. If there was no scholarship, then forget all that, it's not worth putting yourself in debt over. See the question above about breaking into tech with no degree if college isn't a viable option for you.
+
+---
+
+**Does a computer science degree prepare me for a job in tech?**
+
+The short answer is yes, but not in the way you might think. Getting your degree is like working with an athletic trainer who helps you grow into a strong, fast, and agile athlete. That's great. Now let's throw you on the basketball court and see how you do. Oh wait, they never taught you how to play basketball, so, you suck! However, since you're a good athlete—possessing the key skills of strength, speed, and agility—you've got the foundation of what could evolve into a good basketball player. You now need to focus specifically on basketball, rather than the general skills of an athlete.
+
+When you graduate with a computer science degree (assuming you did no internships), you're like a general-purpose athlete. You're strong, fast, and agile, (data structures, algorithms, programming languages) but you're not good at any sports (actual software development). You now need to get good at a specific sport, which is when you become valuable to teams out there. Now, even though you're not good at any sports, since you're a good athlete, some teams should be willing to sign and train you on the skills you don't have. Since you've already got a good foundation, it shouldn't take long for you to get up to speed on some a domain. This is how things shake out in a good economy where tech companies are still hiring new grads. If the economy is bad, or the market is flooded with talent because of mass layoffs, this analogy falls apart.
+
+So yes, a computer science degree is valuable, just not in the way you might think. If you're in college or headed there, try extremely hard to get internships—every single summer, not just after your Junior year—so that you pick up specific skills in software development (frameworks, DevOps, and clouds like [AWS](https://en.wikipedia.org/wiki/Amazon_Web_Services), [Azure](https://en.wikipedia.org/wiki/Microsoft_Azure), [GCP](https://en.wikipedia.org/wiki/Google_Cloud_Platform), [OCI](https://en.wikipedia.org/wiki/Oracle_Cloud)) rather than the general skills you're getting in school. If you want to know what real software developers are working with, read the latest [Stack Overflow Developer Survey](https://www.google.com/search?q=Stack+Overflow+Developer+Survey) in depth.
+
+Don't only apply to internships at big cool companies. An internship is temporary, you just need experience on your resume. Apply everywhere, the big cool companies and the ones you've never heard of, don't discriminate. Remove your location filter, many companies offer room and board for interns. Apply everywhere. If you send 300 applications and think that's a lot, it's not, keep going. When do you stop? When you've got an offer in hand, and not a moment sooner. When do you start? When you show up on campus in the Fall. Start searching then, and keep searching weekly, daily even. Make applying your hobby while you watch YouTube. Shoot your shot—at everyone.
+
+---
+
+**I have a degree, but it's not in computer science. Can I break into tech?**
+
+Yes. Reference the section above about how a computer science degree doesn't even fully prepare students to work as a software developer or engineer. It equips you with a solid skill set but not necessarily the specific know-how for the job. So, if your degree is in another field, here's how you can still break into tech:
+
+1. **Self-Learning and Online Courses:** Dive into platforms like Coursera, Udemy, Khan Academy, and edX. They offer comprehensive courses in programming, data science, and other tech skills. These courses are fantastic for building the foundational knowledge you'll need.
+
+2. **Bootcamps:** Coding bootcamps are intense and focused, designed to get you job-ready quickly. They emphasize practical skills and real-world projects, making them a great alternative for non-CS grads.
+
+3. **Networking:** This is key. Connect with tech professionals through LinkedIn, attend conferences, meetups, and hackathons. Being active in tech communities on Reddit and GitHub can also open doors.
+
+4. **Projects and Portfolios:** Build a strong portfolio. Personal projects, contributions to open-source software, or even freelance work can demonstrate your skills effectively. Employers love seeing tangible proof of what you can do.
+
+5. **Certifications:** Consider getting certifications in relevant technologies or methodologies. Microsoft, Google, and AWS offer well-recognized certifications that can boost your resume and show your dedication to learning.
+
+6. **Internships and Entry-Level Positions:** Don’t shy away from internships or entry-level positions, even if they don't align perfectly with your degree. These roles can provide invaluable experience and often lead to full-time opportunities.
+
+Plenty of people have successfully transitioned into tech from various backgrounds. The key is to keep learning, adapting, and showcasing your skills. You can find more tips and stories from others who have made this leap on forums like Reddit [here](https://www.reddit.com/r/cscareerquestions/comments/rjdrgy/whats_the_best_path_to_get_into_tech_as_a_noncs/), [here](https://www.reddit.com/r/ITCareerQuestions/comments/13rt5s5/starting_a_career_in_it_at_30_with_no_prior/), and [here](https://www.reddit.com/r/learnprogramming/comments/104quxv/making_it_without_a_cs_degree/). Keep pushing forward—your degree is just the beginning!
+
+---
+
+**What about layoffs?**
+
+Watch [this video](https://www.youtube.com/watch?v=SkAc2P_audc) (and read the comment section) to understand why so many tech companies had layoffs post-COVID. The short answer is, if you work at a corporation, there's no such thing as complete job security. However, that doesn't mean you should sit down, give up, and lose heart. The layoffs post-COVID were unique, and the first of their kind (at such a large scale) in the tech world. Understanding why they happened can help you better understand how to navigate your career going forward.
+
+---
+
+**Is working at a big tech company still a dream job?**
+
+Watch [this video](https://youtu.be/ijkTBtBWJWs?si=MzhTyVi-1GB3dHg_) (and read the comment section) to gain some knowledge that might help you answer this question **for yourself**. Nobody can answer this for you. My personal opinion is that if you go into things with your eyes wide and head on straight, you can build generational wealth for your family at the various big tech companies. If you go into things naively ([simping](https://www.urbandictionary.com/define.php?term=Simp) for a corporation), well then, you're setting yourself up for heartbreak. It should be a mutually beneficial, but ultimately transactional, relationship with **strictly defined boundaries**. Consider corporations like sports leagues, once you get into the NFL or NBA, you have massive opportunity before you, but you have to be savvy to make use of it. Some athletes go broke after they retire, and others, like Shaq, [build empires](https://en.wikipedia.org/wiki/Shaquille_O%27Neal#Business_ventures) that set their families up for generations. [Be wise as serpents, and harmless as doves](https://www.biblegateway.com/passage/?search=Matthew+10%3A16&version=NKJV).
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