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Where/ how can I learn Azure?
Rising Star
So I've had 2 hiring managers and several recruiters from Amazon reach out to me about applying for some open positions with the company (android). I completed the coding assessment and now they want me to go through a round of 5 hour interviews next week. Is there a good chance I'll be hired if engineering managers are reaching out to me? I'm really not sure how badly I want to work for them and I don't want to be laid off months after being hired on. Anyone know what Amazon hiring is like?
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It's possible you're having a bout of imposter syndrome, but just to make sure, you'd better start asking for help. It's better to make sure you're on the right track than to push along on your own and make mistakes and create larger problems. Some managers won't care if someone asks for help, but what will infuriate them is if you wait too long to do so.
Chief
I agree with this comment. One step at a time, you got this
So having a way to get help and unblocked is something anyone should have.
You are a human, not some code god. If you need help, ask. If you aren't sure how to ask, ask how to ask.
Always have a go-to plan, being blocked nonstop and not communicating it is one easy way to get fired quick. Moreso than leveraging whatever resources you have to unblock yourself.
It isn't about not getting blocked, it's about never getting blocked permanently.
I agree with this. You should be able to talk to your manager about how overwhelmed you are. I don't think anyone is going to think asking for a help is a sign they shouldn't have hired you.
Unless they have the schema laid out, and proprietary knowledge is known to do the project - ask immediately.
Better to get support and help and deliver on time or adjust the deadlines and expectations early, then miss a deadline, and that makes your lead have to answer for you to their manager.
I know a very knowledgeable and talented developer that recently retired after 40 years of working...he was just as sharp as he was when he was young but this one particular issue he couldn't figure out. It happens to all of us. (Side note - it was because he accidentally used a protected word as a function name or something like that...another developer on the team figured it out after he left.)
Bowl Leader
As someone who has built systems that include people and processes as well as someone who used to work as a first responder, I can tell you that I'd MUCH , MUCH rather have someone on my team that raises a hand and says "look, I'm having an issue navigating this particular thing" rather than someone who hides a problem and then we have to all suffer a downstream consequence.
First off, if you feel like you're over your head, great! That's exactly where you need to be because it's going to stretch you if you stick with it. Everything is a battle of attrition, including self-growth. Hang in there and next year you'll look back at your state now and call yourself a newb.
Second off, we all feel that. At every. Single. Level. The interim developer. The junior dev, the Sr dev, the lead dev (assuming the responsibilities actually change with these titles), the manager, the director, the Sr director, vp, Sr vp, CTO, CEO, and board members. We all feel that until we get a handle on our position. Then we still feel that but we get better at our position. Then we rock at our position and get promoted and the cycle begins again. So, the fact that you are feeling that is not an objective indicator that you suck. It is an indicator that you are human and you are in an opportunity for growth.
Third, if you ever go to the people who are charged with helping you grow (your senior devs, your manager, etc) and they sh*t on you rather than guiding you through growing your skills and abilities to nail your current obstacle, that is not only a massive red flag, that's almost the destruction of the race track. We help each other because we care. We foster a team of growth because we care. And I don't mean we as in people in my position, I mean, everyone, everywhere in your team. The people that want to see you fail are "almost" non-existent. We want to succeed and we want our team to succeed. Those anomalies that actively work against you are so incredibly destructive that you should run the other way. If you find that these people are your leadership, I would honestly find another job over that. They will make your life miserable so far beyond what the money is worth.
For everyone else, we want to help. The earlier you ask for help, the better.
Just ask. "I am having some trouble working through x, do you mind helping me figure this out?"
You got this.
What about the project makes you feel this way? If
You don’t mind let’s dig a little deeper. Maybe it will help others out there as well.
On the one hand, it’s unfortunate you find yourself in a work environment, where you feel you can’t ask your manager for support. On the other hand, I understand your feelings. You might find some online resources to help you fill in this skills gap you’re experiencing.
I will advise that you read extensively about the blocker, pen down your findings and suggested solution from online. If after trying out all solution you still can unblock, then approach your manager and highlight all solutions you have tried to unblock but failed. This is more professional way to handle it. Sometimes, the blocker may be a small or simple in-house convention changes that you are not aware of.
Buy a subscription to Claude code and let it do it for you
A part of interviewing someone isn't just finding out what they know, it is also finding out how they handle a situation where they DON'T know. And the correct answer is always "ask for help".
Even if that doesn't work out for you, look at it this way, would you look worse falling behind and failing to meet expectations (and probably jeopardizing the project), or asking for help?
Also, ask for targeted help; understand the pieces of the problem first, then get help on those ones you need. Often, the problem isn't anywhere as difficult as it seems.
I could honestly write a book on this; mostly "What not to do".