Blog Posts

"If you hate your job, take a loan and you will start liking it". I don't remember where I read this but this sounds convincing. Now think of the tech job market worldwide, saying it is growing would be an understatement, it is booming. Still, why don't fresh graduates not get a job when they pass out of universities? Let's have a closer look at this issue and try to help technology students get a job as soon as their course finishes.

Database migration on a production database is never simple. Depending on the volume of requests some teams schedule database migration to off hours. You can run your alter statements with zero or minimal downtime following the steps mentioned below with a practical example.

Sometimes I feel that the software company (YIPL) we started a decade back is turning into a software engineer factory. We take in fresh grads or junior software engineers, train them, mentor them. When they get the skills after 6-9 months and are ready to be productive to the company they move to a bigger and technically better software company. This is a common story in Kathmandu Tech Scene. I am not blaming people moving jobs in tech but I think, there is a fundamental flaw in the process and system itself. In this blog post I will unveil a tech hiring funnel we follow for a few tech startups in Kathmandu. It will also contain some of my thoughts on how to retain tech talent by converting the funnel into an hour glass.

Your work responsibilities boil down to 2 things, either add value to customers or save cost for the business.
Value to the business is always more important than the latest technical fad. If a feature is done (production
ready) but not deployed to production it is an opportunity loss for the business.

Every company is a technology company. A technology company without great software engineers and technical team is insignificant. In this post I will unfold my understanding of what makes a tech team competent in 4 levels with 6 main criteria and 25 sub criteria.