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.

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.

Being a senior software developer is more about the mindset and pro-activeness. Technical skills can take you to a point then you will be stagnant. To grow you need to learn in tech field. Above was the context for my talk titled "Things I wished I knew as a junior developer".