Martin Miglio

We are training junior engineers to be terrible senior engineers. If you hire a junior dev and just hand them work to do, you're not helping them grow. You're preparing them to fail later. Because good engineers aren’t handed tasks. They define the problem. They create clarity. They design the solution. When we spoon-feed juniors exactly what to do, how do they ever learn to engineer? Are we shielding them from the hard parts? Talking to customers. Understanding messy constraints. Making tradeoffs. That’s the real job. And it’s not easy. Even seniors struggle with it. But if juniors never get to see it, never get to practice it, how will they grow? We’re not just setting them up for failure. We’re setting ourselves up to keep spoon-feeding them forever. Most seniors I meet aren’t great at these skills either. That isn’t their fault. It’s a leadership problem. It’s a culture problem. If your culture only expects junior engineers to code without thinking, designing, or solving, you’re not growing engineers. You’re creating order takers. That cycle has to break. Let it start with you.

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There’s a quiet trend happening - Rust engineers leaving comfortable FAANG roles for small, high-ownership teams. Not because they want ping-pong tables or startup chaos - but because they want meaning. They want to build things where their fingerprints actually show up in the product. Every week I hear the same line: “I just miss building.” That’s why early-stage Rust hiring is taking off. The best engineers want to feel the impact of their work again. If you were choosing between stability and impact, which way would you lean right now? 🦀

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The Code Review from Hell 😈   Imagine this:   You spend days crafting the perfect piece of code. You test it, refine it, and finally submit it for review. You’re feeling good. Confident. 🚀   Then comes the feedback bomb:   🔴 “This doesn’t follow our coding standard.” 🟡 “Why is this function 500 lines long?” 🟢 “What’s the logic behind this magic number?”   And the worst one… ⚡ “Rewrite it.”   Code reviews are essential, but they can also be soul-crushing. I’ve seen engineers completely demotivated because a reviewer was too aggressive or failed to provide constructive feedback.   Good reviews should: ✅ Focus on clarity, not just personal preferences ✅ Highlight best practices, not just nitpicking ✅ Offer suggestions, not just complaints   🔥 What’s the toughest code review you’ve ever faced? 🔥 What’s one rule you wish every code review followed?   Let’s hear your horror stories. 😂   #SoftwareEngineering #CodeReview #EmbeddedSoftware

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13 beliefs to unlearn to become Senior Most devs have no idea they’re holding them back After 20+ years writing code and managing teams, I keep seeing the same misconceptions trip up talented developers. They seem intuitive but can limit your growth: 0. DRY means NEVER repeat yourself 1. The more abstractions, the better 2. Your IDE choice matters 3. Asking questions makes you look bad 4. Your job is implementing, not questioning 5. Code style matters more than consistency 6. Technical skill matters more than communication 7. You don't know enough to teach others 8. Planning before coding slows you down 9. Trends matter more than fundamentals 10. If it works on your machine, it's fine 11. Clever solutions beat simple ones 12. The job is just writing code The developer you become is shaped by your perspective. What belief has held you back? ♻️ Share to help someone who needs this ➕ Follow John Fattal for engineering insights

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The best Flutter devs aren’t applying to jobs. They’re building real products. Shipping late at night. Helping others debug in Discord threads. You won’t find them in a resume stack. You find them by looking at the work.

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