From Intern to Fellow: Career Lessons from a Cybersecurity Pioneer

How Carrie Notchenberg built an extraordinary tech career by focusing on impact over intelligence

In the fast-moving world of tech careers, few stories are as instructive as Carrie Notchenberg's journey from Norton's first intern to becoming a Fellow at Symantec—the company's highest technical role. His path through cybersecurity, Google X, autonomous vehicles, and academia offers invaluable insights for engineers at every stage of their careers.

The Foundation: Starting at the Bottom

Notchenberg's story begins in 1992 as an intern at Peter Norton Group (later acquired by Symantec), where he literally worked at a test computer because they didn't even have a desk for him. This humble beginning would eventually lead to him becoming Symantec's most senior engineer—a 24-year journey that demonstrates the power of long-term growth within an organization.

"I got to work on whatever I wanted for my entire career at Symantec," Notchenberg reflects. This unusual freedom came from proving himself early and consistently delivering impactful projects.

The Secret to Reaching Fellow Level: Impact Over Intelligence

When asked what set him apart from other engineers, Notchenberg's answer is revealing: "I look for things with big business impact. I look where there were gaps."

His promotion to Fellow wasn't based on completing increasingly difficult technical challenges assigned by others. Instead, he developed what he calls "project taste"—the ability to identify problems that truly matter to the business and tackle them independently.

Key Examples of High-Impact Projects:

• Polymorphic Virus Detection: When traditional antivirus methods took six months to handle new threats, he developed algorithms that could detect self-mutating malware variants in real-time
• Technology Strategy: Defined company-wide technology strategy that aligned all divisions
• Research Transfers: Successfully moved multiple research prototypes into shipping products

The Intelligence Myth: Why Smart Isn't Enough

One of Notchenberg's most counterintuitive insights challenges the tech industry's obsession with raw intelligence:

"I don't think I'm a really intelligent person. I take forever to learn new things... You don't need that much intelligence to be successful, but enough."

He witnessed this firsthand at Google, where he met someone with clearly over 200 IQ who remained at L4 due to poor communication skills and lack of business impact focus.

What Actually Drives Career Growth:

1. Communication Skills: "People will think you're intelligent and give you more credit based on your ability to communicate"
2. Collaboration: Learning to work with others without alienating them
3. Outcome Focus: Understanding what matters to your company, division, and customers
4. Project Selection: Choosing work that moves important metrics

Overcoming Imposter Syndrome at the Highest Levels

Despite his success, Notchenberg struggled with imposter syndrome throughout his career: "I always worried... what if I'm not good enough for Google or Meta?"

This fear kept him at Symantec longer than ideal, even when he wasn't growing anymore. His breakthrough came when Google X directly recruited him, forcing him to confront his fears: "I said, 'Well, I'm probably going to fail this interview. I'm sure I'm not good enough, but I'm going to do it.'"

The lesson: Sometimes you need external validation to overcome internal doubts, even at the highest levels of technical achievement.

The High-Level Interview Process

For senior roles, the interview process looks dramatically different:

• No coding problems: Focus shifts to design problems and leadership scenarios
• Behavioral emphasis: Questions about solving hard problems and handling conflicts
• Sales pitches: Companies actively recruit rather than just evaluate
• Strategic discussions: Conversations about industry direction and vision

"It was really about going through the motions of having interviews and selling me on the role," Notchenberg explains about his Google X interview process.

Navigating Big Tech Culture

Moving from Symantec to Google revealed significant cultural differences:

What Was Different:

• Talent density: "Really, really, really smart people" everywhere
• Engineering culture: More structured processes and higher standards
• Expectations: "When you get to senior levels, there are very high expectations"

What Remained the Same:

• Project taste issues: Even brilliant people often lacked good judgment about which problems to solve
• Political dynamics: Senior levels still involved meetings, debates, and "a lot of garbage"

The Future of Software Engineering in the AI Era

As both an industry veteran and current UCLA professor, Notchenberg has a unique perspective on how AI will reshape software engineering careers:

Near-term Reality:

"Someone is going to have to go and look at that code and understand the mission of the company... and make sure it's doing the right thing. That requires real thinking."

Long-term Vision:

If we reach AGI-level programming capabilities, the focus will shift entirely: "The greatest engineers will be people who really understand a problem they're trying to solve for a customer... and figuring out how to clearly communicate to an LLM those requirements."

Academic Insights: Teaching and Learning

Notchenberg's transition to teaching at UCLA (which began with a frantic call two weeks before classes started) has given him insights into both education and communication:

Teaching Philosophy:

• Teach to the middle: "I try to design lectures for what I think is one of the lower common denominators, which is myself"
• Student empathy: "I try to put myself in their shoes and ask what would they know?"
• Make it enjoyable: "I want them to learn and enjoy. I want them to come to class"

AI in Education:

His experience allowing students to use LLMs revealed concerning trends: "They were using it in ways that hindered learning." He's now restricting AI use to concept clarification rather than project completion.

Career Advice: The Essential Framework

Looking back on his career, Notchenberg offers several key pieces of advice:

When to Stay vs. Leave:

Stay as long as you're learning: "You should stay in a job as long as you are learning new things and building new skills"
Leave when you're stagnant: "When you get to that point where you can just wake up and have some nice coffee... it's time to leave"

Overcoming Fear:

"Don't let fear of failure hold you back. You probably can do more than you think you can do."

Focus on Outcomes:

"Think about who's going to use it, what do they care about, how do they measure success, and then optimize for that."

Find Good Management:

"A manager can make or break your career and your life and your happiness."

The Long View: Building a Meaningful Career

Notchenberg's story demonstrates that extraordinary careers aren't built on genius alone, but on consistently choosing impactful work, developing strong communication skills, and maintaining the courage to grow beyond your comfort zone.

His journey from intern to Fellow, from cybersecurity expert to autonomous vehicle architect, from industry veteran to beloved professor, shows that the most rewarding careers are built on continuous learning, genuine impact, and the wisdom to know when it's time for the next challenge.

For engineers at any stage, his career offers a roadmap: focus on outcomes over output, communication over complexity, and impact over intelligence. The technology may change, but these fundamentals remain constant in building a career that truly matters.

This interview reveals the often-hidden dynamics of senior technical careers and offers practical wisdom for engineers looking to make their mark in an increasingly complex industry. Whether you're just starting out or looking to reach the next level, Notchenberg's insights provide a valuable framework for sustainable career growth.

Overview

This video is an in-depth interview with Michael Novati, a former senior staff engineer (IC7) at Facebook/Meta, who shares his experiences joining the company early on, insights into its engineering culture, his growth journey to becoming a top engineer, and thoughts on how emerging AI tools like large language models (LLMs) might impact software development.

Main Topics Covered

• Michael Novati’s early experience joining Facebook (Meta) as an intern
• The engineering culture and technical environment at Facebook pre- and post-IPO
• The IPO experience and its impact on employees
• Michael’s internal newsletter and openness within the company
• Working directly with Mark Zuckerberg and early engineering stories
• Types of engineers that impressed Michael and what defines a “coding machine”
• The potential impact of AI and LLMs on software engineering roles
• Michael’s approach to career growth, productivity, and working as an IC7
• Common traits among IC7+ engineers and advice on landing code faster
• Reasons for leaving Meta and reflections on talent, hard work, and luck
• Advice to his younger self and lessons on feedback and improvement

Key Takeaways & Insights

• Facebook’s early engineering culture empowered engineers heavily, fostering rapid innovation with tools and codebases built largely from scratch.
• The “move fast and break things” culture was about breaking norms and innovating quickly, not reckless coding.
• Post-IPO, the company matured with a stronger focus on stability and financial impact, changing engineering dynamics.
• Michael positioned himself as a “coding machine” by being highly productive, taking initiative on cross-org projects beyond his immediate team, and building strong credibility and trust.
• Taste and judgment—knowing which problems to solve and how to minimize impact when changing code—are critical skills that develop over time and separate top engineers.
• LLMs and AI tools are currently productivity enhancers rather than replacements but could fundamentally change the nature of coding in the future.
• High-performing IC7+ engineers share traits like extreme diligence, sharpness, conscientiousness, and high attention to detail.
• Rapid iteration with high-quality feedback is essential to grow as a software engineer.
• Luck (e.g., timing and company fit) and talent both play large roles in career trajectory, but hard work remains the most controllable factor.
• Receiving feedback as a way to improve rather than as judgment or approval is crucial for growth.

Actionable Strategies

• Start writing code early and often; don’t overthink before acting.
• Seek feedback from experienced and high-taste mentors, not peers at the same level.
• Actively incorporate feedback and iterate rapidly to compound improvement.
• Build credibility by minimizing bugs, communicating effectively, and understanding the broader impact of your code changes.
• Focus on problems where you have clear solutions in mind to maintain productivity, but gradually push into more ambitious projects to grow.
• Manage meetings carefully to protect deep work time; push back on unnecessary ones with manager support.
• Build relationships across your team and organization, especially with those responsible for code deployment and maintenance.
• Use AI tools and LLMs as productivity aids to speed up coding and routine tasks, while continuing to develop your judgment and domain knowledge.
• Reflect on your feedback as guidance to improve rather than as a pass/fail test to reduce pressure and grow faster.

Specific Details & Examples

• Michael joined Facebook in 2009 when there were about 200 engineers, primarily working in PHP (later evolved to Hack).
• He merged two internal task tools within a week early on without telling anyone, demonstrating initiative but learning about the importance of communication and impact.
• He once single-handedly removed thousands of legacy “preparable” classes from the codebase over several months.
• Michael worked with Mark Zuckerberg during a 2009 hackathon on the idea of emoji reactions to posts, which later became a standard feature.
• Facebook’s IPO in 2012 was a rational event internally, celebrated but grounded; stock vesting happened six months later, with many employees holding their shares long term.
• An internal newsletter Michael wrote sparked conversations but also friction with HR and executives, illustrating the risks and benefits of transparency.
• “Clown Town” was an internal humorous term for engineers who introduced silly bugs; Evan Priestley was a prolific engineer and role model.
• Michael described LLM adoption as akin to evolving from Vim to VS Code, with potential for even more transformative agentic AI workflows.
• He reported spending about 30% of his time on his team’s work and 70% on broader org-wide initiatives.
• An example of judgment was building trust with deployment teams so he could push code rapidly and confidently, even risking resignation if he caused a production failure.

Warnings & Common Mistakes

• Writing a lot of code without incorporating feedback or improving style and quality can frustrate reviewers and slow growth.
• Rushing big changes without considering other teams’ ongoing work or the impact on users can cause friction and bugs.
• Taking feedback as judgment or approval instead of constructive input can hinder learning and improvement.
• Overcommitting to meetings can destroy deep work time and reduce productivity.
• Being too rigid in prioritization (only working on tasks you immediately know how to solve) can limit career growth.
• Being openly critical or controversial internally can cause unintended political friction, even when motivated by transparency.
• Relying too heavily on stock price or compensation fluctuations rather than fit and performance can be a risky career approach.

Resources & Next Steps

• Michael mentioned internal tools at Meta like TBGS (code search), internal blogging via Notes, and continuous integration systems.
• He recommended seeking out senior engineers, skip-level managers, or widely respected people within your org for mentorship and guidance.
• For those interested in interview preparation and career development, Michael is involved with formation, a platform aimed at helping engineers improve and prepare.
• Viewers are encouraged to subscribe to the channel and follow Michael on LinkedIn, Reddit, or other platforms for follow-up discussions and advice.
• Embracing AI tools and continuously experimenting with prompts and workflows is suggested to stay ahead in productivity.
• Reflecting on feedback and adopting a growth mindset is emphasized as a personal development approach.

From New Grad to Staff Engineer in 3 Years: The Meta Success Story

How Simon achieved the highest performance ratings and built a rocket ship career through ownership, curiosity, and exceptional mentorship

The Remarkable Journey

Simon's career trajectory at Meta reads like a Silicon Valley fairy tale. Starting as a new graduate (IC3), he reached Staff Engineer (IC6) in just three years—a feat that typically takes 5-7 years. Along the way, he earned two "Redefines Expectations" (RE) ratings, Meta's highest and rarest performance rating that most engineers never achieve even once in their entire careers.

But this isn't just a story about promotions and ratings. It's about the strategic decisions, mindset shifts, and key relationships that accelerate career growth in big tech.

The Foundation: Early Momentum Matters

Strategic Preparation Before Day One

Simon's success began before he even started full-time. As a former Meta intern, he had already learned the internal tools—a crucial advantage that saved him "4-8 weeks of ramp-up time." But more importantly, he spent time before joining learning technologies like React and exploring different programming patterns.

Key Insight: "We're pattern matching machines. The more patterns we've seen, the easier it is to apply them." Even if you haven't used Meta's internal JavaScript type checker Flow, having TypeScript experience makes the transition seamless.

The Power of the Right Manager

Perhaps the most critical factor in Simon's success was his manager, Bala. When Simon expressed his ambitious goal of reaching IC5 in three years, Bala didn't dismiss it—he drew up a plan on the whiteboard. This manager had made a similar journey himself and knew it was possible.

Bala's impact extended far beyond technical guidance:
- Deep technical mentorship (he was a recently converted IC6 to manager)
- Product strategy and roadmap setting
- Communication coaching
- Experiment design and execution

The relationship lasted 5.5 years—an eternity at a company known for frequent reorganizations.

The Secret to "Redefines Expectations" Ratings

First RE Rating: The Power of Impact

Simon's first RE rating came from driving projects that exceeded the team's half-year revenue goal by multiple times. But it wasn't just about the numbers—it was about the behaviors:

1. End-to-end ownership: When experiments showed neutral results, Simon didn't stop there. He dug deep with data scientists to understand why, iterated on targeting, and worked with designers to improve the experience.

2. Technical breadth: He reviewed code across Android, iOS, JavaScript, and PHP—helping uplevel both the codebase and his colleagues through thoughtful code reviews.

3. People development: He took responsibility for recruiting and onboarding new team members, growing the team from 2 to 8 people.

Second RE Rating: Scaling Through Others

The second RE rating demonstrated a crucial transition from individual contributor to force multiplier. Simon began leading "pods" of engineers, taking responsibility not just for his own output but for project success and team member growth.

The key behavioral shift: Moving from "I hope this person gets it done" to "I am responsible for the outcome, regardless of who executes it."

The Promotion Progression: Behavioral Evolution

IC3 to IC4 (6 months): Task Completion to Project Ownership

• Before: Complete assigned tasks
• After: Drive projects to completion and identify follow-up opportunities
• Key behavior: Taking ownership of project outcomes, not just individual deliverables

IC4 to IC5 (3 halves): Individual Impact to Team Leadership

• Before: Responsible for your own success
• After: Responsible for others' success and project outcomes
• Key behavior: Leading pods of engineers, mentoring, and ensuring team success

IC5 to IC6 (2 halves): Team Leadership to Organizational Impact

• Before: Managing people and projects directly
• After: Scaling yourself through systems and delegation
• Key behavior: Creating processes that catch problems early, delegating effectively while maintaining accountability

The Management Detour: Lessons Learned

Despite his IC success, Simon tried management for nearly a year. The transition was challenging for several reasons:

1. Identity crisis: "Will I just become a middle manager who's lost all technical abilities?"
2. Bad timing: His mentor manager had an accident, his skip-level was on leave, and he had to relocate from London
3. Over-promising: Trying to get two people promoted from IC5 to IC6 simultaneously on the same team
4. Technical attachment: Struggling to let go of hands-on technical work

When his director asked, "Simon, do you want to go back to IC?" his gut response was immediate: "Yes, yes I do."

The realization: As an IC6 who enjoys mentoring, he could pick and choose coaching opportunities as a "bonus" rather than having it be his primary evaluation criteria. This provided more flexibility and aligned better with his interests.

The Communication Multiplier

One of Simon's manager's key teachings was that many people are held back not by their technical abilities, but by their inability to communicate their impact effectively.

The 5-Second Rule for Written Communication

Simon's framework for effective workplace communication:
- Assume 5-10 seconds of attention: Make it incredibly parseable at a glance
- Lead with TL;DR: Include numbers and concrete outcomes
- Structure for different audiences: High-level impact for leadership, technical details for fellow engineers
- Stay above the fold: Critical information should be visible without expanding the post

The Meta Internal Forum Strategy

At Meta, a single workplace post can reach thousands of people. Simon learned to write updates that clearly communicated:
1. What was accomplished (with numbers)
2. Why it mattered to the business
3. What the next steps were
4. Technical details for those who wanted to go deeper

The Hidden Rewards: Discretionary Equity

High performers at Meta can receive "Additional Equity" (AE)—discretionary stock grants that only directors can approve. Simon received this twice:

1. First AE: After his IC5 to IC6 promotion, likely to address equity compensation gaps from starting as a new grad
2. Second AE: After successfully shipping a company priority product ahead of schedule while transitioning to management

These grants can significantly impact total compensation beyond standard promotion cycles.

The Intern Success Formula

Having managed interns and served as an intern director, Simon identified the key differentiators:

What Makes Great Interns

1. Velocity above all: The primary measure is project completion
2. Ask questions early: Use the first few weeks when expectations are zero
3. 30-minute rule: If stuck for more than 30 minutes, ask for help
4. Leverage peer network: Don't rely solely on your manager for support
5. Build relationships: Peer feedback is crucial for final evaluations

The Sustainable Pace

Simon averaged about 50 hours per week during his growth phase, but emphasized that sustainability comes from interest and passion. When he lost enthusiasm for his work, the same hours felt like a grind, prompting his team switch.

Universal Principles for Career Growth

The Ownership Mindset

"Nothing at Meta is someone else's problem." When blocked, don't wait—read the code, understand the decisions, propose solutions. This curiosity-driven ownership was Simon's primary growth driver.

The Technical vs. Non-Technical Balance

Simon estimates you can reach IC5 with just baseline technical skills if you excel at:
- Cross-functional collaboration
- Communication and influence
- People development
- Project management
- Strategic thinking

Technical brilliance can be a differentiator, but soft skills are often the limiting factor for rapid career growth.

The Meta Advantage

What kept Simon at Meta for his entire career:
- People: Empathetic, technically excellent colleagues
- Flexibility: Global mobility and internal transfer opportunities
- Growth opportunities: Ability to switch teams when losing motivation
- Scale: Impact potential across billions of users

The Takeaway

Simon's journey from new grad to Staff Engineer in three years wasn't about working 80-hour weeks or having exceptional technical talent. It was about:

1. Strategic preparation before starting
2. Finding exceptional mentorship and maintaining that relationship
3. Taking ownership beyond your immediate responsibilities
4. Scaling impact through others as you grow
5. Communicating effectively to amplify your contributions
6. Being curious and treating problems as puzzles to solve

The most powerful insight? Career acceleration comes from expanding your circle of ownership—from tasks to projects to teams to organizations. Each promotion represents a fundamental shift in how you create value, not just doing more of the same work.

For ambitious engineers early in their careers, Simon's story provides a concrete roadmap: focus on ownership and curiosity, find great mentors, and remember that your technical skills are just the foundation—your impact on others and the organization is what drives exponential career growth.

Overview

This video features Jake Bullum, a Principal Engineer (IC8) at Instagram, discussing his career progression from IC6 to IC8, his work on major infrastructure migrations, and the systems he's developed to maintain work-life balance while delivering high-impact projects. Jake shares insights on technical leadership, diff review philosophy, and practical productivity strategies.

Main Topics Covered

• Career progression from IC6 to IC8 at Meta/Instagram
• Leading large-scale infrastructure migrations with hundreds of teams
• Work-life balance strategies and time management systems
• Technical leadership philosophy and team coordination
• Diff review practices and risk management
• Note-taking and knowledge management systems
• Career advice and maintaining authenticity at work

Key Takeaways & Insights

• Impact over hierarchy: Jake consistently moved toward backend infrastructure because that's where the highest impact was, affecting thousands of engineers
• Strategic project approach: Successfully reframed a controversial migration as "fixing devx between stacks" to avoid organizational resistance
• Trust-based leadership: Built systems that minimize meetings and maximize individual contributor time while maintaining team coordination
• Risk-calibrated processes: Developed a philosophy of modulating effort based on risk level rather than applying uniform standards
• Authentic leadership: Maintains his personality and humor at work, believing it makes the environment more enjoyable and productive

Actionable Strategies

• Time blocking: Reserve 50% of week for focus blocks, no meetings before lunch, dedicate specific days (Wednesday/Friday) as meeting-free
• Diff review efficiency: Provide thorough reviews for high-risk/core system changes, but trust team members on low-risk/leaf components
• Always be available: Make time for anyone who needs help, even if it means scheduling weeks out
• 20-30% uncredited work: Spend time on valuable contributions that won't appear in performance reviews but benefit the organization
• Go where you're valued: Seek teams and environments that appreciate your specific strengths and skills

Specific Details & Examples

• Led a 2-year infrastructure migration that was completed in 6 months, enabling Instagram web ads launch
• Manages projects involving 150+ teams without central recurring meetings
• Uses VS Code for note-taking with thousands of interconnected files spanning 10 years
• Responds to diff reviews within 5 minutes when in coding mode
• Maintains 40-hour work weeks on average, occasionally scaling to 60-70 hours during critical periods

Warnings & Common Mistakes

• Avoid misaligned environments: Don't stay on teams that don't value your strengths (e.g., frontend expert on backend-focused team)
• Don't over-organize: Avoid complex folder structures or excessive meeting hierarchies that slow down productivity
• Beware of disconnection: Tech leads can lose sight of project goals by getting caught up in day-to-day operations
• Risk assessment errors: Applying uniform quality standards regardless of component criticality wastes time and slows progress

Resources & Next Steps

• VS Code extensions: For linking notes and creating knowledge graphs
• Server champions program: Community feedback system for large-scale infrastructure changes
• Workplace essays: Internal Meta resources including "Go where you're rare" and essays on uncredited work
• Focus on fundamentals: Prioritize work that no one else wants to do but you believe is important
• Build trust-based systems: Develop team processes that emphasize speed and trust over rigid oversight

Overview

This is an in-depth interview with Philip Sue, one of the few engineers promoted to distinguished engineer (IC9) at Meta, who shares insights from his career spanning Microsoft, Meta, and OpenAI. He discusses his rapid career progression, transitions between IC and management roles, and key lessons learned from working with legendary figures like Mark Zuckerberg and John Carmack.

Main Topics Covered

• Rapid career growth strategies at Microsoft and Meta
• IC vs. management career transitions and trade-offs
• Working at different company stages (startup vs. large company)
• Engineering leadership and building strong team cultures
• Working with high-profile tech leaders
• Career philosophy and decision-making frameworks
• The importance of writing skills for engineers
• Generalist vs. specialist career paths

Key Takeaways & Insights

Three Factors for Career Growth:
- Luck (being at the right place at the right time)
- Natural talent (acknowledging inherent limitations)
- Hard work (willingness to outwork equally talented peers)

Leadership Readiness Test:
- You're ready to lead when your team would elect you to lead them
- Ask yourself: "Would I want to work for me?"

Career Level Expectations:
- E5-E6: Can influence work of 10-15 people
- E7: Can influence work of ~50 people, deliver 6-month projects independently
- E8-E9: Influence 100+ people, handle strategic decisions with long-term impact

Company Stage Preferences:
- Small companies value generalists more than specialists
- Large companies can afford specialists due to scale
- Market leaders have room to experiment; followers must fast-follow

Actionable Strategies

For Career Growth:
- Work longer hours strategically when young to gain more experience faster
- Keep IC/management transition doors open by maintaining coding skills
- Be willing to take demotions to stay in preferred roles
- Focus on scope of influence rather than just technical depth

For Leadership:
- Build credibility through strong individual contribution first
- Learn to give direct feedback (a key weakness to address)
- Support new leaders when transitioning roles
- Communicate vision and passion to motivate teams

For Skill Development:
- Read extensively to improve writing (Virginia Woolf: "to write well, read well")
- Rewrite multiple times before publishing
- Don't dismiss "soft skills" - they're as valuable as technical skills

Specific Details & Examples

Career Milestones:
- Promoted to Microsoft E7 equivalent while working extreme hours (sleeping bag in office)
- Voluntarily demoted from E9 to E7 at Meta when switching from management to IC
- Built Meta London office from 12 to 500 people over 4-5 years
- Spent $23,000 buying coffee for entire Meta company as farewell gesture

Notable Colleagues:
- John Carmack: Could drop into any codebase after 6 months and provide concrete technical insights
- Scott Renfro: Exceptional at providing sensitive code review feedback and being a force multiplier
- Mark Zuckerberg: Demonstrated continuous personal growth and willingness to be coached

Warnings & Common Mistakes

Career Pitfalls:
- Becoming a "dog that caught the car" - achieving goals without knowing what comes next
- Over-specializing too early (risk of becoming obsolete)
- Working unsustainable hours can damage relationships permanently
- Not being clear on personal values makes decisions harder
- Binding too early to management track without keeping IC skills fresh

Management Traps:
- Don't manage people more experienced than you without proper preparation
- Avoid the "idiot savant" risk of over-specialization
- Be careful not to walk through one-way career doors unintentionally

Resources & Next Steps

Recommended Learning:
- Read classic literature to improve writing skills
- Study examples of great technical leaders
- Seek mentors and feedback actively
- Consider podcast "Peak Salvation" for perspectives on automation and society

Career Decision Framework:
- Clarify personal values before making major decisions
- Ask "Would I want to be in this position when I achieve it?"
- Consider whether you want to be a generalist or specialist based on company stage
- Evaluate market position when choosing companies (leader vs. follower dynamics)

📚 Video Chapters (19 chapters):

• Intro - 00:00
• Primer on SWE levels - 01:47
• How to succeed as an intern? - 06:12
• How did you get promoted quickly? - 09:13
• How much of success is luck? - 11:36
• If you had one piece of advice, what would it be? - 13:32
• What if I’m not a gigachad coder? - 16:11
• How to handle imposter syndrome? - 19:12
• How to advocate for yourself? - 21:36
• Big tech vs startups for new grads? - 24:20
• How do people measure impact? - 30:28
• Would an MBA help for eng management? - 32:17
• How was college recruiting? - 33:45
• How do you make as much money as possible? - 36:10
• Parting words - 38:00
• What are your current goals? - 40:10
• Thoughts on job hopping? - 42:02
• What Ricky works on? - 45:49
• Thoughts on how AI affects engineering? - 46:06

📹 Video Information:

Title: Industry Secrets We Wish We Knew Before Graduating (Staff Engs Talk at UCLA)
Duration: 47:58

Overview

This video offers a detailed, candid exploration of a software engineer’s career path, covering everything from understanding software engineering (SWE) levels, internship success, rapid promotion, and managing imposter syndrome, to navigating job choices between big tech and startups, measuring impact, and the role of advanced education like MBAs. The chapters build progressively from foundational career concepts and personal development strategies to broader industry insights and future-facing topics like AI’s impact on engineering. Together, they provide a holistic roadmap for aspiring and early-career engineers aiming to navigate and excel in the tech industry.

Chapter-by-Chapter Deep Dive

Intro (00:00)

• Core Concepts: Sets the stage for a comprehensive discussion on software engineering careers, emphasizing practical advice and real-world experiences.
• Key Insights: Introduces the intention to demystify career progression and share actionable strategies.
• Actionable Advice: Encourages viewers to engage with all chapters as each addresses distinct yet interconnected aspects of career growth.
• Connection: This chapter frames the video’s narrative, preparing viewers for a journey from foundational knowledge to advanced career considerations.

Primer on SWE levels (01:47)

• Core Concepts: Explains software engineering career levels (e.g., junior, mid, senior) and their expectations.
• Key Insights: Emphasizes that levels are benchmarks for skills, impact, and responsibility rather than rigid titles.
• Actionable Advice: Suggests focusing on mastering skills and delivering impact appropriate to one’s level to progress.
• Examples: Discusses typical responsibilities and growth markers at various levels.
• Connection: Establishes a baseline understanding essential for later discussions on promotion and success.

How to succeed as an intern? (06:12)

• Core Concepts: Outlines strategies for making the most of an internship.
• Key Insights: Success as an intern hinges on proactive learning, asking questions, and delivering tangible contributions.
• Actionable Advice: Recommends building relationships, seeking feedback, and taking ownership of small but meaningful projects.
• Connection: Builds on the primer by addressing the first practical step in a SWE career path.

How did you get promoted quickly? (09:13)

• Core Concepts: Shares personal strategies behind rapid career advancement.
• Key Insights: Highlights consistent delivery, visible impact, and effective communication as key drivers.
• Actionable Advice: Focus on solving important problems, volunteer for challenging tasks, and document achievements clearly.
• Connection: Deepens understanding of career progression mechanisms introduced earlier.

How much of success is luck? (11:36)

• Core Concepts: Discusses the role of luck versus effort in career success.
• Key Insights: Acknowledges luck but stresses preparation and seizing opportunities as critical.
• Actionable Advice: Cultivate skills and networks to increase the chances of “lucky” breaks.
• Connection: Adds nuance to the promotion discussion, balancing merit and circumstance.

If you had one piece of advice, what would it be? (13:32)

• Core Concepts: Distills career advice into a singular guiding principle.
• Key Insights: Prioritize continuous learning and adaptability.
• Actionable Advice: Stay curious, embrace challenges, and be open to feedback.
• Connection: Reinforces themes of growth and resilience threaded throughout the video.

What if I’m not a gigachad coder? (16:11)

• Core Concepts: Addresses concerns about not being an elite coder.
• Key Insights: Success does not require being the best coder but being reliable, collaborative, and impactful.
• Actionable Advice: Leverage strengths such as communication, problem-solving, and teamwork.
• Connection: Offers reassurance and practical guidance, emphasizing diverse paths to success.

How to handle imposter syndrome? (19:12)

• Core Concepts: Explores imposter syndrome common among engineers.
• Key Insights: Imposter feelings are normal; focus on evidence of competence and growth.
• Actionable Advice: Keep track of achievements, seek mentorship, and normalize vulnerability.
• Connection: Supports mental well-being, a key factor for sustained career progress.

How to advocate for yourself? (21:36)

• Core Concepts: Discusses self-advocacy in the workplace.
• Key Insights: Being proactive about communicating accomplishments and career goals is vital.
• Actionable Advice: Prepare clear talking points for reviews, ask for feedback, and negotiate confidently.
• Connection: Ties into promotion and impact measurement themes.

Big tech vs startups for new grads? (24:20)

• Core Concepts: Compares career paths in big tech companies versus startups.
• Key Insights: Big tech offers structure and mentorship; startups provide broad exposure and impact.
• Actionable Advice: Choose based on personal learning style and career goals.
• Connection: Helps new grads make informed choices aligned with their development needs.

How do people measure impact? (30:28)

• Core Concepts: Explains different ways engineers’ work impact is evaluated.
• Key Insights: Impact includes code quality, project delivery, mentorship, and business outcomes.
• Actionable Advice: Track contributions beyond code, including team and product influence.
• Connection: Reinforces the importance of holistic performance evaluation for growth.

Would an MBA help for eng management? (32:17)

• Core Concepts: Evaluates the value of an MBA for engineering managers.
• Key Insights: MBA can help with business acumen and leadership but is not mandatory.
• Actionable Advice: Consider MBA if interested in strategic roles or transitioning to product/business leadership.
• Connection: Addresses career advancement beyond technical tracks.

How was college recruiting? (33:45)

• Core Concepts: Shares experiences and tips for college recruiting.
• Key Insights: Early preparation and networking are key success factors.
• Actionable Advice: Practice interviews, build projects, and connect with recruiters.
• Connection: Useful for students preparing to enter the industry.

How do you make as much money as possible? (36:10)

• Core Concepts: Discusses strategies for maximizing earnings.
• Key Insights: Leverage skills, negotiate offers, consider equity, and be open to job changes.
• Actionable Advice: Research market rates, build rare skills, and time moves strategically.
• Connection: Complements career progression and job hopping discussions.

Parting words (38:00)

• Core Concepts: Offers final reflections and encouragement.
• Key Insights: Emphasizes persistence, continuous growth, and aligning work with passion.
• Actionable Advice: Stay patient and maintain balance.
• Connection: Synthesizes earlier advice into a motivational close.

What are your current goals? (40:10)

• Core Concepts: Shares personal goals and future plans.
• Key Insights: Focus on impactful projects and personal development.
• Actionable Advice: Set clear, measurable objectives.
• Connection: Provides a real-world example of goal-setting.

Thoughts on job hopping? (42:02)

• Core Concepts: Examines pros and cons of switching jobs frequently.
• Key Insights: Job hopping can accelerate growth but risks perceived instability.
• Actionable Advice: Balance learning opportunities with demonstrating commitment.
• Connection: Expands on career and financial growth themes.

What Ricky works on? (45:49)

• Core Concepts: Details current projects and responsibilities.
• Key Insights: Involves high-impact, strategic initiatives.
• Actionable Advice: Align work with personal strengths and company mission.
• Connection: Gives practical context to earlier discussions.

Thoughts on how AI affects engineering? (46:06)

• Core Concepts: Discusses AI’s transformative impact on software engineering.
• Key Insights: AI will automate routine tasks and augment developer productivity.
• Actionable Advice: Stay updated on AI tools and adapt skills accordingly.
• Connection: Looks forward, encouraging adaptability in a changing landscape.

Cross-Chapter Synthesis

Several themes recur throughout the video:

• Continuous Learning and Adaptability: Emphasized in chapters like the primer on SWE levels, advice for interns, and the single piece of advice chapter, highlighting growth mindset as a foundation.
• Impact Beyond Coding: Repeatedly noted, especially in chapters about measuring impact, self-advocacy, and not needing to be a “gigachad coder,” underscoring diverse contributions to success.
• Strategic Career Management: Topics like promotion strategies, job hopping, salary maximization, and MBA considerations show the importance of deliberate career planning.
• Mental Health and Confidence: Addressed through imposter syndrome and self-advocacy, showing personal well-being as critical for sustainable success.
• Industry Context and Future Trends: Big tech vs startups and AI’s impact chapters broaden perspective, helping viewers understand the environment and prepare for change.

The video guides viewers from understanding basic career structures and early-stage success strategies, through navigating challenges and growth opportunities, to advanced considerations like leadership roles and emerging technologies. This structured progression ensures a comprehensive learning journey.

Actionable Strategies by Chapter

• Intro: Engage fully with the video for a complete career overview.
• Primer on SWE levels: Focus on matching skills and impact to your current level; aim for consistent growth.
• How to succeed as an intern: Be proactive, seek feedback, build relationships, and own projects.
• How did you get promoted quickly?: Deliver visible impact, communicate achievements, volunteer for challenging work.
• How much of success is luck?: Prepare rigorously and build networks to maximize opportunities.
• If you had one piece of advice: Commit to continuous learning and adaptability.
• What if I’m not a gigachad coder?: Leverage communication and teamwork strengths.
• How to handle imposter syndrome?: Track achievements, seek mentors, and normalize doubts.
• How to advocate for yourself?: Prepare clear points, ask for feedback, and negotiate assertively.
• Big tech vs startups: Choose based on preferred learning environment and career goals.
• How do people measure impact?: Document broad contributions including mentorship and business outcomes.
• Would an MBA help?: Consider if aiming for strategic or business leadership roles.
• How was college recruiting?: Prepare early, practice interviews, network extensively.
• How to make as much money as possible?: Develop rare skills, negotiate offers, consider equity, and time job changes.
• Parting words: Stay patient, persistent, and aligned with passion.
• What are your current goals?: Set clear, measurable goals focused on impact.
• Thoughts on job hopping?: Balance learning with stability to maintain reputation.
• What Ricky works on?: Align projects with strengths and mission.
• How AI affects engineering?: Embrace AI tools, update skills, and adapt workflows.

Warnings or Pitfalls Mentioned

• Imposter Syndrome (19:12): Don’t let self-doubt paralyze progress.
• Job Hopping (42:02): Excessive moves may signal instability.
• Overemphasis on Coding Skills (16:11): Avoid the trap of believing only elite coding leads to success.
• Luck (11:36): Recognize luck but avoid passivity; preparation is key.

Resources, Tools, or Next Steps

• Mentorship: Suggested for overcoming imposter syndrome and career growth.
• Networking: Emphasized for recruiting, job hopping, and increasing luck factors.
• Interview Practice: Recommended for college recruiting success.
• AI Tools: Encouraged to explore for staying competitive in engineering.

This comprehensive summary leverages the chapter structure to provide a clear, actionable roadmap for software engineers at various stages of their careers, integrating personal development, strategic career management, and industry insights.

Comprehensive Summary: From Stanford to Meta Staff Engineer - A Career Journey

Overview

This video features Rahul Pande, a software engineer who shares his complete career journey from Stanford graduate to startup acquisition, multiple promotions at big tech companies like Pinterest and Meta, and eventually founding his own company (Taro). He provides honest insights about career growth, failures, promotions, and the transition from IC to management roles.

Main Topics Covered

• Career Path Decisions: Startup vs. big tech choices early in career
• Startup Acquisition Experience: Getting acquired by Pinterest and the interview process
• Career Growth at Pinterest: Failed promotions, learning Android development, eventual success
• Meta Career Progression: Senior to Staff promotion, technical leadership
• Management Transition: Moving from IC6 to Tech Lead Manager (TLM)
• Entrepreneurship: Leaving Meta to start Taro with a co-founder
• Career Reflections: Luck vs. skill, networking, and advice for younger self

Key Takeaways & Insights

On Early Career Decisions

• Risk Assessment: Early career is the best time for risky moves because you have less to lose
• Two-Way Doors: Most career decisions are reversible, making experimentation valuable
• Social Proof Matters: Having big tech offers/experience provides a safety net for riskier choices

On Career Growth

• Promotion Failures: Getting rejected twice for the same promotion taught valuable lessons about clear communication and narrative framing
• Staff Level Impact: IC6 requires cross-functional influence and portfolio of projects, not just one big initiative
• Relationship Building: Career growth heavily depends on relationships and trust built over time

On Management vs. IC Track

• Management Prerequisites: Must genuinely enjoy helping people and having opinions about organizational direction
• TLM Challenges: Tech Lead Manager role is unsustainable long-term - it's a transitional role, not a destination
• Impact Through Others: Senior roles require influence through others rather than individual code contribution

Actionable Strategies

For New Graduates

1. Prioritize brand names early - Get credibility through reputable companies first
2. Take calculated risks - Only go startup route if you have safety nets (offers, strong founder, unique opportunity)
3. Focus on fundamentals - Build strong engineering skills at structured companies

For Career Growth

1. Find exceptional mentors - Seek out staff+ engineers for pair programming and learning
2. Pick high-growth teams - Join teams working on company priorities ("rising tide lifts all boats")
3. Build tools for others - Create leverage by solving problems for multiple engineers
4. Document everything clearly - Promotion packets must tell clear stories without assumptions

For Networking

1. Show genuine curiosity - Ask thoughtful questions about what people are working on
2. Share your work - Make yourself interesting by showcasing unique projects
3. Maintain relationships - Regular check-ins with colleagues and industry contacts
4. Create content - Use social media/writing to expand your "luck surface area"

Specific Details & Examples

Career Timeline

• Stanford (5 years): Undergrad + Master's, research assistant leading to startup opportunity
• Startup (8 months): Employee #2 at professor's company, acquired by Pinterest
• Pinterest (2+ years): L3 to L4 promotion after two rejections, Android development
• Meta (4+ years): L5 to L6 promotion, Portal team, TLM role, eventual departure
• Taro (2.5+ years): Co-founded developer career growth platform

Specific Projects

• Debug tool at Meta: Helped hundreds of engineers, saved hundreds of hours monthly
• Infrastructure migration: Cross-team project moving Portal calling infrastructure back to Messenger systems
• YouTube tutorials: Built audience of developers while at Meta, leading to startup idea validation

Financial Context

• Acquisition outcome: "Slightly higher package than normal new grad" - not life-changing money
• Meta compensation: Stock growth + promotion provided financial runway for startup
• YC experience: 3-month intensive program with weekly accountability

Warnings & Common Mistakes

Career Pitfalls

• Premature promotion asks: Don't ask for promotion immediately after joining - establish trust first
• Poor narrative framing: Same project can be impressive or concerning based on how it's presented
• Staying in TLM too long: Hybrid IC/management role is unsustainable - pick a direction
• Job hopping at senior levels: Less effective for staff+ roles that require relationship building

Startup Considerations

• Co-founder timing: Finding the right person is crucial, but timing alignment is equally important
• Funding path dependency: YC valuable for first-time founders without existing networks
• Ambiguity challenges: Must create your own structure, deadlines, and accountability

Resources & Next Steps

Mentioned Platforms

• Taro (jointaro.com): Career growth platform for developers
• YC (Y Combinator): Startup accelerator program
• Social media: LinkedIn, YouTube for networking and content creation

Learning Recommendations

• Pair programming: Find senior engineers willing to mentor through hands-on coding
• Side projects: Build things end-to-end to develop product sense and creativity
• Community building: Run webinars, create content to understand what people need

Key Principles

• "No gatekeepers": Don't wait for permission to learn new technologies or build projects
• "Main character energy": Take initiative in areas you care about rather than being passive
• "Manufacture luck": Stay curious, maintain relationships, and create opportunities through visibility

The overarching theme is that career success comes from a combination of strategic thinking, relationship building, continuous learning, and taking calculated risks while building a strong foundation of skills and credibility.

Overview

Gia, a college student who achieved remarkable success by winning 21 hackathons with a 70% win rate, shares her journey from finance major to hackathon champion and startup founder. She demonstrates how to balance academics, hackathons, and content creation while maintaining a 3.5+ GPA and growing to 50K social media followers.

Main Topics Covered

• Hackathon strategy and winning techniques
• Time management and balancing multiple priorities
• Building agency and taking initiative
• Personal branding and content creation
• Starting a company while in college
• Networking and relationship building
• College vs. alternative paths
• Team building and collaboration

Key Takeaways & Insights

• Hackathons aren't just about technical complexity - judges are often non-technical and care more about solving real problems than impressive tech stacks
• Network matters more than most students realize - connections can dramatically change career trajectories
• Agency is a learnable skill - taking initiative without permission becomes easier with practice
• Content creation provides leverage - short-form content can amplify opportunities with minimal time investment
• Environment placement is crucial - being physically present in the right spaces (office hours, Silicon Valley) accelerates success
• Balance is achievable through efficiency - time blocking and focusing on high-impact activities enables managing multiple priorities

Actionable Strategies

• For hackathons: Come with pre-researched ideas, connect front-end and back-end early, focus on working demos over technical explanations
• Team building: Evaluate teammates based on GitHub activity and passion rather than credentials
• Time management: Use time blocking, complete homework before hackathons, create short-form content efficiently
• Personal branding: Make projects public, get off localhost, post on GitHub and social media
• Networking: Attend events in person, leverage office hours, build supportive relationships before needing them
• Agency development: Say yes to opportunities that bring connection or learning, especially early in college

Specific Details & Examples

• Maintained 3.5+ engineering GPA while attending 15 hackathons and growing to 50K followers in one semester
• Won first hackathon prize of $3,000 after secretly driving to Ohio
• Built VR transcription glasses using Arduino, OLED screens, and Whisper AI in 9 hours
• Raised angel investment at a hot pot event, leading to additional funding through viral content
• Reached five figures MRR with startup sprint.dev after landing 7 YC companies and 50 other clients

Warnings & Common Mistakes

• Don't divide hackathon teams into separate front-end/back-end groups - integrate early
• Avoid explaining technical stack details to judges - focus on demos and real-world impact
• Don't aim for infinite hackathons - 3-5 provides diminishing returns
• Avoid burning out when starting companies - take breaks despite pressure to keep pushing
• Don't drop out of college without clear win conditions (technical skills, network, funding ability)

Resources & Next Steps

• sprint.dev - Gia's startup for easier hackathon entry with free tools and API credits
• Focus on building projects that people actually want to use
• Attend hackathons in person for networking and learning opportunities
• Consider transferring to schools in better environments (like California for tech)
• Develop personal brand through consistent, short-form content creation
• Build supportive network before needing it for major decisions

Breaking into Big Tech: Insights from an Amazon Principal Engineer

Key Takeaways from 18 Years at Amazon

Non-Traditional Path to Tech

• Background: Started with English/Creative Writing degree but had programming experience since childhood
• Entry Strategy: Got in through networking - a friend from AP Computer Science referred him to a contract support engineer role
• Key Lesson: Success requires both opportunity (networking, referrals) and preparedness (technical skills)
• Reality Check: Having a liberal arts degree without technical background would be "disingenuous" - he had extensive coding experience from high school

Breaking Into Tech Today

Standing Out in Competitive Market:
- Be an outlier in some dimension - don't try to be well-rounded
- Networking approach: Cold DM people genuinely, ask about their team/work, then request referrals
- 90% of engineers would help someone who approached them genuinely
- Go deep, not broad: Master one technology/framework rather than learning many superficially

Recommended Focus Areas:
- English as top "programming language" - communication and storytelling skills are crucial
- Any established language (Java, Python, etc.) - specific language matters less than depth
- Go deep until you understand the fundamentals - "ones and zeros flowing through the bus"

Interview Preparation Strategy

Common Myths Debunked:
- Most interview prep advice is "garbage" because it treats interviews like tests rather than conversations
- Coding/System Design = 40% each, Behavioral = 20% (not 80% coding focus)
- Functional skills (coding/system design) are "ante" requirements - pass/fail
- Behavioral interviews determine leveling and final hiring decision

The Real Framework:
- Interviews are more like "dates than SATs" - they're evaluating cultural fit
- Core question: "Do I want to work with this person?"
- Amazon will reject candidates with poor behavioral answers even if coding/system design is excellent

Behavioral Interview Success:
- Focus on "packaging" your experience effectively
- Tell stories that "betray your level" - senior stories for senior roles
- Practice "Tell me about yourself" with clear, concise messaging about your passions and expertise

Amazon Career Progression

SDE1 → SDE2 → SDE3 Progression:
- SDE1: Independence without hand-holding, knowing when to ask for help
- SDE2: Ownership at team level, understanding codebase strengths/weaknesses, operational excellence
- SDE3: Senior-level scope and impact

Principal Engineer Promotion (SDE3 → Principal):
- Biggest challenge: Essentially jumping two levels (Amazon missing staff level)
- Common failure: Focusing only on principal work while neglecting senior responsibilities
- Success strategy: Balance both jobs simultaneously for 12-18 months
- Key insight: Performance and promotion are decoupled processes

Amazon's Performance Culture

Performance Management Reality:
- 5-6% annual cuts (historically guidance, now more like mandate)
- Stack ranking system - becomes problematic when good performers get cut
- Up or out policy for SDE1 (must promote within ~2 years)
- Performance review process: 3-day meetings discussing employees, focus on "edges" due to time constraints

Survival Strategy:
- Explicitly ask manager: "What are your expectations of me? Am I meeting them?"
- Proactive approach: Create improvement plan before problems escalate
- Early bad news is just news; late bad news is terrible news

Amazon Culture Insights

Best Aspects:
- Customer obsession: Genuine priority from interns to VPs
- Writing culture: 6-page documents, 30-minute reading sessions before meetings
- Diverse opportunities: Multiple "careers" within one company

Worst Aspects:
- Extreme frugality: Poor hardware, fighting for basic equipment
- "Frid" culture: Being so frugal it becomes counterproductive

Career Longevity Strategy

When to Job Hop vs. Stay:
- Job hop every 2 years until senior level for compensation maximization
- Stay put after senior to build deep expertise for principal/staff roles
- High-level ICs typically spent 3-5 years on same team/problem for promotion

Compensation Reality:
- 2024 total comp: Would have been ~$750k as principal
- Stock appreciation: Extra $350k in one year from manager's discretionary equity grant
- Strategy: Stopped divesting Amazon stock around 2018-2019

Key Action Steps for Aspiring Tech Workers

1. Build technical depth in one area rather than breadth across many
2. Network genuinely - reach out to people on teams you're interested in
3. Practice behavioral storytelling - spend 20% of prep time here
4. Ask explicit questions about manager expectations
5. Focus on customer impact in all work and interviews
6. Develop strong written communication skills

Future of Software Engineering with AI

Realistic Assessment:
- AI as amplifier: 1x engineer → 10x engineer possible
- Zero to 10x jump: Unlikely in near term
- Junior roles: Most at risk, but timeline longer than CEO predictions suggest
- Mid-level and above: Still safe due to complexity of scaling and system design

This comprehensive guide provides actionable insights for breaking into big tech, succeeding in interviews, and navigating career progression based on real experience from an 18-year Amazon veteran.

How Evan King Accelerated His Software Engineering Career to Staff by 25 (And What You Can Learn)

Rapid career growth in software engineering isn’t just about early prodigy coding skills or luck — it’s a combination of resilience, smart choices, leadership, and a passion for impact. Evan King, a software engineer who reached staff engineer at Meta (Facebook) by age 25, shares his unique journey, lessons learned, and advice for engineers aspiring to accelerate their careers. This post breaks down the highlights and actionable insights from an in-depth conversation with Evan, along with complementary perspectives.

Early Beginnings: No Need to Be a Prodigy

Evan did not start programming as a toddler or have a family of engineers. Like many, he found computer science challenging in high school — especially surrounded by peers whose parents worked at Microsoft with years of experience. However, persistence and hard work helped him survive AP Computer Science, which laid the groundwork for excelling in college.

Similarly, the co-interviewer only discovered computer science late, switching from electrical engineering to CS in junior year. Their stories prove that you don’t have to be a prodigy to succeed in tech; passion and perseverance matter more.

Key Takeaway:

• Start where you are, and keep pushing forward. Early struggles don’t determine your future.

Building Skills and Leadership in College

Evan played Division 1 soccer but realized he wanted to focus on a sustainable career in software engineering. He quit sports to dedicate time to hacking and founded the Cornell Hacking Club, growing it from a handful of people to a 200-strong community focused on Capture the Flag competitions and hands-on projects.

This experience was critical for developing leadership, communication, and teamwork skills — the soft skills essential for senior engineers and tech leads.

Key Takeaways:

• Join or start clubs/projects that help you build leadership and technical skills simultaneously.
• Side projects are best when they solve real problems you observe around you, not just generic tutorials.

Navigating Interviews and Landing Meta

Evan openly admits that interviewing was challenging, and luck played a role — for example, encountering a LeetCode question he had skimmed the night before. Competitive programming and Capture the Flag helped prepare him technically, but persistence was key.

The co-interviewer shared similar experiences with tough interviews and multiple attempts before landing offers.

Key Takeaways:

• Prepare thoroughly but accept that luck and timing also influence outcomes.
• Competitive programming and real projects help build problem-solving skills for interviews.

Choosing the Right Team and Role

At Meta, Evan experienced “boot camp” — a period where new hires rotated through teams before choosing one. Though initially interested in cybersecurity, Evan found the team culture wasn’t a good fit and instead joined the Content Integrity team working on machine learning models to detect harmful content.

Similarly, the co-interviewer chose infrastructure teams based on interest and “coolness,” demonstrating the importance of finding a team and role that resonate with you.

Key Takeaways:

• Explore multiple teams early, and choose one where the work and culture excite you.
• Don’t settle for the first opportunity; advocate for what feels right.

Early Career Promotions and Confidence Building

Evan’s first promotion came unexpectedly within six months, which boosted his confidence. Prior to that, he built a reputation for being inquisitive, proactive, and willing to help others—qualities that managers notice.

Helping onboard new hires and being the go-to person for questions positioned him as a natural leader.

Key Takeaways:

• Be proactive, curious, and helpful to build trust and demonstrate leadership early.
• Celebrate small wins and use them to grow confidence.

Shipping Code Fast: Workflow and Asking for Help

Both Evan and the co-interviewer emphasized two main strategies for rapid delivery:

1. Master your workflow: Know the codebase intimately, optimize your tools, and memorize key paths to quickly make changes.

2. Don’t be afraid to ask for help: Spending hours stuck trying to solve something that a senior engineer can answer quickly is inefficient. Learn when and how to ask questions.

Additionally, becoming excellent at code search within large codebases is critical for fast progress.

Key Takeaways:

• Invest time into improving your workflow and tooling.
• Balance independent problem solving with timely help-seeking.
• Develop codebase navigation skills early.

Growing Into Leadership and Senior Roles

Evan’s promotion to senior engineer came as his team grew. He was asked to tech lead a sub-team, where he managed roadmaps, coordinated others, and held one-on-ones — stepping into leadership before fully understanding the role.

He learned to overcome territorial feelings when a senior engineer joined, shifting from competition to collaboration, which accelerated both their growth.

The co-interviewer also shared the importance of delegation and working through others to scale impact as a senior engineer.

Key Takeaways:

• Step into leadership roles even if you feel inexperienced; growth happens on the job.
• Collaborate and learn from more experienced peers rather than compete with them.
• Learn to delegate to multiply your impact.

Staff Engineer Promotion: Impact and Holistic Problem Solving

Evan was promoted to staff engineer after leading Meta’s response to the New Zealand mosque shooting live stream incident. The high-impact, high-visibility work involved creating a new real-time content integrity team and pioneering novel solutions to detect live video atrocities.

Importantly, Evan identified a simple, overlooked signal (comments on videos) that dramatically improved detection rates, demonstrating that:

• Impact matters more than technical complexity.
• Holistic problem solving beats narrow technical optimization.

The co-interviewer had a similar experience, optimizing compute efficiency with simple yet impactful changes.

Key Takeaways:

• Focus on the highest-impact problems, even if the solution seems simple.
• Think holistically about problems, not just technically.

Meta’s Culture of Impact and Influence Without Authority

Meta rewards engineers who find impactful solutions, regardless of complexity. Titles aren’t always public; influence is earned by consistently being right, trustworthy, and collaborative.

Evan naturally took on some managerial responsibilities as a tech lead and earned trust by being on everyone’s side, supporting teammates, and building strong relationships.

Key Takeaways:

• Build credibility through consistent, valuable contributions and integrity.
• Influence comes from trust and expertise, not just titles.

Management vs. Individual Contributor Path

Both Evan and the co-interviewer considered switching to management but chose different paths. Evan transitioned to management to broaden skills and avoid becoming “too specialized” as a high-level IC, while the co-interviewer stayed longer in IC roles focused on technical leadership.

Management involves different challenges: people problems, meetings, and less control over your schedule, but offers opportunities for organizational impact.

Key Takeaways:

• Understand the trade-offs between IC and management roles and choose based on your interests and long-term goals.
• Management requires different skills but can broaden your career options.

Leaving Meta for Startups: Risks and Rewards

Evan left Meta despite a clear promotion path to pursue a startup with a trusted co-founder. The lure was passion, learning, and excitement about new problems, even though it meant giving up a lucrative and stable career.

His startup journey involved:

• Building a web3 social intelligence product.
• Pivoting through acquisitions and new ideas.
• Launching “Hello Interview,” a company providing mock interviews and AI-driven learning for software engineers.

Though financial rewards haven’t yet matched Big Tech salaries, the experience and learning have been invaluable.

Key Takeaways:

• Leaving Big Tech for startups is risky but offers unparalleled growth and learning.
• Financial rewards may lag, but skills and experiences compound long-term career value.
• Follow your passion, especially if you have a strong co-founder and product traction.

Technical Growth: Big Tech vs. Startups

At Meta, Evan worked on narrow but high-impact problems, often insulated from infrastructure details like caching and database setup. At startups, he had to learn full stack development, infrastructure, and operations — rapidly expanding his technical breadth.

He recommends:

• Starting in Big Tech for depth.
• Moving to startups for breadth and practical skills.

Or ideally, combining both over a career.

Key Takeaways:

• Big Tech provides deep expertise; startups teach end-to-end skills and operational knowledge.
• Curiosity about underlying systems accelerates growth.

When to Build a Startup

Evan advises:

• Gain experience (ideally senior level) before jumping to startups.
• Ensure financial stability and support systems.
• Consider joining an early-stage startup before founding your own.
• Leverage new technologies like AI to accelerate progress.

Key Takeaways:

• Timing and financial security are crucial for startup success.
• Learn from early-stage startups before founding your own.

Work-Life Balance and Biggest Regrets

Evan typically worked ~50 hours/week at Meta, often fueled by passion, with flexibility for personal interests like snowboarding. At startups, hours were longer and more intense, often working late into the night.

His biggest regret is not slowing down to deeply understand how things work, instead focusing on shipping fast and moving on. Now, with more experience, he dedicates time to in-depth learning.

He also wishes he had invested more in relationships outside work, realizing that friendships and personal life fulfillment are equally important.

Key Takeaways:

• Balance speed with deep understanding for sustainable growth.
• Invest in relationships outside work for a fulfilling life.

Final Advice to New Grads and Aspiring Engineers

• Focus on building strong relationships and soft skills alongside technical growth.
• Be curious and inquisitive — don’t just ship features, understand the systems.
• Advocate for yourself in conversations about promotions and growth.
• Choose teams and projects that excite and challenge you.
• Balance work with life and personal fulfillment.
• Remember: career growth is a marathon, not a sprint.

Resources to Explore

• Hello Interview: Evan’s startup offering mock interviews, AI-driven learning, and free educational content to help engineers prepare for software engineering interviews. hellointerview.com
• Meta Engineering Blogs: For deep dives into infrastructure and system design.

Conclusion

Evan King’s journey from a struggling high school student to a staff engineer at Meta by 25, and then a startup founder, is inspiring and insightful. It underscores that rapid career growth combines technical skill, leadership, curiosity, impact focus, and strong relationships.

Whether you’re just starting out or looking to accelerate your career, Evan’s story offers practical lessons on navigating interviews, choosing teams, delivering impact, growing into leadership, and making bold moves toward your passion.

Have questions or want to share your own career journey? Drop a comment below or reach out on social media!