# employment Published articles for employment. This is one page of public article previews, not the complete archive. Follow Next page to continue. Summaries are not the original full articles. ## Self-Employed back to Permanent Employment DevFeed: [Self-Employed back to Permanent Employment]() Original publisher: [Read original article]() Author: Richard Donovan Published: 2024-08-09T14:13:32Z Content type: opinion Language: en Sources: [The Modern Software Developer]() Topics: [Software Engineering](), [Development]() Tags: [employment](), [engineering](), [mental-health](), [software-developer]() ### AI overview A software architect reflects on a three-year period as a mindset coach for software engineers and leaders, including its achievements and challenges. They conclude that market conditions and limited demand for mindset coaching have led them to seek permanent employment again, while rejecting the idea that the experience was a failure. ### Source excerpt Was it all just one giant failure? ## Managers should take responsibility for compensation conversations and decisions DevFeed: [Managers should take responsibility for compensation conversations and decisions]() Original publisher: [Read original article]() Author: Pedro Gil Carvalho Published: 2021-09-21T18:44:35Z Content type: opinion Language: en Sources: [Pedro Gil Carvalho]() Topics: [Job](), [Finance](), [trust]() Tags: [employees](), [employment](), [job](), [manager](), [money](), [trust]() ### AI overview This management commentary argues that managers should understand their reports' compensation, participate in setting pay policies, communicate employment and compensation decisions, handle salary discussions thoughtfully, and advocate for their teams rather than delegating these responsibilities entirely to HR and Finance. ### Source excerpt Everything you wanted to know about money but were afraid to ask ## Your Labor is a Product DevFeed: [Your Labor is a Product]() Original publisher: [Read original article]() Published: 2020-05-26T14:21:05Z Content type: opinion Language: en Sources: [Blogs on Ryan Harter]() Topics: [Job](), [Software](), [Android](), [cloud-infrastructure]() Tags: [employment](), [freelance](), [job](), [margin](), [money](), [remote](), [software-developer](), [tech-industry]() ### AI overview The author argues that employment can be understood as a market transaction in which workers sell their labor for a salary. Drawing on freelance Android development and remote work, the article examines how internet-enabled delivery and location-related costs affect labor pricing. ### Source excerpt Before joining Pixite I spent several years as a freelance Android developer. Being 100% remote for all of those years, I learned many things about the process of hiring and employment. The biggest eye-opener for me was the realization that when you apply and interview for a job, you are selling a product. Though the language is often about employers providing perks to "sell you" on the idea of working there, the actual relationship is the opposite. ## Announcing Our Connect v2 Labor API DevFeed: [Announcing Our Connect v2 Labor API]() Original publisher: [Read original article]() Author: Dina Spitzer Published: 2019-04-04T21:38:53Z Content type: release Language: en Sources: [Square Corner Blog - Medium]() Topics: [API](), [data](), [import](), [Job]() Tags: [announce](), [api](), [blog](), [business](), [data](), [developer](), [employment](), [import](), [integrations](), [job](), [release](), [scheduling](), [search](), [web-development]() ### AI overview Square announces the release of the Connect v2 Labor API, renamed from the Timecard API. The release adds functionality for employee shifts, break tracking, multiple jobs and wages, labor data import/export, and shift search. ### Source excerpt Capture employee working hours with breaks and hourly pay rateHeads up, we've moved! If you'd like to continue keeping up with the latest technical content from Square please visit us at our new home https://developer.squareup.com/blog We're very excited to announce the release of the Square Connect v2 Labor API. Having visibility into daily employee operations and labor costs is a critical part of managing a business. It helps business owners better understand the performance of their business, employees, and ultimately make more informed & cost-effective staffing decisions. With the Labor API, partners can build stronger, more accurate, and more comprehensive labor management integrations on behalf of our shared customers. To highlight the changes and additional functionality recently implemented (i.e. break tracking, multiple wages, etc...), we updated the name from Timecard API to Labor API. The new name better aligns with the breadth of labor management functionalities our partners can power with the Labor API. You can more easily manage employee's hours, breaks, shift wages, and import/export labor data. How to create a Shift (including break and wage information):https://medium.com/media/281fb8863abf67cb66c58e404143445e/hrefHow to query a set of closed shifts from a workweek:https://medium.com/media/b15dbea66bdaaf0f8f8a3a6a6cf48d29/href You will find below a list of functionalities we implemented with this release: Employee shifts: View/create shifts worked by any employee, including the business location where the shift was worked, shift start/end times, and regular, overtime, and double time hours worked during the shift. Employee break tracking: Track employee breaks over the course of a worked shift, including break start/end times, durations, and whether they were paid/unpaid. Employee job tracking: View/edit the job (and wage) worked by an employee for any given shift, including the ability for one employee to have multiple jobs (and wages). Search: Searc ## Year Five DevFeed: [Year Five]() Original publisher: [Read original article]() Author: Jay (noreply@blogger.com) Published: 2013-04-30T12:00:00Z Content type: opinion Language: en Sources: [Jay Fields]() Topics: [Job](), [Software Engineering](), [engineering-culture]() Tags: [clojure](), [developers](), [employment](), [experience-report](), [job](), [retention](), [software-engineering]() ### AI overview This experience report discusses why software developers may leave an employer after roughly three or four years. It describes perceived limits, familiarity with one's existing code and opportunities elsewhere, compensation differences, and the appeal of new challenges, while noting that the premise is speculative and based partly on personal observation. ### Source excerpt The average lifespan for a software engineering job is 4 years. Okay, I've never actually seen proof (or contradiction), but that's the general feeling in the groups I associate with. Perhaps that's selection bias - my employer has generally changed on year 3 or 4. Perhaps this is the exception and not the rule, in that case feel free to simply read this as an experience report. However, I do think it's somewhat common for developers to leave around year 3 or 4. This entry contains speculation on why they leave, and offers one idea on what employers can do to break that cycle. My 4 year employment cycle generally looks like this Year One: "I'm in over my head. My semi-bluff was in-fact a bluff. They're going to fire me any day." Year Two: "It's nice to feel like a productive team member" Year Three: "This is fun, and I'm not bad at it. It's satisfying to pass on knowledge to teammates." Year Four: "This feels repetitive, that grass over there sure looks greener" I expect that I, like many programmers, probably undervalue my contribution in the early days and overvalue my contribution in the latter days. In Year Three and Four at DRW I spent some time thinking about how I felt, and observing the behavior of some colleagues that were also on year three and four. A few things stood out to me. A company you don't work at always seems to have infinite possibilities; however, after a few years with an employer, it's extremely clear what your options are. More importantly, it's very clear what limitations will likely always be there. A company you don't work at contains no code you're responsible for. Conversely, any company you've been with for 4 years probably has plenty of code you're not proud of. If you're responsible for that code, it's a constant reminder of your previous limitations. If you're not responsible for it, your co-workers aren't likely to let you forget about it anytime soon. There's always someone willing to pay you more than you're worth. After several