Coinme’s Post

How to Survive an SDET Job? 1. A lot of times, people don't know what they want from you. If they want you to "fix their automation", write up tickets, and ask product professionals to prioritize them. 2. If there is manual testing, the product developers help out. No exceptions. 3. If there is toxicity and an extreme amount of politics, you will never change it. Leave. 4. Code reviews are not optional. 5. Be kind to people. 6. If you have to hire a SDET, be strict about your hiring process. 

You should definitely apply for that next level position. Go for that Sr. SDET role, even if you haven’t held that title before. Just do these three things first: 𝐒𝐭𝐚𝐭𝐞 𝐭𝐡𝐞 𝐫𝐨𝐥𝐞: At the top of your resume, clearly state that you are applying for a Sr. SDET position. It’s okay even if your previous title was different. You’re showing that your experience makes you ready for this role at this company. 𝐓𝐚𝐢𝐥𝐨𝐫 𝐲𝐨𝐮𝐫 𝐫𝐞𝐬𝐮𝐦𝐞:  Ensure your resume reflects a Senior level SDET. If you're unsure, have someone review it to make sure it meets the expectations of recruiters and hiring managers. 𝐏𝐫𝐞𝐩𝐚𝐫𝐞 𝐲𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬: Be ready to share examples of your senior-level work both in your resume and during the interview. Many of us have been in situations where we do the work of the next level but don’t get the promotion due to budget constraints, lack of support, or other reasons. It's okay to seek the next level position through a new job. Just make sure you share the right stories. If you apply for a Sr. SDET role but only mention tasks like implementing a test strategy and using an existing test framework, that’s not enough for a senior-level role. Focus on stories of leadership, influence, and tangible business results. Highlight how you drove innovation, coached juniors, and improved team performance. Good luck! #CareerAdvice #JobSearch #SDET #ResumeTips #Hiring #Promotion #TechJobs #Leadership

How can I quickly tell if a SDET candidate is at a Senior level from their resume? Senior Level Words: ✔️ Led ✔️ Implemented ✔️ Designed ✔️ Coached ✔️ Built ✔️ Improved ✔️ Established ✔️ Enabled ✔️ Architected ✔️ Enhanced Not Senior Level Words: ❌ Black box testing ❌ White box testing ❌ Worked with ❌ Added ❌ "spelled out all types of testing that exist" ❌ Experience in ❌ Knowledge on ❌ Active participation ❌ Hands-on experience ❌ Utilized #ResumeTips #SDET #SeniorLevel #JobSearch #CareerAdvice #Recruiting #Hiring

🎮 Level Up Your Career: Become a Senior #SDET in #Gaming! 🚀 As a gammer myself.... 🤓 (Mobile Legends and Mobile COD 🙃 counts too ok haha) We know it’s not just about playing—it’s about experiencing worlds that work flawlessly, have creativity, graphics and great music, why not? Well.. that’s where this #opportunity comes in! 🌟 Imagine being the 🔫 guardian 🔫 BUT of game quality and building worlds that works flawlessly. You get to ensure every pixel, character, and mechanic operates just right. 👌 📍 Remote Opportunity As an SDET, you’ll: 🎯 Design and automate test frameworks that make games run smoothly. 🎯 Partner with top-notch devs to squash bugs faster than speedrunners. 🎯 Help create gaming experiences that players will remember for a lifetime. What’s in it for you? ✅ Work in a remote-first environment where collaboration and creativity take the lead. ✅ Shape the future of gaming with a team that shares your passion. ✅ Push boundaries with cutting-edge tech—because that’s what next-gen gaming deserves. 🕹 Know someone perfect for this role? Tag them below and share the adventure! 🔗 Check out the details & apply here: https://lnkd.in/ex4YcszT Let’s build worlds worth exploring! 🌍🎮 😭 #remote #SDET #C# #Senior #techopportunities #jobs

I agree. Some job descriptions really feel like they’re looking for a tester-turned-superhero—fluent in 5 languages, mastering every automation tool ever created, and somehow using Cypress, Selenium, and Playwright in the same day. Seriously, are they okay? 😂 The best SDETs I know focus on: ✅ Scalable, maintainable test systems. ✅ Smart tool choices (not chasing trends). ✅ Explaining complex concepts without a tech dictionary. Instead of endless buzzwords, let’s post roles that focus on real needs. And let’s be honest—today’s “must-have” tool is tomorrow’s legacy headache. What’s the funniest job requirement you’ve ever seen? Let’s hear it! 👇 #SDET #HiringFails #QA #Automation

Real Talk About SDET Hiring - From Someone Who's Been on Both Sides I had to smile this morning while reviewing some SDET job descriptions that landed in my inbox. They reminded me of my mother's shopping lists - you know, the ones where she writes down everything in the store just in case she needs it. Look, I get it. I've been heading automation teams for years now, and yes, we all want rockstar engineers. But here's what I'm seeing everywhere: "Required Skills:" - Must know every automation framework created since the dawn of testing - Should code fluently in roughly 4-5 programming languages - Must have mastered all CI/CD tools (including the ones still in beta) - Need expert-level knowledge in... well, everything Here's the thing - I've hired and worked with some brilliant SDETs over the years. Want to know what made them exceptional? It wasn't their encyclopedic knowledge of every tool in existence. The real MVPs in my teams have always been engineers who: - Really understand how to design robust test architecture - Have solid coding skills in one or two languages (and can learn others when needed) - Know how to pick the right tool for the job (not just the trending one) - Can explain complex testing concepts to non-technical folks - Actually think about maintainability (bless their souls) Let's be real for a minute. If you're posting job requirements that look like a copy-paste of the entire testing section of Stack Overflow, you might be doing it wrong. What if instead, we tried something radical - like being honest about what the job actually needs? Here's my approach: 1. List the core tech stack they'll use daily (the real one, not the aspirational one) 2. Focus on problem-solving abilities (because that weird edge case won't test itself) 3. Look for architectural thinking (because someone needs to think about the big picture) 4. Value learning aptitude (because today's hot framework is tomorrow's legacy code) After all, I've never met an engineer who simultaneously used Cypress, Playwright, Selenium, and Appium all in one day. And if you have, please check if they're okay. Fellow engineering leaders - what's your take on this? How do you cut through the noise when writing job descriptions? #SoftwareEngineering #TestAutomation #HiringInTech #EngineeringLeadership #RealTalk #SDET #QualityEngineering

There's nothing worse than having two really strong candidates and only one job opening... but it can be great if you keep track of them! Got to start my morning by making an offer to a "Silver Medalist" candidate who interviewed for a Staff SDET role a few months ago. Engineering manager: "I need to hire for ______ role, before you post it, let's see if this candidate is still on the market." They are. Made an offer the next day. $1,000's of dollars and dozens of hours saved, and a happy engineer joining the team. Hires like this aren't possible at most publicly traded companies due to red tape. New interviews required, goofy policies requiring "cool off periods" from the last interview. All nonsense. Get out of the way and trust your teams to hire the right people! #Recruiting #Hiring #Talent #Engineering

Whenever I look at job postings in my current domain I often see this (apologies to the description I just lifted this from) "The <insert position> will lead a high-performing team of Developer Productivity Engineers and be responsible for delivering on the vision of a true CI/CD environment improving development productivity and product quality." What's amusing is the the position can vary from VP, to Sr. Director, to Architect, to Quality Architect, to Principal Engineer, to Staff SDET, to Sr. SDET, all the way down. And the vision is undefined. What strikes me is that companies hiring for this space don't know how to hire for vision and don't know who's responsibility it is. And when you talk about the intersection of CI/CD, quality, ops, and test automation, without a vision...what are you doing to begin with? How did you get there? And are you prepared to pay and resource hires to get out of a multiyear process and technical debt hole? Without a vision you are just throwing expensive darts at a wall and everyone is always unhappy because nothing ever comes together. Do the research, form an end to end vision, iterate, hire.