In the high-pressure world of technology startups, where willpower, work ethic, and high intelligence are highly prized, disheartening trends are prevailing in the industry. From drug use and disagreeable coworkers to the constant worry about losing your job and the harsh glass floor to get into the industry, these challenges paint a grim picture of what it takes to survive and thrive in tech. The competitive atmosphere fosters both innovation and burnout, making it crucial to navigate these complexities with resilience and adaptability.
Abuse of Controlled Substances
The harsh truth is that prescription drugs designed to enhance concentration and attention to detail are sometimes used illegally. In highly competitive industries, such as technology startups, where willpower, work ethic, and raw intelligence are disproportionately valued, and long hours are the norm, workers tend to lean on stimulants. While ADHD and other neurodivergent disorders are common in the industry, it is also not uncommon to hear about the abuse of controlled substances.
At a previous employer, I heard colleagues gloating about taking black-market Adderall to boost their performance. Graduates of Ivy League or other prestigious schools are known to use stimulants more frequently than the general industry due to the intense study habits expected at these institutions. I’ve also heard rumors of cocaine use at several technical conferences, though I won’t name them to preserve anonymity.
In Silicon Valley and the Greater Bay Area, the use of psychedelics such as LSD is not unheard of. Steve Jobs is perhaps the most famous example of a tech visionary who used LSD, and there is a culture of micro-dosing LSD throughout the Bay Area. Additionally, using psychedelic mushrooms to enhance creativity is also common in this region.
Marijuana use is almost a given on the West Coast and is as culturally accepted as drinking. On the milder side, I have yet to meet a developer who doesn’t come close to or exceed the recommended daily limit of caffeine each day.
Disagreeable Personality
Engineers and scientists tend to have more disagreeable personalities compared to the general population. Some of this is culture-specific, but the personality traits suited for engineering are different from those needed to be a social worker. Most employees are friendly, but engineers tend to be more objective and straightforward.
This profession is not typically known for its formal greetings or overly welcoming atmosphere. Most engineers are not in sales, though those who can be customer-facing have excellent job prospects. Introversion is also a common trait among engineers.
There is never anything wrong with being a little disagreeable, and I would argue that some amount of breaking social cohesion helps break groupthink and leads to better decision-making. But in highly competitive industries based on performance, this can also lead to toxic work situations.
In my decade of work experience in tech and my time pursuing nerdy hobbies as a teenager, I have encountered the neckbeard more than a few times. While lousy hygiene is rarely encountered outside of card shops, this is an archetype of a condescending male with a huge ego who thinks he is superior to his coworkers. There is a certain level of elitism and arrogance in his personality, as well as a high level of pretentiousness.
The majority of tech professionals are not neckbeards and tend to have better soft skills. However, that one engineer with a huge ego tends to make people hate their jobs. The neckbeard is often overly opinionated and wants everyone to bend to their will based on their design decisions, which they believe are justified by their higher “IQ.”
To be fair, the neckbeard often makes better-than-average architectural decisions, which is why they remain employed. However, the neckbeard rarely accepts criticism of their ideas during feedback sessions and tends to micromanage their teammates. This engineer is unlikely to become a manager because the company recognizes that, despite their technical skills, they lack soft skills and are unpleasant to work with.
The neckbeard is often why women and people of color feel discriminated against in tech. While the neckbeard might be overly critical and confrontational toward coworkers of both genders, women tend to interpret this behavior as sexist because it is typically taboo to interact with women this way across the world. The neckbeard doesn’t think treating men and women equally unpleasantly isn’t inherently sexist. Still, most women are even less likely to tolerate this unpleasant behavior the same way men would.
There are different levels of neckbeards. Not all of them are extreme, and most just have a moderate ego. Ironically, those with the worst hygiene and grooming tend to have smaller egos, but due to human psychology, we tend to judge them more harshly than the well-groomed neckbeard.
I’ve encountered neckbeards since I was a teenager playing with trading cards at a local comic shop. Neckbeards aren’t unique to tech; you can find professionals with oversized egos in medicine, law, and Wall Street. However, the stereotype is most commonly associated with tech. Arrogance, a large ego, and overzealous pride are natural traits among highly competitive personalities. This high level of competition tends to make people more disagreeable. In tech, competition isn’t just about sports; it’s about proving who is the smartest.
It is okay to be critical of work, submit pull requests, and suggest optimizing the business plan if you are objective and just trying to make better decisions. The problem occurs when an individual gives unwanted opinions that are personal attacks, can’t take criticism of their ideas, or is competitive enough to sabotage their coworkers to make themselves look better.
Six years ago, I worked with a man whom I will call Bob for anonymity. Bob was a well-groomed neckbeard and a micromanager, even though he was not in a managerial position. He would try to tear down every architectural or design idea unless it was his own, even if it was the exact same idea. Bob would also work 16 hours on a Friday night, using stimulants to rework his coworkers’ code or projects to make himself look better. Although Bob was brilliant, he was arrogant and lacked knowledge about software development outside of PowerShell.
Although Bob was well-liked at work by most of his coworkers for his technical prowess, he would openly mock some employees with vulgar nicknames, creating a toxic work environment. The company liked Bob because he was highly technical, confident, and appeared professional. However, the company made terrible design decisions because he would not accept criticism, which ended up costing billions of dollars in contracts.
Barrier to Entry
Breaking into the technology field used to be easier compared to other high-paying fields. While a college degree is beneficial, it is optional for many positions if you have the necessary skills. From the early 2010s to the early 2020s, an individual with reasonable intelligence could pay $12,000 for a coding bootcamp and secure a software engineering position after just 12 weeks of instruction.
However, in the 2020s, the tech sector contracted, leading to significant layoffs. The number of available jobs is at record lows, and there aren’t enough openings to support the number of university and bootcamp graduates seeking entry-level positions. I hope the downturn is cyclical and will rebound, but I am hesitant to predict that the current employment trends are only a short-term issue.
Senior engineers are much more valuable than entry-level graduates. Bootcamp students often have to work twice as hard as university graduates and supplement their skills with various online courses. However, even a fresh college graduate in computer science will not show a positive return on investment for at least six months and possibly several years of experience.
The nationwide shortage of software engineers and cybersecurity professionals is just a cliche and a myth. Tens of thousands of professionals are looking for work in these professions but can’t find it. Hiring managers always prioritize senior engineers over new graduates. Hiring managers may hire juniors but will need a senior engineer to support and mentor the new graduate.
The screening process is lengthy because recruiters are wary of buzzwords on resumes with little experience. They may not submit your profile if they think you are exaggerating your skills, which is too common in the industry. Having less than two years of development experience means most recruiters will not even consider your resume.
For most software engineering positions, interviews are extremely challenging and stressful. They typically include on-the-spot whiteboard coding challenges. At elite companies, some coding interviews may involve complex problems that require months of daily practice, as the skills tested are rarely used or required for the job.
Ageism is real. If you are above a certain age, you are expected to be a superhero; if you aren’t an expert and a senior architect, you will have a more challenging time finding work.
In 2024, I can no longer recommend a coding bootcamp to someone without technology experience in the current market in the USA.
Job Stability
Something no one told me when I was interested in technology in how volatile the market is. At most prominent technology companies the average tenure is just under 2 years (Business Insider, 2017):
- Facebook: 2.02 years
- Google: 1.90 years
- Oracle: 1.89 years
- Apple: 1.85 years
- Amazon: 1.84 years
- Twitter: 1.83 years
- Microsoft: 1.81 years
- Airbnb: 1.64 years
- Snap Inc.: 1.62 years
- Uber: 1.23 years
In the heart of Silicon Valley, the average tenure may be even shorter. Tech is a merit-based profession, and you must perform well to keep your job. Years of experience and tenure are only important in certain government positions, and post-graduate education is only relevant in specific roles.
I have been laid off several times in my career and even fired. In 2018, I was working for a startup and was told I was doing really well and could be in charge of the DevOps department. However, I started coughing up blood and was admitted to the hospital. By the time I was discharged, I was informed that my position had been terminated due to my absence. Despite showing a doctor’s note, it made no difference.
I also worked at a biotech startup that uses AI to advance human life. It was my first DevOps and infrastructure position, and I made the mistake of overselling my skills. I was overwhelmed, but I was gradually picking up the necessary skills. However, I wasn’t learning fast enough, and at the end of 90 days, I was told my position was ending. Two weeks later, more than 50% of the company lost their jobs.
Stories like these are familiar in Silicon Valley. People job-hop for higher salaries but also leave startups because most startups fail. Starting a business is hard, and the sad reality is that most small businesses, including technology companies, fail.
According to Failory 90% of technology startups fail. Your job security comes from being the best engineer you can so you can rebound and get another job if your current job is terminated.
Technology jobs are highly connected to interest rates. If interest rates rise, then technology job openings dry up. The macroeconomic condition determines the number of openings. There are millions of competent software developers in India alone. Outsourcing has never been easier, and you need to be world-class and constantly upgrade your skills if you wish to work in a technical role in the future.
The tech industry offers incredible opportunities but comes with significant challenges. Understanding the culture, dynamics, and realities of the industry is crucial for anyone looking to navigate this complex field. Whether you’re a seasoned professional or an aspiring newcomer, the key to success lies in adaptability, continuous learning, and maintaining a balance between ambition and well-being.