Welcome to The Long View—where we peruse the news of the week and strip it to the essentials. Let’s work out what really matters.
This week: A new Linux kernel drops and layoffs at Amazon Web Services point to trouble. (more…)

Welcome to The Long View—where we peruse the news of the week and strip it to the essentials. Let’s work out what really matters.
This week: A new Linux kernel drops and layoffs at Amazon Web Services point to trouble. (more…)

If you were just reading headlines, you would think that careers in tech were limited—especially developers and DevOps professionals. The media and job sites have highlighted layoffs weekly since the beginning of the year, with over 120,000 employees eliminated from 400+ companies (including Amazon, Alphabet, Microsoft, Meta and others). With this much shedding of technical talent, you would think there would be a glut of developers and limited new career opportunities for software developers.
In fact, the opposite appears to be true. In the U.S., job growth accelerated sharply in January while the unemployment rate dropped to a 53-year low. According to a recent report from Bain & Company, at a macro level, the demand for technical talent is still high but is now growing within non-tech industries. “The growth of demand for tech talent from non-tech business has really been a game-changer,” said Jonathan Frick, a partner at Bain and one of the study’s authors. Using publicly available job postings and U.S. government data, Bain determined that demand for tech workers at non-tech businesses outpaces demand at tech businesses for the first time.
So is the “Great Resignation” now being replaced by the “Great Rebalance” as other industries finally catch up and have the opportunity to find and hire technical talent? That appears to partly be true; however, there’s a bigger takeaway than developer talent is simply changing employers … it’s a more fundamental and structural shift in the industry. As talent moves beyond traditional tech firms, non-tech businesses seek to apply software innovation differently. So let’s discuss why this sets the stage for 2023 being “the year of no-code.”
It’s been said that “every business is now a software business” (in the words of Watts S. Humphrey, the father of quality in software and CMMI). Businesses of all sizes and across all industries have taken advantage of software to enable sweeping digital transformation initiatives and put software at the heart of their business strategy. In fact, IDC predicts that by this year, over 500 million digital apps and services will be developed and deployed using cloud-native approaches – the same number of apps developed in the last 40 years. The majority of these new apps will be targeted at industry-specific digital transformation scenarios and will define competitive requirements in every industry.
This exploding appetite for digital apps still vastly outstrips the supply of developers in the market. As a result, non-tech organizations have been desperately seeking new and creative solutions to keep up with demand. This is one of the key reasons businesses across all industries and all sizes have turned to no-code. By accelerating the pace of developing software, using visual and intuitive drag-and-drop tools, no-code levels the playing field and enables more rapid delivery of digital applications without having to wait on scarce IT or development resources.
Non-tech organizations tend to be more pragmatic about how they invest – unlike tech firms, they are less likely to simply invest in “shiny new technology” but look for stricter business justifications and returns on development projects. Also, the overall continued market uncertainty and concerns about recession will continue to pressure businesses to get the most value from their investments. So even though it may be easier to find developers in the talent pool, there’s not a blank check to hire at any price.
This will drive non-tech organizations to look for ways to enable app development within their business teams as part of a ‘do it yourself” (DIY) approach to software development. The DIY approach enables business teams to play a more central role in app development using low-code/no-code solutions. By democratizing app development, low-code/no-code enables a whole new range of non-developer roles (often referred to as “citizen developers”) within an organization to take on the building of software applications. While IT and professional developers are still important for certain types of apps, the use of no-code has increased the talent pool inside most organizations, allowing employees within the business to take on development tasks.
Startups in the tech industry have been accustomed to a traditional venture life cycle of innovation – which has historically been accepting of years of challenges as long as the startup could demonstrate rapid growth at all costs; a single successful exit would be seen as a reward. However, non-tech firms don’t usually have the luxury of this sort of development model and are under scrutiny to show profitability and quarterly earnings. Non-tech businesses look for approaches to accelerate new sources of sales or add new products to market more quickly. They need to exploit app development strategies that deliver results in days/weeks (not months/years).
Instead, an ‘everyday delivery’ approach to no-code is much more evolutionary and provides a continual but rapid stream of updates to the end user as part of a high-velocity, ongoing improvement cycle. The deployment can be based on specific features without a need to connect it to a specific Agile sprint deadline or other formal milestones. This mode of continuous everyday delivery builds on the rapid development and continuous deployment automation provided by low-code/no-code platforms. Combined, this allows for quick, small updates to be pushed frequently (perhaps daily) to production while maintaining higher levels of quality than traditional “big bang” software releases.
They say every challenge presents new opportunities. While the recent tech layoffs would appear to create challenges and uncertainty, “The Great Rebalance” presents an opportunity for a new accelerated model of innovation across industries as non-technical businesses find new and different models for software development. In the dynamic and unpredictable markets we live in today, those who evolve and leverage low-code/no-code to compete, expand and thrive will outgrow and outpace their peers. This is why businesses are hungrily adopting low-code/no-code tools and everyday delivery approaches to realize the benefits of accelerating time-to-market and reducing time to deliver results.

devopsy.kinsta.cloud is now providing a weekly DevOps jobs report through which opportunities for DevOps professionals will be highlighted to better serve our audience.
Our goal in these challenging economic times is to make it easier for DevOps professionals to advance their careers.
Of course, the pool of available DevOps talent is still relatively constrained, so when one DevOps professional takes on a new role it tends to create an opportunity for others.
The five job postings shared this week are selected based on the company looking to hire, the vertical industry segment and, naturally, the pay scale being offered.
We’re also committed to providing additional insights into the state of the DevOps job market. In the meantime, for your consideration:
Monster.com
SnapLogic
San Mateo, California
Infrastructure Engineer
$183,310
Metropolitan Transit Authority – NYC
New York, New York
Cybersecurity Officer – DevSecOp/Cloud Infrastructure
$144,500 to $191,000
Dice.com
Flexion
Remote
Azure DevOps Engineer
$140,000 to $170,000
Indeed.com
Woven Teams
Remote
DevOps Engineer
$116,000 to $147,000
SimplyHired.com
Raytheon Missile and Defense
Schriever Air Force Base, Colorado
Senior Software Engineer
$75,000 to $161,000

Well over one-third (37%) of respondents to a recent industry survey reported that recruiting developers with the needed skills would continue to be a challenge through 2023. More than 2,000 developers and IT professionals participated in the Infragistics survey from December 2022 to January 2023.
The survey also found developers and IT professionals are just as concerned (37%) when it comes to their organization’s ability to keep employees safe. The survey also found respondents believed they are working with limited resources (36%).
“Over the past three years, workers have been faced with a series of unexpected challenges—the COVID-19 pandemic, an economic downturn and a volatile work environment–which is pushing employers to do more to assure workers are protected. Employers that take steps to protect their employees will be more likely to retain them, especially in light of the developer shortage,” the report said.
The three technical jobs survey respondents said were the most difficult to recruit are DevOps engineers (16%), data analytics developers (16%) and IT security engineers (13%).
The report found that while nearly all developers (89%) worked with a designer or design team, less than half of a developer’s time (43%) is spent on actual application coding. In most cases, low-code/no-code tools are filling in gaps left by vacant roles and helping organizations keep up with the necessary pace of development. “The lack of skilled developers challenge is being solved by the use of low-code/no-code tools in [more than] three-quarters (77%) of organizations,” the report said.
Looking ahead, the survey found that software developers planned to improve project management (30%), improve designer/developer collaboration (30%), use software that will work for citizen developers (27%), use remote staff (25%) and incorporate a data catalog/analytics catalog (25%).
“The biggest software development challenges in 2023 will be the inability to keep pace with innovation in developer tools (28%), difficulty with third-party integration (267%), struggle to manage workload (26%), security threats (26%), project management (26%) and client expectations that are too high (26%),” the report said.
Despite the rough patch that rattled the industry throughout the second half of 2022, the survey results indicated developers are optimistic for the rest of this year. According to the survey, the software development industry plans to:
Finally, the survey found business intelligence and embedded analytics are increasing in usage. More than 80% of developers currently incorporated these tools into their products, up 3% from the previous year’s survey.
Embedded analytics in apps is also on the rise. Almost half, or “48% of developers were embedding analytics into client apps in 2022, compared to 31% in 2021. And 75% of software developers expected their organization’s focus on business intelligence to increase in 2023,” the report stated.
The top three reasons software developers incorporate embedded analytics: Improving customer satisfaction (32%), gaining a competitive advantage (30%) and making data-driven decisions (25%).
According to the report, customers included embedded analytics in their requirements in the hope they would improve productivity (42%), increase sales/revenue (39%), understand business problems (33%) and make better business decisions (32%).

Whether you are diving into DevOps for the first time or trying to do it right this time, DevOps Onramp provides all the information you need for a successful DevOps journey. Join us on May 4, 2023, to learn how to get started with DevOps—and how to do it right.
You’ll learn:
As organizations face increasing pressure to adapt faster and become more agile, getting DevOps right and adopting a DevOps mindset is crucial to deliver high-quality software faster and increase business value. And that opens up great opportunities for anyone looking to start a new career or pivot from an existing role in technology.
DevOps has become the standard of software development methodologies and it’s critical for successful digital transformation. Adopting DevOps—and doing it the right way—can benefit not only your organization but also your customers and end users by fostering innovation, reducing time to market, increasing development productivity, improving product quality and reliability and reducing costs.
That’s why many big companies, such as Amazon, Netflix, Facebook and many others have adopted a DevOps mindset—and DevOps practices. And as more businesses are looking to move to the cloud and transition into DevOps, there are plenty of job opportunities available for DevOps engineers at various levels.
DevOps is a growing field with a lot of opportunities for professional growth. According to a research study by Global Market Insights Inc., the DevOps market is expected to surpass $30 billion by 2028. Due to the high demand for skilled DevOps engineers and the shortage of qualified DevOps professionals in the industry, there is no better time to upskill than now.
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devopsy.kinsta.cloud is now providing a weekly DevOps jobs report through which opportunities for DevOps professionals will be highlighted to better serve our audience.
Our goal in these challenging economic times is to make it easier for DevOps professionals to advance their careers. Of course, the pool of available DevOps talent is still relatively constrained, so when one DevOps professional takes on a new role, it creates an opportunity for others.
The five job postings shared this week are selected based on the company looking to hire, the vertical industry segment and, naturally, the pay scale offered.
We’re also committed to providing additional insights into the state of the DevOps job market. In the meantime, for your consideration:
Indeed.com
Virtuoso
Fort Worth, Texas
Senior Cloud Infrastructure Engineer
$140,000 to $160,000
Monster.com
Ness USA
Stony Brook, New York
Lead DevOps Engineer (AWS)
$130,000
Deloitte
Phoenix, Arizona
DevOps Specialist Senior
$125,000 to $209,000
SimplyHired
Hewlett-Packard Enterprise
Remote
DevOps Engineer
$110,000 to $150,000
ZipRecruiter
USAA
Multiple Locations
Public Cloud Infrastructure Engineer – Midlevel
$89,200 to $160,600

devopsy.kinsta.cloud is now providing a weekly DevOps jobs report through which opportunities for DevOps professionals will be highlighted as part of an effort to better serve our audience.
Our goal in these challenging economic times is to make it easier for DevOps professionals to advance their careers. Of course, the pool of available DevOps talent is still relatively constrained, so when one DevOps professional takes on a new role it tends to create an opportunity for others.
The five job postings shared this week are selected based on the company looking to hire, the vertical industry segment and, naturally, the pay scale being offered.
We’re also committed to providing additional insights into the state of the DevOps job market. In the meantime, for your consideration:
ZipRecruiter
Daikin
Chatsworth, California
Senior Developer Operations Engineer
$130,000 to $150,000
SciTech
Boulder, Colorado
Information Technology Infrastructure Lead
$123,000 to $165,000
SimplyHired
OBMedia
Remote
Senior DevOps Engineer
$120,000 to $170,000
Indeed.com
Brighthouse Financial
Remote
Principal DevOps Engineer
$119,000 to $150,000
Dice.com
Hexaware Technologies
Atlanta, Georgia
DevOps Track Senior Engineer
$100,000 to $120,000

As we close out 2022, we at devopsy.kinsta.cloud wanted to highlight the most popular articles of the year. Following is the latest in our series of the Best of 2022.
After working in their role for some time, software developers may wonder what career opportunities await them beyond coding. Certainly, taking the next step is not obligatory. Some people feel comfortable remaining developers for their entire professional careers.
However, for those who wish to explore other options, there are a number of different growth paths to choose from—whether it’s working as a solution architect, a Scrum master or a product owner, just to name a few examples.
Another option to consider is a team lead—considered by many to be a position that is a culmination of long-time efforts, passion and dedication as an IT specialist. But is becoming a team lead an opportunity that an ambitious developer should consider?
Unlike developers, who usually work on a specific aspect of a project and communicate mainly with other developers, team leads—as the title suggests—are focused on coordinating the activities of and collaborating with the entire team. They also spend far less time dealing with technical issues. A team lead is a leader, a representative and a manager of the team and, as such, their responsibilities involve communicating with both the team members and stakeholders within and outside the company.
A team lead is the first person a developer would go to when a problem occurs and is the person responsible for suggesting a solution. Bug fixes, tooling and library choices or thoughts on how to approach a specific code-related problem—these are the team leads’ specialties since their technical knowledge and experience are what propelled them into a leadership role in the first place.
If you want to improve an application or a test, the team lead is the person to talk to about it. They should know the ins-and-outs of technology solutions and be able to explain to less-seasoned developers why something works and something else doesn’t, or why it may be a good idea to do X instead of Y.
This doesn’t mean, however, that they are all-knowing. Asking other experienced developers for their insight, opinions or to share their knowledge is something good team leads do without fear of losing their authority. They should always be open to other people’s suggestions and welcome innovative ideas.
In addition, team leads should think about a project as a whole, including all the people who are working on it. They can direct developers’ efforts and tell their teams what to pay attention to while making improvements, sharing best practices and taking care of code infrastructure and project architecture.
It seems obvious that experience, knowledge, passion and communication skills are all things that ultimately make a good team lead. And these skills aren’t developed overnight—they often start as junior engineering or DevOps professionals and gain technical, social and leadership skills before they can guide an entire team or teams.
Sometimes, this progression is a natural consequence of an individual’s personality and work style. A team may notice that one member has more extensive knowledge and/or that one particular person is a natural leader who can motivate others and direct their activities. At other times, team leads emerge spontaneously because of their technical knowledge or they volunteer to gain valuable experience.
For a developer, taking the next step may seem like getting thrown into the deep end. But many current developer skills will be useful in their new role.
For instance, attention to detail—something most developers are known for—can be invaluable as a team lead. Relentlessly analyzing and improving code, for example, is likely to come in handy in a team lead’s work.
Technical know-how, experience, passion, hard work and conscientiousness are the keys to becoming a successful team lead, but it’s also necessary to enjoy working with other people.
A team leader’s job requires communication, collaboration and people skills more than ever before. Collaborating with team members as well as other stakeholders within and outside the company means that a team lead is a central figure in the IT and business processes. Being tech-savvy is great, but leading a team goes far beyond that since it’s about knowledge and experience and being able to communicate about that knowledge and experience.
Another key competency is fluency in English. Using English for coding purposes and communicating in English are two different things. As a team lead, you must talk to your clients and team members, many of whom work remotely and may be in different countries. Of course, you can develop your language skills as you go when you’re a team lead; as with most skills, learning by doing can help with confidence and fluency.
Building language skills can happen simultaneously with building technical and interpersonal skills. Knowledge of various technologies, frameworks and functionalities; experience in working with them; finding ways to change and improve things—all of these give team leads a good reason to practice language skills by talking with colleagues, supervising projects and advising their stakeholders within and outside the company.
With their bottomless willingness to work harder, learn more and take on more responsibility, team leads are an incredibly important role in software development. If you feel that constant development—both technical and interpersonal—is the right course of action for you, then consider becoming a team lead.
Paulina Gatkowska, test automation lead and Robert Musil, Python team lead at STX Next contributed to this article.

As we close out 2022, we at devopsy.kinsta.cloud wanted to highlight the most popular articles of the year. Following is the latest in our series of the Best of 2022.
By now, most of us are familiar with the concept of site reliability engineering (SRE). The term was originally coined by Google and SRE has been gaining traction in recent years as a role dedicated to increasing the resilience of digital ecosystems. To accomplish this, a big part of the SRE doctrine is “automating your job away.”
Observability and monitoring tools are extremely important to DevOps and for SRE. But what is the day-to-day experience actually like for your average SRE? What activities does an SRE do? And what percentage of their time does an SRE spend on particular tasks?
I recently met with James Curtis, lead site reliability engineer at a large multinational company. According to Curtis, the SRE approach takes a certain type of person—someone with Ops in their blood and a passion for eradicating repetitive tasks. Below, we’ll use his input and the input from other sources to better understand what it’s like being in the shoes of an SRE.
Organizations have interpreted the role in different ways. But in a general sense, SREs attempt to maintain high reliability and availability for software applications and respond to incidents as they occur. To aid their efforts, an SRE tries to streamline and automate as many operations as possible to remove opportunities for human error.
A hallmark SRE goal is to reduce “toil.” Curtis defines toil as “tedious actions that really have no enduring value.” For example, say an admin must manually restart a service in Microsoft Exchange every time a triggering event interrupts the service—this action could certainly be automated away. SREs spend much of their time eliminating toil by coding automation and configuring internal tools to better interact with software infrastructure.
SREs usually are also in charge of logs and setting benchmarks using a tool like Splunk or Datadog to observe and ingest data. Curtis himself uses Cribl, which offers an observability pipeline to parse and route log data. Since SREs oversee internal service-level indicators, they are typically in charge of normalizing behavior and setting SLOs and SLAs.
An SRE juggles a lot of tasks. For proof, read the hour-by-hour day in the life by Yonatan Schultz, SRE at New Relic. Schultz’s average day is spent configuring infrastructure, jumping from project to project, and, of course, hopping into many meetings. Here are some other tasks an SRE might perform on a daily basis:
Monitoring service-level indicators (SLIs). An SLI could be the number of successful requests out of total requests. Having a high SLI, in this case, would be a target. SREs track other metrics such as availability, uptime performance, latency, error count and throughput. Regularly monitoring systems is essential to ensure proper resource utilization of containers and to avoid out-of-memory (OOM) errors.
Setting SLOs and SLAs and determining error budgets. Once you have determined baseline system performance, you can set service-level objectives (SLOs). These are typically internal targets like 99.99% availability. While SREs typically oversee functional metrics, some teams set goals for non-functional metrics, as well. SREs help determine service-level agreements (SLAs), which are more legally binding and typically partner-facing.
Responding to incidents. On-call SREs will be tasked with finding the root cause of issues as they arise. When triaging an incident, it’s helpful to have all the necessary logs and tools immediately at hand. This is one area where automation can assist by pulling relevant details to instantly build a case, said Curtis.
Writing postmortems. After an incident has been dealt with, it’s important to learn from it. Postmortems are common in cybersecurity practice and often fall under the responsibility of an SRE. These reviews seek to answer set criteria to get to the heart of an incident and identify the root cause(s) of an issue to prevent it from happening again.
Automating other system tasks. SREs will spend significant time coding and building tools for engineers to interact with infrastructure. For instance, an SRE might generate reliability reports that consider performance over long time periods.
Cross-department collaboration. SREs don’t tend to own application code. Instead, they support multiple software divisions. This means checking in with other developers, disseminating best practices and reviewing new architectures to represent the reliability side of the equation.
As you can see above, the SRE role might blend many different activities, and keeping track of them all may be part of the job itself. Anika Mukherji, an SRE at Pinterest, shared that, at Pinterest, there is a weekly meeting where SREs share what they spent time on. For another helpful “day in the life” story, take this account of an average OpenShift SRE’s day. Nikita spends her day responding to open JIRA cards, handling incidents, pushing code to GitHub and syncing with SREs in other regions when shifts change.
So, how does an SRE allocate their time? As Curtis explained, the ideal goal is a 50/50 split between time spent in work mode and time trying to automate that work away. Of course, this is more like a sliding scale, he admits. When things are broken, attention naturally shifts toward more manual work, says Curtis. While there may be less automation upfront, the scale balances out the more you build.
This is similar at other institutions too. For example, in an interview with DZone, Paul Greig explained that half of his time is spent on service reliability upkeep and half on toil reduction. John Turner, SRE at Squarespace, said some 70% of his time is spent writing code—much of it automation code.
As mentioned above, the SRE job requires a specific attitude toward solving operational problems. Curtis described this person as “someone who hates the monotony of doing something over and over.” This person should have a drive to continuously solve new problems because as soon as you’ve automated one thing, you move on to the next, he said.
Don’t assume a role with high automation equals an easy paycheck. We’ve all heard the story of the system admin who secretly automated their job away and never told a soul. While this may fly in other roles, the job of an SRE is never finished. “You’re never going to run out of stuff to optimize,” Curtis said.
Again, the SRE role is a blend of many different activities. You will likely interface with different developer teams, too. Since the role involves this type of interaction, communications skills and understanding are a must.
The SRE practice is wide and varied—each company may have its unique flavor. Looking to the future, there are plenty of use cases for machine learning to further empower SRE practices, said Curtis. This is especially relevant in security automation, where algorithms could be trained against real attacks to flag suspicious behavior. Or, with the right amount of data, predictive analytics could be applied to anticipate high CPU peaks, informing server utilizations.
In both scenarios, Curtis stressed the importance of observability. “It really gives you the ability to look at data and to ask a question later you didn’t realize you needed to ask,” he said. This power hinges on easy data transformation to make things speak the same language. That’s why his team opted for Cribl, that allowed them to normalize that data on the fly and replay it later. “The ability to change data and morph it—that’s the power observability gives you.”

As we close out 2022, we at devopsy.kinsta.cloud wanted to highlight the most popular articles of the year. Following is the latest in our series of the Best of 2022.
Site reliability engineering (SRE) teams and platform engineering teams share similar goals—like maximizing automation and reducing toil—and similar methodologies. But they have different priorities, and use somewhat different tools to achieve them.
What are SREs? What are platform engineers? How is each role similar and different? This article will answer all your questions.
The main responsibility of site reliability engineers is ensuring that IT systems are reliable, which means that the systems meet performance requirements. Part of their job includes working with developers and IT operations teams to maximize the reliability of applications as they move down the software delivery pipeline.
Meanwhile, platform engineers focus on managing and optimizing the software delivery process. You could think of this role as one that translates DevOps principles into practice by finding ways to implement continuous delivery, continuous improvement and other DevOps priorities.
Thus, both SREs and platform engineers play a role in managing the software delivery process and finding ways to make it as smooth and efficient as possible. They also share a common enemy—toil—in the sense that both groups seek to avoid manual, inefficient processes by automating as much as possible. SREs automate complex incident response operations using tools, for example, while platform engineers might deploy methods like GitOps to automate some aspects of software delivery.
That said, SRE and platform engineering are distinct roles. The key differences boil down to:
So, although SREs and platform engineers may use similar methodologies and possess similar skills, their day-to-day operations tend to look quite different.
Given the skills overlap between SRE and platform engineering, some engineers are a good fit for either role. But which one is better, from a career perspective?
Salary-wise, there’s not a whole lot of difference. Glassdoor pegs the average salary of platform engineers at about $115,000 compared to $127,000 for SREs. SREs may earn a little more (and it’s worth noting that SRE salaries can vary widely), but the difference in pay is not as great as that between, say, IT operations engineers (who make a mere $77,000, according to Glassdoor) and SREs.
The roles are also similar in terms of demand. Unlike software engineering or even DevOps engineering, SRE and platform engineering are both roles that have begun to become popular only in recent years. SRE as a concept has been around for a while—it originated at Google in the early 2000s—but it wasn’t until recently that most companies began seeking SREs for their teams. Likewise, platform engineering didn’t become a thing until the advent of microservices and cloud-native everything pushed companies to devote more engineering resources to manage their increasingly complex software delivery processes.
What this means is that, at least for now, it’s easy to find jobs in SRE and platform engineering as long as you have the right skills. Many companies are eager to hire for both types of roles.
Choosing the role that is right for you, then, depends mostly on your preferences and how you like to work. The life of a platform engineer is likely to be somewhat more predictable than that of an SRE because platform engineers don’t have to take the lead in managing incidents when something breaks at 2:00 a.m. On the other hand, SREs enjoy a more diverse set of responsibilities, which can make the job more exciting—especially if software delivery tools like Git or Jenkins don’t make you excited to get out of bed in the morning.
Platform engineers and SREs play central roles in automating complex processes and eliminating toil. But they tackle these issues from different angles and they use different tools. The right role for you depends on what you enjoy doing most.