Suggestions
Joshua Marker
Technology leader solving human problems | ClimateBase Fellow 2024 | CleanTech Open Mentor
Joshua Marker is an experienced engineering leader and author with over 20 years of experience in building teams and products.1 He is currently associated with Cleantech Open, where he serves as a Startup CTO Mentor.1
Professional Experience
Joshua's career spans various roles and organizations:
- Cleantech Open: His current role as a Startup CTO Mentor1
- Climatebase: Another current affiliation1
- UserTesting: Previously worked here1
- San Francisco Institute of Possibility: Board of Directors member from 2013 to 20231
- Flywheel Software: Lead iOS Engineer from September 2012 to December 20141
- UC Berkeley: PhD Candidate from September 2007 to July 20121
- PGP/Symantec: Lead Engineer/Manager of Corporate Applications from 2003 to 20081
- Self-Employed Author: From 2001 to 20051
Education and Achievements
Joshua's educational background includes:
- University of California: Though the specific degree is not mentioned, he was associated with UC Berkeley1
He has received notable recognition:
- UC Berkeley Instructor Excellence Award in 20111
Additional Information
Joshua is based in San Francisco, California.1 He holds an Offshore Certification from US Sailing, issued in December 2023.1 English is listed as his native language.1
Joshua recently shared on LinkedIn that he had been away for a few months on a "truly restorative and adventure-filled sabbatical" and was starting his job search as of April 9, 2024.2
Highlights
File under "#theydidthemath" -
There's little to nothing to add to this excellent analysis of salary ranges that any hiring manager should read. The numbers are Dutch, and seem low therefore because the Dutch get fiddly things like 'real health care' and 'functioning governance', but the overall model is a beautiful explanation of why salary ranges can be puzzling.
Of especial use when you're hiring outside of a market you know really well, to help you make good judgments about where local talent sits.
Everyone I talk to about hiring in a software industry, whether hiring manager or candidate, gets the same look on their face: a mix of anger, disgust, and sadness.
About the laments of job seekers, a lot has been said. It’s a terrible time to be looking for a job, with an unusual amount of competition. Given that’s the case, though, shouldn’t hiring managers have it easy? I talked to one manager who said she had hundreds of applications per day for an engineering role. Shouldn’t that make it easy to pick the perfect one? It doesn’t, and I’d like to dig in to why it’s hard for hiring managers — and what I think we can do to stop making it harder for ourselves, and get a clearer signal on candidates we interview.
