Noisy Neighbor Strong opinions, weakly held.

Learning From Apple

I’m one of many in the industry to note that Apple had a pretty bad time last week… while it’s not the first time they’ve had security flaws in their products (for the record, I’d be more suspicious of products that “never” find any flaws – are they just not used much, or hiding something?), the embarrassment came from the nature of the more recent flaws and, more importantly to me, the interactions between a couple of those flaws.

I want to reflect on this experience to ask a rhetorical question, and promote a particular practice I’ve been diving into over the last couple years. However, before going there, I want to state a few things so I don’t just come off like an Apple basher.

  • I’ve used Apple in some form for over a decade, having owned a Mac Classic, Mac Pro workstation, a handful of MacBooks, and converting from Android to iPhone (mostly because of the fractured marketplace and inconsistent update model for Android devices).
  • I’m a UNIX geek at heart (many years saw me running BSD variants on PC hardware), and the love child of BSD, Mach and NeXT producing what we now lovingly call Darwin, OS X or macOS combined with Apple’s expertise at hardware engineering produced what I consider the almost-perfect developer laptop (the only way it could be better is with fully open hardware, but this is an industry-wide vs Apple problem).
  • In general, I trust and respect Apple’s commitment to security and privacy. Anyone not living under a rock in recent years has seen this in action. They are usually great at fixing issues quickly, and doing so consistently across a diverse product line.

With that out of the way, there have been several incidents which are out of character for a company of Apple’s size… These are even more embarrassing given their commitment to security, and the fact their increasing market share clearly implies any issues they encounter have a broad impact on the global community. Here’s a brief tour:

  • While typically fast, Apple has occasionally taken years (yes, YEARS) to fix highly-publicized, “critical” vulnerabilities reported by researches. Consider the 3+ year MTTR for the (in)famous finfisher trojan.
  • More than an anomaly, careful study of Apple’s patch history reveals a startling trend… while there is a seemingly constant flow of “updates” to my iDevices, Krebs on Security found that on average 91 days elapsed between the date that a security researcher alerted Apple to an unpatched flaw and the date Apple shipped a patch!
  • Timing aside, the very nature of the most recent vulnerabilities has been shocking. The most surprising was the root login vulnerability which was the easiest root exploit I’ve ever seen.
  • OK, OK…but apple only took 18 hours vs 3+ years to fix that one. Phew. Unfortunately, anyone who applied the fix without already having installed macOS 10.13.1 had the fix reverted when they upgraded. Others reported, even when running 10.13.1, the fix didn’t work until reboot. Oh, and there was no indication a reboot was required… and the update broke file sharing. Yeesh.
  • Other notable vulnerabilities this year include nasty password stealing and giving away your passwords for free.
  • Beyond this short list, the increasing reliance on biometrics (despite security expert’s consistent warnings about the down-sides) raises privacy concerns. While Apple has assured us the technology is mature enough to be trusted and our immutable biometric signatures are safe by investing in Secure Enclaves and Differential Privacy, recent media coverage says otherwise.

With a few minutes in your favorite search engine, you’ll find a lot more to be worried about. I’ve been trying very hard to write blog posts rather than academic theses so I’ll wrap up with a statement (because hey, this is my blog where I get to be opinionated) and the promised question…

While the above is certainly worrisome, having vulnerabilities isn’t the problem. I expect any innovative and heavily used product to have lots of vulnerabilities found. The issue is response time and effectiveness of patches. If either of these suffer, users are at serious risk. If Apple is truly committed to security and privacy, they need to do better on both fronts. I think it’s time Apple pause feature development for a moment, do a quick retrospective on recent events, and devote more time to improving security and stability. Think Snow Leopard (a OS X release dedicated to stability and optimization). While it’s easy to say features trump everything else, and technical debt should just be paid down as you go… security is a much-touted feature (not just an after-thought!), and it’s clear the debt has been accumulating. We need more Snow Leopards.

My question is… does Apple practice TDD (Test Driven Development)? Unfortunately, I’ve fallen out of regular contact with the few folks I know working for Apple today so my direct questions have gone unanswered. I wasn’t as thorough as I’d like, but some comments around the Internet imply use of TDD is quite limited if practiced at all. I highly respect Terry, and the fact that post is as much his opinion as Apple’s, but also disagree with the comments “TDD is more applicable when there are standards bodies driving adherence to international standards” and “BDD is pretty useless.” I think both of these show the need for better understanding of TDD.

In his seminal work on TDD, Test Driven Development By Example, Kent Beck talks about the “no time for testing death spiral” when pressured to deliver features – the more stress you feel, the less testing you do. The less testing you do, the more errors you make. The more errors you make, the more stress you feel.

Some have mixed feelings over TDD (debates often get more emotional than fact based), and while nothing is a panacea, I honestly don’t see how a company of Apple’s size, trying to innovate at an increasingly frantic pace, with a ballooning user base ensuring greater impact from software defects, can operate sanely without strict adherence to TDD principles.

As a loyal customer and security advocate concerned over recent events, I sincerely hope best practices like TDD and pair programming are embraced across Apple’s engineering department. With most of my professional life and PII housed on Apple devices in one form or another, my future quality of life depends on it.

Extreme Hiring


My academic background is CSCE. Since then, I’ve been in the Internet industry for over twenty years. Many of those years were on cross-functional infrastructure teams that were either small enough not to give much thought at all to categorizing how we planned or worked, and several were in larger companies which followed strict Waterfall (the norm back then). As non-Agile as you can get, and to be honest I had little interest in learning other ways to work at the time. I am a UNIX and coding geek at heart, and if learning something required looking away from a terminal it was hard to get my attention in those formative years.

Agile Transformation

Somewhere around seven to eight years ago, I was on a team that underwent a transformation from Waterfall to Agile. Unfortunately for us, it was Scrum. I say “unfortunately”, because while Scrum in and of itself isn’t good or bad (like any methodology, success largely depends on the people and context), it never felt quite right. Part of that was a certain amount of cynicism combined with lack of experience.

Another part was being too dogmatic in ceremony… while I latched onto the “there is no ONE way to do Agile” mantra early in this journey (any methodology should be adapted to a team’s and the business’ needs), early implementers of Agile often turned cookie cutter practices into religion. After all, they wanted something to “copy and paste” that would provide immediate results.

Worse, in a large organization this was usually something like SAFe (Scaled Agile Framework), LeSS (Large Scale Scrum) or DAD (Disciplined Agile Delivery). While any of these could likely be pragmatically applied to large teams to improve productivity… they were often crammed whole-hog down the throats of the team by over-zealous consultants. In my humble opinion, trying to adopt everything from any of these frameworks blindly is a bad idea for anyone. That is, however, an opinion with the privilege of hindsight.

One common theme for me during these early years of Agile experimentation, was being strictly within technical individual contributor roles. I was occasionally asked to help interview candidates, but it was largely an after-thought. Most often I was being interviewed, and focused more on “passing the test” than how the interviews themselves were conducted.

Getting Extreme

Over the past couple years, I’ve been on a sanctifying journey from Scrum to Lean/XP. Being pragmatic in adoption of new methods while focusing on value and minimizing waste is truly enlightening. Part of this came with the buzzwordification of DevOps (with a common analogy to Lean Manufacturing, for better or worse), but a larger part was being on an infrastructure engineering team over the past fourteen months which practiced extreme programming (XP). Were we perfect in our practice? No way. However, striving to practice XP daily showed me that, while I still have a lot to learn, it is a refreshing Kool-Aid well worth drinking.

If you’ve been engaged in intergalactic travel over the past decade and not heard of XP, a full overview is too much to cover sufficiently here…instead, hop over to Amazon and grab copies of Kent Beck’s Extreme Programming Explained and Test Driven Development By Example. They’re quick reads.

For the purpose of this post, we only need to understand one XP concept…

XP Values

XP practices center around a set of shared values. The key thought is that, by taking these values to heart and letting them guide our daily practices, we can both pragmatically apply the common patterns (TDD, incremental design, continuous feedback, etc.) and invent new patterns when needed. It is this pragmatism that initially sold me on XP.

You can dig into the precise meaning of these values in the books referenced above, or by spending time in your favorite search engine. For now, a concise overview will do:

  • Simplicity: Do what is needed, but no more.
  • Communication: Communicate daily.
  • Feedback: Early and often trumps late or rarely.
  • Respect: Every member of the team is valuable.
  • Courage: Tell the truth, adapt to change.

Extrapolating the Values

While drinking the XP Kool-Aid, I also transitioned from technical IC to pager-carrying technical manager. While still in the trenches, I had to think about hiring a lot more. The team grew beyond the mythical two pizzas, got split along clear fracture lines, and grew again. At this time in my career, I was fortunate enough to have senior management who talked about the importance of good hiring practices… however, the talk mostly boiled down to “take it seriously”, “do better”, or “delight the candidate”. Good advice, but how?

Partially because of needing to directly drive the hiring process, and partially because of the XP immersion…I started wondering if the XP values could be used to guide how we hired. After all, the XP literature itself talks about applying these principles in everything we do, particularly when we’re faced with inadequate or non-existent practices and need to develop alternatives. As the name implies, XP has a purposeful focus (simplified scope) on the engineering side of an organization…but the thought leaders in XP happily admit the transformational effects can and often must span organizational boundaries.

There is a lot of welcome buzz around diversity and fairness of late, a large part of which is how companies acquire talent… Many companies struggling with this already have engineering teams, many of which practice XP in some form. With that in mind, let’s see how the XP values (as a convenient starting point already familiar to many) can help improve the hiring process.

Recent Examples

While the values speak very well for themselves (a nod to the wisdom of those who helped choose them), I wanted to take a quick tour through a recent job search and give concrete examples where the presence of practices inspired by XP values caused delight, or the absence of such practices caused something else entirely.

As usual, take this with a grain of salt – it is just one person’s experience. It is based on ~30 conversations over a three- to four-week period, ranging from awesome to infuriating. My hope is that real-world examples (with names changed to protect the innocent) will make a better case for an industry shift toward Extreme Hiring than just skimming the values themselves.


The hiring process itself should be just enough. Note that “just enough” doesn’t mean “too little” any more than it means “too much”. The right balance requires careful thought, and you will need to be pragmatic when designing the hiring process for your specific organization.

One of the companies I talked to erred on the side of too little. After one technical conversation, they made an offer. I have to admit, there was an immediate dopamine hit on the call and I felt really proud of myself. I asked for 24-48 hours to consider, and when we hung up the doubt set in… Why were they moving so quickly? Did they really know I was a good fit based on one conversation? Did I?

Several other companies erred on the side of too much… I expect enough intelligent conversation to get to know the role and team, but some processes were ran more like academic drills than honest conversations. “When we say jump, you ask how high!”

I’ll give another side to this in “Respect” below, but too draconian of a focus on rote recitation of technical facts easily found on Google or in man pages probably isn’t the best way to screen candidates in the limited time you have together. Even if you come out feeling like a rock-star because you chirped static facts, did you really get to know anyone? Did they get to know you?


XP encourages daily communication amongst team members. This is seen in many forms, including daily standups and pair programming. This communication not only leads to better software, it also builds better relationships. It’s hard to delight candidates without good communication.

Daily communication with candidates may seem pointless (if nothing has changed), and is undoubtedly difficult (everyone’s busy). To a candidate who is eagerly awaiting news on a position they are excited about (you do believe people are excited to join your company, right?), frequent and concise communication can mean the difference between delight and frustration.

One company I spoke to made an amazing first impression. The HR person was charismatic and helpful, going so far as to reassure me that even if one role didn’t work out…they would guide me amongst other internal openings until they found one that did. I left the call feeling elated, waiting on next steps. A day passed…should I follow up? A couple days passed, crickets. I wrote the HR person, but got no response. A couple days later (when I’d already started talking to other companies), I got a calendar invite for a technical exercise. The exercise itself went well, then…crickets again. I followed up, three times in total every few days. I still heard nothing. Two weeks later I got told they’d hired another candidate. Why? Good question, there was no explanation. There was plenty of frustration.

Another similar example started with a seemingly positive first conversation, followed by three weeks before an email asking to schedule a technical test (while initially excited, I’d already received other offers).

Done right, communication doesn’t require much overhead but provides comfort to candidates. A simple, “Thanks for the conversation, we are working to schedule the next call/exercise/whatever” update is enough. Understandably, people get busy and booking time for conversations across teams can be difficult… ping candidates with lightweight updates every other day. Several companies I spoke to were good at this. Guess which ones I’ve chased for offers?

Aside from progress updates, this is obviously a very big part of the interviews themselves… we really should practice interviewing like we do technical skills. This could be another post in itself. In my experience, good communication comes naturally very infrequently (no matter how good you think you are). More so for knowledge workers and technical managers. Incoherent, poorly-connected questions and awkward silences are the proof. Invest in improved communication.


Much like creating a new piece of software, interviewing is a learning experience for all parties involved. Even if a candidate is not a good fit today, by providing feedback that helps them grow, you help someone who could be an employee tomorrow.

Sadly, even when asked for feedback (whether in cover letters, technical interviews, direct to HR representatives, or all of the above) I’ve never found a company that provides feedback when things don’t go as planned. This is the perfect time for feedback, think retrospective! Would you respect an engineering team that never provided feedback on failure?

Initially I thought this was to protect the investment in hiring procedures (e.g. giving away technical details to tests or similar exercises)… However, at this point you’ve already ran through the process, seen the test, etc. Unfortunately, it feels more like a case of “cutting losses” and writing off those who didn’t fit the current requirements as less than human.

If we are to believe all the Agile/Lean/XP learnings around the quality of retrospectives, and seriously going to tout being more humane in business…take the time to give quality feedback throughout the hiring process. Yes, this especially means a thoughtful “retro” with the candidates that didn’t work out. Who knows, today’s “failures” may be critical to tomorrow’s successes.


It seems like we see headlines in the news every day about business leaders that have apparently forgotten how to show respect. Often this behavior is inadequately justified with, “It’s not personal, it’s just business!” What is business, beside a lot of relationships with people? In honesty, it doesn’t get any more personal!

Respect comes in many forms, but I want to talk about two situations where I’ve encountered both amazingly professional and less than adequate behavior.

First, let’s talk about a very simple idea… timeliness. We’ve all had coworkers who were always late to meetings, apparently more important than anyone else in the room. While this is most often seen as a concern for the interviewee, I argue it’s just as important for the interviewer. We all have busy schedules, and will be late for good reasons at some point in our life. However, don’t use that as an excuse. Improve your process to make being late an exception rather than the rule (leave gaps between meetings to allow for breaks, don’t schedule certain types of calls too close together, etc.).

On a recent interview, the interviewer showed up fifteen minutes late. This is always bad for a candidate (did they forget about me?), but this was a technical test in a time box…as a result, the entire test felt more pressured. To make matters worse, toward the end of the call, before asking if I had questions (and we should always have questions!) they prefixed the question with “I’m running late for the next call.” OK, don’t want to hold you up! Understandable, but certainly not delighted.

In another experience, I joined a video call ten minutes early… and the interviewer was already there standing by. I was trying to be early and make a good impression, but instead received the impression this person actually cared about talking to me! In yet another example of mindfulness, the person politely interjected 15 minutes before the end of the call to remind me to save time for any questions of my own (vs just answering theirs). I won’t forget that call, and hope I can be as thoughtful when I next interview a candidate.

This is already getting long, so I won’t add examples here… but another important thing in the roadhouse of respect is remembering candidates are nervous. Talking to a bunch of strangers who are doing their best to judge you does not bring out the best in most people. As an interviewer, you should take it as a responsibility to help put candidates at ease. Focus on thought process and dig into past accomplishments rather than focusing on recitation of technical facts easily found in the top three results of a Google search. This should be a humane process, not a round of Jeopardy. Respect people as humans, not robots. The candidate should be seen as part of the interivew team.


In XP, courage takes many forms… one of which is the willingness not to become too attached to a piece of code (after all, it may get thrown out during refactoring).

In hiring, this also takes many forms… so I’ll give one important example – honestly communicate bad news quickly. Don’t put off communicating bad news because it’s hard. Waiting is harder for the candidate. Don’t wait until you’ve interviewed a handful of candidates to ensure you have better options. Have clear evaluation criteria, and if someone doesn’t meet them, say so. No need for more examples here, I’ve described one already in Communication above. When you have something to do that seems hard, be courageous.


None of these principles are rocket science. That’s what makes them so appealing. They are easy to understand, but take a lifetime of practice to consistently apply. Just like XP, you don’t have to adopt all of them…any can help. Pick one that will have the most impact, practice until it is second nature, then pick the next most impactful. Track progress, and strive to improve. Hold one another accountable.

Much like a programmer who has learned TDD, but reverts to former habits of banging out large changes quickly without tests… you will fall off the horse in your journey to “Extreme Hiring”. Don’t be dismayed, failure is a chance to learn. Hold a retrospective. Make a commitment as an organization to continuously improve, and let the values guide you.

Overall this is nothing new… the core values of XP, with a few simple examples based on personal experience. However, much like we see when applied to programming, I truly believe being mindful of these values and applying them rigorously to one’s hiring process is a path to happier people and a better industry that benefits everyone. While not all-inclusive, my hope is this can serve as a convenient starting point that is a bit more concrete than “do better.” Be Extreme.

Gobble Gobble

Today is Thanksgiving… so I did the only sensible thing, and carefully avoided any shopping or discount offers to instead take time to introspect.

What Really Matters

First and foremost, I am extremely grateful for my family. The past couple years have included a lot of personal losses, and spending the day eating way too much with my wife, grandmother, mother, aunts, and uncles was truly the biggest blessing possible.

When sprinkled with a handful of phone calls and facetime sessions with more distant relatives and long-time friends, it needed little else to be the most amazing day of the year (and I haven’t even mentioned smoked turkey or the table full of desserts that I’m still recovering from as I write this!).

Life Happens

That said, I wanted to take a moment to reflect on the latest calamity to strike my tiny corner of the universe… This year I got laid off from a megacorp to which I’d devoted over a decade of my life. I sincerely never thought I’d be anywhere that long (or work for a megacorp in the first place, it was courtesy of a startup acquisition), but overall it was a fun ride where I got to meet a small army of amazingly talented individuals while hopping across a few different teams managing distributed systems and building cloud services in various shapes and sizes.

I got the news a few weeks ago while traveling to celebrate my wife’s brother’s birthday… as fate would have it, the call came right as we were on the way to the party. It was a complete shock, with no advance warning (since it was near the end of a quarter, I was told that would have endangered stock prices), and was announced rather curtly over a really awkward phone call.

Lots of questions immediately sprang to mind… How are we going to pay our mortgage? What about healthcare? Why do this right before the holidays? I had to choke it down and do the best I could to enjoy the family celebration. It was hard. I admittedly felt pretty down, and wasn’t able to sleep for several days or focus on much of anything.

Last night I packaged up the corporate laptop to ship back, which may be seen as the final nail in the coffin… but the more I reflected while taping up the box, the more I started to see this experience as hugely positive. Change is often described as scary, but without change there can be no growth. This post started talking about introspection, but when was the last time you seriously introspected when everything was going perfectly?

Never Get Comfortable

Part of my initial trepidation was situational, and part my own fault… During my tour of duty at Megacorp, I began working remotely full-time. I’d worked from home about 50% of the time for several years before, so remote work in and of itself wasn’t concerning, but I’d never had to search for remote work during a job transition before.

To make matters worse, I had moved to a very remote part of the country to be closer to aging family. When I got the news, I was paranoid I would never find another remote-friendly opportunity again, particularly in light of recent stories around other megacorps trimming back their remote workforce. That combined with a real lack of local opportunities was very concerning.

The part that was my fault was simply staying in one place too long… at a young age, my father instilled not to change positions too quickly. “It’ll look like you can’t commit to anything.” The flip side he shared, was it’s also bad to stay in one place too long. Changing positions, even if leveraging similar technologies within an industry, causes you to learn nuances of the environment (not to mention getting to know new people, and honing invaluable soft skills). While I had thankfully transitioned to several teams with different focuses, my paranoia grew even larger when I started over-analyzing how being in one place so long might look to new employers (particularly a megacorp that may not be viewed as particularly innovative by younger companies).

Even worse, going so long without interviewing doesn’t do much for one’s confidence – and make no mistake, interviewing is a skill that languishes without practice like any other. No matter how intelligent you are, it can be daunting to face countless conversations with strangers that are ultimately trying to judge you and pick apart everything you say and do (or don’t).

The fears were real and taking hold, but thankfully my family was supportive throughout… My wife found a quote which really made me think – it comes from John F. Kennedy who said, “Those who dare to fail miserably can achieve greatly.” What was I so scared of, really? How could I hope to learn and grow if I stayed forever nestled in my comfort zone?

Be Thankful for Change

The point of laying out the seemingly negative thoughts and fears above is really to accentuate the positive and focus on change itself (whether chosen or forced) as a blessing in our lives…

I’ll be honest. The first few conversations with hiring managers were anxiety-ridden, but practice makes perfect. Each conversation got easier and felt more natural, the resume got increasingly polished along with my social profiles, and I took time each day to learn new skills and dust off some that had languished… Rather than a one-sided test, I started viewing the interview process as bidirectional. Much like TDD or CI/CD, it was a valuable learning experience that provided a continuous feedback loop which allowed me to learn and improve!

Rather than daunting, the search itself was inspiring. Quite the opposite of my initial fears (how often is reality less painful than our imagination?), there were countless remote-friendly (and often remote-first) positions at amazing companies of all sizes. Innovative companies I’d often dreamed of working for (but was too comfortable to pursue) were offering positions where I could leverage existing skills while learning and growing professionally. In fact, the hard part wasn’t finding positions… it was sorting through them all, managing resume submissions and following up on countless leads.

To really put things in perspective, it’s important to be fair and remember that I was not alone. Megacorp has a habit of laying off hundreds (often thousands) of employees every quarter to finance their latest acquisition – all capable, devoted, hard-working individuals. I consider myself extremely fortunate not to have been let go even sooner. Regardless of how the layoff itself is perceived, a decade of paychecks and hefty bonuses helped me move closer to family, finance a house, provided much-needed medical care, introduced me to a lot of interesting and talented people, presented fun travel opportunities, and taught me a lot.

Looking back, losing a “sure thing” (an illusion of course, there is no such thing as job security today – one of the reasons for the growing “gig” economy) that paid more than I ever thought possible by simply doing something I love was not only something to be thankful for… it was the best thing to happen to me professionally in many years. It opened my eyes to a previously unimagined world of opportunity. The conversations I’ve had have taught me so much, and the chance to become part of something new that I am genuinely excited about has reignited the love of technology that got me started in this industry over twenty years ago.

Happy Thanksgiving!