2025-08-15 23:40:44
Intro:
If SQL joins confuse you during interviews, you’re not alone.
Many developers struggle with INNER JOIN, LEFT JOIN, RIGHT JOIN, and FULL JOIN.
Let’s simplify them with an analogy so you’ll never forget again.
🔹 Tables as Families
Imagine two tables as two families:
Table A = Mom’s family
Table B = Dad’s family
Now, a “JOIN” is simply asking: “Who from these two families should sit together at the dinner table?” 🍽️
🔸 INNER JOIN
Keep only the relatives that exist in both families.
👉 “People who are in both mom’s and dad’s family lists.”
🔸 LEFT JOIN
Take everyone from Mom’s family (Table A) + add matching members from Dad’s family.
👉 If someone from Mom’s family has no match, they still get a seat.
🔸 RIGHT JOIN
The reverse of LEFT JOIN.
Take all of Dad’s family (Table B) + add matching members from Mom’s family.
🔸 FULL JOIN
Invite everyone from both families.
👉 Even if some don’t have a match, they still show up at the dinner table.
🔥 Interview Perspective
INNER JOIN = most commonly used
LEFT JOIN = useful when primary table is main focus
FULL JOIN = often asked to check conceptual clarity
Be ready to draw Venn diagrams in interviews
✅ Quick Recap Table
JOIN Type Who Gets Invited
INNER JOIN Only common members
LEFT JOIN All from Table A + matches from B
RIGHT JOIN All from Table B + matches from A
FULL JOIN Everyone from both tables
👉 Call to Action:
Want full SQL interview prep with diagrams, tricky queries, and practice questions?
Check out:
FullStackPrep.dev – SQL Interview Guide
2025-08-15 23:40:18
Last updated: August 2025 | Research compiled from 50,000+ job postings and salary negotiations
The developer job market in 2025 looks radically different from just two years ago. While software engineering job openings hit a five-year low, developers with AI-ready skills are commanding unprecedented salaries. If you're wondering what your skills are really worth in today's market—or which technologies to learn next—this comprehensive guide breaks down the real numbers.
Key Takeaways:
The developer hiring landscape has split into two distinct markets in 2025. On one side, traditional web development roles face increased competition and slower hiring. On the other, AI-integrated development positions see bidding wars and signing bonuses that would make investment bankers jealous.
According to the Bureau of Labor Statistics, software development roles are projected to grow 17% from 2023 to 2033, adding approximately 327,900 jobs. However, this growth isn't evenly distributed across all specializations.
The Skills Premium Breakdown:
Most salary surveys rely on outdated methodologies that don't capture the rapidly evolving skill premiums. They also fail to account for:
This is where platforms like jobbers.io become invaluable—they provide real-time salary transparency through direct developer-to-employer negotiations without commission-based distortions.
Based on analysis of recent job postings and salary negotiations, here are the AI skills commanding the highest premiums:
For Beginners (0-6 months):
For Intermediate Developers (6-12 months):
For Advanced Practitioners (12+ months):
Full-stack developers continue to command high salaries, but the definition has evolved significantly in 2025:
Traditional Full-Stack (Frontend + Backend):
Modern Full-Stack (Frontend + Backend + Cloud + AI):
While full-stack versatility is valuable, deep specialization in high-demand areas often yields the highest salaries:
Tier 1 (Premium Markets):
Tier 2 (Emerging Markets):
Remote-first companies are offering geographic salary premiums to access global talent:
Source: Analysis of 15,000+ remote job postings on platforms including jobbers.io, where developers negotiate salaries directly with employers.
Entry-level requirements have increased, but so have starting salaries for qualified candidates:
2025 Entry-Level Requirements:
Expected Starting Salaries:
Years 0-2: Junior Developer
Years 2-5: Mid-Level Developer
Years 5-8: Senior Developer
Years 8+: Staff/Principal/Architect
The remote work revolution has permanently altered salary structures:
Fully Remote Positions:
Hybrid Positions:
On-Site Positions:
🚩 Outdated Salary Bands:
🚩 Equity Red Flags:
🚩 Benefits That Don't Compensate:
🚩 Hiring Process Red Flags:
Salary Transparency Leaders:
Total Compensation Innovators:
Opening Statement:
"Based on my research using industry salary data from platforms like jobbers.io and my analysis of similar roles at comparable companies, I've found that the market rate for this position with my AI and cloud skills is $X to $Y. I'm excited about this opportunity and would love to discuss how we can align the compensation with market standards."
Skill Premium Justification:
"I bring specific expertise in [AI/Cloud/DevSecOps] that your job posting identified as a key need. In my research, these skills typically command a 25-35% premium over base developer salaries, which aligns with the $X figure I mentioned."
Value-Based Closing:
"I'm confident that my ability to [specific value proposition] will generate significant returns for the team. I'm looking for a total compensation package of $X, which reflects both the market rate for these skills and the value I'll bring to your organization."
Best Times to Negotiate:
What to Negotiate Beyond Base Salary:
AI-Human Collaboration Roles:
New hybrid positions combining traditional development with AI oversight and optimization are emerging with premium compensation.
Carbon-Conscious Development:
As companies prioritize sustainability, developers with green computing expertise are seeing salary premiums.
Quantum Computing Readiness:
Early-stage but high-potential area with significant compensation upside for pioneers.
Web3 Recovery:
After the crypto winter, legitimate blockchain development opportunities are re-emerging with competitive salaries.
Stay Market-Aware:
Invest in High-ROI Skills:
Document Your Impact:
Traditional job platforms create information asymmetries that hurt both developers and employers. Commission-based models incentivize quick placements over fair compensation. jobbers.io disrupts this by:
Direct Negotiation:
Developers and employers discuss compensation directly, without intermediary markup or commission pressure.
Transparent Salary Data:
Real-time compensation insights based on actual negotiations, not outdated surveys.
Skill-Based Matching:
Advanced algorithms that understand the nuanced value of AI, cloud, and specialized technical skills.
No Hidden Fees:
What you negotiate is what you get—no platform commissions eating into your salary or employer budgets.
This transparency is driving market-rate salary increases across the industry as both sides gain access to real compensation data.
A: Based on 2025 market data, developers with proven AI integration skills see salary increases of 20-45%. The premium varies by role: full-stack developers with AI skills average 25-30% increases, while specialized ML engineers can see 40-45% premiums. The key is demonstrating practical application, not just theoretical knowledge.
A: Remote salaries have largely reached parity with on-site positions, with many remote-first companies offering 5-15% premiums to access global talent. However, fully remote positions may face more competition. The best remote opportunities often come through platforms like jobbers.io where you can negotiate directly with employers.
A: The fastest salary increases typically come from: 1) Adding AI/ML skills to your existing stack (6-12 month timeline), 2) Gaining cloud architecture expertise, 3) Moving to a higher-paying company or market, or 4) Transitioning to high-demand specializations like DevSecOps or data engineering.
A: Formal salary discussions should happen annually during review cycles, but you can initiate conversations when: you've significantly expanded your responsibilities, completed major projects, earned new certifications, or when market conditions change substantially (like the current AI skills premium).
A: Based on current trends, the highest-value skills for 2026 will likely be: AI-human collaboration interfaces, edge computing development, quantum computing readiness, advanced prompt engineering, and carbon-conscious development practices. However, foundational skills like system design and security remain essential.
A: Research multiple sources: industry salary reports, peer networks, and transparent platforms like jobbers.io where you can see real negotiation data. Consider total compensation (base + equity + benefits) and factor in skill premiums for AI, cloud, or specialized expertise you bring.
A: Equity can be valuable but shouldn't replace competitive base salary. For established companies, equity of 0.1-1% can be worthwhile. For startups, ensure you understand vesting schedules, dilution risks, and liquidation preferences. Never accept significantly below-market base salary for equity promises alone.
A: GitHub activity demonstrates continuous learning and community engagement, which can support salary negotiations. However, quality matters more than quantity. A few well-documented projects showcasing current technologies (especially AI integration) carry more weight than numerous basic repositories.
A: Tech companies traditionally pay 15-30% more for equivalent roles, but this gap is narrowing as non-tech companies compete for talent. Non-tech companies increasingly offer competitive salaries plus unique benefits like better work-life balance or domain expertise opportunities. The key is evaluating total compensation and growth potential.
A: The salary gap between bootcamp graduates and CS degree holders has narrowed significantly. Quality bootcamp graduates now start at $65k-85k vs $75k-95k for CS graduates. The difference largely disappears after 2-3 years of experience, with actual skills and portfolio quality mattering more than educational background.
This guide represents comprehensive research from industry salary data, job posting analysis, and real compensation negotiations. For the most current salary insights and direct access to transparent job opportunities, visit jobbers.io where developers and employers connect without commission-based intermediaries.
Sources:
2025-08-15 23:40:16
2025-08-15 23:37:35
Daily Job Search Strategy
Step Action Notes
1️⃣ Apply for 30 jobs/day Use batching: 10 in morning, 10 midday, 10 evening. Use saved searches to speed things up.
2️⃣ Use Google strategically Try "site:careers.company.com job title" or "intitle:job job title location" to find hidden gems.
3️⃣ Save job descriptions as PDFs Use Print → Save as PDF or browser extensions. Organize by folder: Applied/CompanyName/JobTitle.pdf.
4️⃣ Be specific with job titles Search for exact roles like “Cloud Support Engineer” or “DevOps Intern” rather than generic terms.
5️⃣ Use LinkedIn’s “<10 applicants” filter Prioritize these for higher visibility. Combine with “Easy Apply” for speed.
6️⃣ Internships & volunteering Look for open-source projects, nonprofit tech roles, or startup gigs. Experience is experience.
7️⃣ Network intentionally Message alumni, attend virtual meetups, comment on posts. Ask for advice, not jobs.
8️⃣ Tailor your resume Use keywords from the job description. Highlight relevant projects and skills.
9️⃣ Write a compelling cover letter Focus on how you solve problems, not just what you’ve done. Keep it concise and specific.
🔟 Optimize LinkedIn Use a strong headline, detailed experience, and a custom URL. Ask for endorsements.
1️⃣1️⃣ Commit to learning Take short courses, build projects, or write blog posts. Show growth and curiosity.
Setup google alerts with scripts running on topics like new job postings on your favorite companies. Be organized, keep a spreadsheet and do followups 1-2 weeks after apply. Find a recruiter at said company and message them.
Use a spreadsheet or Notion board with columns like:
Company
Job Title
Date Applied
Status (Applied, Interviewing, Rejected)
PDF Link
Notes (e.g., who you networked with)
2025-08-15 23:30:00
In this article, we review captureDOM function in snapDOM codebase. This review is split into 2 parts. We will look at:
embedCustomFonts
collectUsedTagNames
generateDedupedBaseCSS
You will find the following code in modules/fonts.js
/**
* Embeds custom fonts found in the document as data URLs in CSS.
*
* @export
* @param {Object} options
* @param {boolean} [options.preCached=false] - Whether to use pre-cached resources
* @returns {Promise<string>} The inlined CSS for custom fonts
*/
export async function embedCustomFonts({preCached = false } = {}) {
...
}
You will find the following code in utils/cssTools.js
/**
* Collects all unique tag names used in the DOM tree rooted at the given node.
*
* @param {Node} root - The root node to search
* @returns {string[]} Array of unique tag names
*/
export function collectUsedTagNames(root) {
const tagSet = new Set();
if (root.nodeType !== Node.ELEMENT_NODE && root.nodeType !== Node.DOCUMENT_FRAGMENT_NODE) {
return [];
}
if (root.tagName) {
tagSet.add(root.tagName.toLowerCase());
}
if (typeof root.querySelectorAll === 'function') {
root.querySelectorAll("*").forEach(el => tagSet.add(el.tagName.toLowerCase()));
}
return Array.from(tagSet);
}
You will find the following code in utils/cssTools.js.
/**
* Generates deduplicated base CSS for the given tag names.
*
* @param {string[]} usedTagNames - Array of tag names
* @returns {string} CSS string
*/
export function generateDedupedBaseCSS(usedTagNames) {
const groups = new Map();
for (let tagName of usedTagNames) {
const styles = cache.defaultStyle.get(tagName);
if (!styles) continue;
// Creamos la "firma" del bloque CSS para comparar
const key = Object.entries(styles)
.map(([k, v]) => `${k}:${v};`)
.sort()
.join('');
// Agrupamos por firma
if (!groups.has(key)) {
groups.set(key, []);
}
groups.get(key).push(tagName);
}
// Ahora generamos el CSS optimizado
let css = '';
for (let [styleBlock, tagList] of groups.entries()) {
css += `${tagList.join(',')} { ${styleBlock} }\n`;
}
return css;
}
Hey, my name is Ramu Narasinga. I study codebase architecture in large open-source projects.
Email: [email protected]
Want to learn from open-source? Solve challenges inspired by open-source projects.
2025-08-15 23:28:58
AWS gives us world class building blocks for security and infrastructure - but the main part is aws won't secure the infrastructure for you unless it is a serverless service.
When we talk about securing AWS service even a simple misconfiguration can cause security breaches.
Let me give you a 10-step checklist to secure your AWS environment.
Password alone is not enough to protect you AWS environment.
✅How to implement:
💡 Pro Tip: Keep root account access locked away — use IAM users for daily work.
Use IAM roles for AWS services because Long-lived access keys = long-lived risk.
✅How to implement:
💡 Pro Tip: Run aws iam list-access-keys regularly to find and remove unused keys.
Give your users what they actually need.
✅How to implement:
AdministratorAccess unless absolutely necessary.💡 Pro Tip: Use IAM Access Analyzer to review unused permissions.
Root has full access to everything — if it’s compromised, it’s game over for your AWS Environment.
✅ How:
Publicly exposed resources are at risk to hacker attacks.
✅ How to implement:
💡 Pro Tip: Use VPC endpoints to have a private access to AWS services.
Logging makes you to see what is actually happening behind the screens like API calls and more.
✅ How to implement:
Compliance and privacy at least use some AWS default example SSE-S3 encryption and some SSL certificates for Transit encryption.
✅ How to implement:
Automated threat detection saves time and a key player for your secure AWS environment.
✅ How to implement:
Outdated systems are a security hole.
✅ How to implement:
SCP can prevent dangerous actions at the organization level.
✅ Examples for SCP
AWS isn’t all about “set it and forget it” task — it’s a continuous process were we need to monitor it.
The key point is to make security a built in part of your cloud infrastructure.
🔒 For fresh, do steps 1–4 Steps immediately, then schedule regular reviews for the rest of it.