Home of Shariq Mustaquim on the Internet!
Good programmers copy, great programmers paste.
My introduction to StackOverflow was during a Kelsey Hightower demo, where he casually copied a snippet of code (probably staged) from the programmers Q&A site and uttered the iconic line "Good programmers copy, great programmers paste"
Having a stellar reputation on the site now feels like a lost art, but back then, it was a fun ride while it lasted.
What you don’t measure, you can’t improve.
I was once an avid Toastmaster, and my favorite part was the evaluation, which presented instant, honest feedback right after your speech or table-topic. It wasn’t about criticism, it was about growth. In under half hour of walking off the stage, you knew exactly what worked, what did not, and what to try next time. That rhythm of performing, reflecting, and refining built confidence and instilled improvement faster than anything else.
I miss that in the workplace. Imagine getting timely, constructive feedback after a presentation, meeting, or deliverable. Without that loop of reflection and measurement, improvement stays accidental instead of intentional.
The best network engineer is the one you never saw.
That used to be the ideal, quiet excellence, systems that just worked, and engineers who stayed behind the scenes keeping everything running smoothly.
But times have changed. Corporate visibility and personal branding have become just as important as technical skill. You have to be seen, not just effective.
It’s like a goalkeeper who doesn’t move during a penalty kick, even though statistically the chance of the ball going straight down the middle isn’t small, standing still looks like doing nothing.
In today’s world, being invisible can sometimes be mistaken for being inactive.
It’s not a community if it keeps moving.
We often talk about “building a community” at work, a place where people belong, collaborate, and grow together.
But community needs continuity. If people keep leaving, what remains isn’t culture, it’s turnover.
To me, a company was identified by its people. When most of the people left or were let go, it didn’t feel like the same company anymore. The name, logo, and mission stayed, but the spirit changed.
Retention isn’t just about keeping talent. It’s about keeping identity. When teams stay, they build shared history, trust, and rhythm, the quiet things that make work feel meaningful.
Tech layoffs have become a common part of the industry. With the constant wave of layoffs happening around the world, it feels like this is the new normal. Seems like we all need to accept a certain level of risk wherever we work.
From my experience, a few things have helped me navigate this environment:
- Giving my best while making sure I don’t burn out
- Making my work visible so others understand the value I bring
- Building strong relationships with peers, which has often been more important than relying solely on company loyalty
- Continuously learning and improving my skills to stay adaptable and employable
These are not guarantees, but they have helped me stay grounded and focused on what I can control.
In my opinion, taking a look at the Company on Glassdoor before accepting an offer is useful.
It can help you see past the HR-mandated reviews and get a sense of the company’s internal situation.
I used to think the bad reviews were from disgruntled employees, until I became one myself.
You might still accept the role, but at least you’ll be going in better informed.
Kids today got the worst of both worlds:
>> Too little freedom in the real world (where growth happens).
>> Too much freedom in the digital world (where harms accumulate silently).
We have been using Wiz and its a wonderful product. I hope Google (as a serial application killer) don't destroy Wiz.
Google reportedly in talks to acquire cloud security company Wiz for $23B | TechCrunch
