I couldn’t find a low-noise way to stay updated on frameworks and libraries across my favorite tech stacks—so I built one. It’s ad-free, with RSS and email notifications. You can follow top, trending, or new additions. There are already some hidden gems, with more to come. I’m sure I missed some great libraries, so contributions are welcome. Enjoy!
Hey! The DevTube founder here. I spent the last two weeks rebuilding DevTube. Unlike the old version which contained 150K+ videos (and most of them were garbage), the new version contains ~350 tech talks from different sources – my personal favorites, GitHub lists, and YouTube most liked. The new DevTube is YouTube uncluttered + secret gems reuploaded from InfoQ, Vimeo, and private video archives.
- Discover hidden gems – Watch videos that are not publicly available on YouTube (e.g. Chad Fowler's "Tiny").
- Save time – Watch only the best talks, curated by the community, grouped by categories and speakers. Quality beats quantity.
- Create lists – Watch later, bookmark, and keep track of watched videos.
- Discuss – Read, write, and reply to comments directly from DevTube.
- Contribute – Get karma for video contributions. Your name will also be visible next to the video.
- Subscribe – Stay up-to-date with the latest videos via RSS. Too busy? Receive one tech talk per week.
- Fewer distractions – No annoying YouTube algorithms, irrelevant videos, ads, and tracking.
How can you mentor people if you are afraid of being fired or replaced by a "cheaper" mentee? To mentor people, you have to be a professional developer, at the first place.
Professional developers achieve job security by doing great work and making themselves replaceable. Mediocre developers – by building knowledge silos.
> Professional developers achieve job security by doing great work and making themselves replaceable.
Wouldn't that be "achieve career security"? Because as I attest upstream in this subthread, in my most notable example of being a mentor, I was indeed fired as soon as my non-technical salesman background CEO decided I was replaceable. Although he didn't realize that wasn't quite yet true, and the mentee decided to leave instead of working in such a place.
I don't know about Estonia, but in the US conventional careers as a software developer start ending when you're in your 30s, with 40 being a hard limit in finding a new conventional job because that's when our national age discrimination law kicks in.
That fresh out of college except for one short job mentee? The only reason he's still a programmer a quarter century later is that within a decade he got a high level security clearance, which is sufficiently onerous for the company that pushes through that process, they have to "bench" or otherwise have the employee work on non-classified stuff for many months, that after getting it you're in a small pool that companies vastly prefer to recruit from.
This is intimately connected to being a good mentor since a fair amount of experience is required to do a good job of it.
> I don't know about Estonia, but in the US conventional careers as a software developer start ending when you're in your 30s, with 40 being a hard limit in finding a new conventional job because that's when our national age discrimination law kicks in.
In the US, I found a new developer job at 43, and another at 47. Haven't looked in a decade, so I don't know how it goes at 57.
Caveat: I'm in embedded systems, which is a much more senior-friendly world than web apps.
As you say, you're in embedded systems, that's well known to be the other US employment domain that's friendly to developers with grey hairs. Not a "conventional" field.
And you should expand on this with situation and timing details. In a talent starved startup like the one I was in, mentoring a nearly fresh out of college entry level employee was the only way to get the project completed in the available time ... except that very directly sowed the seeds of the destruction of both the project and the company.
Most US companies' management of software developers is horrible, see open offices, Agile as its actually practiced, etc. So I would expect the outcome of this process getting you replaced by your mentee to be common.
In that light, consider timing your mentoring period, which as I note can intrinsically be very rewarding, and I'd argue is vital as paying forward for the mentoring you yourself received, for when you want to leave your current company.
And since getting fired for doing a really good job is psychologically devastating for most if not nearly all people, and at least in the US makes it significantly harder to get a new job, don't wait to get pushed out, start your job search at an appropriate time. Especially since it's really unlikely you can't continue your mentoring after you leave the company, I certainly didn't, to this day. Although by now we're both so experienced, in somewhat divergent sub-fields, that the continued learning goes both ways.
I mentor people for the same reason I automate things; at the end of the day I'm lazy and I'd rather concentrate more on the things that matter to me. It that means I can teach someone else how to do the work that I don't want to do but they'd love to do, then more power to everyone.
Especially when 30 seconds of following links shows the author is almost certainly not a native speaker of English. That the only problem was substituting "at" for "in" should have been a clue.
