Hello everyone. Watch this video until the end, and you will learn how to pass interviews for 1C programmers. I will tell you what stages these interviews have, and I will give many detailed tips for passing all these stages from the moment of preparation for the interview to the moment of accepting an offer. I will also show a couple of recordings of real interviews and comment on them. By watching this video until the end, you will be ready to pass any interview, and your chances of passing this interview will increase many times over. So, let's begin. Nowadays, the skill of passing interviews has become a separate soft skill that every programmer should possess. If you want the maximum salary, a good, comfortable job in an interesting team, you need to train it. But first, let's figure out how this whole scheme works. Remember old games like Doom? There you run through a maze, fight monsters, look for the shortest way out to leave with minimal losses and maximum achievements. Now imagine an interview for a 1C programmer. It's exactly the same maze. You enter the maze, meet bosses, first a recruiter, then technical specialists, and in large firms, a final boss like a CEO or top manager might await you. You need to know how to effectively fight them all to get out with an offer in your pocket. Today's video is a complete guide on how to pass an interview for a 1C programmer. I will guide you from the very beginning of the maze to its exit through all the stages. Most programmers start thinking about passing interviews only when something has already gone wrong with their current job. For example, the salary has really become below market, some problems have arisen in the team, or they have to move and look for a new place, and as a result, the person finds themselves on the labor market completely unprepared. This situation reminds me of the story about losing weight for summer. You know, those fitness marathons like "get yourself in perfect shape in one month." We all understand perfectly well that this is impossible if a person has done nothing at all for a whole year, and then wants to suddenly get into excellent shape in a month, but, guys, it doesn't work. The same is true with interviews. You need to maintain your shape constantly, even if you don't plan to change jobs right now. It is very useful to at least occasionally review typical questions, practice answering them, have a mock interview with someone from your acquaintances or colleagues, or with a mentor. Then, when you really need to change jobs, you will be fully prepared. When a person enters the labor market from scratch, without preparation, it is always a strong stress, and stress prevents them from showing their real knowledge and skills. If you maintain your shape at least minimally, regularly, then getting into the interview work mode will be much easier and faster for you. It's like sports. A person who trains regularly and slowly will get into super shape much faster than someone who hasn't trained at all and suddenly decided to become an athlete in one month. In general, regularly maintain your interview shape, and then any trip to an interview will not be so stressful and difficult for you. Many are accustomed to the standard procedure of annual salary review, which looks something like this. An employee comes once a year for a conversation with their manager, talks about how well they worked throughout the past year, what successes they achieved. And after the standard dialogue, the salary is usually raised or not raised, haha. But in reality, we usually get quite small increases, somewhere around 5%, 15% maximum. However, at the same time, salaries on the market, those for new employees and vacancies, often grow much faster. If a current employee's salary is regularly increased by 5%, then market salaries can easily grow by 10-15%. If an old employee's salary was increased by 10%, then the market has possibly already grown by as much as 20%, or even 25% or more. It's offensive, but that's the reality. What solution can be used here? A very simple and effective method is to have a concrete offer from another company in hand. You go for an interview outside your current employer, get a real job offer, an offer with a clear salary amount. And now, at the annual stage of salary increase negotiations in your current company, you will have a concrete argument, a real leverage in your hands. It will look like this. You will say: "Well, of course, I understand that you want to raise my salary by 5%, by 10%. And although I am so comfortable here, look, another company is offering me exactly 30% more. I have already passed the interview, and I have this amount in hand." As a rule, as a result of this approach, management becomes much more motivated to reconsider your salary in a higher direction. They understand that you are a sought-after specialist, and the risk of you leaving increases. And if before they didn't want to raise your salary or were going to raise it only a little, now you can achieve much more. You can get an increase of 10%, or even 20%. Passing interviews is not only a way to find a new job but also an excellent tool to increase your salary, even if you don't plan to change your job in the near future. Also, going to interviews improves your skills, both technical and personal. Technically, you recall nuances you've forgotten, or learn new technologies, specifically those that are currently in demand in the market, and personally, you improve your communication skills in interviews, meet new people, step out of your comfort zone, and learn how the world has changed. If you haven't quit yet, can you go for interviews while working at your old job? Why not? You can and even should calmly go for interviews while you are at your current job, regardless of whether you plan to quit in the near future or not. This is absolutely normal and a widespread practice among professionals in IT and not only in IT. There is nothing wrong or dishonest about periodically monitoring the labor market and understanding your real value and demand. Do you need to quit or take vacation to look for a job? No. It is absolutely not necessary to specifically wait for dismissal or take vacation to pass interviews. You can do them during your lunch break, in the evening after work, during short breaks in your work process. Well, of course, not to the detriment of your main duties. If your conscience bothers you greatly, you can always compensate for the time spent by staying late at work in the evening. What if my current employer finds out that I updated my resume? Even if your employer finds out about your resume or your interviews, it's normal. If your manager behaves aggressively or negatively because of this and intimidates you, then this is a solid reason to think about changing such a manager and such a job. A good and competent professional manager perfectly understands that a specialist has the right to study the labor market, evaluate themselves as a professional, and go for interviews, even if they don't plan to go anywhere. The best managers of IT companies always monitor the labor market situation and try not to reach a point where programmers want to leave. A good manager creates comfortable conditions, decent pay, and a positive atmosphere in the team in advance so that employees don't even think about looking for another job. How should a good manager react? A good boss should perceive the appearance of your resume online as a signal. Is everything done correctly in the company? Can we improve something? Moreover, an adequate manager will ask you if you are satisfied with everything at your current job or not. Perhaps something inconvenient has appeared that needs to be discussed or eliminated? Or do you just want to understand your value on the market? If you are not satisfied with something at your current place, competent management will try to promptly eliminate the causes of your dissatisfaction. What if you want to avoid the employer knowing about the resume update, roughly speaking, want to hide this fact? Well, if you really want to hide it, you can create a separate resume without your last name and with separate contacts on another phone number. Indicate that you are ready to provide full details during personal communication. This is absolutely legal, but be prepared that some recruiters will be surprised. Some candidates avoid publishing their personal data because there have been many personal data leaks in recent years. Let's summarize, there is nothing terrible about going for interviews while working at your current job. This is a normal market practice in the labor market. Fears that you will be immediately kicked out with a broom or fired are unfounded. A competent manager, on the contrary, is interested in retaining good specialists, will solve emerging issues positively and constructively. For your career, it is useful to regularly update your resume, go for interviews at least to understand your own market value. The market becomes better and more stable if specialists and employers communicate openly and resolve emerging issues based on mutual understanding and respect for each other's interests. Thus, you should not worry or feel guilty. The employer protects their interests, you protect your interests. And it is in the balance of mutual respect that maximum comfortable and productive cooperation is achieved. So, let's start with the first part - setting a goal. Why is it important to set a goal for the number of interviews? If you immediately accept the first or second offer you receive, you may simply undersell yourself. Perhaps the next companies will be ready to offer you much better conditions in terms of salary and give you more interesting projects or prospects, but you won't even know about it because you've already accepted the first offer that came your way. When you have a clear goal to go through a certain number of interviews, for example, 10, 20, 30, then a single interview becomes less stressful for you. You treat each one less emotionally, as you have many more attempts ahead. You won't be upset after every rejection, as the specific outcome of a single interview ceases to be so important. Why is it better not to set a specific salary goal? It would be a mistake to set a maximum salary goal, because you limit yourself in opportunities in advance. Suppose you set a goal: salary - 100,000 rubles. But in reality, the market may value you higher: 150 or 200,000 rubles in a suitable company. If you limit yourself to 100,000 rubles from the start, you may not even find out your true value. However, an offer below a certain minimum acceptable salary for you, of course, should not be taken. You should have a lower limit, below which you will not even consider offers. For example, a minimally comfortable offer for you. Rubles. You make a decision in advance not to consider offers below this amount, and I will not agree under any circumstances. For example, you decide for yourself that you want to go through, say, at least 20 interviews before accepting any offer. Or you decide that you want to receive at least three offers with a suitable salary, i.e., above the minimum level, above 100,000, before making a final decision. Thus, you get powerful interview training. This is an important skill in itself. You also get the most objective market valuation of yourself as a specialist. And you also have several offers in hand that can be used for negotiations, for choosing the best offer and negotiating with the employer for better conditions. Why is such a strategy effective from a psychological point of view? By aiming for the number of interviews, you stop worrying acutely about any single interview. And this approach allows you to feel more confident, relaxed, comfortable, and calm. Each meeting simply brings you closer to your goal. It's not a struggle for each individual interview, just one small step towards a large final result. Let's summarize the most effective recommendations. First, set a minimum salary threshold, below which offers are not even considered. Then choose one of two goals: either a fixed number of interviews passed, 10, 20, 30, or a number of offers that satisfy you in terms of salary and conditions. For example, at least three suitable offers. After that, make a final, well-thought-out, most advantageous decision for you. Interview marathon. Preliminary technical preparation strategy. First of all, you need to prepare technically in advance, thoroughly review the necessary theory and practice. And it is the technical part that requires the most thorough preparation. And you should allocate separate time for this in advance. Here, do not rush, calmly recall all the most important things, deal with the most complex questions. Second, a tight interview schedule. As soon as you feel technically prepared, immediately schedule interviews tightly. As tightly as possible, one, two, or even more interviews per day. Why is this important? If you have interviews rarely, for example, one per week, you will start forgetting the details of previous meetings, you will start losing tone and concentration. If you concentrate your efforts in a short period of time, then each new interview you pass allows you to maintain a confident fighting spirit, clearly understand the mistakes of the previous day and correct them immediately, rather than postponing them until the next week. And besides, by next week you will have forgotten half of the questions. Third, a short vacation or break from your main job. Many cannot attend many interviews in parallel with their main job, as it takes a lot of effort. Therefore, it is quite reasonable and sometimes permissible to take a short vacation or a few days off specifically for this purpose, if possible. During this time, you will close all issues as high-quality and quickly as possible, gain a lot of practical experience, and improve your interview skills. This approach provides you with several advantages at once. First, you gain a huge amount of experience in a short time. Second, most likely, you will receive several offers in a short period. And you can then use these offers for further bargaining and negotiations for better conditions in subsequent interviews. The possibility of bargaining with your current employer to increase your salary. This is indeed the most effective and optimal strategy in terms of effort. Briefly, let's reiterate its scheme. First - preliminary technical preparation. Then a short intensive interview period. Then receiving several offers. Then, the final choice, negotiations, and salary increase. If you haven't had an interview for a long time, then the right strategy is not to start with the best and most desired companies, but to warm up with something simpler. It is recommended as follows. First, choose a smaller company or vacancies with simple requirements. Maybe even some small firm without a dedicated IT department. They usually ask basic, standard questions. The atmosphere will be simpler, and, most importantly, you will get a psychological warm-up without much stress. In such preliminary interviews, you can, first, see approximately which questions you did not answer correctly immediately or where you felt insecure. This will help you understand which topics to review and improve. Second, you will hear new or unexpected questions, because the market is constantly changing, new technologies and work nuances, new approaches appear. Third, you will gain valuable real experience of communication in an interview format, which differs from simple work experience. The most important thing here is the psychological component. When you successfully pass a simple interview, you increase your self-esteem. You feel successful, you are much less afraid, and your inner comfort and self-confidence grow. If you immediately try to pass top companies that offer very good conditions and salaries, it will likely be significantly more difficult because their interviews are usually more demanding and complex. If you fail from the start, you will experience great stress and disappointment. And this, in turn, can undermine your self-esteem and make you afraid or avoid further attempts. Let's summarize. Initial interviews in small companies. This is a kind of hidden training. Second - after the first successes and self-confidence, you move on to more difficult, complex, interesting, and expensive companies. Where you would really like to work. The main goal before starting interviews is to eliminate the fear of the interview process itself. If there is no fear, you will feel calm, confident, and easily demonstrate your professionalism. Remember, eliminating fear is perhaps the most important step, because without stress, you can demonstrate your true real potential, experience, and knowledge with maximum confidence. Life hacks for preparation. If you are a beginner or are applying to IT for the first time and do not know what processes exist, for example, Scrum, Kanban, and others, it is useful to study the basic theory in advance. You can watch one of my videos. If you have found a vacancy in a company that you really want to get into, then do the following. If you really want to get into this specific company, then carefully study the job description. To understand what processes are used there, study the company. Most likely, it will be indicated there that Scrum or Kanban or Agile and the like are used. Try to find acquaintances who work or have worked in this company, and ask them about such details, about the processes, what project management methodologies are used there, how they set and distribute tasks, how work cycles pass, for example, two-week sprints. Then, similar information can be correctly reflected in your resume and used in the interview to appear more suitable in the eyes of the employer. Why is it important to record your interviews on video? There is a parallel with professional athletes. They always record their competitions and training sessions to then study their behavior, their poses, movements, facial expressions, and mistakes that lead to undesirable results in detail. Automatic reactions in stressful situations, and an interview is always accompanied by stress and excitement, during which automatic reactions are triggered that you simply do not notice during the interview itself. Vocal habits, for example, constantly using filler words like "like," "uh," and so on. Facial expressions and mimicry, nervous tension or looking down, or frightened raising of shoulders, body language, closed gestures, avoiding eye contact, nervous hand movements, and so on. This is an opportunity for deeper self-analysis. For example, watching your own performance is always more objective, understandable, and easier than simply recalling something or reading some nervous notes that you tried to leave during your interview. Working with a mentor or an experienced acquaintance will also help you. You can involve a trusted expert mentor for joint analysis of the recording. Then you will receive professional recommendations on how exactly to correct the behavioral patterns that prevent you from successfully passing the interview. How to make such a recording correctly? If you are worried that someone might not like the recording, remember simple rules to avoid any trouble and doubts. First, use the recording exclusively for personal viewing. Never post it in the public domain. Second. After you have watched the recording and analyzed it with mentors or by yourself, be sure to delete it. This is personal data. Third. If you are concerned about the confidentiality and rights of other people, you can record only yourself. Record your face without the faces of other participants. In Zoom and similar applications, you can arrange the windows so that other faces are not visible. Or just record an audio track. Although audio plus video of your face is much preferable because it allows you to analyze non-verbal communication. What specifically can be analyzed from the recording? First, how you formulate thoughts and answer questions. Second - confidence and clarity of speech. Third - the presence of a clear and concise structure of answers. Fourth. Body language, gestures. Posture. Open or closed posture, presence of confidence or insecurity. Fifth. Eye contact, smile, friendliness. Why is it important for every candidate to remember this? Passing interviews is a separate professional skill that is effectively trained and significantly improves over time. Anyone can learn to pass interviews successfully if they consciously train and work on themselves. Recording and analyzing interviews allows you to accelerate the development of this skill and achieve desired results more often and faster. Referral programs, referral, recommendation program - this is a special incentive system that operates in some companies, where company employees receive a reward for recommending new candidates for employment. If a company employee recommends their acquaintance or just a candidate, and the candidate is successfully employed and passes the probation period, the employee who recommended them receives a monetary bonus. Sometimes it is quite significant. What are the advantages of referral programs for a company? It reduces costs for personnel selection and finding suitable candidates. It is more effective and cheaper than searching through recruitment agencies or job sites. High quality of candidates. Company employees try to recommend people whose professionalism they are willing to vouch for, as their reputation and the possibility of receiving a reward depend on it. Also, a higher probability that the candidate will pass the adaptation period, the so-called onboarding. will successfully integrate into the team, as they are recommended by someone already familiar with the company's culture and working conditions. How is this useful for a candidate? It reduces competition and increases chances. Your resume immediately gets into the hands of recruiters and is not lost in the general flow and filters. Automatic filters that sometimes discard good resumes on job sites are no longer a hindrance. It also increases employer trust. You have already been recommended by another company employee. It also simplifies the first stage of the interview. Often, referral candidates receive priority attention and may be asked fewer general questions and focus more on technical aspects. The first stage of preliminary filtering is already largely passed thanks to recommendations. How to find an employee for a referral program if you want to get into a specific company? Well, first, through personal connections, acquaintances, colleagues, friends, acquaintances, classmates who already work in the company. Second, through professional communities, specialized chats, for example, Telegram groups, IT forums, LinkedIn, and the like. You can simply ask who works in the desired company and who can recommend you. Nothing terrible will happen from this question. And perhaps you will find a recommender this way. You can publicly ask on thematic platforms. If you don't know anyone, just find a large community of programmers, ask: "Guys, does anyone here have a referral program for company XY? I want to get there, pass the interview. You get a bonus when I pass the probation period." This works because most people enjoy getting extra money for free, just for recommending a new person to the company in a simplified way. Remember, you risk nothing if you are simply recommended through a referral program. It definitely won't get worse, but it will definitely get better. It increases your chances of employment. How best to behave in interviews? First, be friendly and positive. It is important to show calm confidence, friendliness, and a smile. Try to create maximum comfort and a positive atmosphere around yourself. An interview should not be like an interrogation or an exam. It is a communication between professionals. Second, do not show insecurity and shyness. Do not hide in a corner, do not behave as if you have been caught for some crime. The employer is not your opponent or your judge. It is your potential partner who needs your professional contribution and positive attitude. Third. Do not show aggression. Be firm and confident, but without arrogance and without haughtiness. Excessive aggression, arrogance, or too combative a spirit do not inspire sympathy and trust in the IT community. Fourth. Usually, the successful and appealing image of a programmer in IT for employers. This is a pleasant person, a pleasant individual, that is, a person who inspires trust, sympathy at first glance, a good-natured candidate, positive, interested in the job, a passionate professional who is focused on solving problems, on product development, on user benefit, on the company's overall goals. He is calm, friendly, self-confident, and genuinely passionate about programming. Fifth. Statistical advantage of pleasant candidates. There is scientific statistics, research that confirms that positive, friendly, and pleasant people are much more likely, by about 15%, to receive a good job offer. This is because employers want to see not only highly qualified, gloomy specialists next to them, but also pleasant, comfortable people to communicate with, because they will have to communicate with them a lot. Let's summarize. When passing an interview, try to match the following ideal image. Confident, but not aggressive, positive and smiling, but without pretense and without fakeness. Genuinely interested in the job and the company. Friendly and open in communication, likable and pleasant to others, knows how to listen and respect the interlocutor. All this will significantly increase your chances of successfully passing the interview and receiving a favorable job offer. Can you lie in an interview? First, there are no completely honest interviews. If you think you've had an honest interview somewhere, you've likely not analyzed your video recording in enough detail. Even the most honest person, when talking or describing their experience, involuntarily embellishes or hides details. This is not malicious intent, but a feature of our human consciousness. As Sigmund Freud wrote, everything we say or write is done to hide the truth, including from ourselves. Second, the situation of slightly embellishing a skill. If there is a vacancy that suits you, but it requires knowledge of a technology that you know weakly or not at all, there are two options. First, honestly say, I don't know, and possibly not pass the interview further, or slightly embellish your experience, say that you at least have a general understanding of how to work with it, and have encountered it a little somewhere at some point. Often, the fear is that after embellishing, you will be fired in shame, but this is unlikely. Why won't you be fired immediately and shamed? You won't be kicked out with a broom. You cannot be a specialist in all technologies. And a healthy company understands this. New employees are never immediately assigned super-responsible, super-urgent tasks, but are gradually introduced into the process, giving them time to adapt. Any new technology can be learned at a basic level in a week or two, and if necessary, you can ask colleagues or find a solution on the internet or pay a mentor. If you don't cope, the task will be transferred to another employee, and you will be offered other tasks. No one will humiliate you. Well, at most, you yourself will feel discomfort. What happens in the worst-case scenario? You might make a gift to the company. If they cannot find the right specialist for a long time, and you are willing to learn and use the technology. And if you don't pass the probation period, you will likely have other offers, and you will calmly change jobs. There will be no catastrophic consequences. What to do if you feel uncomfortable because you embellished your knowledge of this technology and are now not coping? You can honestly say at the end of the conversation with the employer, I am a little unsure about technology X. It may take time to master it. If a high level is required from day one, keep in mind that I will be studying it for some time. This will show your willingness to learn and allow you to keep a clear conscience. What are the conclusions? First. Slight embellishment in interviews.

This is a normal and common practice. Anyway, nobody can be ideally prepared for any of your work tasks in any company. Nobody will chase you away with rags and nasty dirt. Nobody will threaten you with various repressions for half a year. In case of failure, the task will be transferred to another programmer. You will simply be given time to study the technology or your work direction will be changed to a more suitable and easier one. If you are still worried, just honestly warn the employer, and your conscience will be clear. Perceive embellishment as a game with closed information at the interview. The company does not fully know you, but you also do not fully know this company. This is a normal life situation. The main thing is to move forward calmly, openly, and without unnecessary unfounded fear. Screening can take place as separate preliminary stages of the interview or be an introductory part at the moment of passing the technical part. This all depends on how important the candidate is and how the processes are organized in the company itself. Well, also on various other factors, for example, on the workload of the recruiter or the technical specialist who will conduct the technical part. How should the beginning of the interview look? Before starting the interview process, especially online, you must introduce yourselves to each other. The candidate must clearly introduce themselves, this is their first and last name, and the company representatives must also introduce themselves to the candidate so that they understand who is in front of them. Information about company representatives is people who conduct the interview on behalf of the company, and they must clearly state their full name and surname, their position, for example, recruiter, technical interviewer, development manager, well, or someone else. They must also state their authority. That is, whether the person is simply an interviewer or a decision-maker, or if it is the head of the department, and so on. For example, it might look like this. Maria Ivanova, HR specialist, recruiter. Vasily Pupkin, senior developer, will conduct the technical part of the interview today. Petrov Ivan Ivanovich, head of the development department. He makes the final decision on candidates. Thus, from the very beginning of the meeting, all participants will understand who is in front of them, what questions to expect from each person, and who specifically can influence the final result of the interview. Why is this important? Firstly, it creates a respectful and professional atmosphere for the conversation. Secondly, you should clearly understand who is interviewing you and what role these people play in making a decision about your candidacy. Thirdly, this will help to avoid unpleasant situations when you suddenly realize that you have ended up in the wrong place. It often happens that a candidate talks to people who do not make decisions, but simply conduct a formal interview or some preliminary selection without any authority to influence decision-making at all. If no one from the company introduced themselves at the interview, then do not hesitate to ask directly, for example, excuse me, I would like to clarify, who am I talking to now, what roles does each of you have in this interview. This is absolutely normal, professional, and correct. In summary. At the beginning, you should hear from the company who exactly is present with their role and authority. If the company representatives themselves have not done so, you can boldly, even must, directly clarify this information from them. You also introduce yourself, although usually the company, of course, gets acquainted with your resume much earlier. This is respect for each other and a clear business process. And it helps all participants to better understand each other's expectations and improve the quality of the meeting. Now let's look at a snippet of such an interview, and then I will continue to talk about what life hacks exist and analyze them. >> Good afternoon, Alexey. My name is Tatiana. I am an HR manager at IT Big Progress. Glad to see you. Please tell me, can you hear and see me well? Hello, Tatiana. Yes, you are perfectly visible and audible. And me? >> Yes, everything is wonderful. Thank you for connecting on time. We have a scheduled interview today for about an hour. Is it convenient for you to start now? >> Yes, of course. Fully ready. >> Excellent. Then I will briefly explain how our meeting will proceed. The interview consists of three parts. The first part is introductory. We will get acquainted, discuss your experience, motivation, and expectations. In the second part, we will talk about your technical skills and experience with the 1C platform. In the final part, we will discuss organizational matters and your questions about the company. Does this structure suit you, Alexey? >> Yes, everything suits me completely. >> Wonderful. Alexey, please tell us more about yourself, where you studied, why you chose programming and the 1C platform. >> Thank you for the question. I graduated from Moscow State Technical University with a degree in Information Technologies in 2010. Even in university, I became interested in business process automation, and in my final year, I did an internship at a company where the 1C platform was actively used. And I liked that it's not just programming, but an opportunity to see how my work directly helps the business. And after that, I decided to develop specifically in the 1C direction and took several courses and started working in this field gradually. >> What specific courses did you take, can you clarify? >> I took the official course on programming and configuration in the 1C:Enterprise 8.3 system. And also several small online courses on creating reports, processing, integration. In addition, I also regularly watch various webinars on this topic and read professional forums. >> Okay, thank you for the details. Please tell us more about your practical experience with the platform. What configurations have you worked with and what tasks have you most often performed? >> For the last year and a half, I worked at Biznessteh+ P++. The main configurations I worked with are Trade Management 11 and Complex Automation. My tasks included developing new reports, creating processing, fixing bugs in the code, user support, and also participating in integrations with external systems. >> Can you give an example of a specific task or project that you are particularly proud of? >> Yes, of course. The most interesting project was related to the integration of the Trade Management configuration and the client's online store. I developed data exchange processing via web services and configured automatic loading of orders and unloading of stock balances. I had to figure out the XML format, SOAP, queries, and web services. And, well, as a result, we managed to significantly speed up order processing, and we increased the company's operational efficiency, and the client was very pleased with the result then. >> Sounds very interesting. Alexey, why did you decide to look for a new job now? >> At my current company, I had good starting experience, but over time the tasks became somewhat monotonous, and I felt that I was ready for new challenges, for a new level, I want to develop further. And your company attracted me with interesting projects, opportunities for professional growth, and the presence of a strong team. And, I hope, I will be able to learn a lot from them. >> I see. What specific tasks or work directions in our company are most interesting to you? >> I am very interested in tasks related to the integration of various systems on the 1C platform, performance optimization, as well as the development of complex reports and processing. I would also like to learn more about system analysis and business solution design. >> Excellent. Alexey, please name three of your strong professional qualities that will help you work successfully in our company. >> Well, I believe that my strengths are responsibility and attention to detail, and a desire for continuous development. I always check my code very carefully and try to understand the task as thoroughly and deeply as possible. And I am also not afraid to communicate with users, with analysts, to ask questions if something is unclear. >> Okay. What weaknesses can you identify in yourself? What would you like to work on? >> Well, sometimes I spend more time than necessary searching for the ideal solution. That's it. Well, I would also like to improve my knowledge in the area of complex calculation mechanisms and accumulation registers in standard 1C configurations. I see. Alexey, please tell me how you usually act if you encounter a task whose solution you do not know? >> Well, first I try to independently study the documentation, some help system, look at forums, maybe there is already a similar solution. Well, if that doesn't help, then I ask for advice from more experienced colleagues, from acquaintances. I believe that it is important not to be afraid to ask questions and to ask for help in time, well, so as not to delay the solution of the task. >> Excellent approach. How do you feel about teamwork? What is important to you in a team? >> Well, generally, teamwork is the key to success. That is, for me, it is important that there is a friendly atmosphere in the team, mutual assistance, openness. I am also always ready to help colleagues, and I appreciate it when colleagues are also ready to help me. >> Okay. Alexey, how do you usually cope with stressful situations at work? >> Well, I am a calm person and try to approach problem-solving rationally. If I feel that the situation is becoming too tense, well, I will take a short break, calm down, look at the task with a fresh perspective, step away, look out the window, have some tea, and this helps me make a balanced decision. >> Excellent. Alexey, what are your expectations regarding working conditions and schedule? >> Well, for me, a hybrid work format would be comfortable, partly remote, partly in the office. And it is also important for me to have a mentor in the initial stages of work. Well, a person who will bring me up to speed, show how everything is arranged in your company, and so on, and so that there is transparency of tasks and expectations. >> I see. Alexey, do you have any questions for me regarding the first part of our interview? >> No questions for now. Everything is clear. Excellent. Then I suggest we move on to the second technical part of our interview. >> Thank you, Tatiana. I am ready to continue. Alexey, before we move on to the second part and discuss technical aspects, I would like to tell you in detail about our company. I think this will help you better understand what specific tasks and working conditions await you with us and why we decided to open this vacancy now. The company IT Big Progress has been operating in the market for over 12 years. Our main activity is the automation of enterprises using solutions based on the 1C platform. We are involved in the design, implementation, and support of complex projects for businesses of various sizes and directions. Among our clients are many medium and large businesses that are leaders in their industries. These are mainly trading companies, manufacturing enterprises, logistics, financial departments, HR, and other business management areas that want to effectively automate their processes. Currently, our team is actively growing. Just in the last few months, we have launched several important new projects. For example, we recently signed an interesting contract with a chain of shopping centers. There is a large task of refining and implementing complex solutions on configurations like Complex Automation and Trade Management, creating special reports, processing, as well as integrating our system with external services and websites. Due to this increase in tasks and new projects, our current team of specialists realized that we need to expand our staff. That is why we decided to hire an additional 1C programmer. We need a colleague who can help with ongoing projects, as well as gradually get involved in new tasks. At the same time, we understand perfectly well that a beginner specialist needs a curator or mentor for the first time. Therefore, you will not have to solve all issues and tasks on your own from the first days. You will definitely have an experienced mentor from our senior programmers who will help you understand all the nuances, show you the necessary tools, and tell you how we work. It is important for us that a new colleague is not afraid to ask questions, that they have a desire to gradually learn and develop. In our company, this is welcomed and encouraged. We have various training and professional development programs. internal classes, external seminars, 1C certifications. We always support if a colleague wants to improve their skills, learn a new area or related field, and allocate work time for this. Another important point is the working conditions and the atmosphere in the team. We do not have strict bureaucracy and strong formalization. Instead, open and friendly communication, mutual support among colleagues, and comfortable conditions are valued. We practice a hybrid work format. You can work remotely, but from time to time it is necessary to come to the office, communicate in person, exchange experience, and consult with colleagues. We find this approach to be optimal and quite convenient. So, this is roughly what our company looks like and the reasons why we are currently selecting a new specialist. I think it will be easier for you to understand now whether the position meets your expectations and plans. If you have any questions about what I just said, I will be happy to answer them. If not, then we can smoothly transition to the next questions related to your technical qualifications and experience with the 1C platform. Analysis of the first part and life hacks for screening. Now let's talk about life hacks for this stage. How to answer screening questions like: "Why do you change jobs often?" or: "Why did you leave your previous job?" The most important rule: never badmouth your former employer. This is very important. Always say: "Either good, or neutral." Your former employer, boss, or colleagues should always sound respectful, professional, and correct. There is only one exception, and even that is conditional. You can say that there was no opportunity for professional technical development, and you hit a professional ceiling. How to explain frequent transitions? This is option number one. You worked in a small company, the salary was low, there were constant overtime, practically no prospects. And unexpectedly, a recruiter contacted you and offered a much higher salary, literally twice as much. They offered a remote work format, a great friendly team, career growth opportunities, and interesting tasks. It is even logical to ask the new employer: "What do you think, what kind of person would not accept such a tempting offer?" This will show your rationality and common sense in your choice. Option number two. You explain that at your old job, the work gradually stopped bringing development. All tasks became repetitive. New large projects and tasks did not come. Management promised growth and development, but in reality, nothing changed for many months and years. And you, as a professional, want development, you want to do complex, large-scale, interesting projects. Boring routine and lack of prospects eventually lead to you feeling professionally stagnant. That is why you are looking for a new job, to move forward, develop professionally, and get the opportunity to participate in more ambitious and non-standard tasks. Option number three. You can gently refer to the fact that the team and atmosphere in the team are very important to you. At your last job, the atmosphere was not cohesive and friendly enough. And in the new company, you see that the team is friendly, cohesive, and the atmosphere is pleasant. This will help you unlock your potential and feel comfortable. What should definitely not be emphasized? Firstly, conflicts with management and colleagues, the difficult character of the boss, or injustice. Well, this looks like shifting responsibility to someone else. You should not complain about poor working conditions that are not supported by objective facts. You should not express personal negative impressions and emotions, because this is incorrect and unprofessional. What is the ideal strategy for the IT field? Always emphasize professional interest, career growth, and development opportunities. People in IT really like to hear that you lack professional challenge, that you are eager to solve more interesting tasks and participate in large-scale projects. Even if you actually moved for salary and opportunities, it will be wise and professional to constantly emphasize and repeat this desire for personal, professional growth and new challenges. It is not worth mentioning salary. In reality, of course, you are moving to a new place for quite prosaic reasons. You want a higher salary, more comfortable working conditions, but you need to express yourself in the IT style. Let's summarize. The general recommendation is a neutral tone. No negative mention of the former employer. Regarding the reasons for frequent job changes, say that you need professional growth and development, that it was a very advantageous offer in terms of working conditions, that you were offered a more comfortable psychological climate, a friendly team, and so on. Emphasize motivation, the desire to become better professionally. This is what is always perceived positively by recruiters and technical specialists. This approach helps you look as attractive as possible in the eyes of the employer and increases your chances of successfully passing the interview. Why does a recruiter ask if you have other offers or interview invitations? They want to assess your market value. The recruiter wants to understand how in-demand a candidate you are. If you have already received invitations or offers from other companies, your position becomes stronger. The negotiation strategy is such that, understanding that you have alternatives, the recruiter will build their communication strategy to interest you specifically. This can allow you to manage the conversation in a favorable way for you and further negotiate, possibly on more favorable terms regarding salary, working conditions, schedule, and so on. How to answer correctly, even if you don't actually have other offers? The most important thing is to take a competent position and avoid two extremes. Firstly, you should not openly say that you have no interest from other companies at all. This weakens your position. You should not say too aggressively that you have a huge choice and you have almost agreed to another offer. This can provoke a negative reaction from the recruiter, and they may refuse to interview altogether. A good professional and neutral answer sounds something like this: "Yes, I am actively interviewing now and have already received several preliminary offers. In addition, I have meetings and interviews scheduled in the coming days. However, your company is particularly interesting to me. I like your approach. Corporate culture, the technologies you work with. It is desirable to include specific facts, specific products and work methods of this particular company, and good reviews from employees, and so on. And that is why I decided, despite already having other offers, to definitely talk to you. What does this give? You already position yourself as a sought-after and valuable specialist. At the same time, you do not close the doors to the company, explaining why you are still interested in it. You show your loyalty, demonstrate serious intentions to work. This is always conducive. After such an answer, the recruiter may often ask: "And why does your company seem interesting to you?" Be prepared to clearly and convincingly state one or two arguments that are appropriate in this case. For example, I really like the technologies from the stack that you use. This is exactly what I want to develop in. Or, as far as I know, you have an excellent team of professionals, a friendly working atmosphere, and comfortable working conditions. Or, for example, your product niche is important to me, and I want to contribute specifically to your product area. Well, not exactly verbatim, of course. So, prepare for the interview and come up with something of your own. This is a moment for pleasant compliments to the company, which you should definitely use. What's the result? Say that you have or will soon have other offers. This will emphasize your value in the market. Explain why, despite this, you are still interested in this company. And give the company a compliment. Say why it stands out against other potential employers. This position will allow you to maintain a strong negotiation position and increase your chances of the most favorable terms. The situation in the 1C world is constantly changing and becoming more complex. Now is a time when almost all programmers are forced to specialize in something specific, in some narrow area. This leads to one problem. You can be a super-cool specialist in the data composition system and create the most complex reports for the last 10 years, or, for example, for the last 5 years, you have only been optimizing super-complex queries and have achieved incredible heights in this. But at the same time, you can easily fail on simple questions at the interview. Why? Because they will ask you the most ordinary things that you haven't thought about for a long time and possibly haven't used. For example, how does a structure differ from a correspondence, or how is a typical exchange system organized in configurations. Such seemingly simple questions can put you in a dead end. Simply because you haven't used them in practice for a long time. As a result, you fail and do not pass the interview, although in fact you are a very experienced specialist. I had a similar situation myself. I once went for an interview after not interviewing anywhere for many years. At that time, I already had, pay attention, 15 years of experience in 1C. This was experience with 1C7, and 8.0, 8.1, 8.2, and then even with 8.3. And what haven't I done there, what tasks haven't I solved over these years. Everyone was satisfied. But at the very first interview, I failed literally in the first 15 minutes, and precisely on the simplest basic questions. Simply because I hadn't used them in practice for a long time and didn't pay any attention to them at all. What am I saying all this for? To the fact that passing an interview is not the same as just working as a programmer. It is a completely separate skill. And if you are a well-paid 1C specialist now, but haven't interviewed for more than a year, I have bad news for you, guys. There is a high probability that you will not get your offer and will have a big failure on some simple and stupid question. And therefore, if you want to go confidently and calmly, I have a video on my channel called "200 Typical Interview Questions for a 1C Programmer." Watch this video before any interview, and you will be 80% ready for any simple standard questions. Well, one more useful life hack for an interview. In general, the interview process itself should be perceived as business negotiations. That is, you are trying to sell your skills to the company, and the company is trying to sell you its workplace. And both sides want a favorable outcome of the negotiations. You want better conditions and salary, and they want a reasonable offer, but for less money. It's simple. Show that you are exactly the person who will do this most effectively, and the job is practically in your pocket. How does the technical part of the interview usually go? There is no single list of questions that clearly defines: "Oh, you're a junior, and here you're a senior." No, guys, it's much more interesting and dynamic. The interviewer starts with simple questions on the topic. Well, like a basic check. Tell me what a 1C configuration is, what a variable is, and so on, to make sure you have the foundation in place. If you answer confidently, then there will be a more in-depth question on this topic, and then even deeper, even deeper, and so on. They gradually increase the complexity to understand how immersed you are in the material. And the deeper and longer you can develop the conversation on a technical topic, the higher your level will be in the eyes of the interviewer. It's like deep-sea diving. Whoever lasts longer without panicking is the king of the ocean. This is a good way to separate juniors from seniors. And now there is one more piece of advice. How to use this trick to your advantage? If you are asked a question that you are really knowledgeable about and know it inside and out, don't hesitate, answer as thoroughly and comprehensively as possible. Add details, related examples from your experience, nuances, problems that arise, like, oh, in 1C, when working with queries, there's such a performance pitfall. In project X, I did it this way and that way. And the longer and more confidently you speak on a topic comfortable for you, the less time will be left for topics where you are not so strong. And as a result, the interviewers will think: "Oh, yes, this guy is an expert." Especially if the interview is time-limited, then you simply fill it with your expertise. And if you are interrupted, say: "Well, okay, sorry, it seems I got carried away." It's just that the topic is very interesting and multifaceted. This shows your enthusiasm, and employers like that. How to prepare specifically for a technical interview on 1C? Firstly, use my video on answering questions in 1C interviews. There are ready-made questions with ready-made answers. Study and practice. There are not only answers, but also links to documentation and primary sources, so that you can, so to speak, dive deeper. What is usually asked in such an interview, in a technical interview? First, they usually ask about basic skills, knowledge, language, platform, like how data exchange works or what registers are in 1C, and then they move on to deeper immersion for middles and seniors. Details, nuances, complex scenarios. They also like questions from personal practice. Tell me about a task from real development. How did you solve it? Be prepared for code review. You will be given a piece of code and told: "Find problems, errors, suggest improvements to the structure or logic." This is a check for analysis and code quality – one of my favorite moments, because here you can see who is a professional and who is pretending. I repeat, the deeper and longer you can develop the conversation on a specific technical topic, the higher your specialist level will be in the eyes of the interviewer. In technical interviews, sometimes it is required to go through so-called live coding. This is when the candidate writes code in real time during the interview, solving the given task. In the 1C sphere, such tasks have their specifics. Purely algorithmic tasks, like writing sorting, data structures, trees, are practically not used for 1C programmers in interviews. Questions on algorithms and data structures typical for Java, Python, or C++ are not common in 1C practice. In the world of 1C, live coding is most often used in the form of writing a small code snippet or solving a technical task directly in the configurator, as well as conducting a small code review, like look, comment on the code, find errors. What is asked in live coding in 1C? Usually, tasks related to the daily work of a specialist are given. For example, write a small code snippet, fill in a document based on another, write a data processing loop, some simple interaction with registers, document states, perform a small query to the information base, maybe even using a constructor. It is important not only to write working code but also to comment on the logic of your solution. Here, the interviewer assesses how strictly and logically you approach the task. The most common scenario for middles and seniors is code review. If you are applying for a mid-level position.

Or if it's high, then instead of writing code from scratch, code reviews are most often conducted. You are given a ready piece of someone else's code, some block of procedures, functions, queries, loops, and asked to comment on each line, find logic errors, incorrect use of 1C platform objects, where performance is low, where there are potential risks, problems, deviations from development standards. Optimization and improvement options may also be offered. Here, understanding of the 1C architecture will be assessed, how tasks differ from the Junior level and the Midle and Senior level. For juniors, typical tasks are: live coding with simple tasks: basic questions, loops, simplest queries, and some small data processing, and understanding the language itself. And for middles and seniors, code review of ready code is most common, so that a potential candidate identifies errors, non-optimizations, deeply discusses architectural solutions, and gives recommendations for optimizing and improving the code. It is code review that allows you to maximally demonstrate the depth of knowledge and experience. How to effectively pass code review or live coding? Don't be silent during work. Think and comment aloud on every action. That is, you are given a piece of code, you start to understand it, try to do something. You don't need to think silently to yourself during this time, but you must definitely voice your thoughts aloud. Practice this in advance. Comment on your every action and voice the logic of your decisions, even if something doesn't work out right away. The interviewer assesses the reasoning process itself. Focus on the best practices of development in 1C. Show that you know how to write code according to standards, and be ready to justify every decision or offer an alternative solution. If you see an error in someone else's code, calmly explain the reason and suggest how to make the code better. So, let's summarize. If you have a technical interview stage, remember the following. Algorithmic tasks are atypical for 1C interviews. Instead, most likely, there will either be tasks for writing a small working code fragment, like live coding, or, what is more common, a code review of code already written by someone. Try to think aloud and reason in detail. In the case of code review, show the skill of analysis, finding shortcomings, and be ready to fix them. What is better to ask the interviewer in a technical interview? A technical interview is not only a check of you, but also an opportunity to learn more about the company's technical stack, clarify details of work organization and team development. You can also get important information about the hierarchy, responsibilities, and technical processes in the company. Examples of competent questions that can be asked. What technologies and tools do you use? Second, for example, what is your team structure and interaction? Third, for example, are there overtime hours and how are they paid? Fourth, how is the process of transferring changes from the test environment to the production environment organized? Are there separate roles for analysts and testers, or do programmers do everything themselves? And by what criteria is the quality of program code assessed, and what are the most interesting and technically complex tasks your team is currently facing? What to do if you don't know the exact answer to a question? So, imagine you've been asked a question, and you don't have the exact answer in your head. How best to proceed? You don't need to panic here. Step one. Honestly admit it, start simply and clearly. Honestly, I'm not ready to give a precise and unambiguous answer right now. I don't remember this nuance exactly, but let's think it through. Maybe we can come to the correct decision-making logic. This way, you immediately show that you are not trying to deceive or hide your ignorance. Step two. Offer reasoning. Don't stop there. Start thinking aloud. Speak, relying on what you definitely know about the topic. For example, use technical terms, mention related technologies, situations from your past experience. Build a logical chain. Show that you understand how the system works, even if you don't know this specific task. For example, here's how you can answer. At the moment, I can't say exactly which parameter is responsible for this setting, but if you think logically, it's most likely some setting related to, blah blah blah. Here you can insert something about some logic of a software solution that you once developed, maybe some technical aspects, and so on. I assume that I would do it this way, by analogy with similar typical tasks, and so on and so forth. Here you are not just silent, but demonstrating your brain in action. Why is this the ideal approach? Because it shows your maturity as a specialist. You didn't get flustered, you didn't freeze, you calmly and confidently reason on a topic that is unclear to you. The interviewer sees how deeply and systematically you understand the topic, even if you don't know some specific detail. Plus, it perfectly demonstrates your learnability, your ability to independently seek solutions. And now, what you absolutely should not do, don't panic, don't get nervous. It's visible, and it will put them off. Don't go into absolute silence after admitting that you don't know the answer. And definitely don't try to invent some random answer, try to guess the answers. The interviewer always notices this easily, and in this case, they will lose trust in you. Is it worth arguing with the interviewer in a technical interview? Imagine you are at an interview. The interviewer is a technical specialist or a recruiter who is evaluating you. They ask questions, check your knowledge of 1C, configurations, queries, and something else. They are in the position of an expert because they ask questions, and you are in the subordinate position, you are the candidate. If you start arguing and proving your point and trying to convince them, it can turn out very badly. Remember, this is an interview for a programmer position, a regular employee, where teamwork is valued. And respect for colleagues. If you were interviewing for a top manager position in some corporation, then the ability to defend your opinion would likely be a plus for you. But here, firstly, the interviewer may feel uncomfortable or even offended. No one likes their technical knowledge to be questioned publicly. Secondly, you may be perceived as a conflict-prone, competitive person who is difficult to work with in a team. Thirdly, even if you are technically correct on, well, on some specific nuance in 1C, they might simply give you a low score out of jealousy or revenge. And what's the result? Minus another chance for an offer. It's not worth it. What to do if you disagree with the interviewer? The main thing here is not to argue directly. You don't need to say: "You are wrong or this is all wrong," this will immediately lead to conflict. Instead, try to be diplomatic and respectful. Here are some tips. You can gently express your opinion. Say something like: >> As far as I remember from practice in 1C, it's usually done a little differently. I could be wrong, but I saw a different approach in the documentation. >> Or you can say this: >> Interesting. I always thought that in such cases it works differently. Maybe it's worth double-checking this point? Suggest postponing the discussion. Show your openness. This way you demonstrate that you are open to dialogue, can work in a team, and are not stubborn. This is especially important in projects where you constantly need to discuss some configurations, some code problems with colleagues. And when will it be possible to discuss this controversial issue properly? It's very simple here. After you pass the interview, join the team, pass the probation period, then in an informal setting, if you want, of course, over coffee or in a chat, you can calmly present your arguments, show links to documentation or examples from your code. Then no one will be offended, and everyone will benefit from this constructive approach. In general, friends, at an interview, it's important not only to showcase your 1C technical skills but also to show professionalism and diplomacy. Avoid arguments, even if you are confident in your rightness. This increases your chances of success. And now, let's look at a snippet of a technical interview that I recorded specifically for you. Good afternoon, Alexey. My name is Dmitry. I am a lead developer at IT Bolshoy Progress. I'm glad you could join our interview today. Our meeting today will last about 40 minutes. First, I'll ask you to tell me a little about yourself, your work experience, and then I'll ask you some technical questions about 1C. And after that, I'll tell you a little about our company, our projects. And at the end, you will have the opportunity to ask your questions. Let's start with you, please tell me about your experience with 1C, current projects, and your role in these projects. Good afternoon. I've been working in the 1C sphere for about 7 years. I started with small modifications, and now I'm mainly involved in integration projects and the development of various standard solutions. My current project is the migration of functionality from 1C 7.7 to 1C 8.3 based on the standard subsystems library. We have already successfully migrated one warehouse to pilot operation and are now working on the second. As part of this project, I am mainly involved in integration with data collection terminals (DCT) and the VMS system, i.e., warehouse accounting. I also develop additional modules, modify standard functionality, for example, similar to the data editing prohibition date. We work in a team. Our team has about 15 people, including a project manager, architect, analysts, developers, and testers. We have daily stand-ups. We discuss task statuses and plan work. Tasks are described by analysts in our task management system. >> For code quality control, we use SonarCube, which checks compliance with 1C standards. And we have a separate task for fixing the remarks that come from SonarCube, and we complete them after finishing the main pool of tasks. >> Uh-huh. In terms of experience with configurations, besides the current custom one on BSP, I also worked a lot with ERP >> and had experience with Holding Management, as well as Project Organization Management. I also have experience, respectively, with Enterprise Accounting and a little with Payroll and HR Management. And although my experience with ZUP was not so deep, mainly small modifications and updates. Excellent, Alexey, thank you for such a detailed account of your experience. You mentioned many interesting points. Let's delve into some of them and start with the 1C platform. You work with integrations, and this often involves interaction with various client applications. What 1C client applications do you have to work with the most? And do you see significant differences, perhaps some peculiarities in development for the thin client, web client, perhaps you had to publish the database on the web server yourself? I mainly work with the thin client. The web client is used less often, but I've had to deal with it. And if we talk about peculiarities, well, it's important to remember about session management, the absence of direct access to the client's file system. And this imposes certain limitations and requires a specific approach. Well, I've had to publish databases on the web server. This is a fairly standard procedure, but sometimes it needs to be done when there are no system administrators for this. But usually, DevOps and system administrators, system engineers do this. >> Uh-huh, I see. And if we touch upon the topic of performance, it usually comes to the forefront when working with the web client and loaded systems. Tell me about such a concept as dot notation in queries and in the object model. In what cases is it dangerous, when can it be acceptable, and how do you recommend avoiding negative consequences? Dot notation, also called field dereferencing, is dangerous because it can lead to implicit left joins on the DBMS side. When we access a attribute through a reference, for example, reference.attribute, the system implicitly retrieves all information about the reference object, and this can increase the amount of data read and overload the RAM. Especially if the field is of a composite type. And this can lead to an suboptimal query plan on the SQL side and general slowdowns and performance degradation. To minimize such negative impact, I recommend explicitly retrieving all necessary fields in the query in the SELECT construct, or explicitly specifying joins with the required tables. If we work with the object model and need to get the attribute value by reference, for example, somewhere in the code, not in a query, but somewhere in a regular algorithm, then you need to use the BSP function that will get the object attribute value, because they are optimized and essentially perform a subquery and allow you to avoid unnecessary data reading. Timlit at the previous place thought that for directories with a small number of attributes, this is not so critical. Well, personally, I try to always avoid this approach, as it is a development standard and can lead to problems in the future if there is any expansion of data types or if this directory suddenly becomes large. Okay, your recommendations are clear to me. You touched upon the topic of query optimization. What other recommendations for writing optimal queries can you give, besides avoiding dot notation? For example, what about using the OR construct in query conditions, or working with subqueries? Well, there are several recommendations. First, avoid executing queries in a loop. This leads to numerous requests to the DBMS and excessively overloads the SQL server. Second, it is not recommended to use OR in query conditions, especially if it's a complex query, or the condition affects multiple fields. It's better to rewrite such a construct using UNION ALL with multiple query branches. This is due to the fact that the DBMS optimizer may choose a suboptimal query execution algorithm when the OR construct is present. And third, if it comes to joins, especially with subqueries, it's better to rewrite them as batch queries, use temporary tables, and then join them. Subqueries can cause the query planner to choose an inefficient join algorithm because it, well, doesn't know how much information is contained in this subquery. Okay, let's move on to managed forms. Tell me about the form context and compilation directives. What do you know, what are they for, and in what cases are they used? Well, these are directives for the client, for the server. OnServer, OnServerWithoutContext indicate where the code will be executed. Client means that the code is executed on the client side, i.e., directly on the user's computer. Server means that the code is executed on the server, but at the same time, the entire form context is passed to the server. This is convenient if the server procedure needs data from the form. OnServerWithoutContext also means executing code on the server, but without transferring the form context. This avoids packing and transferring large amounts of form data, and this, accordingly, optimizes performance. Well, if the server procedure only needs parameters passed explicitly, and not form data, then it's always better to use WithoutContext. This is especially important for high-load systems. Okay, you mentioned that you are involved in integrations. What types of integrations and data exchange technologies have you worked with? Perhaps you are working with something now? And please provide examples of integration tasks you have implemented. I have quite a lot of experience with integrations. I've been actively developing it for the last few years. I've worked with HTTP services, web services, COM connections, and data conversion 2.0. In the current project, I am responsible for integrating 1C with the DCT and VMS warehouse accounting system. We use HTTP services there. We prepare information in 1C and transfer it all to these subsystems. Previously, I also had a large project related to automating material order fulfillment. Our team did a complex integration between the design, production, accounting 1C, and an electronic trading platform. Previously, this was done manually on paper, and we moved the process to electronic form. Data from the design system was transferred to the production system, then exported to 1C. There it was processed, used for procurement planning and order fulfillment. In 1C, we received information about material needs for orders, and then the procurement department could reserve goods from stock or purchase only the net requirement. This module was developed by me as a developer within the team. This was a large-scale project. There were about 250 active users, and several departments were involved. Uh-huh. Excellent experience. You also mentioned that you work with BSP and extensions. Please tell me more about BSP and its purpose, and how you approach modifying standard solutions to maximize their updatability. For example, do you use extensions or any other methods, and can you provide examples when extensions were not suitable and you had to use a different approach? BSP is a library of standard subsystems. It's a set of standard, ready-to-use functional blocks, tools, well, roughly speaking, 1C functions and procedures. This is a development from 1C company, it provides it to developers in a ready-made form that can be used. It includes many subsystems, functions, for example, access rights subsystem, file handling, scheduled jobs, working with external reports, with data processors, well, many things. Most standard configurations, if not all, are built on the basis of BSP. Therefore, its use significantly speeds up the development and maintenance of 1C configurations and ensures standard behavior of many mechanisms. When modifying standard solutions, we always try to use configuration extensions as much as possible, as this allows us to keep the main configuration untouched, and this is very important for further updates and support. For example, when adding new attributes to forms or creating additional reports, we use extensions. When adding an attribute to a form, we create it in the extension and programmatically place it on the form. We also write event handlers in the extension. However, there are cases when extensions are not suitable. For example, if it is necessary to significantly change the logic of standard objects, these changes affect key algorithms. Or if we need to add attributes. Adding them to an extension is not always convenient, because if the extension is suddenly disabled, this attribute will be lost in the entire database. And in rare such cases, we have to remove objects from support, from the so-called lock, and make changes directly to the main configuration. Well, this is a last resort, which we resort to only after careful analysis and agreement, because it complicates further updates. Uh-huh. And what can you say about code control through SonarCube, as well as testing? Can you tell me about the testing process in your team, do you have experience with automated tests, and what automated testing tools or perhaps static code analysis tools besides SonarCube are you familiar with or have you used? Our testing process is structured as follows. After I, as a developer, complete a task, I hand it over to the tester. The tester independently checks the functionality, simulates various situations, and if everything is in order, marks the task as completed. Then the task goes to the analyst, who decides on moving it to production. If a problem, error, or bug is found, the tester logs it into the planning system, and we then work on fixing it. Automated tests are used by testers, as far as I know, but I personally have not been involved in their development or active use. Well, I am familiar with the concept of Automation, which is used for scenario testing in 1C. As for static analysis, besides SonarCube, I have also worked with AK for 1C before. Also, regarding practice, I can say that I myself, in the past, to automate the verification of complex cases, wrote simple data processors for checking test cases. Well, essentially, this was my first step in test automation and understanding DevOps practices. Interesting. Let's move on to questions about working with data. What types of data locks are provided by the 1C platform and what are they used for? Can you give an example of a situation where locks are critical? The 1C platform provides two main types of locks: object and transactional. Object locks are divided into pessimistic and optimistic. Pessimistic is when an object is locked for modification immediately upon opening or starting editing. This prevents other users from modifying it until the current user finishes working with it. Optimistic locking is when an object is locked only at the moment of writing. The system checks if the object has been modified by other users since it was read. And if it has, the write is canceled, and the user is shown a message that the object needs to be reread. Transactional locks are used to ensure data integrity within a single transaction. They are managed automatically by the platform, but can be explicitly configured by the developer for managed locks. For example, when locks are critically important, it is in high-load systems where many users may simultaneously try to write the same object, for example, create a counterparty with the same name. Without locks, two users can simultaneously check that it doesn't exist and try to write it. And this can lead to data duplication. Data locking allows avoiding such collisions and prevents simultaneous writing or simultaneous modification of the same data. Excellent. You mentioned that your team uses Git and the configuration repository. How is the 1C repository synchronized with Git, and why is this necessary in your development process? Well, we use Git in parallel with the 1C repository. The repository is synchronized with Git. This is necessary for the operation of automated testing tools and static code analysis. Well, Jenkins, we use Vanessa Cube. Developers work with the repository in the usual way, and then the code is scanned, transferred to SonarCube, and this allows for code quality control. And deviations from development standards are found, and fixes are assigned to specific developers. Uh-huh. Okay. And one more technical question from me. How is the task estimation and deadline control process organized in your company? Yes? What happens if a developer sees that they won't be able to meet the initially estimated deadlines? Our estimation and deadline control process, as far as I can tell, is quite well-established. Tasks come to us from analysts, with requirements already formulated. Task estimation is done by the architect together with the developer, and we fix the estimated effort for each task. If a developer sees that they won't be able to meet the deadline, they must inform the team lead or the analyst and explain the problem. Then the reasons are analyzed, perhaps new input has appeared, the task turned out to be more complex than expected, or the estimate was incorrect. And we try to keep clients, our users, informed of any deadline shifts. If the project is large, they break it down into smaller parts, into iterations. And then we provide an intermediate solution and get feedback. And this allows us to promptly adjust our plans. My personal goal is always to deliver a quality solution so that we don't have to go back to fix it, and to do it as close to ideal as possible. And try to meet deadlines while doing so. Although, of course, delays sometimes happen, especially on large projects. Well, the first question is, what is the current structure of your 1C development team and how many people work there? You mentioned that the team is expanding, and what are your plans for its growth. The second question is, how are the processes of interaction with the business and with analysts, with, I don't know, with users, or with clients organized? Do developers have to communicate directly with end-users, or not? Here's the next question. The third question, yes, are there opportunities for professional growth, and if so, can you change the technology stack in your company? For example, if I want to try something besides the 1C language. And question number four. How are things with overtime work, working on weekends, in the evenings? And is there a policy for maintaining work-life balance? So, and the next, fifth question, probably the last one. What is the volume of tasks related to the development of new functionalities, and what is related to support and bug fixing? Alexey, thank you for your questions. I will try to answer them. So, at the moment, our 1C group consists of three full-time employees, including the group leader. We understand that this is catastrophically insufficient for our ambitions, but this is just the beginning. We are actively looking for new specialists, and the growth plans are very large, as we have matured to the point where we need our own competence center within the company. We want to create such a strong core of people with unique knowledge and understanding of our business. As for interaction with the business and analysts, analysts formulate requirements, and they are the entry point for tasks. The developer interacts with the analyst, as well as with technical specialists from the business side. This is not communication with the actual business, like logisticians or procurement officers, but rather with developers-analysts from the client's side. Our project manager handles all administrative work and organization of meetings. So developers can focus on the technical part. Nevertheless, project managers may turn to developers for consultations on 1C. For professional growth, of course, we have all the opportunities, including for changing the stack. If the manager sees sense in it and there is a need from the company, we always support employees. We have mobile application development. And although we use the 1C platform, we are nevertheless open to any alternative languages if employees initiate it and if it is rational. Regarding overtime, we try to avoid overtime and weekend work. The company is completely official, and if we involve someone on a weekend, then everything is paid according to labor legislation. But as in any consulting company, there are deadlines, and sometimes you have to work with increased load to complete a project within tight deadlines. Well, this is more of an exception than a rule. We strive for balance. So, now we have a large volume of tasks for the development of new subsystems and modifications. This is due to the fact that we are actively implementing our product for new clients. Tasks for support and fixing

There are mistakes, of course, but the main direction is development. And so, I hope, I have answered all your questions. Alexey, thank you very much for participating in the interview and for your questions. And overall, I have a good impression of our conversation. Your answers were detailed, and they demonstrate your deep understanding of the 1C platform and development principles. I especially want to note your experience in complex integration projects and your conscious approach to performance and code optimization issues. And the understanding of how extensions help preserve the updatability of standard configurations is also a very big plus. Well, as an area for possible further development, I can note that experience working with automated testing tools, directly from within development, and not just from the testers' side, could further strengthen your competencies. Although you have demonstrated a deep understanding of this area, delving into the practical application of tools like Vanessa Automation could still be useful. Otherwise, you have shown yourself to be a very mature specialist with good soft skills, who is capable of clearly formulating thoughts and explaining complex technical concepts. We hope to contact you very soon regarding our next steps. Thank you again for your time and interest in our company, and have a good day. After the candidate passes the technical interview, they may be given a test assignment. Let's talk about test assignments, about this big headache when looking for a job in IT. For juniors, for beginner specialists, a test assignment is an absolute norm. You don't need to wrinkle your nose here, you need to pull yourself together, as they say, and do that technical programming test assignment that they give you before or after the technical interview. Because the employer wants to make sure that your abilities are indeed adequate, that you know how to write code, to understand your practical approach, and most importantly, to understand your motivation, that you are ready to do a test assignment in order to get your, perhaps, first job. Because in writing, you can write anything you want, but in practice, you won't write good code. And this is what the employer wants to be sure of. My recommendation is this: if you have recently passed similar tests, for example, in your last interview, meaning that in your last technical interview at another company, you were given some test assignment, you did it, then at the next technical interview at a new company, you can offer to show them that you already have some ready code, that you wrote it in the previous company, maybe they will be satisfied with it, so as not to do double work, and sometimes this works. That is, if you are a junior, then boldly agree to tests. You simply have no other choice. This is necessary to start your career. And now, let's move on to you, middles and seniors, these experienced fighters. It's not so simple here. Look carefully at the company and the tasks they give you. If these are large top companies, some industry giants, then yes, you will have to do a test assignment and maybe even go through several stages of technical interviews. This is normal, even if you are a big guru with gray temples. If you want a super top, be prepared to sweat. Such companies choose the best of the best programmers, they check everyone indiscriminately, regardless of their experience. But if it's an ordinary company, where you are trying to get into, it's not large, not top-tier, it's medium-sized or small, and if they offer you a mandatory test assignment, and you are going for a middle or senior position, you need to be wary here and it's best to refuse. Firstly, the company simply doesn't understand the IT specialist recruitment process in such a case. In serious, medium, and large firms, the professionalism of a middle or senior specialist is checked at a technical interview or in a conversation about experience and projects. Sometimes, in this way, small and medium-sized companies implicitly reject you, meaning they are unsure of your experience or don't want to hire you and simply don't want to refuse directly for some reason. And then they give a test, well, in the hope that you might not proceed with it and simply leave, so they can reject you. Well, like, let's give him an assignment, maybe he won't cope. And here we've covered ourselves, it's like there's no direct refusal. Well, and I, like, we will still have time to think while he is doing the test assignment, and we have another candidate, and what if this candidate refuses, then we will take this one, who, moreover, will have already done this test assignment by then, a few days will pass. Such a trick might be here. My recommendation for you is as follows. If an ordinary, not very well-known company sends a test assignment, then think twice here. You need to be cautious here and it's best to refuse, especially if you already have good alternatives or offers. Practice shows that this is usually a waste of time for middles and seniors. And the chances of success after such, so to speak, an unclear test assignment, are minimal. I myself have refused such test assignments a couple of times. And I have never regretted it. It's better to look for places where your experience is valued and they don't arrange some kind of school dictations. And if you have your own story about how you were given test assignments or what test assignments you were given, write in the comments, we will discuss. And don't forget to like the video and subscribe to my Telegram channel and other social networks. Let's talk about soft skills in interviews for 1S programmers. These are so-called soft skills, which are evaluated at any interview. They relate to your personal qualities, communication, conflict resolution, and teamwork. Communication is how you interact with people, clearly explain your thoughts, how you listen to others. Conflict resolution is how you behave in difficult situations, how you negotiate, and how you find compromises. Teamwork is how easy it is for colleagues and supervisors to collaborate with you. What is your adequacy and friendliness? In Europe and the USA, for example, soft skills are evaluated on par with technical skills, and they look seriously at communication, teamwork, and conflict resolution. In Russia, soft skills are checked, well, somehow less strictly than technical tasks. They usually look superficially, to ensure that the person is adequate, non-confrontational, and friendly, so that they fit into the team from a human perspective. What typical questions might be asked? For example, tell me about a conflict situation at your previous job. How did you resolve it? This is for conflict resolution skills. How do you work in a situation where urgent tasks are assigned or overtime is requested? This is a check of your stress resistance and flexibility. Which of your achievements do you consider most important? This is a test of self-esteem and understanding of your strengths and weaknesses. Where do you see yourself in a year or three years? A simple check of your plans. What are your ambitions? What is your motivation? What is more important to you: career or family? Such questions check your behavior and reasoning ability, not a specific answer. What does the employer want to understand when they ask the question: "What did you do in your previous job?" In this way, they want to assess your soft skills, i.e., communication and interaction skills, how clearly, understandably, logically, and confidently you can talk about your tasks. Can you maintain a lively professional conversation about work matters? That is, how capable are you of expressing your thoughts in a way that is understandable to other people? They want to check your sincerity and objectivity. The employer tries to check, to make sure whether you understand IT processes at all, whether you work in real IT, or whether you make everything up on the fly. If you say that you worked according to Scrum or Kanban, then you will be asked specific questions: how you received tasks, who assigned tasks to you, and how tasks were distributed, how your workday proceeded, the process at each stage, how you communicated with colleagues and managers when questions arose related to tasks. The interviewer wants to understand how well your experience fits their current processes. For example, if your past working conditions and processes were for a helpdesk system or some custom CRM solutions, if they differ significantly from what the employer has, then you may have to be retrained for a very long time. And, all else being equal, the employer will always prefer a candidate who has the most similar experience to what is used in his current company, because this reduces his time and effort costs for adaptation, for the so-called onboarding. An important point, soft skills are assessed not only through questions, but constantly throughout the interview. The recruiter and manager observe your behavior, especially in the technical part, they look at how you react to stress, because the interview itself is stressful, how you maintain calmness, friendliness when answering and when solving complex tasks. And the most important rule, a life hack for successful passing: maintain good nature and a positive attitude throughout the entire interview. This is, of course, easier said than done, but such behavior automatically demonstrates your communication competence and ability to fit into the future team. It is not necessary to memorize some standard answers. It is enough to roughly know how to answer typical questions. The main thing is to radiate positivity and communicate in a friendly manner. If you stick to only this, you will already pass a significant part of the soft skills in the interview. Before going to any interview, you should clearly find out the approximate level of remuneration in this company and understand if such a level suits you. Find out as much specific information as possible from the recruiter about the possible salary for this position in advance. Clarify the real conditions, because often companies indicate some broad range, for example, up to a million rubles. or from 100,000 rubles. But in practice, these can be some unattainable conditions and unattainable ranges. Find out what requirements you need to meet to achieve the indicated income level. Maybe it will be some additional overtime hours, maybe some special KPI, maybe something else. And a good question to ask the recruiter is: "Tell me, what is your real range for this position?" Here you need to get a clear answer from him, from and to. Directly in numbers. What amounts can candidates of a similar level expect, you need to find out in advance. In Russia, as in some other countries, the topic of salary range has become taboo, although it used to be discussed more openly. And the consequences of this are that employees do not know how much their colleague sitting at the next desk earns, and companies are in an advantageous position and can pay different employees with the same responsibilities different salaries, and it is more difficult for an employee to ask for a raise if they do not know the current market conditions and how much their colleagues are paid. Therefore, your task is to gather information in advance, communicate with people in professional communities, in chats, look at salary reviews on special forums, resources, find out the approximate level of payment from acquaintances with similar work, with the same similar responsibilities. What is the current approximate salary of 1S programmers? As a benchmark for senior 1S developers, according to data for 2023 and even for 2025, you can name approximately that the salary ranges from 250 to 400,000 rubles net. This is on average. Often there are additional bonuses. Some quality remote work, laptop, hybrid work format, thirteenth salary, annual bonuses, premiums, medical insurance, some additional vacation days, flexible work schedule, payment for equipment, laptop, technology, internet. Naturally, specific amounts and conditions may vary depending on the region, the company, and the specifics of this particular vacancy. How to bargain for a high salary? The strongest negotiating position is when you already have a concrete offer from another company with a higher salary. Compare offers and carefully inform the recruiter or employer as follows. >> I liked your team, and I would be happy to work with you, but I already have several offers from other companies with conditions 20% higher. Tell me, are you ready to discuss the possibility of improving the proposed conditions? >> It is important to observe the following. Do it gently, intelligently, and clearly. Never blackmail the employer directly. Do not behave arrogantly or rudely. Do not be emotional or demonstrative. Simply inform them of the facts and ask if they are willing to offer something interesting or comparable. What to consider when negotiating salary? Always know the current market salary levels. You should have an idea of how much colleagues are paid for similar positions. Gather information in advance and actively use various professional chats, forums, and Telegram communities. Look at public reviews on job sites and so on. Look at industry research on how much people are paid now. If you are in doubt, start by talking about a careful range of numbers instead of a single firm amount. For example, I expect a salary of 250 to 300,000 rubles net. But the final figure depends on other conditions and offers. For example, what kind of insurance, bonuses, whether there will be remote work, and so on. Behave intelligently and friendly, even if you are offered a low amount. You can always politely say: "Thank you, your offer is interesting, but unfortunately, it does not fully meet my financial expectations. I would be happy to discuss other cooperation options in the future." What are the final recommendations? Know the market, gather information in advance. Bargain gently with facts in hand. Be intelligent and consider all the terms of the offer. Find out your position in the market in advance. Conduct negotiations gently, intelligently, respectfully, and openly. Have offers from companies ready to strengthen your position. Clearly discuss and understand how the final salary and bonus conditions are formed. Preparation for salary negotiations. First, clearly define your minimum desired salary for yourself. Before you start looking for a job and going through interviews, decide in advance what level of payment, below which you will not even consider a vacancy. When the recruiter asks about your financial expectations, immediately state this minimum threshold. This will help to immediately filter out employers who cannot or do not want to offer you a suitable level. Why is this important? You will save time, effort, and avoid useless interview stages with companies that do not meet your minimum requirements. For example, you can say: "I am willing to consider salary offers from 200,000 rubles and above." Next, if you already have an offer, you are in a much stronger position. This is your important trump card. If one company has already made you an offer, you can raise the bar and ask for more in subsequent negotiations. Even a small financial increase in salary per year can ultimately result in significant financial gains. For example, imagine you already have an offer of 200,000 rubles per month. In subsequent negotiations, you can ask for 210, 220, 230. It seems like an extra 10,000 is a trifle, but over a year it's an additional 120,000 rubles. Remember, even small improvements in conditions in terms of a year are already large sums. Now about the right attitude towards the interview and negotiation process. Remember that an interview is not an exam, it is not a test. The company is not an omnipotent judge who will decide your fate forever. It is simply one party that wants to hire an employee to improve its business results. You are also needed by the company. Not only do you need money and a job, but the business also needs good professionals of your level. It is a mutual benefit. Treat the interview as a business negotiation, where you discuss the terms of cooperation and want to get the best for yourself. Another tip: bargain for the maximum salary immediately, and don't wait for it to be raised later, after the probationary period. Never count on the fact that your salary will be easily and quickly increased in the future. Most likely, this will require a lot of work, a complex performance review, some additional conditions. It is better to bargain for the maximum possible salary immediately when taking a position. This is easier and more effective than waiting for a long time and hoping for a miracle. And finally, even when you have successfully found employment in a good company, always continue to monitor the salary offer market. Keep your finger on the pulse. Look at current salaries in other companies. The situation in the IT industry is changing very rapidly. It may turn out that the market has gone up, and you are working far below the market level. Periodically go for interviews at other companies. This will allow you to adequately assess your current opportunities in the market, your real value. You will understand your weight in the labor market and calmly consider options with higher income. Let's summarize what to do and what not to do. You need to clearly define and state your minimum salary threshold immediately. You need to use existing offers from other companies as a trump card to raise your stakes. You should not be afraid to name a higher amount if you already have an offer. You need to treat the interview as a business negotiation on mutually beneficial terms. And you should not perceive the interview as some kind of final exam or crisis situation. You need to bargain for the most favorable conditions and salary immediately at the start. You need to constantly monitor the salary market, compare your current job with the market, and constantly go for interviews. Why is it difficult to name a high desired salary? Many people actually experience uncertainty and fear when they state the salary that they consider too high relative to their current salary. The reasons are usually as follows. The salary you want to name is significantly higher than your current one, and you are not used to saying such large numbers out loud. You are nervous and think that this figure is too large, although it may be quite adequate for the market. A large salary seems difficult or inaccessible to you. And perhaps, it seems to you that you will have to work a lot for it. And because of this, a psychological barrier and uncertainty arise. These are absolutely normal emotions and feelings, and many, many candidates and specialists face them. How to overcome this fear and confidently state a large figure in negotiations? Useful life hacks are as follows. First, practice saying this figure out loud in advance. Find a comfortable place where you are alone or with a friend nearby, and practice saying out loud: "I want a salary of 1 million rubles." I want a salary of 1 million rubles. Repeat this figure in a calm voice, many times, so that you get used to it. Ask for feedback from your friend, loved one, or simply record this phrase on your voice recorder and then listen to it. Does your voice sound confident, or do you feel some tension, nervousness, uncertainty? If you have uncertainty, practice it several times a day. Tip number two. Write or send the figure in writing if it's easier for you. If you are not comfortable saying a large figure out loud immediately, you can send it in writing in messages or in an email to the recruiter. This is perfectly normal and polite. For example, you can say and write: "Let me state my expectations in writing, it's more comfortable for me." And send the message in the chat, for example, from 1 million rubles. Tip number three. Visualize this figure, make it habitual. Write the amount, for example, 1 million rubles, on a piece of paper in large bright numbers and hang it on your wall at home or near your monitor. Look at it daily, and this will make this figure completely habitual and will be easily perceived by you later. Tip number four. Use, so to speak, a prompt during the interview. Write this figure on a piece of paper, or in a notebook, for example, that will be next to you during the interview. This will psychologically help you to clearly and calmly state a comfortable amount. You can write this amount in large numbers so that the number is clearly visible right during the conversation, so that during the interview you always see this figure and do not deviate, so to speak, from the true path. An approximate interview scenario could be as follows: the recruiter might ask: "What are your financial expectations for salary?" And you confidently and calmly answer him: "My expectations at the moment are 1 million rubles." And at the same time, you have the amount of 1 million rubles written on a piece of paper in front of your eyes. And this removes unnecessary thought or anxiety, because during the interview, you may experience stress, you may not answer some questions, and because of this, you may become a little uncertain. And from the initial million, you may then retreat, say: "Well, I didn't answer some questions. I probably don't deserve a million, I'll ask for 500,000." But if you have a piece of paper in front of your eyes, you continue to clearly and confidently state this figure without unnecessary deliberation. Company Level. When choosing a new place of work in the IT field, it is important to consider not only the salary figure itself, but also the company's stability level and the associated risks. If you are offered 10,000 more in a little-known firm, a one-day company, then it is better, of course, to choose a stable company. This will be rational and safe in the long term. Look at the prospects for growth in your long-term career. In a large, reliable company, there is an opportunity for career development, training, and professional growth, unlike unknown small firms. Moreover, large firms usually specialize in a particular task, while in small firms you will most likely have to do everything. Startups are obliged to offer salaries significantly above the market average, because you take on the risk that the company may go bankrupt or even reduce staff in the near future. For the risk, you should take a certain increased premium in the form of a high salary, a much higher salary. What should be the minimum reasonable salary increase when changing jobs in IT? Is it worth changing jobs if the salary will be more than 5%? Changing jobs is, in general, a big stress and a long adaptation period. And if you are offered an increase of less than +20% to your current salary, then it usually doesn't make sense to change jobs. The minimum threshold for a salary increase when switching is accordingly more than 20%. Otherwise, you will face great stress for a small increase. What are the conclusions? If you receive several job offers, make a decision not only based on absolute salary figures, but also consider long-term prospects, stability, and company reputation. A salary increase should be significant enough to fully justify the risks and stress of changing employers. If you are promised a very small increase, less than 20%, you may need to reconsider your plans and not accept such an offer. Interview Conclusion. Now let's see how the final dialogue at the end of the entire interview takes place. >> Well, thank you for the interesting conversation. It was a pleasure to meet you and learn more about your experience and approach to work. At this stage, we have completed the interview, but I want to note that we will carefully evaluate all candidates in the next few days. We will contact you to inform you of the results and discuss possible next steps. If you have any questions about the company or the process, do not hesitate to ask. We are always ready to provide additional information. Thank you for your time. We will definitely contact you soon. I wish you good luck and hope for further cooperation. >> Thank you all. Have a good day. What to do immediately after the technical interview ends? When the technical interview is over and you have said goodbye to the interviewer and the recruiter, make sure you have agreed on the next steps. Find out the clear deadlines for feedback. A good feedback period is from one to 3 days ideally, or even a few hours. If the interview was a long time ago, and you want to get an answer faster, you can gently ask the recruiter to speed up the process. A good recruiter usually names the deadlines by which you will receive an overall assessment and the company's decision, either an offer or, accordingly, a refusal. And when you receive information about the next stage, maybe some other stage, an interview with a tech lead, or maybe with the team or with a higher-level manager, if you are not given feedback for a long time, it's a bad sign. And it's worth thinking about, is this really a good company? What are the possible further scenarios after the technical interview? After the interview ends, the following developments are possible. For example, the first option is an offer, meaning they offer you a job. The company is satisfied with your overall level and is immediately preparing a job offer. The offer should include employment conditions, salary, start date, bonuses, and so on. Option number two. There may be an additional interview or meeting with management. The company wants to clarify certain points or introduce you to your future manager, tech lead, head of department. They may discuss some technical aspects or your experience in more detail to ensure you are a good fit. The next option may also be: a meeting to get acquainted with the team. Sometimes a company issues a preliminary offer and then also suggests meeting the team. The goal of this is to find out if you fit the company culture and can interact comfortably with colleagues. It also gives the team a chance to ask you questions. It also allows you to assess whether you will be comfortable working with these people and in these conditions. There may also be the following, fourth option: a rejection with feedback. The recruiter will inform you that the company has decided to choose another candidate. A professional and respectful company will definitely provide detailed feedback. What technical skills do you need to improve? What questions caused confusion during the interview? What was not liked? What exactly do you need to improve to, possibly, successfully pass the interview in the future? What to do if the recruiter is delaying the answer? If the promised feedback deadline has already passed by more than 2-3 days, and the recruiters continue to remain silent, you can write a very polite reminder email yourself, for example: >> Good day. I would like to clarify if there is already a decision on my interview, which took place on Monday. I would be grateful for your answer. >> If there is no answer, you can write again the next day. And you can repeat this one or two more times with an interval of one or two days, as long as it is relevant to you. If the company is constantly silent and only gives formal replies or no feedback at all, this is a clear red flag. Serious companies do not act like this. Good employers always provide detailed constructive feedback. What to do if you received an offer but want to wait for other offers from other companies? The most correct strategy is approximately as follows: honestly and politely inform the recruiter that you need a little time to think. Here is an example of how to phrase it. >> Thank you very much. It was a pleasure talking to you, and I have a positive attitude towards your offer. The only thing is, I promised to give an answer to other companies with whom I have already started communicating. I will need a couple of days to clarify all the points and give you a final answer. Your behavior at this moment should be as cultured, intelligent, friendly, and constructive as possible. What not to do if you receive a rejection? If you are rejected or not answered at all, under no circumstances should you conflict with the recruiter, do not write rudely or emotionally. Avoid a negative attitude. Do not burn all bridges. The correct reaction to a rejection is: thank them for their time and ask the recruiter to send detailed feedback so that you better understand which skills to develop. Maintain a positive attitude, because you can return to this company in a year, two, or three, and the situation may well change in your favor. Here is an example of how you can write. Thank you very much for the feedback and your time. I would be happy to return to the conversation later, when I improve my competencies. If you received an offer and accepted it, the next step should be specified directly in this written offer. If it is not there, contact the recruiter directly and clarify the onboarding procedure. In conclusion, after completing the interview, try to maintain professionalism and positive relationships. This will give you an advantage in the future and help build good long-term relationships with a potential employer, even if you do not receive an offer now. That's all. This was Alexey Lopetsky. Subscribe to the channel, give likes. All materials from the video can be downloaded via the link in the description. >> Gained experience. Oh, you gained experience. Why did you crawl in, tell me lies to my face? To get through the fairy tales. You spun them to me until dawn, and then disappeared. And there is no answer. We met at that corporate event, where you pretended to be a senior. 10 years of experience, all so dashing, turned out to be a junior with zero salary. Gained experience. Oh, you gained experience. Why did you crawl in? Tell me lies to my face. To get through the fairy tales. You spun them to me until dawn, and then disappeared. And there is no answer. You told me about startups all night, that you were ready to help investors in Silicon Valley. Projects are coming, there will be a sea of money soon. It turned out that you are freelancing and in shame. Gained experience. Oh, you gained experience. Why did you crawl in? Tell me lies to my face. To get through the fairy tales. You spun them to me until dawn, and then disappeared. And there is no answer.

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