[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"sanity-EOQ5wt_Zyt-12YXHzG8LDKBv6NPLkASpEdibhVrak1s":3,"sanity-03hAYbSqV_xNnSFTc3hQWoz_88gwAFjiTNDvpDEsUaQ":483},{"data":4,"sourceMap":-1},{"latestPodcast":5,"latestReleases":14,"post":39,"recent":458},[6],{"_id":7,"publishedAt":8,"slug":9,"sponsored":12,"title":13},"f83eb5f0-1237-487f-84d8-f7abf2318c39","2026-06-25T07:40:00.000Z",{"_type":10,"current":11},"slug","code-isnt-causing-your-production-failures",null,"Code isn’t the only thing causing your production failures",[15,21,27,33],{"_id":16,"publishedAt":17,"slug":18,"title":20},"eb5b66eb-9410-4329-83bb-22bbff39402a","2026-04-28T13:00:00.000Z",{"_type":10,"current":19},"turn-scattered-knowledge-into-trusted-intelligence","Turning scattered knowledge into trusted intelligence: Stack Internal 2026.3",{"_id":22,"publishedAt":23,"slug":24,"title":26},"369c2401-b62e-4a37-8ff8-bf603023ecad","2026-03-02T15:03:00.988Z",{"_type":10,"current":25},"what-s-new-at-stack-overflow-march-2026","What’s new at Stack Overflow: March 2026",{"_id":28,"publishedAt":29,"slug":30,"title":32},"5e9053a4-07ea-447c-91ea-29e0b6228537","2026-02-02T15:00:00.000Z",{"_type":10,"current":31},"what-s-new-at-stack-overflow-february-2026","What’s new at Stack Overflow: February 2026",{"_id":34,"publishedAt":35,"slug":36,"title":38},"a1b538eb-a8a6-46d0-80a1-ac70ec9bb935","2026-01-05T10:00:00.000-05:00",{"_type":10,"current":37},"what-s-new-at-stack-overflow-january-2026","What’s new at Stack Overflow: January 2026",{"_createdAt":40,"_id":41,"_rev":42,"_type":43,"_updatedAt":44,"author":45,"body":61,"comments":432,"dateUrl":433,"excerpt":148,"image":434,"legacyBody":437,"product":12,"publishedAt":440,"slug":441,"sponsored":12,"tags":443,"title":457,"visible":432},"2023-05-25T09:37:04Z","wp-post-5162","dgl3SCUzppW3U2LvCoSK4S","blogPost","2023-07-13T14:55:01Z",[46],{"_createdAt":47,"_id":48,"_rev":49,"_type":50,"_updatedAt":51,"avatar":52,"employee":57,"name":58,"slug":59},"2023-05-23T16:27:18Z","wp-author-91","28Ey2N6aiyTS8vMpxQU3Wb","blogAuthor","2023-12-14T17:26:06Z",{"_type":53,"asset":54},"image",{"_ref":55,"_type":56},"image-0f9287474e47edf73dd905d4b6ea60e2c4a6dc35-1024x1024-jpg","reference","former","Arie Litovsky",{"current":60},"alitovsky",[62,85,115,128,137,145,149,157,165,173,192,219,235,254,259,283,293,301,309,317,325,337,345,360,368,384,414],{"_key":63,"_type":64,"children":65,"markDefs":80,"style":84},"f0f678d245c4","block",[66,71,76],{"_key":67,"_type":68,"marks":69,"text":70},"f0f678d245c40","span",[],"We live in a time when software developers change jobs every ",{"_key":72,"_type":68,"marks":73,"text":75},"f0f678d245c41",[74],"09f420339a29","12 months",{"_key":77,"_type":68,"marks":78,"text":79},"f0f678d245c42",[],".",[81],{"_key":74,"_type":82,"href":83,"reference":12},"link","http://www.techrepublic.com/blog/career-management/tech-companies-have-highest-turnover-rate/","normal",{"_key":86,"_type":64,"children":87,"markDefs":110,"style":84},"b210248bb12b",[88,92,97,101,106],{"_key":89,"_type":68,"marks":90,"text":91},"b210248bb12b0",[],"Usually, about two years into a job, I start dreaming of greener pastures with better pay and more interesting work. Working at ",{"_key":93,"_type":68,"marks":94,"text":96},"b210248bb12b1",[95],"1ef8ed706a61","Stack Overflow",{"_key":98,"_type":68,"marks":99,"text":100},"b210248bb12b2",[]," has been the exception to that rule. In the wake of the recent ",{"_key":102,"_type":68,"marks":103,"text":105},"b210248bb12b3",[104],"37528eaefb16","Amazon exposé",{"_key":107,"_type":68,"marks":108,"text":109},"b210248bb12b4",[]," and my 2 year work anniversary, I’d like to share some thoughts about what it's like working at Stack.",[111,113],{"_key":95,"_type":82,"href":112,"reference":12},"http://stackoverflow.com/",{"_key":104,"_type":82,"href":114,"reference":12},"http://www.nytimes.com/2015/08/16/technology/inside-amazon-wrestling-big-ideas-in-a-bruising-workplace.html?_r=0",{"_key":116,"_type":64,"children":117,"markDefs":127,"style":84},"df27fa13a561",[118,123],{"_key":119,"_type":68,"marks":120,"text":122},"df27fa13a5610",[121],"strong","Some background:",{"_key":124,"_type":68,"marks":125,"text":126},"df27fa13a5611",[]," I am not one of the founding developers of Stack Overflow. By the time I arrived in August 2013, the core Question & Answer (Q&A) team (our most popular product) was well established; the site had been around for four years already.",[],{"_key":129,"_type":64,"children":130,"markDefs":135,"style":136},"c35f9ce5dcee",[131],{"_key":132,"_type":68,"marks":133,"text":134},"c35f9ce5dcee0",[],"On Turnover",[],"h1",{"_key":138,"_type":64,"children":139,"markDefs":144,"style":84},"06946d8e6428",[140],{"_key":141,"_type":68,"marks":142,"text":143},"06946d8e64280",[],"During the two years I’ve worked at Stack Overflow, only three web developers have left the company. Of the three, two of them left to work on a startup, and one of them - Matt Jibson - went to work on a technology stack he was more interested in. The day he left, Matt tweeted:",[],{"_key":146,"_type":53,"alt":147,"caption":148,"markDefs":12},"0db31d567504","//i.imgur.com/SuGuOVo.png","",{"_key":150,"_type":64,"children":151,"markDefs":156,"style":84},"08bde5655954",[152],{"_key":153,"_type":68,"marks":154,"text":155},"08bde56559540",[],"Our lack of turnover speaks for itself.",[],{"_key":158,"_type":64,"children":159,"markDefs":164,"style":136},"0058be2befa5",[160],{"_key":161,"_type":68,"marks":162,"text":163},"0058be2befa50",[],"On Continued Employment & Trust",[],{"_key":166,"_type":64,"children":167,"markDefs":172,"style":84},"162b2537500c",[168],{"_key":169,"_type":68,"marks":170,"text":171},"162b2537500c0",[],"During my two years at Stack Overflow, I have gained a solid understanding of its many facets. I've learned about our mobile apps, our core Q&A product, our technology stack, the Stack Overflow Careers product, and even sales. However, I feel I’ve barely begun to make an impact on the company.",[],{"_key":174,"_type":64,"children":175,"markDefs":189,"style":84},"047f486bc3b2",[176,180,185],{"_key":177,"_type":68,"marks":178,"text":179},"047f486bc3b20",[],"Having spent a year and a half on the mobile team, I recently ",{"_key":181,"_type":68,"marks":182,"text":184},"047f486bc3b21",[183],"e3f7a151857f","decided to change teams",{"_key":186,"_type":68,"marks":187,"text":188},"047f486bc3b22",[],", eventually finding a balance of fit and interest in our Careers product.",[190],{"_key":183,"_type":82,"href":191,"reference":12},"http://blog.stackoverflow.com/2015/07/going-from-mobile-back-to-the-web/",{"_key":193,"_type":64,"children":194,"markDefs":216,"style":84},"1828243d6dde",[195,199,203,207,212],{"_key":196,"_type":68,"marks":197,"text":198},"1828243d6dde0",[],"Tenure with a company is extremely valuable for both parties. You build ",{"_key":200,"_type":68,"marks":201,"text":202},"1828243d6dde1",[121],"trust and rapport",{"_key":204,"_type":68,"marks":205,"text":206},"1828243d6dde2",[]," with your co-workers. Today I feel comfortable and familiar with all of my fellow developers, product managers, and even the VPs and “C-level” execs (who are very accessible). On a typical day, I’ll talk to sales representatives in the morning while ",{"_key":208,"_type":68,"marks":209,"text":211},"1828243d6dde3",[210],"a627e5d3782e","making espresso",{"_key":213,"_type":68,"marks":214,"text":215},"1828243d6dde4",[],", chat with our office managers and assistants, and say hello to our incredible chefs. I would talk to the walls too, if only they’d give me interesting insights about the company. I’m working on that.",[217],{"_key":210,"_type":82,"href":218,"reference":12},"https://instagram.com/p/6iezu_te92/?taken-by=arielitovsky",{"_key":220,"_type":64,"children":221,"markDefs":234,"style":84},"362ab003173d",[222,226,230],{"_key":223,"_type":68,"marks":224,"text":225},"362ab003173d0",[],"Some business folks that I've worked with in the past don't like to talk. Isn’t it better to be secretive about your work and get ahead of your co-workers in this ",{"_key":227,"_type":68,"marks":228,"text":229},"362ab003173d1",[121],"dog eat dog",{"_key":231,"_type":68,"marks":232,"text":233},"362ab003173d2",[]," world?",[],{"_key":236,"_type":64,"children":237,"markDefs":251,"style":84},"bfea52980c80",[238,242,247],{"_key":239,"_type":68,"marks":240,"text":241},"bfea52980c800",[],"We have a good answer for that. In the book ",{"_key":243,"_type":68,"marks":244,"text":246},"bfea52980c801",[245],"edce7e8b6d6a","The Five Dysfunctions of a Team",{"_key":248,"_type":68,"marks":249,"text":250},"bfea52980c802",[],", Patrick Lencioni explains that many of the basic problems of a modern team are structured in a pyramid. It's similar to Maslow’s hierarchy of needs, but from a corporate perspective. At the base of Lencioni’s pyramid is the absence of trust:",[252],{"_key":245,"_type":82,"href":253,"reference":12},"http://www.amazon.com/The-Five-Dysfunctions-Team-Leadership/dp/0787960756",{"_key":255,"_type":53,"alt":256,"asset":257,"caption":148,"markDefs":12},"e23b46df5f0a","Patrick Lencioni's 5 dysfunctions",{"_ref":258,"_type":56},"image-bd3b05980bcd1e83b721566972687cf2f398c815-240x207-png",{"_key":260,"_type":64,"children":261,"markDefs":282,"style":84},"d7f90fbcdaa6",[262,266,270,274,278],{"_key":263,"_type":68,"marks":264,"text":265},"d7f90fbcdaa60",[],"Clearly, ",{"_key":267,"_type":68,"marks":268,"text":269},"d7f90fbcdaa61",[121],"if you don’t trust each other",{"_key":271,"_type":68,"marks":272,"text":273},"d7f90fbcdaa62",[],", the bottom dysfunction isn’t resolved, and thus the upper dysfunctions just crumble under a bad foundation. On the other hand, ",{"_key":275,"_type":68,"marks":276,"text":277},"d7f90fbcdaa63",[121],"when you do trust people",{"_key":279,"_type":68,"marks":280,"text":281},"d7f90fbcdaa64",[]," you work with, you can avoid feeling any of the following:",[],{"_key":284,"_type":64,"children":285,"level":290,"listItem":291,"markDefs":292,"style":84},"0877a13ff8be",[286],{"_key":287,"_type":68,"marks":288,"text":289},"0877a13ff8be0",[],"This person will think my idea is stupid, and will conclude I am stupid.",1,"bullet",[],{"_key":294,"_type":64,"children":295,"level":290,"listItem":291,"markDefs":300,"style":84},"41f14f1351ba",[296],{"_key":297,"_type":68,"marks":298,"text":299},"41f14f1351ba0",[],"This person will steal my idea and take the credit.",[],{"_key":302,"_type":64,"children":303,"level":290,"listItem":291,"markDefs":308,"style":84},"cdce32cbff0f",[304],{"_key":305,"_type":68,"marks":306,"text":307},"cdce32cbff0f0",[],"This person doesn’t really know me, and will misunderstand / undervalue my perspective and background.",[],{"_key":310,"_type":64,"children":311,"level":290,"listItem":291,"markDefs":316,"style":84},"53a20769efdd",[312],{"_key":313,"_type":68,"marks":314,"text":315},"53a20769efdd0",[],"I’m too shy to share since I barely know her/him.",[],{"_key":318,"_type":64,"children":319,"level":290,"listItem":291,"markDefs":324,"style":84},"3125590eb870",[320],{"_key":321,"_type":68,"marks":322,"text":323},"3125590eb8700",[],"I don’t want to share my idea with this person. I don’t trust him/her.",[],{"_key":326,"_type":64,"children":327,"markDefs":336,"style":84},"180853b1c26f",[328,332],{"_key":329,"_type":68,"marks":330,"text":331},"180853b1c26f0",[121],"This means that the best ideas in a dysfunctional company are never shared.",{"_key":333,"_type":68,"marks":334,"text":335},"180853b1c26f1",[]," People are afraid to speak their mind freely, and thus the flow of information (which is essential to a business’ success) is slowed down.",[],{"_key":338,"_type":64,"children":339,"markDefs":344,"style":136},"d07591e4f467",[340],{"_key":341,"_type":68,"marks":342,"text":343},"d07591e4f4670",[],"It Isn't Just Trust",[],{"_key":346,"_type":64,"children":347,"markDefs":359,"style":84},"8c2c78104045",[348,352,356],{"_key":349,"_type":68,"marks":350,"text":351},"8c2c781040450",[],"For me, trust has led to a deeper knowledge of the organization, its products, and our business goals which allows me to work with confidence and propose ideas without fear. I would never have gained that knowledge without communicating with my co-workers. I recall many talks shared over lunch where I listened intently and ",{"_key":353,"_type":68,"marks":354,"text":355},"8c2c781040451",[121],"asked lots of questions without being afraid of appearing dumb",{"_key":357,"_type":68,"marks":358,"text":79},"8c2c781040452",[],[],{"_key":361,"_type":64,"children":362,"markDefs":367,"style":84},"ae37f3051e17",[363],{"_key":364,"_type":68,"marks":365,"text":366},"ae37f3051e170",[],"In my case, developing trust has been key to my success. I am proud to see a few recently hired co-workers who are more trusting than I was, and therefore are having an impact on the company sooner than I had. By letting yourself become vulnerable, you begin to build trust with others.",[],{"_key":369,"_type":64,"children":370,"markDefs":383,"style":84},"fcd05314015c",[371,375,379],{"_key":372,"_type":68,"marks":373,"text":374},"fcd05314015c0",[],"This is what we do at Stack. We make sure people aren’t afraid to challenge each other, and are ",{"_key":376,"_type":68,"marks":377,"text":378},"fcd05314015c1",[121],"comfortable in constructive conflict",{"_key":380,"_type":68,"marks":381,"text":382},"fcd05314015c2",[],". Challenging a co-worker that you haven't built trust with can seem aggressive and cut-throat, because she or he isn’t sure of your motives.",[],{"_key":385,"_type":64,"children":386,"markDefs":411,"style":84},"4578cef8699f",[387,391,395,399,403,408],{"_key":388,"_type":68,"marks":389,"text":390},"4578cef8699f0",[121],"Side thoughts:",{"_key":392,"_type":68,"marks":393,"text":394},"4578cef8699f1",[],"\nI’m sure I’ll read this post in 10 years and laugh, but right now it’s hard to imagine finding a better place to work. Actually, I hear this a lot in our office. People regularly quip, “I never want to leave”. When the company’s mission is about serving the software developer community and creating a healthy community of learning, it stands to reason that the company will treat, ",{"_key":396,"_type":68,"marks":397,"text":398},"4578cef8699f2",[121],"not only its developers, but all of its employees",{"_key":400,"_type":68,"marks":401,"text":402},"4578cef8699f3",[]," in a fair and humane way. Stack does this by giving its employees all the tools that we need and simply ",{"_key":404,"_type":68,"marks":405,"text":407},"4578cef8699f4",[406],"035bfedb5e1f","getting the hell outta our way",{"_key":409,"_type":68,"marks":410,"text":79},"4578cef8699f5",[],[412],{"_key":406,"_type":82,"href":413,"reference":12},"http://avc.com/2012/02/the-management-team-guest-post-from-joel-spolsky/",{"_key":415,"_type":64,"children":416,"markDefs":429,"style":84},"68e037ec3623",[417,421,426],{"_key":418,"_type":68,"marks":419,"text":420},"68e037ec36230",[],"Want to work with me? ",{"_key":422,"_type":68,"marks":423,"text":425},"68e037ec36231",[424],"904ccbb53b4a","We’re hiring",{"_key":427,"_type":68,"marks":428,"text":79},"68e037ec36232",[],[430],{"_key":424,"_type":82,"href":431,"reference":12},"http://stackexchange.com/work-here",true,"2015/09/18",{"_type":53,"asset":435},{"_ref":436,"_type":56},"image-bcde51590cc4d48b930ef5ba3ec8303931ccacb5-1100x734-jpg",{"code":438,"language":439},"\u003Cp>We live in a time when software developers change jobs every \u003Ca href=\"http://www.techrepublic.com/blog/career-management/tech-companies-have-highest-turnover-rate/\">12 months\u003C/a>.\u003C/p>\n\u003Cp>Usually, about two years into a job, I start dreaming of greener pastures with better pay and more interesting work. Working at \u003Ca href=\"http://stackoverflow.com/\">Stack Overflow\u003C/a> has been the exception to that rule. In the wake of the recent \u003Ca href=\"http://www.nytimes.com/2015/08/16/technology/inside-amazon-wrestling-big-ideas-in-a-bruising-workplace.html?_r=0\">Amazon exposé\u003C/a> and my 2 year work anniversary, I’d like to share some thoughts about what it's like working at Stack.\u003C/p>\n\u003Cp>\u003Cstrong>Some background:\u003C/strong> I am not one of the founding developers of Stack Overflow. By the time I arrived in August 2013, the core Question & Answer (Q&A) team (our most popular product) was well established; the site had been around for four years already.\u003C/p>\n\u003Ch1>On Turnover\u003C/h1>\n\u003Cp>During the two years I’ve worked at Stack Overflow, only three web developers have left the company. Of the three, two of them left to work on a startup, and one of them - Matt Jibson - went to work on a technology stack he was more interested in. The day he left, Matt tweeted:\u003C/p>\n\u003Cp>\u003Cimg src=\"http://stackoverflow.blog/wp-content/uploads/2017/02/SuGuOVo.png\" alt=\"//i.imgur.com/SuGuOVo.png\">\u003C/p>\n\u003Cp>Our lack of turnover speaks for itself.\u003C/p>\n\u003Ch1>On Continued Employment & Trust\u003C/h1>\n\u003Cp>During my two years at Stack Overflow, I have gained a solid understanding of its many facets. I've learned about our mobile apps, our core Q&A product, our technology stack, the Stack Overflow Careers product, and even sales. However, I feel I’ve barely begun to make an impact on the company.\u003C/p>\n\u003Cp>Having spent a year and a half on the mobile team, I recently \u003Ca href=\"http://blog.stackoverflow.com/2015/07/going-from-mobile-back-to-the-web/\">decided to change teams\u003C/a>, eventually finding a balance of fit and interest in our Careers product.\u003C/p>\n\u003Cp>Tenure with a company is extremely valuable for both parties. You build \u003Cstrong>trust and rapport\u003C/strong> with your co-workers. Today I feel comfortable and familiar with all of my fellow developers, product managers, and even the VPs and “C-level” execs (who are very accessible). On a typical day, I’ll talk to sales representatives in the morning while \u003Ca href=\"https://instagram.com/p/6iezu_te92/?taken-by=arielitovsky\">making espresso\u003C/a>, chat with our office managers and assistants, and say hello to our incredible chefs. I would talk to the walls too, if only they’d give me interesting insights about the company. I’m working on that.\u003C/p>\n\u003Cp>Some business folks that I've worked with in the past don't like to talk. Isn’t it better to be secretive about your work and get ahead of your co-workers in this \u003Cstrong>dog eat dog\u003C/strong> world? \u003C/p>\n\u003Cp>We have a good answer for that. In the book \u003Ca href=\"http://www.amazon.com/The-Five-Dysfunctions-Team-Leadership/dp/0787960756\">The Five Dysfunctions of a Team\u003C/a>, Patrick Lencioni explains that many of the basic problems of a modern team are structured in a pyramid. It's similar to Maslow’s hierarchy of needs, but from a corporate perspective. At the base of Lencioni’s pyramid is the absence of trust:\u003C/p>\n\u003Cp>\u003Cimg src=\"http://stackoverflow.blog/wp-content/uploads/2017/02/HqpllxV.png\" alt=\"Patrick Lencioni's 5 dysfunctions\">\u003C/p>\n\u003Cp>Clearly, \u003Cstrong>if you don’t trust each other\u003C/strong>, the bottom dysfunction isn’t resolved, and thus the upper dysfunctions just crumble under a bad foundation. On the other hand, \u003Cstrong>when you do trust people\u003C/strong> you work with, you can avoid feeling any of the following:\u003C/p>\n\u003Cul>\u003Cli>This person will think my idea is stupid, and will conclude I am stupid.\u003C/li>\n\u003Cli>This person will steal my idea and take the credit.\u003C/li>\n\u003Cli>This person doesn’t really know me, and will misunderstand / undervalue my perspective and background.\u003C/li>\n\u003Cli>I’m too shy to share since I barely know her/him.\u003C/li>\n\u003Cli>I don’t want to share my idea with this person. I don’t trust him/her.\u003C/li>\n\u003C/ul>\u003Cp>\u003Cstrong>This means that the best ideas in a dysfunctional company are never shared.\u003C/strong> People are afraid to speak their mind freely, and thus the flow of information (which is essential to a business’ success) is slowed down.\u003C/p>\n\u003Ch1>It Isn't Just Trust\u003C/h1>\n\u003Cp>For me, trust has led to a deeper knowledge of the organization, its products, and our business goals which allows me to work with confidence and propose ideas without fear. I would never have gained that knowledge without communicating with my co-workers. I recall many talks shared over lunch where I listened intently and \u003Cstrong>asked lots of questions without being afraid of appearing dumb\u003C/strong>.\u003C/p>\n\u003Cp>In my case, developing trust has been key to my success. I am proud to see a few recently hired co-workers who are more trusting than I was, and therefore are having an impact on the company sooner than I had. By letting yourself become vulnerable, you begin to build trust with others.\u003C/p>\n\u003Cp>This is what we do at Stack. We make sure people aren’t afraid to challenge each other, and are \u003Cstrong>comfortable in constructive conflict\u003C/strong>. Challenging a co-worker that you haven't built trust with can seem aggressive and cut-throat, because she or he isn’t sure of your motives.\u003C/p>\n\u003Chr>\u003Cp>\u003Cstrong>Side thoughts:\u003C/strong>\u003Cbr>\nI’m sure I’ll read this post in 10 years and laugh, but right now it’s hard to imagine finding a better place to work. Actually, I hear this a lot in our office. People regularly quip, “I never want to leave”. When the company’s mission is about serving the software developer community and creating a healthy community of learning, it stands to reason that the company will treat, \u003Cstrong>not only its developers, but all of its employees\u003C/strong> in a fair and humane way. Stack does this by giving its employees all the tools that we need and simply \u003Ca href=\"http://avc.com/2012/02/the-management-team-guest-post-from-joel-spolsky/\">getting the hell outta our way\u003C/a>.\u003C/p>\n\u003Cp>Want to work with me? \u003Ca href=\"http://stackexchange.com/work-here\">We’re hiring\u003C/a>.\u003C/p>","html","2015-09-18T12:00:00.000Z",{"current":442},"culture-of-trust",[444,452],{"_createdAt":445,"_id":446,"_rev":447,"_type":448,"_updatedAt":445,"slug":449,"title":451},"2023-05-23T16:43:21Z","wp-tagcat-culture","9HpbCsT2tq0xwozQfkc4ih","blogTag",{"current":450},"culture","Culture",{"_createdAt":445,"_id":453,"_rev":447,"_type":448,"_updatedAt":445,"slug":454,"title":456},"wp-tagcat-engineering",{"current":455},"engineering","Engineering","A Culture of Trust",[459,465,471,477],{"_id":460,"publishedAt":461,"slug":462,"sponsored":12,"title":464},"28e560af-f0aa-4d46-bd90-f435ad604aa7","2026-06-26T14:00:27.102Z",{"_type":10,"current":463},"paging-charity-how-can-engineering-leaders-avoid-becoming-bond-villains","Paging Charity! How can engineering leaders avoid becoming Bond villains?",{"_id":466,"publishedAt":467,"slug":468,"sponsored":12,"title":470},"4b22c2a3-3779-4966-93eb-5230391dbdce","2026-06-23T14:08:58.595Z",{"_type":10,"current":469},"your-ai-shipped-a-backend-that-boots-that-is-the-whole-problem","Your AI shipped a backend that boots. That is the whole problem.",{"_id":472,"publishedAt":473,"slug":474,"sponsored":12,"title":476},"5cf362e1-fe7b-45af-b69c-914731c6a052","2026-06-23T14:00:00.000Z",{"_type":10,"current":475},"the-2026-developer-survey-is-now-open-for-human-developers-only","The 2026 Developer Survey is now open (for human developers only)!",{"_id":478,"publishedAt":479,"slug":480,"sponsored":12,"title":482},"30b995f7-7cb9-4dd8-bf71-d0685940a32b","2026-06-19T14:00:00.000Z",{"_type":10,"current":481},"dispatches-from-o-reilly-from-capabilities-to-responsibilities","Dispatches from O'Reilly: From capabilities to responsibilities",{"data":484,"sourceMap":-1},{"count":485,"lastTimestamp":12},0]