> we had so many redundancies and test servers run
How did you hire the developers who built those systems? Was the bar higher then?
Lots of companies have institutional memory of how their first few hires were crucial to make the company successful. It's a tough decision whether to keep standards high, or risk losing the skills that got you this far. Eventually the early people leave. Where I work, the stuff they built is viewed as some kind of godlike crystalline shrine that you dare not touch.
It isn't just a one person show, is all I'm saying. The many are more capable than the one. Even if mistakes get made, there are processes (maybe a better word than systems) in place to keep it from turning into a failure in the wild, and if it does sneak through, it's a relatively simple roll back.
When a new hire comes on, that institutional knowledge must get passed on - hopefully there is good documentation, though it's never as good as hoped. No matter how well a new hire does on their knowledge test, TBH, the most important thing I hope someone I get to work with is culture fit and the ability to learn fairly quickly =[ how to interview for that is pretty difficult, though.
How did you hire the developers who built those systems? Was the bar higher then?
Lots of companies have institutional memory of how their first few hires were crucial to make the company successful. It's a tough decision whether to keep standards high, or risk losing the skills that got you this far. Eventually the early people leave. Where I work, the stuff they built is viewed as some kind of godlike crystalline shrine that you dare not touch.