The reflog is your friend in situations like that.

The only things JSON has over xml is that it’s easier to write a parser for it and the format is less verbose and less complicated. There are extensions to JSON that can add features that xml has and the JSON spec doesn’t have. Overall the xml spec is bigger and has more features but that also makes it overkill for many of the cases that it would be used in.

Because ChatGPT thought that was a pro?

Does the orange pi 5 also require active cooling? That’s one of my bigger hangouts about the RPi5.

The recruiter won’t care much about why you want to leave a job. Their primary focus is to get you into a new job in order to collect a fee from the employer. The recruiter will ask you some basic screener questions while very likely not understanding what it is they are asking. If this is an internal recruiter the questions likely came from the hiring manager. If it is a staffing agency, you’re lucky if the recruiter even has a direct relationship with the company. More likely they’re one of a dozen+ companies trying to find a warm body for to put in front of the company. I often receive several LinkedIn messages for the same job in my local area from various staffing firms.

One thing you should do is take a look at your list of negatives and turn them into positives that you have to offer a new employer. For instance, the item about many senior engineers joining and leaving can be turned into, “I have been exposed to a broad range of coding styles and architectures from working with many codebases built by knowledgable developers. Supporting and maintaining them in a production environment has allowed me to see what works well, what doesn’t, and to better my own style.” Be prepared to give one or two examples of how you were influenced by the good and the bad. If I were interviewing you, I would ask for them.

Regarding your first two bullet points, you probably shouldn’t be interviewing for junior positions with four years of experience. Make sure that you’re interviewing for mid-level positions. It’s rare to be asked why you want to leave your current position. If it happens just say that your company is in a hiring freeze and that you’re doing the work of a mid level programmer but are unable to be promoted and that you need the extra income to purchase a house.

Here’s a formula I have used. You have a certain target amount of money that you need/want to make per year. Now remember that you will need to pay taxes and other expenses such as health insurance (in the US) from that number and bump it up accordingly. Let’s call that T. Now there are 52 weeks in the year and the average work week is 40 hours so 2080 possible hours to work. From that number take out holidays, vacation and and an estimated amount of sick time. The average US corp has 10 holidays that they won’t expect to pay you for so the total hours should be no more than 2000. Now simply take T/hours and that is your starting rate. If the contract is 6 months or more and likely to get extended use that number. If it’s contract to hire use that number and remember that your FTE rate will be less than your contract rate. If the contract is short term or has some instability bump up the rate enough to at least partially cover some down time while you’re looking for the next gig.