Good list. I’ve just met some boot camp grads at their graduation demo day sort of thing, and I think a lot of this would apply to them.<p>They all called themselves full-stack, but the author is right, this is spreading themselves far too thinly given the amount of knowledge and experience they actually have. Instead pitching themselves as “frontend focused with some backend Node experience” would be far more convincing to me when hiring.<p>One thing that bothered me was that they all called themselves a “Junior Software Engineer”. Technically this is sort of wrong, as none have been employed and so don’t yet have a title. For practical purposes I understand wanting to have a title to pitch yourself as, but I don’t think anyone is a Junior after 3 months of training. After 3 years at university, or 1-3 years in industry (depending on candidate and environment), I can see Junior being an appropriate level. I wonder if “apprentice” is a better level for them to call themselves.<p>Maybe boot camps should be encouraging that title, and maybe even helping companies develop progression plans. I’m skeptical about hiring a boot camp grad straight out of a program because of how long it may take them to become productive. If the program provided a sort of roadmap, with further skills development, I can imagine being more interested as there might be less uncertainty. That’s not to say we couldn’t develop this roadmap ourselves with the candidate, but the boot camp providing it may help pitch candidates to employers.