쉐도잉 연습: The Skills You’ll Need to be a Senior Software Developer - 영상으로 영어 말하기 배우기

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Welcome to today's video.

In this video we're going to go over the skills that it takes to be a senior software developer.

We will be covering what those skills are, how to present those skills in an interview,

and also what steps to take to move into a senior role.

Welcome to the Life at Miro channel.

Let's get started.

Hi, my name is Alyssa and I'm our technical sourcer for engineering.

Hi, my name is Elliot Monofy and I am a senior engineering manager in Enterprise.

So some of the things that I look for in an interview, basically we have about 30 minutes,

so I have to get through kind of a lot of content really quickly.

So some of the things that I'm checking for because I'm not so much deeply technical in the way that Elliot is,

is communication skills and style.

Are you clear?

Are you structured?

Do I understand kind of the journey that you're taking me on?

I know that this is really important for you too.

How do you assess like communication when you're when you're speaking with candidates?

Yeah, for communication generally we do behavioral style interviews and so

when you're doing a behavioral style interview you want the interviewee to be telling

you taking you on a journey telling you a story about the time

that they worked on a project or a time

that they dealt with the situation right and

so being able to coherently form that story

so I understand what happened how they were part of

that story where they fit into the puzzle is very important in understanding what their role is what skills they have.

What their scope is.

Exactly.

And so if there's not a fully formed story there,

it's very hard to really get what they're trying to tell you and where they were doing something, or their manager was doing it,

or somebody else on the team because they're not being very clear.

And so communication ends up being the number one thing that we're looking for in these calls.

People will say, we did, whereas it helps to be more clear when you say, I drove or I led.

I did this thing that way I have a very clear idea of what it is

that you did rather than like kind of what the team did overall.

And with that you can also mention which parts your manager did

which parts other members of the team did because you can't do everything right?

Exactly.

Especially as a senior engineer many times you'll be taking the requirements from a you know PM

or somebody else on the team and you'll be breaking those down so that other engineers, less senior engineers will pick up that work.

And if you're not doing that work, that's okay to mention, right?

You may be instead focused on things like designing the architecture of the system or some other aspects or communicating with stakeholders,

working cross -functionally.

There's so many other aspects to being a senior engineer that go way past what the other engineer's roles are.

Are there any, because you're doing the recruiter screen, right?

And I feel like in the recruiter screen you're obviously looking for clear signs

that this person hasn't made it to that senior role just yet right

so that we so that you know they they don't you know end up

that we know that it's a fit from the start right what are the signs for you

that are clear

that this person is not ready yet for a senior role well we already kind of touched on communication style

but I would say kind of the scope of the overall work

so are you what I'm looking for for senior basically is

have you implemented basically from the beginning the overall plan you need to execute the initiative

so meeting with as you said meeting with stakeholders breaking down

those requirements also after the the initiative is done are you still maintaining it

and and if you don't have those things then

that makes me think maybe not quite a senior right now

but definitely we can get there

and then generally after your call with them we go into those uh more technical interviews right

and in these technical interviews we start assessing uh especially in the system design interview

we start assessing more of the the technical skills

that we see from the candidate right their ability to adapt

to new technologies uh to do research on those technologies understand what is out there

and how they can use them to build a system that has multiple services with lots of different communication between the services,

know when which pieces of design best fit and where to make the greatest trade -offs to make resilient

systems that can have millions of customers, which Miro does.

Something I always talk about in my initial screening with candidates is just how important the system design is for Miro.

Here you touched on it, it is kind of breaking down the requirements.

How are you.. considering what some of the trade -offs are and maybe,

for example, if one of the interviewers doesn't ask you or asks you something that you may not know the answer to,

still making a decision and still sticking with it, even though right now it may not be the best thing.

Yeah, I think the big thing there, right, is that even if you don't, if you've never, let's say,

worked with every piece of technology, not everybody can.

Yeah.

But when you get that list of technical

and non -technical requirements from the interviewers in

that system design to be able to understand what it is

that are the goals and that come from those requirements and understand that, hey, when I'm picking out a cache, when I'm picking out a database,

I may not know all the options that are out there.

I may default to one that I've used before.

But if I know that the one I've used before doesn't meet the requirements, then to even say that in the interview,

hey, I would go do research for on these things.

I'm looking for a cash that is best for x y

and z and it should i don't care about that other thing

and so that you you show that you can go out there

and investigate because nobody has all the answers all the time right

and there's also some maturity there to not just throw out hey i'm gonna use this buzzword here exactly

because we'll find it out and then you won't do

so well that doesn't show the maturity of a senior engineer

and then generally after that round right we get into the the um the behavioral rounds, right?

We have two of those and that's where we start to get a little bit,

it's a little bit more of a mix of soft skills and technical, right?

And those will be a little bit more project focused interviews, though we do sprinkle in some other questions, right?

And I think the biggest item for us here on the seniority, and I think you've heard

this from us a lot feedback for the candidates is the ability to pull from a large resource of examples.

Exactly.

And having clear, personalized examples, that really, I mean, you said this in the beginning,

it really helps to wrap your head around what it is that the person did.

This also shows that this person is thinking and storytelling in a structured way.

100

Because one of the problems

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we see is a lot of times people will use the same example multiple times in one interview or over separate interviews,

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even though the question is widely different.

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They just adapt an answer as much as they can.

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And this usually shows that they just don't have the experience that we're looking for from them.

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They have maybe one really good example and they're just trying to use that again, which is fine right and experience would come with time

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and it comes with with working and

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and getting to run into really challenging things

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and each one of those comes with learnings

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and i think learnings is the next thing i want to talk about here

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and i think is really key for a strong engineer is

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that strong engineers also they learn from both their successes

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and their failures yes um and so i feel that when you're doing the interviews,

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being able to call out areas in which you succeeded

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or failed and what you learned from those

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and how you have taken those learnings back into your work is really key to being a senior engineer.

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I think this is also like a clear marker of a senior.

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Of course you failed, but how do you kind of implement the failure

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and take it to like turn it into a positive basically.

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Another thing I am always looking for when I'm speaking with a senior

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and something that's like a clear indicator to me is feedback.

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How do you give, how do you receive feedback, how do you ingest it?

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When you're working on a team it's really important that you're like actively soliciting feedback.

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Okay how can I improve on this?

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What can I do?

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Does this work?

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Does this not work?

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And that is what a lot of our teams do at Miro, we find feedback really important.

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Feedback is kind of one part of a greater ability for people to not only learn themselves,

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but also help other people learn and grow, whether that's part of mentoring or part of even,

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I think this falls into the same place as feedback,

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but being able to, let's say two people are challenging each other on a single solution

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or path forward technically or even non -technically

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and sometimes you may find yourself convincing others

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but sometimes you also may find yourself being convinced right and

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and someone who's senior can cannot be stubborn

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and can be like hey look that person's right we should go with

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that one and or even you know the term that

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that we use all the time disagree and commit right yeah

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because someone who's truly senior doesn't always hold their ideas as part of themselves.

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A lot of what is the most important.

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in addition to the technical skills are the soft skills

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because you need to be able to like fit on the team

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and work in a way that basically you're not the blocker.

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I would actually say

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that soft skills are usually the biggest hurdle for an engineer to take to get from the normal

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software engineer role to a senior engineer because the technical chops are something they've been working on for years.

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But at that point, they haven't been thinking about leading other people, working across teams, working across functions, their communication skills.

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And usually that's the one that's lacking, right?

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And so it actually is quite challenging for them to learn those skills.

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But I do think it is possible.

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And I think that's the kind of the next area I wanted us to talk about

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which is kind of how do you what are the steps

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that an engineer can take to move into that

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that senior role at Miro we have a pretty well -defined rubric for doing

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that we call it the career matrix it has a set of eight individual competencies

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and one what we call a core competency

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and generally the the idea of this is it gives the

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engineers something to build their IDP off of their individual development plan.

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Generally what you would want to do as an engineer whether you're at Miro

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or outside of Miro is you speak with other more senior engineers on your team, you speak with your manager,

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you receive as much feedback into these development areas as to where you believe you're strong

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and where you happen to be weak, right?

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And we can't expect everyone to be perfected everything

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but generally you want to hit as many of these competencies as possible yeah and so

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when you find your your weaknesses you find

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you create a plan as to how you want to develop in those areas yeah

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and um the career matrix for us is a like a clear defined structure everyone has access to it

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and so you can kind of see like what level you are at now

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and what you can do to take yourself to the next level

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and as much as it is on your manager and business need and stuff like that,

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it's really on you and what are you going to do to get there?

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And I think the best part about it is that by clearly defining it,

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at least within Miro, we have a baseline of what it means to be senior, right?

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There's not as much of this, you know, everyone being at different levels,

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it's pretty calibrated across the organization is this is what we believe a senior is, these are the things that they contribute to the company,

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these are the skills that they have, which is really great and it also makes it very easy for non -engineers to go in

177

and see what it is that you need.

178

Exactly and I know

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that you recruiters have been using it quite a lot to understand what it is we're looking for in these roles.

180

Yeah another thing I wanted to mention and this goes kind of hand -in -hand with the matrix is impact.

181

As a senior basically the work that you're doing needs to be visible

182

and it needs to have an impact on not only your team but on customer business metrics.

183

Yeah, no, I agree with you.

184

I would say that all of the little individual competencies that we talk about are just a way to hone your skills.

185

But when someone truly becomes senior, generally here at Miro, we believe it's somebody who can take a pretty complex project,

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break it down for potentially up to five engineers within their team to pick it up and deliver successfully at Miro.

187

And additionally, that project should have a pretty strong impact at the company, right?

188

It should be moving some of our objectives and actually making a difference.

189

And like you said, this generally brings visibility back at

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that senior engineer because most people will know that they're the one who helped drive this project to completion, right?

191

Yeah.

192

And something I touched on earlier is not only driving the project to completion

193

but maintaining it afterwards because it's easy or I don't want to say easy

194

but anyone can kind of get a project across the line

195

but then what do you do with it after it's done how do you kind of keep it up

196

and continue to make an impact in

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that area as you are getting more senior I did mention this a little bit at the top

198

but how do you communicate with non -technical stakeholders and

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that is something that I'm also looking for I'm not the most technical person, but I need to be able to understand,

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okay, what did you do?

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How do you break it down so that someone like me can clearly understand

202

and digest what your impact has been on the org?

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For you, what is one of the clear markers that somebody can communicate with someone non -technical?

204

Generally, if their manager doesn't have to step in.

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No, I'm kidding around there a little bit.

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But generally, for some of the really complex projects that we have, especially within the enterprise stream, which is the stream that I'm working in,

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a lot of times

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you may have to get involved with other teams like even the legal team at the company

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or the security team or some of these other teams

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that may not be as as technical or you're speaking to the you know

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CPO or COO or some other role at the company and

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when you're speaking to people in these roles they don't understand the technical implications of the things

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that you're mentioning right yeah and And we would prefer for a senior engineer,

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and we expect for a senior engineer to not have to pull anyone else into that conversation, including their manager.

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They should be able to hold that conversation pretty easily on their own

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and break down those very technical challenges into something that's digestible and the other person can understand.

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So the final topic that we were hoping to speak with you today is picking between the individual contributor track,

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which is more like a senior software engineer, or the management track, which is an engineering manager.

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Once you reach this fork in the road, especially here at Miro, you have to start understanding which skills you're looking to hone.

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As a senior engineer, you need to continue focusing on those technical skills

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and start asking your manager for larger and more complex projects

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that are potentially going to have an even larger impact on the organization as a whole.

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If you instead try to speak to your manager about going into the management role,

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this is where you need to start honing your kind of project management skills, your people management skills, delivery,

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some of the other skills that maybe you haven't been focusing on over the previous years in your career.

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If you want to hear more about this, we actually have another video that we'll be posting, and this will dive deeper into this topic.

227

We covered quite a lot of content today.

228

Are there any skills that we missed?

229

If so, please comment below.

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이 레슨의 어휘와 말하기 포인트

이 말하기 레슨은 영상 “The Skills You’ll Need to be a Senior Software Developer”을(를) 바탕으로 합니다. 가장 자주 반복되는 단어는 다음과 같습니다: senior, engineer, skills, technical, interview. 이 영상에는 섀도잉할 문장 153개와 단어 2924개가 있습니다. 말하는 구간의 길이는 17:18입니다. 화자는 분당 약 169단어로, 일상 대화에 가까운 자연스러운 속도로 말합니다. 단어의 89%가 영어에서 가장 많이 쓰이는 3,000단어에 속해 어휘가 쉬운 편입니다. 전체 153문장 중 45문장이 질문이어서 의문문 억양과 짧은 대답을 연습하기에 좋습니다.

이 영상의 핵심 어휘

영상에 나오는 익혀 둘 만한 단어 15개를 발음, 뜻과 함께 정리했습니다.

단어	발음	뜻
skill 명사	/skɪl/	기술, 스킬
feedback 명사	/ˈfiːdˌbæk/	피드백, 비평
requirement 명사	/ɹɪˈkwaɪɹmənt/	요구
topic 명사	/ˈtɑpɪk/	화제, 주제
aspect 명사	/ˈæspɛkt/	양상
enterprise 명사	/ˈɛntəˌpɹaɪz/	사업, 기업
initiative 명사	/ɪˈnɪʃ.ə.tɪv/	진취력, 진취성
convince 동사	/kənˈvɪns/	납득시키다, 확신시키다
technically 부사	/ˈtɛk.nɪˌkəl.i/	이론상, 이론적(理論的)으로
adapt 동사	/əˈdæpt/	적응하다
recruit 동사	/ɹɪˈkɹut/	모집하다
cache 명사	/kæʃ/	캐시
interviewer 명사	/ˈɪntɚvjuɚ/	면접관
deeply 부사	/ˈdi(ː)pli/	깊이
architecture 명사	/ˈɑː.kɪˌtɛk.t͡ʃə/	건축, 건축학

영상에 나오는 구동사

단어	뜻
go out 동사	나가다
pick up 동사	줍다

따라 말해 볼 만한 문장

영상에 나오는 짧고 완결된 문장으로, 일상 대화에서 그대로 쓸 수 있습니다:

Do I understand the journey that you're taking me on?
Because you're doing the recruiter screen, right?
How do you receive feedback?
How do you ingest it?
Are there any skills that we missed?

이 영상의 문법

화자가 가장 많이 쓰는 문형을 영상 속 실제 표현과 함께 정리했습니다.

문형	영상 속 표현
현재완료진행 have/has been + -ing — 전에 시작해 지금도 계속되는 동작	they've been working · haven't been thinking · have been using
관계절 who / which + 절 — 사람이나 사물에 대한 추가 정보	again, which is · have, which is · somebody who can
현재완료 have/has + 과거분사 — 과거의 일이 지금도 관련이 있을 때	hasn't made · have you implemented · you've heard

주의할 발음

화자는 you're, I'm, doesn't 같은 축약형과 약화된 형태를 62번 사용합니다. 들리는 대로 짧게 발음하세요.

“sh”와 “zh” 소리: potentially /pəˈtɛnʃ(ə)li/, initiative /ɪˈnɪʃ.ə.tɪv/, completion /kəmˈpliː.ʃən/, cache /kæʃ/, implication /ˌɪmpləˈkeɪʃən/
긴 단어 — 강세 위치에 주의: communicate /kəˈmjuːnɪkeɪt/, behavioral /bɪˈheɪvjəɹəl/, potentially /pəˈtɛnʃ(ə)li/, initiative /ɪˈnɪʃ.ə.tɪv/, technically /ˈtɛk.nɪˌkəl.i/

한국어 화자가 어려워하는 소리:

/f/ — ㅍ(/p/)으로 바꾸지 말고 윗니를 아랫입술에 대기: feedback /ˈfiːdˌbæk/, define /dɪˈfaɪn/, successfully /səkˈsɛs.fə.li/, afterwards /ˈæf.tɚ.wɚdz/, default /dɪˈfɔlt/
/v/ — ㅂ(/b/)과 구별하기: behavioral /bɪˈheɪvjəɹəl/, initiative /ɪˈnɪʃ.ə.tɪv/, convince /kənˈvɪns/, interviewer /ˈɪntɚvjuɚ/, visible /ˈvɪzɪb(ə)l/
/z/ — ㅈ이 아니라 성대를 울리는 /s/: enterprise /ˈɛntəˌpɹaɪz/, afterwards /ˈæf.tɚ.wɚdz/, whereas /(h)wɛɹˈæz/, resource /ɹɪˈzɔːs/, visible /ˈvɪzɪb(ə)l/

이 영상으로 연습하는 방법

먼저 말하지 않고 영상을 끝까지 듣고 모르는 단어를 적어 둡니다.
0.75배속으로 한 문장씩 섀도잉을 시작하고, 익숙해지면 보통 속도로 돌아갑니다.
자신의 목소리를 녹음해 원본과 비교하고, skill, feedback, requirement 같은 단어에 특히 주의합니다.

쉐도잉이란? 영어 실력을 빠르게 키우는 과학적 방법

쉐도잉(Shadowing)은 원래 전문 통역사 훈련을 위해 개발된 언어 학습 기법으로, 다언어 학자인 Dr. Alexander Arguelles에 의해 대중화된 방법입니다. 핵심 원리는 간단하지만 매우 강력합니다: 원어민의 영어를 들으면서 1~2초의 짧은 지연으로 즉시 소리 내어 따라 말하는 것——마치 '그림자(shadow)'처럼 화자를 따라가는 것입니다. 문법 공부나 수동적인 청취와 달리, 쉐도잉은 뇌와 입 근육이 동시에 실시간으로 영어를 처리하고 재현하도록 훈련합니다. 연구에 따르면 이 방법은 발음 정확도, 억양, 리듬, 연음, 청취력, 말하기 유창성을 크게 향상시킵니다. IELTS 스피킹 준비와 자연스러운 영어 소통을 원하는 분들에게 특히 효과적입니다.

섀도잉 방법: 단계별 전체 가이드 읽기 →

쉐도잉 연습: The Skills You’ll Need to be a Senior Software Developer - 영상으로 영어 말하기 배우기

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