a problem i've observed in industry is that many es6 language-features have the 
unintended-consequence of incentivising incompetent javascript-developers at 
the expense of competent-ones.  its generally difficult for many employers 
(even those knowledgeable in general-purpose programming), to discern between:

a) a competent javascript employee/contractor who can get things done and ship 
products (albeit with legitimate delays), and
b) an incompetent-one who can easily hide themselves in non-productive es6 
busywork, and continually pushback product-integration (again with “legitimate” 
delays, until its too late).

its gotten bad enough that many industry-employers no longer trust 
general-purpose-programming technical-interviews when recruiting js-devs, and 
rely almost exclusively on either a) an applicant's reputation / word-of-mouth 
for getting things done, or b) their ability to complete a time-consuming 
tech-challenge, where they must demonstrate ability to ship a mini-product.  
both methods are not scalable to meet the demand in industry for qualified 
js-devs in product-development.

the only solution i can think of to this industry-problem is to hold-back on 
introducing new disruptive/unproven javascript design-patterns, and figuring 
out how to educate the industry with tightened javascript style-guides and 
existing design-patterns proven to work (more is less); generally, ways to 
enhance the current, woefully inadequate “bullsh*t detector” of employers so 
they can better identify and mentor/train/weed-out unqualified js-devs.

kai zhu
[email protected]

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