I kinda want to congratulate you on never encountering the sort of person you immediate and strongly dislike within 10 minutes of meeting them for the first time.
I know everyone has an off day some time, but I literally had job interview video calls before where my prospective boss asked me questions, then interrupted my answers 10 words in, for 20 minutes straight.
> The question is why? Because they would disagree with you? They would challenge your beliefs?
No and no.
Because I couldn't get a word in edgewise. And they can shout louder than me, and for longer. I have been in that meeting at work before, and I have left with a headache, and they with a sense that "they've won".
Imagine trying to have a beer with Piers Morgan, or a member of the Westboro Baptist Church.
Sure, it might be productive. But it wouldn't be fun, and I feel that was the premise - I don't think the idea of a "family-like atmosphere at work" was to imply "everybody hates each others guts, but still has to get along somehow".
I do try and keep an open mind :). And 3% was perhaps the low end of the scale I could have estimated.
On the other hand, I do think you overestimate the skill of employees in general. Just ask around how many of your colleagues think they could pass the job interview for their current position right now - that percentage is generally pretty low (especially at places like Google, where interview training is basically a full-time job).
Quite often, people that "are still there" are simply still there because they have made themselves indispensable, e.g. they write working software, but no other person can understand their code. Firing someone like that is a business risk - not firing someone like that isn't (immediately).
I personally find that there is a huge difference between talking to a coworker about their hobbies, or their last pull request.
Talking about the job at hand is never an issue. But it's also best to leave it at that to keep the work environment constructive, and not e.g. split a team among party lines.
(In my experience, we are now also talking about a purely hypothetical scenario. At the workplace I spent most of my career, team leads were generally hired externally, or promoted based on nepotism and "company loyalty" [read: years spent working at the company] rather than skill)
(Maybe I should have clarified that I was employed at a contractor for a while - so I jumped to a new "workplace" for every ~3-month project. I know that technically, that might not be considered a change of workplace, but for me, it meant a complete change in the colleagues I worked with on a daily basis.)
I also wasn't trying to hint at competitive workplaces at all. In my experience, the far more prevalent workspace atmosphere is "just let me do my job, I just need to show up for 40h a week to pay the rent and feed my wife and kids".
And that's fine! But that also doesn't lead to a familial work environment.
I didn't say I didn't like them. I could work together with a vast majority of them just fine. Only handful of them were actively people I would not look forward to being in a meeting with, for example.
But that doesn't mean I would invite most of them over for a beer, talk about politics, and still expect to have a good time.
And I totally agree. I have had to quit job interviews simply because both sides agreed that while we could work together, we probably would both just have a bad time.
But then I've also worked jobs where in 2020, employees still referred to things they thought were bad as "gay", so that's that.
> That said: Personally, I do want my coworkers and I to be something akin to a family. If I’m going to spend around a third of my life working, I want to do it with a group of people I like and care about.
I find that admirable, but having gone through a number of different workplaces in the last 6 years, also very naive.
Out of the hundreds of colleagues I had, I would voluntarily choose to talk to maybe 3 of them.
I don't think I find 97% of people I encounter in general disagreeable, in my experience Software Engineering just has loads and loads of "that guy"s. You know, the ones you try to avoid at parties. Except that's most of them, so you don't show up to the parties in the first place.
I have made negative experience with using a custom swagger-codegen [0] template - the library is quite diffuse with no clear direction in which PRs are merged and which aren't, making it a mess to read and extend.
I have however, managed to generate the exact Typescript bindings I wanted using it.
In contrast, I have been using NSwag [1] to generate C# client code with far greater comfort, and it seems to support multiple Typescript clients already.
Don't you mean "Welcome to Switzerland"?