I use to work at Salesforce/Pardot for about a year. They had A LOT of security in place (VPN, 2FA, etc.) and were managed very well. Deployments weren't automated but everyone that had code in the deployment had to be on deck in case shit hit the fan. I learned a lot working there and having them drill security into my head I was able to use that in future organizations that I worked at.
The startup that I joined after that had passwords stored in plaintext via a google spreadsheet. Code was not stored in VCS and updates were done in production. I helped the organization adopt scrum and added some development processes in place and added tools to help me and the small team (me +2) of developers manage the different codebases a little better. No one wanted to do this but I forced it anyway.
The organization I'm at right now was similar but has a lot of different challenges.
Each organization you join will be different, the culture will be different. Some will be focused on quality and some will not. You need to understand a few things and be able to communicate with executives and/or managers to accomplish your goals.
Executives do NOT GIVE A SHIT about automated deployments, code coverage, code reviews, etc. They view those things as wastes of time and the "code monkeys" should just get back to work. I'm not saying this is the case 100% of the time, but you need to change how you communicate with these people. Explain what tech debt is and how small investments in time can reduce this. Yes, going from 0% code coverage to 80% is going to take time, and this is something you will need to explain to them.
Some devs are similar and I think that's mostly because no one sticks around long enough at a company to maintain their shit code.
Depending on your role you are either in a position to force these things to happen or you are in a position where you need to bring others up to your level. Both are difficult in their own ways and will require a large time investment on your part. However, BOTH will require you to help others raise their expectations.
The other thing I want to leave you with is a conversation I had with a mentor a long time. Being in a similar situation he told me to not hold others to MY expectations. Hold others to THEIR expectations. This comes back to helping others improve. Bring others UP to your level.
If none of this helps, you may want to quit and find another position elsewhere, but keep in mind, this will be something you are going to run into in many organizations and you are going to have to learn to deal with it.
The startup that I joined after that had passwords stored in plaintext via a google spreadsheet. Code was not stored in VCS and updates were done in production. I helped the organization adopt scrum and added some development processes in place and added tools to help me and the small team (me +2) of developers manage the different codebases a little better. No one wanted to do this but I forced it anyway.
The organization I'm at right now was similar but has a lot of different challenges.
Each organization you join will be different, the culture will be different. Some will be focused on quality and some will not. You need to understand a few things and be able to communicate with executives and/or managers to accomplish your goals.
Executives do NOT GIVE A SHIT about automated deployments, code coverage, code reviews, etc. They view those things as wastes of time and the "code monkeys" should just get back to work. I'm not saying this is the case 100% of the time, but you need to change how you communicate with these people. Explain what tech debt is and how small investments in time can reduce this. Yes, going from 0% code coverage to 80% is going to take time, and this is something you will need to explain to them.
Some devs are similar and I think that's mostly because no one sticks around long enough at a company to maintain their shit code.
Depending on your role you are either in a position to force these things to happen or you are in a position where you need to bring others up to your level. Both are difficult in their own ways and will require a large time investment on your part. However, BOTH will require you to help others raise their expectations.
The other thing I want to leave you with is a conversation I had with a mentor a long time. Being in a similar situation he told me to not hold others to MY expectations. Hold others to THEIR expectations. This comes back to helping others improve. Bring others UP to your level.
If none of this helps, you may want to quit and find another position elsewhere, but keep in mind, this will be something you are going to run into in many organizations and you are going to have to learn to deal with it.