thesmokingman

As a hiring manager, I don’t give a shit about certs. AWS certs, for example, serve primarily as marketing material and free money. Soft skill certs like agile methodology (of which I have several) are equally bullshit in that everything is a pattern not a prescription yet many people miss that and shoot their teams in the foot. There are some security certs I do value, such as CISSP, because they can be required for certain industries and actually do carry some gravitas. Even those, though, aren’t necessarily valuable for the things I actually need my security folks to do.

I’d say the market is maybe 30/70 split with folks like me and ATS or idiot hiring managers thinking your ability to memorize the specific GCP settings no one uses will actually make you understand why prod blew up. I refuse to get any; I actively support my team getting them as long as they know what they’re getting into.

This is just distributed functions, right? This has been a thing for years. AWS Lambda, Azure Functions, GCP Cloud Functions, and so on. Not everything that uses these is built on a distributed functions model but a fuck ton of enterprises have been doing this for years.

Can you even use Reddit if you’re running Proton’s VPN? I know Reddit has been actively blocking other VPNs (eg Mullvad) for some time.

There were quite a few. The Russians also moved quite a few. Both governments were so obsessed with each other they forgot about war crimes. A significant number of space pioneers across the world had direct ties to human experimentation. Shit’s fucked up.

The first and third apply to TV, radio, podcasts, or possibly even reading. The second isn’t a guarantee (not conclusive for everyone) and can be solved with technology.

The real science here is practicing good sleep hygiene. Your phone is one of many things that can fuck with that; it’s only a small part of it.

This isn’t a lunatic. This is someone trying to make a point about companies thinking they can use AI to replace devs. Poe’s Law is on heavy display here in these comments.

Whether or not you have experienced it, there is currently a trend both in recruiting and in millionaire leadership dialogue toward dropping devs for AI codegen. CEOs that don’t understand how anything works (eg Salesforce) think you can just not hire devs because Google’s inflated AI stats that included basic autocomplete in their full AI codegen numbers indicate AI can code. Boards believe generative AI is capable of things it won’t be able to touch for decades. I have to deal with idiotic AI questions from Fortune 500 companies every fucking week.

From a hiring perspective, it’s becoming incredibly difficult to weed out AI bullshit. For every one qualified candidate I get, I’ve had to drop five or more in a fucking tech screen because, while codegen has given them enough to pass a basic hiring screen that used to weed out a lot more, there’s zero fucking ability to code without Copilot or critical understanding of the code it generates. When I was starting out, the same problem existed at university but got filtered out after graduation fairly quickly.

The non lunatic here is extending that to other disciplines because it’s a natural next question. He’s not exactly applying a slippery slope; it’s sort of there underneath.

Edit: valid criticism of the post is that you have to have a degree to code. That’s bullshit. After my first degree, I went back for CS and dropped out because it was a waste of time. It limited my job pool initially; this far into my career it really does nothing. I’ve hired some solid bootcamp devs. I’ve seen shitty bootcamp devs. I’ve also seen a bunch of CS masters who have no fucking clue how to ship production code but can wax poetic about algorithm design. Since I don’t run an R&D department, that doesn’t matter 95% of the time.

Obligatory whisker fatigue comment. I’ve had cats that refuse this and I’ve had cats that don’t give a shit.

If you’re on a Windows box, the apps you’re calling out are assuming some level of FHS or XDG compatibility, neither of which are Windows things.

If you’re on a mac, macOS uses its own thing but can play well with dotdirs. However, you’ll find a mix of assuming XDG and weird macOS storage locations depending on how the tool determines storage location priority.

If you’re on Linux, there are too many standards.

Adding extrinsic rewards for tasks like this can often introduce dark patterns eg maxing reviews to max rewards. It’s not as simple as “just pay someone to read papers.” As much as I detest academic publishers, it’s also not as simple as just throwing everything into open access (which we should do no matter what) and then having folks do it for the good of the community. There will have to be some experimentation with a balance of intrinsic and extrinsic rewards.

In the US I directly pay for the funding for papers through tuition and taxes. I shouldn’t have to fucking pay a parasitic publisher on top of that just to access that shit. In math at least I don’t mind paying a little here and there for an MAA or AMS journal though.

The recommended mirroring tool to move off of GitHub to Gitea used ChatGPT 🙃

That being said, I really appreciate that because it is often missing in these calls to action.

My experience in engineering on both sides of the table is similar. As a hiring manager, my goal is to move as fast as possible because talented folks are going to be looking at lots of places and I need present the best option to them very quickly so I don’t lose them. I don’t fuck around with haggling or candidate pools; two, maybe three max interviews depending on the role and we’re rejecting or making the best possible offer we can. I picked this up from companies I have preferred to work at. I think massive enterprises get bogged down in their internal processes and procedures and red tape while forgetting the employee experience begins during the candidate experience. If I have to go through many rounds of interviews I can only assume working there will be miles of bureaucracy before I can do anything more than sneeze.

I am personally fine with the old onsite process where you’d go to the company and have a day or half a day of interviews with not only the team but the stakeholders as well. Post-COVID that turned into a remote onsite and slowly turned into weeks of interviews which I don’t like but is more flexible for serious candidates. When I was running those, each group had specific areas to cover so we got a good sense of the boundaries of your skills. You got to meet many people you’d work with and get a sense of how things run. Always practical, though, never any of that leetcode bullshit. Also always two way. You don’t just stare at a candidate; they need to understand you to make a good decision. And, most importantly, the scale is based on seniority/pay. I’m not going to spend more than an hour or two with a junior interview because it’s a fucking junior interview.

I use uBlock Origin to remove tracking. I also manually remove tracking. Privacy Badger is a tool that works to explicitly do this kind of tidying.