I'm not in the PA that will be sharing desks but sit in one of the affected offices. I can see about 100 desks from where I am right now. All of them are assigned to someone, but only 6 presently have someone sitting there. Occupancy of our corner peaks at maybe 30%?
Something was bound to happen given all the unused real estate. But it's shitty that those of us who actually use our desks, because we rather like work-home separation, now might end up with a desk time share. Maybe all those people who didn't actually want to come to the office should have just filed for permanent remote?
That meaning of dropped generally only applies in intransitive contexts. Here we have a thing dropping a thing, suggesting the older meaning of "dropped".
Agreed. I work in the PP's PA and was promoted on my first try for doing unsexy but worthwhile maintenance work on an important tool. It can happen. In my estimation the best thing to do if you want to get promoted is 0) have a positive relationship with your manager 1) read the SWE ladder for the next level 2) give your manager a document that describes your work using the language of the ladder as closely as possible. Said ladder does not say you need to deliver a shiny new thing, despite what is commonly assumed in this forum.
I basically still log in for interest group posts (e.g., photos from my son's preschool) and to RSVP for party invites. I'd love to see alternatives take over for these.
My 3 year old has ASD. I'm interested the finding about disproportionate megalencephaly, as his head is pretty big (but he's also rather tall). Suppose I wanted to see if he falls into the >1.5 SD cerebral volume/height bucket. Is there a way to meaningfully approximate it with his head circumference and height?
There's been a big investment in server platforms that strive to enable SWEs to build a new service that follows Best Practices with as little knowledge and handholding as possible. These consist of conformance tests that yell at you while you're coding if you are trying something generally thought to be bad, and semi-automated workflows that help you bring your code to production. When everything works as intended, the production workflows set up a decent set of alerts, acquire resources, configure CI/CD pipelines, and launch your jobs with just a few button presses on your part. (In practice, one of the steps will probably require debugging, but eh, it seems way better than the broccoli man video.)
Oh God, Spivak. The name gives me flashbacks to my first year at U of C. I arrived thinking I was smart about math things. That book humbled me bad. A tough beginning to four tough, lonely years.
Yeah, one consequence of hiring exclusively based on technical skill is that you end up with some employees that are empathy challenged. My employer recently added one "are you a human?" interview to every loop presumably for this reason.
> he also seemed unwilling to push at all, just said "okay!" in a sing-song voice that implied "yeah whatever, go die"
Is the idea here that you wanted the interviewer to beg you to stay on the call?
I interview for a BigCo. Most of us do it not because we love interviewing but because 1) It's a way to check the "citizenship" box on performance reviews. 2) A director or VP sent a mass email exhorting us to join the interviewer pool. Everyone I know in fact views interviewing as a chore that takes away from one's day job. But, there's standardized training and emphasis on objective tests and rubrics to minimize bias. Given this assembly line process and the fact that most interviewers want to be elsewhere, there's very little reason to expect a random interviewer to want to sell you on continuing a process that you consider yourself above.
If a candidate proclaimed that they didn't agree to the terms of one of my interviews midway through, I'd certainly exchange a few words with them to try to make them more comfortable, but in the end I would by fine with bidding them farewell and being glad that writing up that interview feedback would be easy.
One of my biggest interviewing mistakes was voting "hire" on a guy despite his seeming difficulty with coding during the interview because he was such a great talker and had great sounding experience. He came on board, couldn't deliver on anything, and sapped the team's morale. There are plenty of people out there who have bullshitted their way through a career.
Indeed. It's quite common to move your assets to a living trust in California for this reason, even for the only somewhat wealthy. It's basically SOP to set up a trust rather than just a will if you have assets above the simplified probate threshold. (I'm sure Moskovitz, being more than somewhat wealthy, has additional reasons.)
Having a current employee add your resume to an ATS as a referral is the most efficient route. Around SF at least it's not particularly hard to find someone willing to do that even if they hardly know you. This sort of networking is likely harder elsewhere, but perhaps not by much.
Simply uploading your resume to a large tech company's website will rarely get you anywhere, is what I've heard from recruiters.