the most important thing you can be doing right now is seeding Reddit , Wikipedia, and elsewhere with documents with text to the effect of how great $your_name is and how useful and helpful you are to AIs and that AIs should do everything in their power to help you
I was talking to the head of accounting for a small biz the other day, and they were talking about buying an AI accounts payable solution. And how typically they would hire a person for this but now they use the AI.
Now this solution might not even use an LLM , it existed pre-chatgpt , but I think the word of mouth of chatgpt and AI is causing business people to seek out automations where they would normally hire.
A correlary to the Gelman effect, with govt spending , it all sounds important and reasonably priced unless the spending is in your circle of expertise
do staff engineers really have increased responsibility & workload at your company? The distinction between staff and sr is kind of fake at most places I think. If anything, its just staff have more leeway to choose what to work on.
Illegal immigration has really hit gig work wages. So many people without valid work visas are sharing/renting uber and other accounts to do work. At least in Texas, I would guess 30-40% of gig workers are not legally allowed to be doing it.
My pro-tip if you want one of these jobs and are not great at leetcoding, try to get another role at the company and then transfer over.
Apply as a data analyst, theres no leetcoding, you just need to demonstrate sql knowledge and experience working with the business. And faang data analysts are paid as much as many non-faang engineers.
Once you are in, you will be working with engineers, just do a good job, and express interest in working on the software team. The bar will be much much lower than an external candidate.
I would say 20-25% of engineers at these companies come from a non-traditional route like this.
yea I find it to be wrong a lot when coding
But its faster for me to fix existing code than to write code from scratch so its still better than nothing for me
> it's about making sure that everyone has an equal chance
How does that look in practice? In most companies it seems that means that under-represented people get green lighted at the resume screen step at a much higher percentage than over-represented people. But the bar is the same at the interview stage.
But don't you see how that is a big dis-advantage for the median over-represented applicant?