Many would agree, but it's not relevant to the free speech debate
It's the same logic as those who made the "this guy kinda sucks though" argument based on George Floyd's criminal history to deflect from what the issue really was about - policing practices.
Maybe the company won the deal because the CTO and CPO said "yep - we can do that in 12 weeks" whereas the competitor said "we need to confer with our building teams to estimate the full project timeline" and promptly lost the deal...
Joking aside, Something I find fascinating about ancient wisdom literature that has been in circulation for centuries - honed and refined generation after generation, is how succinctly key concepts are boiled down in ways that can be easily grasped/remembered. (In this case, avoiding conflict of interest/segregation of duties.)
I've hired a lot of people over the course of my career, and questions like this would be a major red flag. I'd pass on the candidate.
Completely fine to ask how performance is measured and/or how performance reviews are handled, but the nature of these questions is off-putting. Is a candidate trying to figure out how they can get away with being a low performer? How would their poor judgment in asking questions like this show up elsewhere? Likely a high-maintenance individual.
And, the caveats at the end of the comment indicate the author knows these questions would not make you look good to the hiring team. If the company hired you anyway, probably wouldn't be a good place to work.
Former Enron employee here - I have some swag I was given when I first started (lunch kit, values booklet, etc. Also have some golf shirts and baseball caps.
Related - cool "circular economy" company in Vancouver that collects chopsticks from restaurants and, using a similar process, makes some pretty amazing stuff: https://chopvalue.com/
Plotly is fantastic - great to see another release. Have been using it to integrate charts into Oracle Application Express (APEX), which works really well, and provides for much more interactive data visualizations over the built-in APEX charts.
>>I simply don't inhabit it, and I don't feel that I'm missing out.
I've wondered about this - but how do you know what you are missing out on? For example, if you were active on twitter or LinkedIn and carefully cultivated those profiles, who knows what life changing connections you may have made? (I've seen several people comment on getting jobs, business partners, fellow hobbyists, etc. on twitter.)
So you'd ban MS Access? Why do people use it as opposed to an "IT Sanctioned" tool? If you IT dept does not have time to provide the tools people need to do their jobs, and you take away one of their tools, what/who fills the productivity gap?
Yes this happens...sometimes. And, other times, (as reflected in comments ITT), there are many cases where a low-code solution built by a non-dev have brought huge benefit. (I've seen this myself - see below - MS Access apps that saved hours and hours of work, but which IT had not time to look at.) I've also seen the sentiment in your comment lead to an outright ban by IT dept. of all low-code tools, for no other reason than the "slippery slope fallacy" that "if we allow this, we could potentially have a big mess to sort out one day". And in doing so, summarily kill a ton of innovation and productivity.
One anecdote I remember - a regulatory change created a major issue for a billing department. They went to IT to get their help to address it, and were told "sorry, no time to even talk to you right now. Come back in six months. Actually, make that 8 months." So, a tech. savvy person in the billing dept. built something in MS Access that solved the problem. They were thrilled. When IT heard about it, they tried to get the guy fired. Billing Dept. manager had to go to bat to make sure that didn't happen.
Thank goodness for creative people who think of new and ingenious ways to use tools differently than originally intended. It's the heart of innovation.