1 point by janlin1999 27 days ago | parent | context | next | edit | delete [–] | on: Ask HN: Who is hiring? (November 2025)
DocSpot | ONSITE (Santa Clara, CA) | https://docspot.com
DocSpot helps people find doctors by indexing information from a plethora of sources and empowering patients to search through one unified interface.
Tiny company, entry-level candidates welcome (no experience required):
Thanks for your response. If the water comes in contact with the exterior of the filters, the plastic casing does seem to undermine the point of the move.
Thanks for the link. It is not clear to me if the resource is geared towards cell phone batteries or if it also applies to EV batteries, but I wouldn't be surprised if the trends apply to larger batteries as well.
Having said that, this resource does not seem to support the magnitude of the numbers in LeifCarrotson's comment that I was replying to. First, I did not see a relationship between voltage and Depth of Discharge (seems unlikely to be linear, especially given table 4), which is what the page seems to mostly talk about. Second, comparing 4.2V to 4.0V in table 4 suggests a 4x difference in the number of cycles, not a ~10x difference. Figure 6 also seems relevant and suggests maybe a 2x difference.
> If you charge and discharge a lithium ion cell from 4.2V to 2.75V, you might get 250 full cycles. If you stop charging at 4V and call that 100%, and stop discharging at 3.2V, you might get 2000 cycles before capacity is reduced.
Is there literally an almost 10x difference in the number of full cycles? Where can I read more about this?
If you will have less than $250,000 in the account for the foreseeable future or don't mind splitting your money, you have a lot more options. We chose FirstIB for their free outgoing ACH. At the time, they also offered higher interest rates than the larger banks.
> In addition, I object to the 'black market' terminology. [...] black is an actual term related to a race that's misappropriated with a derogatory connotation.
It doesn't appear that "black" in "black market" refers to race:
DocSpot has been building a search engine to help patients find doctors in the US and one of the big problems in this space is indexing information about doctors from a variety of sources.
DocSpot has been building a search engine to help patients find doctors in the US and one of the big problems in this space is indexing information about doctors from a variety of sources.
Given that Holden was apparently previously fired for forgery (and did not have any felony on record), it seems more likely that Holden would have committed forgery in a call center job than murder as a technician.
Jumping from forgery to murder seems like a big jump to me.
Additionally, going back to an earlier counter-factual, suppose that Holden actually did murder someone before and finished his sentence and now further suppose that Charter agrees with you that it would only be ok to hire Holden for a call center job. Suppose that Holden then murdered a supervisor that he was angry with... don't you think that people would have expected Charter to have been held liable for the second murder?
You could imagine imposing additional restrictions (e.g. "only virtual call center jobs where he would work remotely"), but at some point, the restrictions would be sufficiently outside of Charter's normal workflow that it wouldn't be worth hiring Holden... leading to a chilling effect of hiring former felons.
> My personal viewpoint on this is that - depending on the range of offences committed - there's some professions / occupations that should get closed off for a good while.
I agree, but I also think this is also a judgment call (e.g. how long is a "good while?"). Should a company be vulnerable to a billion dollar liability because of a judgment call that didn't work out? Hiring anyone is a judgment call. Going down this path, for example, one could imagine a world in which society pressures companies to screen for mental health, and to not hire people who have such issues (e.g. "Who knows? they might go and kill someone!").
> You don't want your fraud-convicted individual working in finance or accounts, nor someone convicted of theft, assault, etc. working in people's homes, particularly potentially vulnerable individuals.
Keep in mind that Holden's criminal background check came back clean (in particular, no legal record of assault), and verifying employment might have turned up "forgery, falsifying documents and harassment of fellow employees." Even believing the former employers (since these charges were not proven in court), I personally would not have expected someone like that to have murdered someone else. Hence, from the limited information that I know of the case right now, Charter seems to me to have made a reasonable decision to hire Holden (not one that I would have made myself, but within some realm of reasonableness).
I also had read they didn't run a background check beforehand. Upon a closer read, however, it turns out that Charter did conduct actually run the background check (from the article):
>> Holden's pre-employment criminal background check "showed no arrests, convictions, or other criminal behavior."
> I'm a fan of hiring ex-felons and giving people second chances, but it seems they had reason enough to be concerned about this guy.
To be clear, Holden was not an ex-felon when Charter hired him. From that perspective, this might have been Holden's first or second chance. What the plaintiffs argue is that Charter did not verify employment history and if they had done so, they should have known not to hire Holden. In this article (https://arstechnica.com/tech-policy/2022/06/jury-holds-chart...), it appears that Holden had previously been fired for "forgery, falsifying documents and harassment of fellow employees."
So, my counter-factual question: suppose they had verified his employment history and knew this -- should Charter have not hired Holden? Would it be reasonable for any company to hire Holden? If not, is there any chance for Holden to productively rejoin society?
If Charter had verified Holden's employment history, it would have been entirely reasonable for them to have not hired Holden. However, I think it would be reasonable for a company to decide to take a chance on hiring such a person. Keep in mind that the criminal background check did not turn anything up, so Holden was not convicted in a court of law.
However, this judgment against Charter (putting aside Charter's forging of a legal document) makes the risk of hiring an employee very, very high: if an employee goes berserk on company time, then the company can be liable for over a billion dollars? This seems like it would have a chilling effect on the hiring of ex-felons and those with mental health issues.
> In the days before Thomas' murder, Holden made 'outcries' to supervisors about personal and financial issues related to a divorce that left him without money or a place to stay, and he cried in a meeting with his supervisor during which he said he was 'not OK,' according to attorneys for Thomas' family. They said that immediately after being denied money, he began scamming elderly female Spectrum cable customers by stealing their credit cards and checks."
This does complicate the case, but would Charter have had a reasonable opportunity to have prevented this? Essentially, Holden appears to have had a clean background check, and he asked for money from his supervisors. Seems reasonable for his supervisors to have declined giving him money. Then what? Was Charter supposed to fire Holden for asking for money and being emotionally distraught? That does not seem reasonable. The plaintiffs might argue that Charter should have placed Holden on some sort of leave, but having a policy for paid leave seems to leave companies vulnerable to abuse while having a policy for unpaid leave seems cruel. Once Charter found out about these behaviors, it makes sense for Charter to have denied him additional opportunities, but it sounds like the murder happened early on.
In summary, we tend to dislike ISPs for various reasons, and perhaps some of us are not troubled by a company like Charter being liable for such a large amount. I am concerned, however, that a judgment like this will have a chilling effect on the hiring of certain groups of people.
Seems outrageous that the company used a forged document and it seems that there should be some personal consequences to that (in addition to corporate consequences).
The part of this case that raises an interesting question for me is whether Charter's employment of this individual was reasonable. If Charter conducted a background check and saw that the prospective employee had stolen credit cards and checks before, should that have been sufficient reason to not hire him? It's not as if the prospective employee had a prior murder conviction. Even if the prospective employee did have a prior murder conviction: if people feel that the company should not hired the employee, then that seems like it would have a chilling effect on the hiring of felons. From that perspective, it seems excessive to hold the company accountable for this particular action (assuming that this has not been an issue with other employees).
DocSpot | San Mateo, CA | Entry-level / junior developers, back-end and full-stack
Help people find doctors (back-end role involving text extraction and processing): https://docs.google.com/document/d/1IvcTtE7yE7m5u0NfrVmvtR_i... (Residency in California required; SF Bay Area presence strongly preferred, although working remotely while being able to meet up for occasional lunches in person would be fine)
> They already do that. They generally have a PR dept., or work with PR consultants. They pick and choose who they want to be their heralds.
There's a big difference between denying access and prohibiting coverage. A news outlet can still publish an unflattering expose of a company, even if the outlet will no longer get invited to the company's press events. exabrial seems to suggest that no one can write anything negative about a business or person unless that entity opts in, which is closer to prohibiting coverage.
DocSpot | ONSITE (Santa Clara, CA) | https://docspot.com DocSpot helps people find doctors by indexing information from a plethora of sources and empowering patients to search through one unified interface.
Tiny company, entry-level candidates welcome (no experience required):
Back-end developer: https://docs.google.com/document/d/1IvcTtE7yE7m5u0NfrVmvtR_i...