skysight-inc/HackerNews huggingface dataset:
My ex is a process improvement engineer at Intel she told me a story about considerably higher failure rate for silicon that was manufactured in a northern part of a room vs the southern part what’s more odd is that it only affected some products that shared this room in their pipeline.

The cause was that the water pipes under that section would impact that part of the process because of mechanical vibration the reason why it didn’t impact all processes because they were tied to the cooling system and it only had an effect when other procsses put stress on it.

These vibaration were apparently so small that they couldn’t measure the difference they identified this through a process of elimination.

This is a classical story of practical vs theoretical engineering the secret sauce isn’t the recepie it’s the cook.

If you think about it this way if it was so easy to recreate a process through reverse engineering a few hot chips talks and poaching Intel wouldn’t be in this mess and GloFo didn’t had to scrap their 20nm process.

When you almost at the level of moving atoms around the wing flaps of a butterfly start to really matter.

We’re well pass the time where you had Disney animators draw transistors on sheets and copper masks were cut by hand it wouldn’t surprise me if there are no beans days at foundries these days since a fart across the building might increase your defect rate by 3%
That may be true, but if the margins were low because the excessive expenses were due to paying people too much (per your example), then a union trying to raise wages might be the last thing they need to survive. :-)
The problem with solving "real" problems instead of synthetic ones is that they aren't uniformly difficult, so clever people will game the system.
It is so frustrating to ask a manager "what could I be doing better or differently?" and they respond with "nothing...".
Nothing Less Than Victory: Decisive Wars and the Lessons of History
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If the compromise we have to make is that bad, it's definitely worth considering a more fundamental problem with the concept of employment as we know it.
I think there are much better ways to handle reviews/salary increases/bonuses than annual or semi-annual meetings.
I recently wrote about it:
https://medium.com/@yagiz/to-bonus-or-not-to-bonus-5d825d958...
Stopping the EU's plans for a news link tax and compulsory copyright filters
If you read Guns, Germs and Steel you will find the same information, with citations of anthropological research supporting it.
This article is a nice example of quality clickbait. Title: 'Performance Reviews Are A Waste Of Time', ooh contentious. The lede, 'formal performance reviews are a waste of time...', switched 'performance review' for 'formal performance review' while you weren't looking. Now he's set up a new context for his answer - 'a different type of performance review' (where the process starts with a self-assessment)! Lovely.
Union members have no incentive to leave the union except to save dues. If your dues are reasonable why would anyone leave?

> This is actually why we need traditional compulsory unions if a unionization vote succeeds

Never. If I don't want to join a union, who are you to force me to join and steal money out of my paycheck to boot?
Phone case turns your iPhone 8 Plus or Pixel 2 XL into an “X-ray” machine
If you can only maintain membership by coercing membership, you may want to consider taking a hard look at the benefits of membership.

If an employer wants to treat employees well enough that they feel no need to unionize, isn't that also a victory for workers?
Unix was neither open source nor free of charge. C won long before Linux came around.
Is a 5 billion character string really the way you want to read a 5GB file?
An annoyance with snprintf is that it has a failure mode, and in particular it can fail with ENOMEM under memory pressure.[1] This isn't merely theoretical as glibc implements snprintf by reusing the stdio machinery--effectively instantiating a temporary FILE structure, buffer, etc. glibc tries to stack allocate these objects using magic constants, but the code is incredibly complex. It's been awhile since I dove into the code, but IIRC snprintf could fail if you try to compose strings longer than the magic internal constants and malloc fails.

strlcpy() has the same semantics as snprintf(buf, sizeof buf, "%s", src) but without the failure mode. Because glibc is so stubborn, and rather than trying to wrap snprintf() to abort on OOM, I invariably include this simple implementation in a common header,

static size_t
aux_strlcpy(char *dst, const char *src, size_t lim)
{
size_t len, n;
len = strlen(src);
if (lim > 0) {
n = MIN(lim - 1, len);
memcpy(dst, src, n);
dst[n] = '\0';
}
return len;
}

which is substantially simpler than the canonical version from OpenBSD.

A related problem with snprintf is the mixture of signed and unsigned types for communicating object size. Mixing signed and unsigned types is, IME, error prone, so if I have code that uses snprintf more than a few times I usually wrap it in a function that separates the status from the [logical] size return values. People complain that strlcpy is problematic because it similarly communicates status (i.e. truncation) and object size through the same channel. But 1) it's not as nearly as error prone as mixing signed and unsigned types and 2) idiomatic use of strlcpy is easy to code and mentally parse and I've never felt the urge to wrap strlcpy in a helper routine. If truncation is always a failure than I'll simply use a two-line routine that returns an error code. But more often than not I rely on silent truncation. IMO, C code shouldn't be doing complex string operations using native C strings[2], and where it does make sense to use C strings it's usually things like configuration values where garbage in is garbage out; if an overlong property name is truncated it's no different than if it was misspelled. (People seriously overestimate the utility of supporting dynamic object sizes everywhere, and underestimate the inherent complexity it causes, which is significant even in low-level languages like C++ or Rust that make it safer and more convenient.)

[1] Linux's overcommit doesn't save you from, e.g., process resource limits.

[2] In fact, IMO complex parsing and composition shouldn't even be done with any kind of generic string API. If you get to the point where you're parsing and composing highly structured text, you should be using proper techniques with specialized data types. Writing ad hoc string munging code is error prone and a maintenance nightmare in any language, including scripting languages. But if I must than not only do I avoid C, I avoid any low-level, statically typed language. Scripting languages were literally invented for writing ad hoc string munging code.
5 kilo afvallen in 1 maand gemakkelijker met deze natuurlijke voeding
Looking at the comments in this post, I'm resigning myself that there simply is no correct solution for copying or concating strings in C. Null-terminated strings are a fundamentally broken concept. I think the long-term solution is simply to move to a different language (Rust, C++, D, Go, whatever) where we have the benefit of hindsight and have (pointer, length) string types, which solve all the problems null-terminated strings introduce.
That's not true.

They'll take a 400W 10GHz CPU over a 5mW 1 GHz CPU every time, if it generates better financial returns.
"Some people speed" is not an excuse for violating arbitrary laws, including speed limits.

Google is still responsible for their actions, just like you and me.
No alcohol involved.
Reference : https://xkcd.com/323/
Show HN: AutoML framework based on Hyperopt and scikit-learn
Wallet "under maintenance". Yeah, right.

If that happens regularly, you have to assume the "exchange" is front-running, trading for their own account ahead of customer trades.
Arm sells majority stake in China
Maybe their workers want fair treatment.
I did. But I was not expected to have to. It's quite unsettling.
I don't know whether this is feasible at the temperature gradients created by data centers, but it's not prohibited by physics. If there are chemical species in the water that are stable at 24 C and not 19 C, the fish can harvest these for chemical energy after they have traveled the ten meters.

This is probably more relevant at temperature gradients greater than 5C, but it's thermodynamically possible.
> Most of the times?

Well, they're not always twiddling their thumbs. Every time the train comes in to the station, they have to open the window and point up at the zebra-striped sign.

That's not literally twiddling your thumbs, but I'll leave it as an exercise to the reader to determine whether that serves any purpose on a fully-automated train that couldn't be eliminated with no loss of functionality, safety, or convenience.
Our roads are not much crappier than Germany's roads --- or, at least, not much crappier than the roads in Bavaria.
> Rich people buy bottled water (and our water system is a disaster that’s poisoning poor kids with lead).

Rich people consume way more public water than poor people. How many poor people have huge single family homes with lawns and swimming pools? How many buy tons of consumer products, own several cars, and are buying large amounts of organic food?

And given that basic filtration removes 99.9% of lead, you'd die of hypernatremia long before it would be possible to get lead poisoning from drinking filtered tap water.
Looks fine on my Google Pixel (Chrome, Android 8.1). But yeah the site's rendering on your phone seems broken indeed.
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Techniques That Will Make You Understand Other People’s Code Better
It's downvoted because the users of hackernews have an irrational hatred for unions, so anything that justifies having/forming a union is downvoted
Search and recommendation is so interesting to me. The goal of it is fuzzy. If I search "pho" then after the highly reviewed pho places, how might you decide between really poorly reviewed pho places and really highly reviewed ramen places?

If you just return the pho, it's doing what I asked for, but not showing me things I might be interested in. If the other pho places are really bad, maybe you aren't showing me things I'd actually rather eat.

If you return the ramen too, then you're kinda not doing what I asked, which is frustrating, but you might be showing me things I'd rather eat, given the shitty alternatives. When there's no mechanism for me to say "but really, I just want pho" it can be even more frustrating.

In this case there's a clear line between bad and matching vs good and related, but in many real queries there's not such a clear line. The smarter the algorithms get, paradoxically, the more frustrated I get by real world examples of this dilemma. I guess I don't have much to add, but it fascinates the hell out of me.
> forced

You are working at a place where you are as forced to take orders from bosses employed by the Newhouse heirs. People work all day to get their wages and refurbish ongoing capital expenses, then at night they work for free to kick up expropriated surplus time profits to SI Newhouse IV.

Conde Nast, without consulting you, as they do for most decisions, has theoretically come to the agreement with a union that they represent you as a bargaining unit. This , of all the things you are forced to do seems to be the only one you have a problem with, the one giving you more autonomy and money.

It's a bizarrely convoluted logic where you have almost no say in Conde Nast's decision about your own management, revenue disbursement etc., but in solely this decision that they made, you are being "forced".
I thought that a bargaining unit always had to be all workers in a particular job class, such as all software developers in a company (but not designers or hardware devs). But this wasn't based on anything other than observation of US unions. So I guess that's not true!

Do you know of any unions that have atypical bargaining units, like covering everyone in a particular line of business or people in 2 very different jobs?
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See here for templates that might help pull somethings together:

https://www.smartsheet.com/free-onboarding-checklists-and-te...

Assuming you have HR/IT set up and onboarding guides done and the general intro to company stuff set up etc: I have found the following to be helpful to getting team productive but your mileage may vary:

For engineers -intro projects with assigned mentor. short project (from few days to a week) on a specific small feature that is designed to take them through all tooling, codebase and environments that you use. Idea is to expose new hire to development environment in a controlled way, give them a chance to learn, document their frustrations/questions, discover who to ask, how to ask (e..g do you use slack, in person etc), how peer and code review are done etc and get them productive with a win that contributes to the product.

It takes time to set up - but its worth while and if you know your onboarding - its easy enough to review sprint plans and id suitable tasks ahead of time and after you do it a few times it becomes routine and expected.

For marketing team - similar usually get them to review a marketing plan in an area they are going to be working in and how that fits across marketing tools and evaluate it and present insights back to team at following weeks marketing meeting. Same idea - expose them, get their insights and get them talking with their team and have them work on something that is needed.

For sales team - take them through structures sales training: Product, customer value prop, competitive analysis, target customer profiles, critical problems we solve, scenario role play finishing with sales and product qualification (ie have a test they must pass so you know they have a minimum level of product and target customer knowledge)

For all new hires assign a mentor - person who will help them through their first week and first weeks tasks. At end of on boarding Ask new hires to rate their mentors and the onboarding process - you want your onboarding experience to be positive for everyone and you want it to get better.

You will be tempted to have recent hires mentors the next in- since many things will be fresh in their memory- this works but its also useful to remind established folks what entry is like and expose senior team to new team members and map mentors to incoming expertise (e.g. some senior engineers may know a specific area of codebase so will be a better mentor for that position etc) so don't do it exclusively.

with any new hire - do a end of day 1, mid week and end of week check in to make sure all is going ok and they have opportunity to ask questions/follow up (it is surprising how many HR questiosn come up on day 4).

This sounds like a lot - but its worth investing in it. Most onboarding sucks - it shouldnt.
To be perfectly honest, if you use the phrase "touchy feely story telling stuff" I'm going to probably disregard your opinion on management. Management is first and foremost about people, and people are first and foremost about feelings... If we're not starting from that point, there's some problems (and probably huge misconceptions about the nature of work) that need to be addressed before we can even start to talk about management, let alone performance reviews.

Otherwise, I'd love some examples of what is discussed in your performance reviews.
I dunno if this is entirely Oracle's fault though... https://bugs.java.com/view_bug.do?bug_id=JDK-8189789
This is one of those things where nobody can give you the list, you just have to make it for yourself. Personally I recommend sitting down with the new employee, get them setup, and record everything you do along the way. This will be a bit of work, but it really does make the onboarding experience great and requires only a little maintenance going forward.
I understand this point and it's true that there would be some elegance if both statements were equivalent but I see greater utility without that equivalence:

Rather than a redundancy and sugar on + and = ("I do not want to type the left side twice"), it is a distinction I am making to the compiler ("I do not want you to evaluate the left side twice").
I see this largely as an issue of politics vs performance.

Managers, acting politically, will blame failures on subordinates or push out top performers who could prove a threat to their own job security.

Formalized performance reviews feed many problems by increasing the amount of politics:
- Managers looking to increase headcount might avoid giving feedback to average or below performers.
- Stack ranking makes it difficult to recognize multiple good performers and forces you to recognize average performers
The same law Google is accused of not following also applies to newspapers. Are you saying the law is unconstitutional? Is it still ethical for Google to not comply with a law because they believe it is unconstitutional? If this is the case why has Google not offered this defense? Is this a viable defense for breaking other laws?

It looks to me like Google knew what they were doing, knew what the penalties could be and decided it was worth it.
I think he meant that few ever used OpenGL on PS3, not that everyone had been complaining about it. I, for one, have not heard of any AAA game using it though some indies might have.
Also, sometimes your union might decide to tank your employer to strengthen their negotiating position with another employer. A shitty union can go really shitty.

This isn't a hypothetical worst-case scenario. I mean, it is a worst-case, but it did actually happen to Hostess.
Because that's the best existing engine (even with Zilla nicely catching up), with dozen of genius and millions of dollars dedicated to it since the beginning and for the next years to come.

Why do you think JS became so much faster compared to the anemic octopus is was before ?

And can you imagine the perf of Ruby or Python if a 10th of those resources were allocated to those ?
Yes, DeLong, we all know there was a garbled sentence in the first edition that was instantly removed the moment anyone noticed it. The only reason anyone has heard of it since is because you have reproduced it probably 457 times in a your endless attempts at defamation.

Look, I don't know you, DeLong, and I don't know or particularly care why you have decided to go on a five-year mission to use whatever dishonest means you can think of to destroy another scholar's intellectual reputation (a mission at which you seem to have failed pretty miserably, considering some of the honours I've noted above), but I'm starting to get tired of this. Your first effort at outright personal libel constituted an obvious potential legal case. The endless dishonesty about the book is less clear ground from a civil law perspective, but from the point of view of professional ethics, it's a very clear case of a violation, in fact, short of actual plagiarism, it's about the clearest case of a violation of professional ethics I can imagine. Universities have ethics codes, Berkeley does too, and using calculated dishonesty to try to defame another scholar, with clear and even admitted malicious intent - let alone, doing it perhaps a hundred times - isjust the kind of violation over which it is possible to make a formal complaint. Do you really want me to have you hauled up before your university's ethics board? Because I'm seriously considering it.

(Oh and there's no point in taking down the tweets and blogs containing the most obvious, demonstrable lies because I have screen-shots.)
Did it go better after those 6 months? I'd be keen to hear more of this story!
Do you know what the rules are around defining a bargaining unit? Is this completely up to the union? Or are there rules?
> The way it currently works is arguably the way it should work, irrespective of the spec.

The spec is how it should work, regardless of developer's opinions.

> Why should [a] evaluate differently than [b]?

In my opinion (and I'm guessing in the opinion of the spec authors, though I can't be sure), saying "x += y" means "add y to x", so I'd expect the language to:

1) Figure out what "x" is once
2) Add "y" to it

Your opinion seems to be that saying "x += y" means "desugar to x = x + y" and you expect the language to:

1) Figure out what "x" is as a value
2) Add "y" to the value of "x"
3) Figure out what "x" is as a location (which may differ from 1)
4) Store the result into "x"

To me step 3 is very surprising, that "x" may differ, which is why I think the spec's definition is the more intuitive one (plus, it doesn't require knowledge of "desugaring" things).
Does this only apply to shops that cannot easily upgrade to 12 once it's out? Or are there other support-related problems with adopting 9/10 for production for server-side apps?
Canada to offer $10/100GB internet plan for low-income families
> golang tried no centralized package management by using git repo. It didn't end well.

What? There's no fundamental problem with it. It will continue. What do you mean?
Can you provide examples of the difference? Are you saying commodity pricing isn't demand-based? Or am I misinterpreting you here?

I don't think there are many good and services typically purchased by low-income individuals that are not demand-priced.
There is only one metrics in programming language: popularity. Not quality. Not elegance. Not features. Not performance.

The Dart community is ridiculously small compared to anything to the competition, despite the heavy investment in it.
you make it sound like this is a good thing?
I you don't make time for your long term goals your career is going to stall. If project work is really taking all your time then you need to push back.
This mental model of an economic system leads to disaster.

> The gist of it is that employees aren't compelled to pay union dues...

This is always the argument unions make to get mandatory contributions from employees. The risks of doing so are the following:

1) that all employees regardless of their individual contribution get the same salaries, meaning that over-achieving workers will work less, and under-achieving workers will not work more. (a.k.a. elimination of incentives)

2) That employees that do not like how the union is managed cannot work in that place, either because the union would not allow them, or because they have to pay for an organization that they do not belong to voluntarily

3) That the union, having sole negotiation power for all workers, takes kickbacks from the company for lower compensation for all workers.

4) That even if the union is incorruptible, its optional but its subscribed by most employees, that it actually manages not to decrease productivity, then, there is another company that does not have the same problem, will attract more capital since it gets bigger returns, and the company fails anyway.

Unions are not economically efficient organizations. They are politically efficient, so they serve a great political purpose, but their work in the economic sphere is only destructive.