skysight-inc/HackerNews huggingface dataset:
That's interesting, I remember reading last year about advances in hollow fibers that said they were better than glass for a single frequency.

I followed the reference and it leads to a paper from 2013;

>Hollow-core fibers (HCFs) are a revolution in light guidance with enormous potential. They promise lower loss than any other waveguide, but have not yet achieved this potential because of a tradeoff between loss and single-moded operation.

https://www.osapublishing.org/oe/abstract.cfm?uri=oe-21-5-62...

I haven't yet found the reference to the fiber I was reading about, though I do know it was still in the lab.

edit - it might be this stuff - http://optics.org/news/6/6/20

edit2 - https://www.novuslight.com/hollow-core-fiber-breakthrough_N8...
How is this not garbage in garbage out? Reviews are being dramatically gamed on amazon these days.
Yes. In fact, you can delete almost every preinstalled app on iOS devices.
Where was this?

I ask because what you're describing sounds illegal in California.
It says on their page "I created this site to help people, but also to make money by doing so"...
I'm not sure I follow. It's shocking because I should want go through a Google interview even though I have many other more interesting and just-as-lucrative options available to me? I'm not a stranger to taking risks and doing extremely difficult things, but Google has demonstrated to me, anecdotally through other talented and gifted interview candidates who failed, a high degree of randomness and subjectivity that is not proportionate to the difficulty of their interview process.
i thought they said average score doesn’t correlate at all with how you do once you’re in? a lot of high performers only get in 2nd or 3rd time and barely.
> Graveyards are hardly subsidized

How much in land taxes do they pay?
Because the people they hire can't do all the algorithms at interview speed either - they were just lucky to have reviewed the right material recently.
This is an amazing read. "When magnetic cores saturate and the field strays outside the core (see my first post), wires and insulation can overheat and in effect burn. Hot spots manifest not as a flames (one hopes) but as chemical decomposition that forces gaseous byproducts into the oil, which can be monitored. In all of these eight transformers, degradation began right after storm activity and proceeded slowly, so that failure arrived in weeks or months rather than minutes."
Ask HN: Has Google released a public post-mortem for Oct. YouTube outage yet?
If they have not, maybe an insider could tell us if they are planning to release one?

I've tried googling for one, but all I find is youtube videos of dead guys being cut up (not my cup of tea, apparently).
Then they are out of luck with this new T4 security chip cutoff, Apple says that it cuts off the mic when the laptop is closed, and there's no way even the kernel can override it:

“This disconnect is implemented in hardware alone, and therefore prevents any software, even with root or kernel privileges in macOS, and even the software on the T2 chip, from engaging the microphone when the lid is closed,” said the support guide.

So in this respect, there's no difference between the T2 chip cutoff and a physical switch... except that there could still be a backdoor in the T2 chip cutoff that Apple hasn't admitted to.
This was the least convincing blog post on this sort of topic that I've read. I didn't see anything that actually painted Amazon in a very bad light. I think anyone should expect bureaucracy to be a major problem at a large company. Complaining about promotions seems a bit unfair since he was only there for 5 months.

Moreover, I saw quite a few senior engineers and discovered that I do not want to be alike…

This is one thing that I've seen at several jobs I've had and it seriously concerns me. I'm almost 10 years into my career and I've worked at 5 companies. I don't feel like I've ever worked with someone that I really thought of as someone who I want to be like.

The senior engineers, tech leads, and managers I've worked with are usually people with more seniority, less energy, and not much more wisdom.

It wouldn't make me so anxious, but that I'm getting to the point where I feel like I'm their position and my less experienced coworkers are thinking the same of me. I try to be better but I've gotten tired of it and I get the feeling that everyone else is tired too.
(Taking things too seriously)

I think the major obstacle facing octopi is that they're solitary. When an ape invents something, a dozen others in its troop learn it too, and maybe refine it a little, and teach it to their children who refine it some more. A tech-savvy modern human isn't much smarter than the earliest homo sapiens, but we have 200,000 years of R&D behind us. Octopi don't have those social bonds, and no one individual--however brilliant--can invent advanced tech alone, from first principles.
Thanks for pointing that out!

I was frustrated by the expectation to focus on documenting to get a promotion. I don't think it is a good practice and was surprised to see that:

> focusing on that process (promotion) is not a distraction from doing your job: it is doing your job!

Seems like you understanding of "doing job" is different. To make it clear - I used to be promoted by helping a business grow - complete activities on time on an excellent manner, optimize, reduce costs, propose new features / work on POC.

Not by writing self-promotional documents.

> Exceeding expectations for your current position is how you
get promoted.

Unfortunately, it is not by "exceeding", but documenting that you have exceeded, and knowing how to document it right, sometimes not really exceeding at all.

> It seems like the author's idea of "doing your job" was different than his employer's, so of course he had a bad time.

Do you think I came from Tel Aviv to Vancouver AND brought my family to just "do the job" and not to exceed? And, moreover, write and share an article about that? No.
It’s in the advanced options of the install process..............
i'm fine but thanks for your concern.

i just think its annoying because lots of companies cargo cult google and what thet do is a largely tangential skill set from the rigors of day to day programming work and knowledge. its a ritual from when they were hiring small numbers of graduate students with no real programming experience to measure them on. also the whiteboard is a relic of a time before there were laptops with hotswap 2nd screens.
Interviewers can also be stubbornly wrong about their reason for rejecting your answer:

https://news.ycombinator.com/item?id=6070001
I keep reading about how bad Google's interview process is. But has anyone done any proper large scale research on what is the best way to hire software engineers? All the comments here seems like opinions of people based on themselves and no one provides a proper alternative. Just curious!
Someone with 10 years of experience getting offered an SDE1 role is a huge red flag for me and makes me wonder what this person's skill set actually is.
What happens is the hiring committee will disregard the interview report, and send feedback to the interviewer, saying "don't do that". (There are generally 4-6 interviewers on an interview panel, so if one interviewer does a bad job, there are other interviewers who will be providing signal to the hiring committee. A single bad interview report won't sink a candidate.)

Google's interview training is pretty specific about what is expected of an interviewer, and the interviewer has to write up fairly comprehensive reports about the questions that were asked, and how the candidate answers them, what hints were given, etc. Most interviewers ask questions that they have asked multiple times before, so they will include things like, "The candidate (TC) took twice as long to code this a very basic warmup question that was designed to motivate a more in-depth distributed computing question; unfortuantely, what a strong candidate could do in ten minutes, TC couldn't get working C code in 45 minutes". (Current best practice is to try to avoid revealing the gender of the candidate in the interview notes, hence the use of TC instead of he or she. The goal is to try to avoid triggering any unconscious bias on the part of the members of the hiring committee.)

Now, there are some screening questions that are asked by recruiters as part of an initial phone screen when they are hiring for SRE candidates. Those questions are multiple choice and are really basic questions designed to screen out old-school operators who are quite good at mounting tapes (for example) but don't have any understanding of what TCP might be, and who think an SRE job is no different from a traditional system administrator position. Those are not asked by an engineer, but by a recruiter; the goal is to avoid wasting everybody's time.
I don't think you need to worry about it. Google does interviews like this because they can afford to reject many good developers because they have much more candidates than they actually need to hire. I guess only most popular tech companies can do that. I bet it will never become a standard for the whole industry.
I agree that I don't think anything the author has written reflects particularly poorly on Amazon, but did you make it down to the "Summary" at the end of the article? Because the author basically says "Yeah, probably just wasn't a good fit for me."

All in all I found it was just the normal level of "big company bullshit" that is in fact a necessity whenever you have very large groups of people trying to work towards a common goal.
Far-Right Internet Groups Listen for Trump’s Approval, and Often Hear It
> I bet it will never become a standard for the whole industry.

It's going away now but it kinda was not too long ago.
Same in 2006 when I joined. Yet the myth just never dies.
Not sure what you mean by "sycophant recruiters". Most recruiters I've worked with were strongly motivated to bring good people on board at their company. If you are an attractive candidate but you let them know you're only interested in pursuing roles at a certain (non-entry) level, they'll either make adjustments to slot you into interviews for that other higher role or the process doesn't move forward and everyone avoids wasting time. It's really a win-win to be upfront about your leveling expectations early.
Probably because they're in the game business now.
I'd argue the T2 chip is actually more secure than your method. Magnets can be removed. The T2 chip cannot. Not without rendering the computer unusable and the data irrecoverable

If someone can physically modify your laptop, you've already been hacked, T2 chip or not.

if your attack model is "T2 chip is compromised"

I think the more realistic attack model is "Apple enables the undocumented 'turn on mic while closed' feature that it was required to add through a national security letter that they can't talk about."

And then that secret hack is either discovered (or stolen) by other government.
What law is this? I’ve only heard about the law that says employers are no longer allowed to ask candidates about salary history in California.
Grand Diwali Sale: इस स्मार्ट फोन पर मिल रहे है खास ऑफऱ भारी छूट
I can't speak for whether that was true in the past.
(If you really care i can bug people for historical data)

However, as of 2014 average interview score was very well correlated with job performance (I can't give you further exact details because they are still marked confidential and i can't find a paper or anything that has disclosed it).

Note very clearly the word average above ;)
Individual interview scores are definitely not predictive of job performance.
Thanks for your comment! To be fair, I didn't try to convince you - I was sharing my experiences and observations :) Most chances the article is not as good as others, I am not a writer (otherwise I wouldn't have a problem with writing a promotion document) :)
So self reporting by the interviewer?
> more real risk

What's not real about the threat of nuclear bombs?
Your argument is moronic. De-segregation is not the cause of
violence in your hypothetical and if it was then you were imagining a racist dreamland.
And sounds more scalable too, if they wanted to start applying the same principle to other components like accelerometers, light sensors etc.

Is it easier the "turn off" signal from the T2 chip to each device to be turned off than it is to route the "turn off" signal from the lid closed switch/sensor to each device. Why does it have to pass through the T2 chip first?
Because, among other things, having it on your resume gets you an interview almost anywhere else.
"They aren't animals that are after us, if they were, there would be attacks every day. If they see a seal, a fish or some of the other prey that's a different story but humans are not on their menu."

Humans may not be on the preferred menu, but they're sure as hell a form of food and in times of scarcity the menu becomes flexible.

It's interesting that he was able to develop a close relationship with an octopus, but the romanticized crap about sharks seems both unnecessary and flawed.
Great. So if you have ~6 years experience they will quote you a range of 150k-220k for say L4-L6 when your TC (base+bonus+rsu) might be anywhere between 200K-575K[1].

That doesn't sound like a particularly useful answer.

[1] https://www.teamblind.com/article/google-engineer---total-co...
Allo is canned ? wait, what - I use it every day !
Yeah right - unless it's changed it was _only_ about solving the problem. Had an interview with them ~7 years ago, unfriendly, hard to understand interviewer asking about weighing boxes of pennies in minimum number of steps. I got it to 2, interviewer said "no, you can do it in 1" then refused to move forward. I had 10 years experience at that time and that was never discussed and also would not answer my questions about working at Google. Recruiter afterward ignored my follow up email.

So yeah, buzz off..
I've interviewed three times in the last five or so years there, and I don't get the feeling the depth is as claimed in the article.
Perhaps, it's also the interviewers not implementing it as intended.

If these points were indeed important, I'd expect feedback addressing them. All feedback I received was about doing well or not well on certain questions. No meta whatsoever.

I didn't make it for good reasons, but I feel there is a big chance part.
I had one onsite interviewer in the first round who was difficult to deal with.
He presented a problem I've never seen in my life, nothing close. He interrupted and gave hints in directions that didn't make sense to me, and didn't give me 5 minutes to think without him talking.
The second attempt was fair.
In the third, the first phone screen's interviewer was constantly typing on his keyboard while I talked, and it was so loud. No real conversation happening. He was just staring in his screen clacking away. I addressed it, but he kept typing loudly while I was talking.
So annoying.

On the other hand, the recruiters were always very good.

At another company recruiting was a mess, and only knowing someone inside helped dealing with that, but the interviews were all great.
That's something that came to my mind as well. Probably there's something interesting following that path too — though for the time being I'm focused on getting the basics right first.
I wonder to what extent poor non-homeless populations are similarly shifted around the country, albeit more slowly?

A city in New Hampshire used federal funds to build low-income housing. Which attracted low-income people. Who disproportionately used city services. Which cost more than the added taxes and federal funds which came with them. So the city bought low-income housing. And tore it down. Which seems analogous to buying bus tickets out of town?
This is expected and predicted by the Amazon vesting schedule. In the case that you're curious, it's 5% in the first year, 15% in the second year, and then 20% per half-year until four years is over. Almost like they expect people not to stick around...
When dealing with unknown unknowns/ambiguity etc why not just split the groups, let them go do their thing on two separate islands, like running two parallel jobs based on contradictory assumptions and let the best job win.

The problem, currently, is that the winning ideology is enforced on all islands. The stakes wouldn't be so high if the other islands had no influence on your island.

This is part of the rationale for keeping decisions at as local a level as possible (and avoiding one-size-fits-all policies.)
Hot kiss
super interesting. thanks for sharing.

>we start with local Jupyter notebooks, and refactor bits of code into modules that get tested, which for our models mainly means recovering parameters from simulations, and then test them on real data

This is the part that everyone seems reinventing. Have you looked at PyML (https://eng.uber.com/michelangelo-pyml/). What are some of your learnings around jupyter -> production code.
A lot of these are around conventions - "write a function called train(), fit(), test()". Is that the basis of your pipeline as well ?
Yeah, but only ~20% of the population knows how to take out the plastic bit. You go to the restaurant with your family and watch them chew around the middle and throw away part of their burger.
Do people realize that there is no effective solution to this problem of hazing like interviews?

There are probably millions of High IQ people applying and vying to work at Google. Tomorrow Google could decide to add juggling competitions in interviews in addition to algorithm jargon and while it would lead to a lot more bitching from interviewers, it wouldn't matter to Google as they would still get their fill of qualified high IQ applicants.
It's a (negative) example. It's supposed to be moronic.
great work, and a nice PWA example. Thanks for sharing!
Yes, its poor writing/editing of articles that don't define their acronyms. or at least the important ones in the title.
If this is the division I am part of, there are definitely remote friendly roles available. The nature of the role will impact travel. My current role balance is about 25% travel, 30-50% coding, the remainder mentoring, design, etc.
Article from 2016
As someone who works at a company similar to Google (not FAANG, but just below), this is hilariously accurate.

> You cannot get promoted beyond a certain level in this place unless you...

YES! It's soooo not about smarts/(true) impact/anything truly relevant - it's about racing to the bottom via launches, and crazy ways to generate revenue. I find is so funny looking back, that pre-undergrad-graduation, I thought promotions came via actually doing great things.

> people internally usually warn about this shit, complain about it, file bugs about shitty performance, etc. It is ALL ignored

It's hilarious how L2s and L3s truly just don't give a damn about the opinions of those working at the company (first-level employees and those just above that)

After this job, I AM DONE with this big company ish. I'll leave that to the new-grads who still believe you get promoted by being smart ;)

rant over
legal question: How can Snowden submit a declaration while he is effectively considered a legal enemy of the state?
The collision of these 3 geographies is creating a new world order
You'll almost always be quoted for a single, perhaps 2 levels.

No one is going to be considered for both an L6 and L4 role.
Currently interviewing. Super excited at first, but now excitement is mostly dying down. We’ll see how it goes.

Thanks for the heads up. ^^
Erm, which city? I just moved here.
As women have more equal opportunity, the more their preferences differ from men
I've had the displeasure of being forced to use nix and to me it seems like an overengineered piece of garbage. I don't see why anyone should use this vs competitors
> If that were true then why not simulate those situations

Because when you try to simulate those situations in an interview that needs to be conducted in 45 - 60 minutes, the questions become the kind you hate.

I regularly interview candidates; and some find my questions weird. The point is that I'm trying to simulate everything in such a short time. Otherwise, each interview would take 16-32 hours, because we'd have to go through a massive onboarding process just to ask basic questions.
Thank you for your comment. Of course that is not how I see promotions work, I have added a remark to the original article to make myself clear.
Thank you again.
sudo -E should not pass LD_PRELOAD through anyways; at least, the one I'm using on macOS 10.14.2 and the Ubuntu 14.04 box I just SSHed into doesn't do this. It looks like the issue is that sudo -s causes LD_PRELOAD to be set again as root because ~/.bashrc is sourced again.
Quantum predictions
Token Binding protects against more than just endpoint compromise. It protects against users who copy and paste their cookies somewhere (possibly due to phishing, or due to just debugging why a request is failing). It protects against webservers that log cookies, and those logs leak or are disclosed wider than they should be. It sometimes provides protection against https MITM (via stolen or mississued https certs/private keys). It provides protection against other types of cookie leakage, for example Cloudbleed.
The author sounds super naive.

I'm not sure what exactly he was expecting, I believe this is how life is at all these big companies. Any of the FANGs will have the same level of bureaucracy. If you want a different lifestyle, you can join a startup or a smaller company, but this has been the way it has always been. Amazon is one of the largest tech companies in the world, I'm not sure why he would think it's somehow not a huge bureaucracy and a certain way of doing things with so many engineers.
I have recently interviewed at most of these companies, eventually managed to get some good offers at some of them, but let's be honest, I had to invest months in getting prep for the tech screening, whiteboard coding exercise and the whole non-sense jazz. I am sick of reading this blog posts because everyone knows, that is not how the majority of these interviews are conducted.
I have more than 10 years of experience on the field, I earned my degree in computer science years ago, but I had to go back and brush up on trie, tree, etc to convince the interviewers that I was worth working at company XYZ. The interview process is pretty much broken and very much biased towards fresh out of college eng. Unfortunately, if you really want to work at any of these companies you need to play their game and make them happy. Once you get the job, you will discover that most of your teammates are not as smart as they want you to believe they are and often you will be wondering how the hell did they manage to get a job at company XYZ. Well, they simply invested months prepping for the interview, plus they come from some well known university. Unfortunately when it comes to real work, they have no idea on how to get things done. What make things even worse is that often the tech screening is done by junior eng that have no idea and experience on how to conduct an interview and they expect the answers by the book.
A positive note: I also noticed that some companies are now giving take home exercise that are much closer to the day-to-day job. So maybe there is still hope.
Small teams are awesome in so many scenarios. I recently wrapped up a 4-week proof of concept for a client on knowledge management and discovery using NLP.

I was able to work with someone apt at machine learning while I focused on building out the UI and backend. We delivered a first release about 3 days after we started, giving ample time to seek feedback and let the users shape the direction.
Because if I want software to perform a particular action I will go looking at it. I don't want unwanted icons hanging around waiting for me to accidently click on them.