skysight-inc/HackerNews huggingface dataset:
I greatly dislike the emphasis on competitveness. I think that's incredidnly wrong & not at all a part of fierceness.

many who have great vast deep activation potential (belief & knowledge & could mpetrncy, long & hard accrued) do not personalize themselves so.

Becoming comfortable with ambiguity, with not knowing, with mystery is one of the finest clearest signs of intellect to me. these folk are both deeply empassioned, fierce, but receptive able to be persuaded, not decidi ares to a side or themselves. they recognize the non-zero sum nature of reality, recognize that there are many lessons & potentials for improvement everywhere. to be fierce is to be hungry, to want to find the right & true & uncover & make use of as much as possible, to learn more, see more, experience more, much of which will be tainted & not right but in those failures equally constructive & establishing.

deeply dislike some of the characterizations here, but also grateful to have some persona of some kind of integrity that somewhat resembles the mensches I still identify the nerds as being strivers for.
This is really cool, never knew I spent so much time on WA!
I hear it gets a lot of flak. What's wrong with Leetcode or how does it distort the job market?
This is pretty neat. I wonder if there are other metrics that'd be useful for different types of sales. For example, if I'm an investor discussing with my potential portfolio, I wanted to know their response time.
somewhat. It's been quite a while and I do remember that hppa was one of the machines in my .. pillage pile of plundering (like an sun U1, a U2, an U-what-was-it-60? three flavors of sparc, an SGI workstation and various other UNIX pizza boxes) and my memory tells me except for the SGI we had them all running at some point (might've been hp300, hp700, should've been prior to hppa renaming. Looking at the numbers, hp700 sounds more familiar).
The purpose of these boxes was indeed to offer shell access to students for the fighting the lemmings exercises (a series of C quizzes with regression tests aimed at showing students the pitfalls of non-portable programming), and we did have quite the variety..
But memory lies, so no, I'm not absolutely sure.
This is different. It's a light field display, so you can view things at different angles as you move around, rather than having to sit in a very exact position and only seeing one angle.
Yeah, I use crypto for purchases quite frequently. From hotel rooms to supplements.
That's fair, cramming algos is easier than cramming intuitive problem solving skills.
It can be pretty safe, but it requires restraint and selecting a good subset of the language. There's still plenty of footguns that an inexperienced person might hit.
4-6% per month is not hyperinflation by any definition of hyperinflation that I can find.

You are talking about inflation, albeit maybe really severe inflation.

Also you are off by an order of magnitude regarding where inflation figures are at. As another commenter mentioned, I think you might be misunderstanding that those figures are annualized
I have 25 years experience and a CS degree. I even taught Java and C++ for 4 years at a college. Our top performing developer has this background:

No software eng. experience 2015.

2016 Bootcamp

2017 Salesforce

2018 - today - our company: TS, React, Vue, NodeJS, Python, Main devops developer that brought up our docker infra.

> Didn't happen.

Yikes...
I would also be interested in this, but it's also something simply crammable. It's impossible to know from a limited interview time just from trivia whether or not someone just crams last minute.

I'm more interested in knowing if they can debug something nasty or opaque with patience and using deduction instead of flailing. Chances are the person who can do this might also be able to explain why a red-black tree inversion is a certain O-notation, but its not strictly necessary.
>senior experienced engineers

Companies use Leetcode because they don’t want to pay for experience.
> Are any companies actually trying to recruit like this?

I get some very crappy spam offers like that every few weeks. 35K to be a Java dev in Atlanta kind of thing. They do happen.
"Senior" is just a title. It doesn't mean anything unless it's at a big company with known standards.
PBS Eons: How Humans Became (Mostly) Right-Handed
> FAANG companies - filtering candidates by asking tough LeetCode questions, which is understandable

Not sure that I agree it is understandable but I definitely am glad they make this bad decision. I dodged the bullet on interviewing with a FAANG and failing on one question (the recruiter told me it was the answer on a single question that kept me from getting an offer) after doing an onsite in SV.

I did not know what I was worth and would've felt compelled to accept an offer that would've been 30-50% less than I could command at the time and I would've had to move somewhere with 4-5x the cost of a home than where I live now. I didn't get that offer, and after a little bit more time I got an offer somewhere where I earn 2-3x as much as I originally said I was worth to the FAANG (based on places like glassdoor, etc.).

The culture is better, I can work wherever and whenever I want, and would have to go out of my way to not make impactful decisions that go to prod for millions of customers multiple times a week. It'd take 2-4x my base salary to get me to walk, which I could possibly command, but I don't feel any desire to look because I didn't fall into the FAANG trap and enter a cycle of pretending consultants selling quiz books know what software engineering is and jumping to be able to survive in SV.

I messed up something on a whiteboard with an apathetic interviewer about a special tree inversion or something - who gives a shit - and I have been extremely happy that happened every day since.
Why is that hard to see? With a lot of simplification about "good" and "bad" candidates...

It's the natural outcome of there being a very small group of bad candidates who apply for a lot of jobs, and a very large group of good candidates who don't apply for jobs very often. What if there's only 50 bad candidates in a particular region, but they all apply for every posted job opening? That's a lot of chaff to get through on every single job posting.

Things aren't that simple for a lot of reasons, but the basic idea holds - you don't need a huge number of people applying for jobs they're clearly unsuited for in order for those people to add up to a huge portion of applicants for any particular job opening.
NYC senior engineers typically earn $150k-$250k in salary.

Unless you want to be a lifeless drone for a HFT fund. But then living expenses aren't that high in NYC, compared to Bay area.
Believe me, it felt made up as it was happening.
Upwards of 90% of applicants for many roles - talking about external postings, it's usually only 50% for internal - have clearly (in my experience) not even actually read the job posting, let alone have an understanding of what the job would entail or any of the requisite experience to be successful in it.

Many of the remaining 10% have read enough they'll try to fake the requisite experience or understanding of it, but on the job would fail almost immediately (and not in a coachable 'oh yeah, we use bit x instead of y here', but in a 'have no idea how to use the calendar App we use, despite claiming years of hands on experience). Only a couple % of applicants for a public posting will have the actual experience and ability to do the job.

And that is before we start talking about fit with others/ability to work in the culture effectively, and other soft skills.

I've had candidates apply for senior Java developer positions that couldn't write out the most basic class structure on a white board while claiming 10 years of experience (like class Foo {}), candidates applying for engineering managing jobs that struggled with basic arithmetic, candidates applying for executive admin jobs that had no idea how to process an inbox at all (except to sort everything with a billion filters - except I needed them to, you know, actually figure out what needed to happen and sort out the junk, not categorize the junk for me to sort through), and a million other weird things like that. I had a lawyer who wasn't a lawyer once. That one I filed a criminal complaint against.

Sometimes it may be brain lock, but in many cases I think it was fluffery and 'fake it till you make it' thinking.

A large part of being a successful company is figuring out how to filter out the frauds/incompetents/won't actually fit or work outs, from the people who can get things done and can work with everyone who is already there without making a giant mess. It's surprisingly hard. Most don't do a good job at it.
Machine Learning engineer reveals the art of learning anything
I had a recruiter straight up hang up a call with me today with no warning. This industry is really toxic.
The biggest reason is that google doesn't provide the utility that each of these individual libraries brings to the table. Even if they did, there's nothing that says the total "omega tracking bundle" that you'd be downloading from Google would be any smaller than the aggregated total of these libraries. You'd definitely have fewer network requests but I'm not sure that would really move the needle as much as you'd want.

While there is probably a bit of overlap, many of the above tools have very different use cases. For example, chartbeat is commonly used more on the editorial side for writers to track article performance but imrworldwide is a subdomain own by Neilson that they use to serve their sdk which offers metrics for preroll video ads. Hotjar provides user heat maps but sail-horizon is part of sailthru and used for email marketing.
Not surprising to me, It's a field that pays an insane amount of money for such low barriers to entry (notably, it does not require expensive credentials). And there's swaths of stories out there about people going from 0-100 in a matter of months.

Additionally, this may be a popular opinions, but there are a lot of places where you don't have to be particularly competent where you can earn more money than you could otherwise.
How to burnout 101. Setting an unrealistic performance expectation by doing what you love is fine, but that expectation won’t cease once you are asked to do something uninteresting or frustrating.
I had a Google research scientist telling me during an interview that they don't like their job and don't recommend it. At a different occasion, Google's VP showed up 15 minutes late, asked one question, and stopped paying attention for the rest of the interview too busy with their laptop.

I understand that these are probably outliers but I will not be reapplying soon.
10X was different than S, it could run Win32 apps that didn't do anything hacky or gnarly, and it was a very cleaned-up windows experience.

I can't say it would have taken off, but it was a different approach than Windows 10 S was.
Australia's NBN; taxpayer funded Gigabit capable fibre optic to 90% of homes that only need 50MB/s.
How else is an underpayment problem going to get fixed but by demanding better? This is more of a “both and” situation in that there is not one “real” problem but several problems which are not part of a zero-sum game.
Bitcoin Melting Down
When a bubble bursts, it is sometimes subtle. It is not a dramatic event but just sneaks up on you. Bitcoin was holding well for 2 months between 48-60k and then the rug gets pulled.
It has tables. Just hit the + and select table.
I interviewed at a small company just for an internship several years back. It was an iOS position, but again, internship/jr. level. I said I wasn't an expert but wanted to learn and had spent some time developing some basic iOS apps on my own.

Guy proceeds to seriously ask me about low-level memory management, i.e. ARC (Automatic Reference Counting) vs. other methods (this was roughly 2013 or so).

I attempted to give an answer from what I knew just reading the docs, as I hadn't written complex-enough code for it to matter. Mentioned I didn't have first-hand experience using it, so that's my frame of reference.

He basically laughed and went off to tell the recruiter it wasn't worth having me finish my interview loop.

I understand for an experienced iOS engineer at the time, those would've been entirely valid questions and it'd be reasonable to expect enough time spent using them that a quality answer could be given.

But I was honest in saying I hadn't gone that far and this was for an internship.

Of course that was also when I realized that in the real world, there are small companies who tend to want FTE-level of productivity out of young engineers/interns for that pay level who aren't experienced enough to know it.

Edit: Coincidentally that same day I reached out over Twitter to the CEO of a company I admired, also in SF, and asked if I could just tour the office since I was in the area.

That CEO spent his lunch hour with me, had a good laugh about the interview story, and worked with one of his teams and recruiters to get me in the schedule to interview. Got an internship there the right way, spent two years interning, went full time for 3.5 years, and that was the beginning of my full-time career.
Hard to take this seriously with all the straw men and broad generalizations.

Reality check: there has never been a hotter seller's market for software engineering talent. The fact that you have not landed a job does not mean that supply is not short in general. Rather than blowing your stack at some recruiter who you heard on a podcast interview, you might want to reflect on yourself and how you might be coming off in job interviews.

As far as low pay goes, yeah, welcome to the labor market. It's easy to write a blog post about how companies need to pay more, but hard to reconcile the reality that if they don't have FAANG cash flows, "market rate" for developers may not be viable, regardless of management's good intentions or lack thereof.

And with regard to bad interviews, remember interviewers are individuals, with skillsets all over the map. Once you get more senior it gets even more frustrating to be judged by someone who has a fraction of your experience. Trust me when I say there is no value in dwelling on this or getting your undies in a bunch. Suck it up and figure out how to play the game (read CtCI, practice on interviewing.io, ask for feedback) and land the job, then do the best work you can every day. Angry screeds will not change anything about the industry and will not help you.
This reads more like a whiny “I didn’t get the job and i hate the ceo i saw on tv” rant than an honest critique of tech hiring. I can’t believe Medium expects people to pay this.
Apple is only protected from inflation insofar as it makes real investments. Bitcoin is not a very good and significant store of value.
This looks quite interesting.
Well, there are some problems that make it hard to hire.

- Being in Outer Nowhere. It may be a nice place to live, but if you go there, you're trapped. No other employer unless you move.

- Being in an obscure technology niche. If you spend five years working on railroad locomotive motor control, you have a hard time getting a job afterwards.

- Going to a company that's in a mess and has no one with a clue. This is a setup for either overwork or failure.

- A staff job, rather than a line job. At a "tech" company, developers contribute to revenue. At a company that just has an in-house IT unit, developers contribute to cost.
Sure. If both parties are willing, you can also use pokemon cards to buy things. The main point of the comment is that it's not convenient and common to use crypto to buy goods and services yet.
If you're a college student, you should be single minded on having at least one (and ideally two, since the first will be lower caliber) internships under your belt. This will get you past every single new grad filter screen. If you can do this and handle junior dev algorithm questions, you will have plenty of new grad offers.

Also, if you are even vaguely talking to a recruiter (e.g. via career fair) then they are not going to screen you using an automated system.
At some point I got opted-in so that they email me every time a post of mine hits a "milestone" (10 karma, 25 karma, 50 karma, 100 karma, ad nauseum). It was incredibly annoying and confusing when I got a constant stream of email for a single comment.

Most of the changes to reddit over the last year or two seem focused on driving short term engagement.
I was rejected by a startup because I didn't aks a question about the company and they thought that I was not interesting in the company.
RIP: All the time I took for completing the application writing a cover letter for the job.
I my experience google habitually bans just anything seemingly tinkering with ad loading code
Am I missing something? If GLD drops and your initial put was ATM and the buyer exercises, then you lose.
This. I never understood The attractiveness of working for Facebook, Twitter, Netflix, etc. other then money. How is the Dev work there helping society at large?

Once, I got approached for a job at Amazon to help "build the next big e-billing system"... What an uninspiring thing to do.
Normal video chat at its best is just kind of shitty though, so people don't have a whole lot of motivation to put in a bunch of work to make it still shitty, but slightly less so.

If I could get video chat that felt like real life, that'd be worth running some wires for.
We looked into bio plastics and bamboo for both the tube and closing cap. It’s easy enough to find bamboo-based biodegradable tubes but the closing cap is pretty much always still normal plastic. Biodegradable plastic also has its controversies: it won’t degrade in clean ways outside of commercial composting facilities. There’s also a bamboo-based plastic controversy around toxicity of the product in e.g. bamboo-plastic cups.
Great write up.

I have a requirement to allow users to create adhoc tables within a web application. I was wohoe beat to represent this on database. Any thoughts?
Those only work at the actions level. I need them at the workflow level. The biggest issue here is the differentiation between actions and workflows, I need my workflows to be treated as actions and reuse entire segments of them. This isn't possible without copy/pasting code.

I also need arbitrary logic to configure and run my workflows (like an else branch... that would be nice).

This is in large part why Team City and Jenkins beat out Actions when we reevaluated.

The YAML file is not a config file in the workflows I have written, it is the top level program calling many other programs. The syntax limitations (and unsafety of its interpreter) make that unwieldy. But it's not possible to workaround without never using any other action in the marketplace, which kind of defeats the purpose of using actions at all.
I think if you want somebody to learn the syntax of C++, and more/less understand some code, then that would work.

But many places are using C++ only because something about the problem domain requires it, often performance. Understanding C++ and cpu architectures well enough to write high performance code is a completely different beast than just understanding c++ well enough to write code.

Understanding C++ syntax is a long ways from writing C++ that's not full of memory corruptions, as others have mentioned.

So it's not just "train somebody in C++", it's "train somebody in C++ and writing memory-safe C++ and writing fast C++".
Really good point. The really good candidate/engineer/whatever might end up only doing 3-10 interviews over 10 years, or less. They do well and get rewarded where they are at, and get picked up quickly when they do interview - and with a good offer.

The really badly interviewing candidate might end up doing 50 a month for a year before they stop looking - and be on the market in another 6 months to a year, where they do it all again.

You'll see the bad pennies a whole lot more often than the good ones.
If he had only that much experience and he applied for some senior position that required years of knowledge, I'm not sure I would curse at him, but I would definitely be really angry at him and whoever let his resume turn into an interview.
Your profile lacks clear coding experience.

And your highlighted recent experience as a game designer would just make me disqualify from any engineering role.
normally i would agree with you but no. not for C++. having worked with C++ in the past I would not venture to say I know C++ today (it’s been a while) or have high hopes that I would just pick it up in a few weeks like any other normal language
It's not that true... newer c++ features did go a long way in reducing memory management bugs but there's still a ton of footguns.
I'm working with/adjacent to data scientists and it comes up fairly often. Do startups not have anyone doing some kind of analysis for them?
People undervalue other people’s skills and contributions and overvalue their own skills and contributions.

I notice this more and more in hiring process. Teams expecting new member to perfect fit wrt hard skills over soft skills. Frankly, hard skills can be taught, soft skills can’t be taught and take long time to modify behavior.
Another article with content that I agree with (high level points) and at the same time disagree with (reasons supporting said points).

The industry is rife with credentialism--but it's more due to the extremely self-centered approach developers use. I don't mean self-centered as a colloquialism for "arrogant," I mean it as in they tend to hire people who resemble themselves (i.e. their skillsets) rather than who is best for the job. And the credentialism changes in different regions/tiers of tech companies. That's why FAANG tend to target elite private school grads, and why line-of-business shops tend to target Programmer/Analyst III types.

There are gatekeeping algorithms in resume filters that lead to a sort of hivemind in the community. On the other hand, a ratio of 5:10,000 could just as likely indicate a poorly presented resume as bad algorithms.

Interview questions are problematic. The author has a big miss on the rest, though. Asking a person to implement Japanese Go (or anything, really, for which it is applicable) with flood-fill is exactly the same as asking them what a closure in Java is. It's just a pig with lipstick on. And that is a problem, of course. And completely omitted: the criteria that establish just what progress toward a solution counts as acceptable at a given level.

Education is inaccessible, probably the only point of the author's I can't really quibble with too much. Companies are being exceptionally short-sighted here, and doing themselves a disservice.

Can't argue with the last bit about pay and benefits, either, really. It gets better the higher tier of company one goes to, but even at FAANG engineers are undercompensated (though arguably perhaps not suffering from poor benefits).
> I’m an HM

> I literally can’t relate to this on any level

Well that would be the expected outcome, no? The author claims a problem exists in hiring and sets out articulate what that problem is. If the problem exists, then as a hiring manager, it's a good bet that you are, at some level, involved with that problem. For your stance/perspective to lie anywhere from a harsh opposing view to merely unable to unable to endorse the author's perspective ("what is water?") would be unsurprising.

(Note that this is true just as a matter of logical consistency and is not particular in any way to hiring itself; try replacing "hiring" here with "skub" and it's still true.)