skysight-inc/HackerNews huggingface dataset:
I don't know if you've been through the firing process on either side, but after you go through a couple of dozen of these, and the hit to the morale/performance they entail, not to mention emotions involved, you tend to at least try to vet better to avoid such huge distractions in the future (a lose-lose for everyone involved!)
> piracy is more convenient

It sure is when I can load an entire show on a Plex instance and can sync it on my mobile device without any arbitrary limitation (like how many episodes I can sync, or synced copies that expires after a while which I experienced abroad on Netflix).
I left a hedgefund interview loop for this reason.

I finished the 7th on-site interview. After I left NYC and flew back home, they wanted a 8th ( phone screen ) interview because one the interviewers lost the results.

On the one hand, this space’s modus operandi is more data is always better.

On the other hand, they have to trade and make decisions in a fast paced environment with imperfect information.
I have never been able to get interchange plus just 0.1 or 0.2%.

Is anyone getting this for SaaS? It seems many processors consider digital goods or services like software to be more risky.
Agreed. It doesn't matter at all if asking is banned. Just learn how to talk around the question (not difficult), and always refuse to reveal previous salary.
I interviewed with four companies back in May for staff engineer roles(or staff equiv). Based on that experience and my current employers process a somewhat baseline expectation can be:

* Phone screen with recruiter that reached out to you

* Screen with the hiring manager

* Behavioral interview with multiple peeps

* Code pairing session with multiple peeps

* System design session with multiple peeps

So AT LEAST 5 hours time commitment just on interviews. Add time to research the company, its employees, and etc. Maybe the code pairing is instead an at-home test of some sort. This could potentially add hours(or in the case of Teleport like 20+ hours). Just engaging with a handful of companies was a huge amount of extra work and stress on top of existing responsibilities.

I pulled out of three voluntarily and declined an offer from the last for various reasons, opting to stick out till my RSU cliff in October. For the next round of engagements I may start toying with filtering out companies based on their hiring process as well and giving push back on it to see what happens.
If only there was someone that could go arrest them…
Companies don't want to do job training anymore. Instead of a general background and attitude check, they need to know if the candidate has all of the individual skills that will be used on the job.
Good to see MacType discussed here.

This tool is more important in Chinese/Japanese/Korean environment as CJK glyphs have more strokes per character as compared to Latin languages. Windows's font rendering tends to fit glyph strokes into pixels (tint).

On a low DPI settings (<100), fonts on Windows look more sharp and clear, while on macOS, which discards the bitmaps altogether, the result is blurry (albeit I still prefer to be able to appreciate the original design).

On a higher DPI settings (>130), IMO under normal font sizes (>=10pt) the font has enough pixel realestate to behave like what it was designed. The antialiasing could do its job without relying the heavily hinted result.

Here are some comparisons.

https://pbs.twimg.com/media/EhoCr9GUYAAjzMG?format=webp
Left: AppleWin (Safari for Windows) | Right: Chromium | 12px PingFang SC on 200% system scale
As you can clearly see, Apple's font rendering makes every glyph clear enough while ensuring every stroke has the same weight, while Chromium, relying on Windows's font rendering makes the font jagged (stroke width varies), baseline not level (遵守 on the 3rd last line, component 辶's bottom is way up)

https://pbs.twimg.com/media/EJUJZL8UYAAC7sC?format=webp&name...
Left: AppleWin | Right: Chromium | 15px MS Gothic on 200% system scale
MS Gothic has a very large character design, but on the first line of paragraph, 口 from "口周辺" is not reaching the the height it supposed to do, because of Window's approach of fitting that stroke into a line of pixels. And Windows makes the font thinner. This approach apparently ruined every diagonal strokes like 丿 and 丶, making those strokes even fainter.

I have another example of Microsoft Yahei font being drastically better on 200% with MacType but I couldn't find it at the moment.

It's suffice to say that MacType will recovered the font rendering for Windows in 200% scale. However, in 100% scale, it provides fixes when Windows messed up with fonts in some cases when it purposefully fit the strokes into pixels.

https://pbs.twimg.com/media/DrJStIiU0AA01uT?format=webp&name...
Safari for Windows, 100% scale
https://pbs.twimg.com/media/DrJStMyV4AE_b6f?format=webp&name...
Vivaldi, 100% scale
Font rendered on Vivaldi is thin, not equal stroke width, with jagged curves. It's miles better on Safari on Windows. Just look at the "产品" on the bottom left, Windows makes the upper 口 in the 品 painfully short in height.

While i appreciate Windows's effort to make glyphs more legible for lower pixel density displays, but at least provide a toggle to turn it off as it literally ruins everything else. Fonts MS used in every Office/Windows/even Windows Terminal showcase video are not hinted font yet the glyphs look pretty legible, and even gorgeous (if you appreciate the curves of Segeo UI) in a 4:2:0 subsampled video, animated, yet average Windows users can't find a way to experience this on daily basis without MacType.
Interviewing these days is not a technical challenge. It’s a fraternity/sorority rushing week.

Technically I was qualified and able to answer their questions. But ultimately was turned down after 6 rounds of interviewing. I think I was heavily dinged because I wasn’t entirely familiar with their product in the wild, and was never given any hint as to what product I would be working on.
> I'm not sure how one could avoid dressing to express oneself, to at least some degree, unless you exclusively wear work uniforms or hand-me-downs.

Exclusively wearing work uniforms (outside of work) or hand-me-downs is still, in its own way, expressing oneself. One way or another you make a personal decision on how to dress and whether to follow a particular style, trend, price point, etc. and that reflects something about you.
The LinkedIn post on which this story is based:

https://www.linkedin.com/posts/mike-t-conley_jobhunt2021-lea...

(Not previously discussed on HN best I can tell.)
I've been using the term noob for decades. Reading your comment is the first time I've ever seen anyone compare it with boob. There is a big world out there, with lots of different people using words to mean things.
I would consider that anti-fragile, actually. Cracked front or back glass is limited to a visual defect most of the time, hence why so many people continue to use it.

In comparison, something like an old iPod with a spinning HDD could have a storage failure from a fall.

That modern phones, not just iPhones, are these completely solid devices, packed to the brim, with no more moving pieces makes them surprisingly resilient.

They're even water and dust resistant now just as a standard. Dropping your phone in water was a death sentence a decade ago - it's whatever now.
Most people I know in the industry are making 200-250 base plus another 200-300 bonus.

One just got an offer for 200 base + 150 bonus and that is to work 100% from home far away from NYC (for an NYC-based firm).
If you go to an interview, you can probably suss out which are stringing you along and which want to hire quickly. Ask if they need a candidate immediately or are taking their time. Ask if your qualifications are exactly what they're looking for, and if you feel like a cultural fit for them. Ask if they have the budget and headcount to hire you immediately. Ask which teams the people interviewing you are on, to find out if they are all in different teams/departments or the same. Ask if each interviewer even knows who the the previous interviewer is in the company ("Frank who?"). Ask if they know exactly what they want you to work on. Follow up periodically to see if they are responding to you in a timely manner.

It's common for there to be some uncertainty with one or two of these things, but if there's a lot of uncertainty, you are being strung along. Best case they are waiting you out trying to find a better candidate, worst case they don't even have the budget for you and are playing politics within their company using you as leverage.

Interview multiple places in parallel, and don't cancel any interviews until you've got a signed piece of paper. But of course, prioritize the ones that aren't jerking your chain.
I have coming up on 10 years at Google, and a 20 year career total, and the few times I've dipped my toes into the interview water in the last couple years I've pulled it out promptly after being told I'd have to do one of these "leetcode" style interviews.

I won't do them. Not worth the stress, I already get paid handsomely and treated with respect. If I'm going to go somewhere else it will because it's less stress or more interesting, and I expect I will get paid less anyways. So jumping through hoops and practicing skill testing algorithm stuff and coding on a whiteboard in front of some disinterested arrogant 20-something-year-old... Not going to happen :-)
> Five companies told him they had to delay hiring because of Covid-19 – but only after he’d done the final round of interviews.

This is a typical HR strategy to keep themselves busy so they don't get laid off. HR is not a revenue generating department, so even if they aren't hiring, then they still need to push paper.
Job training is not as much worth it for companies when employees can switch jobs at the drop of a hat.
How? I have seen people with 25 years service (electrical engineer) walked out with zero notice. Unless you are unionized, you can be fired on the spot.
> Your position is "I need to entertain myself and my kids and they want the new shiny thing"

No it isn't. It has nothing to do with need.

> we miss out interesting/engaging cinematography

When was a better time for movies and television?

2021 was a bad year, but before that there were more than two movies released every day in the US. You couldn't find anything interesting in those 800 titles?
I actually found a way to do this and it worked really really well.

Find an english song you like and know very well, record yourself singing it, it's gonna sound horrible trust me, listen to it, you're going to notice all the tiny mispronunciations because you know the song very well, and you also know how to pronounce it correctly for the same reason.

Now you have a good reference to work with, pay close attention and start fixing little by little.

It worked for me, maybe because I like playing guitar and signing, but I guess it can be done with other recordings as well, like TV shows or speeches.
> I'm not even sure I would have recognized the former as a usage of the verb "drag" before thinking about all this.

Drawn/drew aren't uses of "drag" at all, but are uses of "draw" which can be a synonym for "pull" (among many other uses.)
Or more realistically, the Alabama miner’s strike that has been going on for four months without a peep on he networks.
Nice, is that sell side or buy side?
The risk is artificially inflated by how hard it is to fire people.
Try shadowing.

Shadowing is basically just playing audio and repeating what you hear as soon as you hear it. You can do it by just watching Netflix/youtube. The ideal setup is a pair of headphones and microphone that plays your own voice back into your headphones to help you hear yourself.

Focused shadowing sessions will increase your awareness of sounds that differ in your current spoken voice and your goal.

One more thing: Watch out for 'small' mistakes in your writing. No space between a period and the next sentence. Pronoun 'I' not being capitalized. Spelling mistakes. They tend not to cause communication problems but people may label you as having weak English because of them.
What’s not mentioned is companies collectively want to waste candidate’s time.

If candidates have less time for interviews, they will have less offers/counter
offers to use as leverage
On Writing Well by William Zinsser (to address the writing points people are bringing up).
> macos is clearly better

Wow, truly a member of hn intelligentsia to claim that what I like must be liked by everyone.

Your comment is useless, u offer nothing objective, no facts.
Taking years to prune bad talent is another sign of a problem in the organization.
Linux is another story. Debian looks different from Ubuntu which looks different than vanilla RHEL
I'm not American, so I have less insight than you perhaps, but I'd say America is much more affordable than Australia. In Australia most jobs are in Sydney and Melbourne. Perth is mostly for mining and Brisbane doesn't have many tech jobs.

Real estate prices in Sydney and Melbourne are in the million(s), but incomes are ~100+k AUD. Some people earn 200k+ as a principal engineer, but that's pretty much it.

In America you have much more cities where you can find a decent job and different lifestyle. If New York is too expensive, you can move to Raleigh, NC. I don't think that exists in Australia.

There is also a very low degree of innovation in Australia, it's all related to real estate and mining.

Personally I just feel like it's not worth building a life here unless you get a large inheritance, but for an immigrant, America is a much better place to build a future.
>The fee is paid by the customer.

No it isn't. It's literally against their TOS for merchants to add on a surcharge for using Afterpay.
You say that and I’ve seen several companies in practice echo what you’re saying. However, I fail to understand why they don’t simply make better use of contracts and probationary periods to solve that specific problem.
Next time you hear a hiring manager complain about shortage of engineers, ask them why haven't they changed the process with recruiting instead of just trying to fan out and sending automated tests and take home assignments.
Then give them a reason to stay (note: it's also not all about money)
It does seem like the obvious efficient solution hypothetically. Right now we have proxies "Well he worked at FAANG so he's probably good enough for us" on the company side and glass-door (horribly subjective) on the individual side. But really no way for extremely-qualified individuals to say "show me all job offers within X miles that pay more than $y for position $z" (closest thing I'm aware of is indeed).

That said, for whatever reason the startups that tried to be intermediaries (and also various recruiters) tend not do very well in my experience.
In my long and storied career, well long at least, every single truly heinous, project-killin', crazy person actually interviewed pretty well.

Honestly, I don't have a good solution to the problem.
This a hundred times over. I still remember in 2020 multiple places asking me "I see you've used .NET core, what *version* have you used?".

I had a kind of career crisis/breakdown, where I realised no one gave a shit about anything except my utility as a walking set of tech keywords. Accepting that it wasn't working for me was one of the best things I've done for my career.
TLS Fingerprinting (2015)
Apply. I had the same feeling and got a near 100% hit rate on my resume. Even for things is didn't really think I was qualified for.

To the point where I went back and had to rethink applying only to companies I really want to work for.
It's just such a waste of time, too - you toss out so many other potential opportunities when doing these. I've heard of this being done to interns, people that only have so much time to get a job. Six interviews until a rejection. If you can't start your career without this going on I don't really know what you can do. I can't imagine the recruiters conducting these in the same position, going for six interviews to get that job. For software engineers you just need it, apparently.
It's a solved problem that remains unsolved for other reasons. I've seen this tried a bit and... not always a great success.

Often a HR 'initiative' or management whim to buy a product or hire someone dedicated to this, but it's got to have management momentum.

Take a call centre - easy to add into feedback, measure, monitor, should gel with on-the-job performance, the feedback often with a dedicated QA or QA team providing input.

Take a (classic, bigorg) development team - not so much regular communication (spoken), and what there is gets stuffed into conference calls and [fake] 'scrums'. Those that already have good communication (and technical) skills do OK, those hired for technical skills (with language and softer skills taking a back seat, as when a role is created or becomes free then filling it with someone reasonably up-to-speed becomes the priority - I know this is setting yourself up to fail - and 'language' a long term improvement target - if someone's gone through 10 years+ of English language education I don't think 2 hours coaching per week, now with a fulltime job, perhaps getting married, social life, perhaps kids, other hobbies, is going to work but for all but the most committed).

It's a solved problem. What's not solved is banging management head against the wall with (long term) bad-fit hires OR giving staff a proper amount of time (10 hours pr week, company time, personal time as they choose) to allow them to develop as a long term fit with the company.

And on development conference calls - so so so many times dominated by someone in a position of seniority or more fluent language to the extent no one else gets a chance to get practice of making a substantial and cooperative (i.e. discuss, not just blast what's been done) contribution and having a discussion (going round "what's achieved, what are you doing, any roadblocks" doesn't count).
> The Internet is designed on an end-to-end principle

Yes, this is true, and the end-to-end principle is great. But it's not always straightforward to follow, and certainly is not a religion. In the end, no one cares about the end-to-end principle. They want systems that are flexible, robust, and high performance. In some sense, it's a lot like simplicity. You try to and make your design as simple as possible, but sometimes, you have to have complexity. It's not ideal, but it's not a deal breaker either.

Additionally, you have to ask the question: what is an endpoint? "A" server, or can a distributed system be seen as an endpoint? After all, a single server is a bunch of independent components communicating with one another (via infinity fabric, PCIe, etc), so why would it matter if we spread those components across machines (and spoke RPCs, RDMA, whatever)? To me, a service running in a data center with a load balancer in front is "an endpoint" and no real violation of the end-to-end principle is taking place.

I think extending the definition of "endpoint" to everything behind a CDN is a stretch too far, but ultimately, I think "endpoint" isn't really defined well-enough to be the unit we talk about.
Would be nice to get some debugging capabilities. Perhaps implementing the devtools protocol
The article could say anything, anecdotally I see an increase in this.
They give an explicit example of a HP Laserjet. The image is B&W under white light and my experience with Laserjets is that they're B&W printers. I know they make color versions, but that's not how it's presented in the article.
We get interchange +0.1% but we are in travel and because of the various card types used (gold, platinum, etc) sometimes it’s just a tiny bit cheaper than 2.9%. For example 2.7%. It all depends on card types people use.
I don't like Sublime Merge that much. Probably because I tried GitKraken first and loved it. It helped me understand stash and rebase better than the command line ever did. At some point they decided to not allow gratis use on private personal repos so I switched to VSCode with the Git Graph extension which gives me most of what I liked from GitKraken.
Sort of, but nature / decentralization / emergence is messy. The internet still works pretty well without rigid intermediaries (besides unavoidable core routing paths and root DNS), but that open property is also what enables people to easily disrupt things, like with DDoS attacks.

In a hypothetical distant-future anarchistic society, it's very likely you're still going to have private security forces, analogous to Cloudflare's security offerings, and some of them will probably grow to be quite big.

Attackers have an asymmetric advantage. One person with a gun can quickly terrorize or kill a lot of people, and one kid with $10 on their parents' credit card or access to a botnet can instantly bring an organization's web presence to its knees at the click of a button or input of a command.

I definitely agree that any one entity controlling too much of the access route is a concern and a risk, but before Cloudflare it was Akamai. If they never existed, Akamai and CloudFront would be the de facto oligopoly. If Cloudflare dies, someone else will probably gain a similar market share.

You can try to make security enforcement as decentralized as possible, like Bitcoin tries to. But, it was probably inevitable that a few huge mining pools would come to dominate, just like a few big security/CDN companies have.

It's plausible that there could be future solutions that will offer similar security and performance and resource-conserving benefits for free without requiring any private intermediates, and I'd happily recommend them over Cloudflare/Akamai/etc. if they existed and were as good or better. They just don't seem to be here right now.
It's really only the write / ACID features of WebSQL that are interesting to me, though. There are lots of ways to get a high performance read on key/value pairs if you've already downloaded all the data. We don't need a new methodology for that. What's interesting is the ability for web app storage to respect foreign key constraints and transactions within a local data model, without having to rely on rolling your own middleware to resolve inconsistencies.
Contacts in what sense?

Probationary periods could work but it's a coordination problem. Such periods are the norm in Europe (coz it's very hard to fire someone) but for an at-will place like the US, given that the industry doesn't really do probationary periods in general, any employer who starts doing it would be at a disadvantage.
funny same experience here. I interviewed for four months at a very select and under the radar fund. Once a week I would go in from 730 am to 9 am and speak with a member of the fund. I got all the way to the end, and in a bout of emotional torment, I turned the offer down. In hindsight, its one of the biggest regrets I have. Would have retired long ago
Perhaps related, on this page musing about Wikipedia (https://shii.bibanon.org/shii.org/knows/Wikipedia.html): "It is founded on the unfortunate belief that people will always do good things and be nice to each other, and after a few spectacular years that everyone involved will remember, it falls apart in a miserable, unhappy mess, which everyone will later insist they had no hand in."
Experience for downloading software on Windows:

- search for software name online

- open first 3 links to find reputable download source

- decide on format (portable exe vs msi installer vs zipped binary) and download it

- invoke software installer specific to the software

- hope you never have to uninstall it

Experience for downloading software on Linux:

- open package manager

- find software

- click "install"

I'll let you draw your own conclusions, I guess.
Perhaps that's still true in casual conversation, but in the hiring world .NET appears to be about server applications exclusively. At least in my observations.
Also I would say at this time where wfh is significant part of job market.Communication skills are more important than before
I think GP meant "reference check"