skysight-inc/HackerNews huggingface dataset:
Swimming in the Great Lakes is not dangerous at all. They account for 14 drowning deaths per year out of 4500 across the country. That's a quarter of the annual U.S. drownings in the Atlantic despite having more U.S. coastline.
The same happened with me a while ago, I hired a dev with 8 YoE because he had the best resume and was good on a video call.

Turns out he wrote some of the worst code I've seen, and worse, was unreceptive to feedback.

Ended up firing him by the 3rd day.
would need some benchmark against indexed data
We had to develop a new interface for swappable GPUs to make the graphics card and mainboard co-planar. MXM requires the graphics card to be stacked above the mainboard, which results in really thick laptops. This is part of why MXM is largely dead for consumer usage and lives on mostly for industrial and embedded applications.
Reading reports that they managed to kill hundreds of people many of whom were not legitimate targets in the process.
We had one of these. Excellent interview, couldn't even handle explorer.exe on the other side. We fired them within the week. No one felt bad about it. Just do it and move on. The longer you drag it out, the worse it will get.
Riva TNT was affordable.

And since back then any hardware accelerated solution that was supported by games was millions of miles ahead of software rendering... that was enough.
The Met Office has WOW: https://wow.metoffice.gov.uk/support
Probably to some degree. For existing older houses, of course you play the cards you're dealt to some degree. But for a new build that you have a lot of flexibility with, I assume most builders would counsel against putting one bathroom or a minimalist kitchen in an otherwise high-end house--even if you're a single person who doesn't cook.
Raising a Tribal Army in Pre-Roman Europe: Aristocrats, Retainers and Clients
Mmmmmmm... you have a valid point about entitlement and OSS but I'm going to also agree with GP here. Not particularly poking at this project, and the work that's gone into it, but too many projects don't have a short paragraph explaining what their purpose is and why it matters.

I'm not going to name names because I don't want to throw shade at what are essentially good or even great projects but, as a recent example, I encountered a library in our codebase the other day where I simply didn't get what the point was, and the corresponding project page and documentation - whilst really detailed in some ways - didn't help. In the end I asked ChatGPT and also found a series of video tutorials that I watched at 1.75x speed to understand it.

It was worth doing that because the thing is already used in our codebase, and it's important in that context for me to understand why and the value it adds.

But if I run across something reading an article or whatever, and it mentions some library or project in passing, I'm semi-regularly left a bit baffled as to what and why and I probably don't have the time to go digging. Nowadays I probably would ask ChatGPT for a short summary because it's so convenient and it's often quicker than Googling, and maybe I'll start submitting PRs against readme.md files to add those summaries (with a bit of editing) to the beginning of them.
As you consider the decision to let them go, consider the impact on other people in your work place too. Other developers notice someone like that underperforming and getting overpaid, and it can hurt the good climate you aim for. It may feel bad to fire them, but it may be worse to keep them.
I’ve been in this situation when I was a junior engineer and found it really frustrating. I’d literally done more work in a week than the “senior” had done in their time at the company. They had shipped one change (a migration) and then nothing for 8 months.

Why should I stay at your company as a junior engineer if the people I’m teaching things to are senior to me?

It devalues seniority and the general appearance of meritocracy in your organization to keep this person at senior. If you really want to be nice, give them the title and compensation that is appropriate for them. If you can’t do that, the right thing to do is to politely say it’s not a great fit for the role and let them go.
It could say "cloud" instead of server and "your device" instead of cache and laypeople would get it, I think. It's unfortunate that servers are called cloud but at least there's a word that's commonly understood. Not sure if "on our end" would work, perhaps it would, too.

Contrary to GP I have no doubt that the original message was phrased the way it was to avoid explaining how things work, on the theory that it's bad form to explain this, because users understanding it is neither possible nor desirable. If a programmer was writing naturally, for their colleague or future self to read the message, the server and the cache would certainly make an appearance. They weren't omitted because the context was obvious but because exposing the context was considered undesirable; I think so because a more internal rather than end-user error message never looks like this.
The Tactical Utilization of Cognitive Biases in Negotiations [pdf]
Fire immediately.

The other devs are going to be PISSED if they find out they're making less, and everything will start derailing.

There's loads of other good devs available instead.
Twitch is already licensed for publishing after it did a deal with the NMPA back in 2021

https://www.nmpa.org/nmpa-and-twitch-announce-agreement/

That’s primarily via the PROs - ASCAP, BMI, SESAC.

E.g. ASCAP says
“Fortunately, most popular live-streaming platforms, such as YouTube, Facebook, Instagram Live, Soundcloud and Twitch are licensed by ASCAP”

See third accordion here: https://www.ascap.com/help/ascap-licensing

I’m assuming because DJ performances via twitch are considered non-interactive streaming they - like Pandora’s free tier - don’t need a mechanical licence, at least in the US.

How that then translates to other territories though I’m not entirely sure. In Europe I’m pretty sure they’d need to have a mechanical licence in place whether or not they are interactive.
I think that the influence of 100 engineers is easy to answer: if you set technical direction as an EM or VP of engineering or whatever level E8 is, this means that _indirectly_ many teams will scramble to work to fullfill the exact technical direction you set, which means in turn that managers and senior engineers in those teams will be working on something that you at least had a saying in. That’s how you affect 100s of engineers.

More directly if at some point a bug appears and it’s a blocking issue for releases over an entire department or vertical in the company, if you fix it, you can even affect SEVERAL hundreds of engineers. Apart from these very high level overviews I doubt that E8 folks will look at a chunk of work and start thinking about the number of engineers they’ll affect…
It’s also much more important at that level to be truly product oriented and seeing where the real impact can lie.
Additionally to this, don’t forget the classic “promotion driven development” where features are reinvented or “trivial” changes that affect an entire user base are rolled out, etc
There are many screen recorders that do not show a "giant banner", and even if there weren't, it's ~200 LoC to implement an efficient screen recorder for Windows that's hidden.
Rad stuff!
They have, via the NMPA deal in 2021. (See my comment a couple above)
Kernel development, simulations, numerical methods, ML, graphics, database internals, compilers, infosec engineering, etc.
Pulling the lever isn't designing the lever. Sometimes reality designs the lever and you have no choice but to make a choice.
Welcome to the music business, baby!
I'm curious how much they're willing to invest in skills development for the sake of their future career.

I.e., what if you agreed to let them keep their current job title, but gave them the responsibilities and salary of a junior dev until the skill gap was closed?

Then (a) they have a way forward, (b) they avoid a career-limiting feature on their resume, and (c) you wouldn't be overpaying for their work.

That's the best balance of kindness and fairness I can think of at the moment.
I don't think what people are asking Israel to do here is to let the Palestinians have elections while being occupied?

The demand, not "ask", is that Israel end the Occupation.
>I guess in most companies this would be a no-brainer, but we're a small outfit with a focus on personal development, intrinsic motivation, good climate, and low turnover. Do you think there is any way to rescue this situation? Or should we make this (perhaps justifiably, after their misleading self-presentation) the first time we let someone go for performance reasons?

You have to fire. No hiring process is 100%. It is worse to have them stay. If your organization is unable to fire people because you have 'not firing people' as an objective, you're optimizing for things that aren't advancing the business, and essentially shooting yourselves in the foot.
Assuming your side of the story is true, can you downlevel them to a more junior position and reduce their salary? If they won't accept that, then the only reasonable option is to let them go. Other developers will notice and become disgruntled having a incompetent co-worker making more than them.
Elusive jaguarundi inspires biologists to share data across Latin America
This is what the 'probation' period is for?
Gleam compiler backend that targets Nix
At $460 this is pretty extensive for a new panel.
This kind of question can only be definitively answered through market discovery.

If you can come up with an economically productive use of intermittent excess electric power, which beats Bitcoin in profitability, you can make a truly enormous amount of money selling whatever value you're generating to the people who want it.

Because it's a safe bet that excess intermittent electricity is going to be a growing resource over time.
In China, Tesla actually lets you fully wrap your car when ordering and it comes pre-installed.

I really want to see something like that come to the US, as it means you could have the bland color underneath to preserve the resale value argument, while having the color you want.
> this resolution is perfect for 2:1 scaling, which is especially convenient for Linux

That is one hell of a way to say “Linux sucks at fractional scaling and we’ve given up”
It's not me, is it?
This is so strange: a few days ago I commented on an HN post (https://news.ycombinator.com/item?id=40582712) about when "programmer" became an acknowledged job title, and, in my comment, mentioned how I used a Chebyshev approximation followed by two iterations of Newton's method to compute sqrt, and then today this article shows up with exactly that use case!

I wrote that code (to compute sqrt 2) in 1974 or 1975 in IBM 360 Assembler. I used a conditional macro constant that increased the number of iterations of Newton's from 2 to 3 just in case the client wanted double precision.
It's only impostor syndrome if you're competent.
Your hiring process screwed up, so let them go, and figure out how to fix it next time around. There's really no salvaging the situation as you have described it. The engineer is unlikely to take the option of a role that has lower status and pay, especially given that you've already introduced them to the team as a senior.

At a large company they likely wouldn't recover from this situation either - but they have the financial and management resources to just sandbag him with the worst jobs until he quits, which I'm assuming you can't afford.
If you follow your argument to a logical conclusion it would require that we ban millions of people with mild impairments from operating machines. That is the worst kind of ageism, discrimination, and ableism.

Imagine that you studied and went through pilot training and got your license. Do you really believe that when you start solo flying that you, an inexperienced pilot, would be a safer pilot than someone like Bill Anders at 90? Experience, guile, and cunning count for far more than you can imagine.

When my mother was getting older I looked at age related accident data. I apologize that I don't have the reference handy, but it was quite striking that teenagers are far more likely to have an accident than an elderly driver. I guess we should ban teenagers from driving also? Experience matters a great deal.

How about if we find that recent immigrants are more likely to have an accident due to lack of familiarity with local driving regs? According to your logic we should make a law banning immigrants from driving. And on and on...

As far as your comments about military service, even if we are anti-war (who isn't?), it is still possible to admire the hero who is willing to put their life on the line to defend their community.
no offense (okay, maybe some), but how is this even a question lol... fire immediately. it's not something tangential like communication, but about someone lacking the core skill that you are paying for.
> The Dead Privacy Theory says approximately all private data is not private; but rather is accessible on whim by any data scientist, SWE, analyst, or db admin with access to the database.

I like this so much I'm definitely stealing it!
And possibly they are the ones putting pressure and asking for features...
Highway: C++ library that provides portable SIMD/vector intrinsics
>“The fastest way to demotivate a good employee is to show them the lengths you are willing to tolerate a bad employee”

- a sheet of paper i found in a desk 20 years ago
“Performing Rights Organization” - so in the USA, ASCAP, BMI, SESAC. They offer what’s known as “collective licensing” for music rights - essentially an aggregation of a bunch of copyright owners, so that someone who wants to use music can negotiate with the PRO and get access to all its members rights rather than having to go and negotiate with thousands of individual music publishers, songwriters, etc.
The camera, battery, storage, and AI technology are there. The trend is clear. It's only a matter of years before we all wear devices (glasses or clips) that record our entire lives. This will be a big change, but have a lot of benefits (safety, recall, etc.)
Irrationally, I always think that posts like this are about me in my own role at work. Thankfully, I’m not this out of my depth. My impostor syndrome has decreased by 6% today.
Get that interview process fixed ASAP and let this lemon go. Don’t be surprised if there is pushback from non-technicals if this hire checked a bunch of boxes for other departments.

A good strategy would be to have them be a lead on a minor project that requires technical chops and communication. Ensure there is a daily standup and grind them on details and timelines. Get them some juniors as direct reports to expose their lack of knowledge, then have meetings with these junior devs about project performance.

The stress alone will probably make them quit. Document as much as you can in emails and messaging systems.
"Sure he ran a money-laundering crypto exchange for a decade+, but he helped out an open-source project once!"
Glistix: Compile Gleam code into Nix and use it in your configurations
It's the nice way of saying it.
would be interesting to see if some open source project (which usees postgres) and is available on github can just get forked with this enabled and then have a before/after comparison

some seed data would be required though
Why not sell physical copies of your book from out of the trunk of your car?
The Backrooms of the Internet Archive
> Not uncommon at all to see comments in HN saying that "oh well if it's not OSS I won't try this software you're showing off". Try saying to a carpenter that if they don't give away their new chairs for free, you wouldn't even start to think of getting one!

Apples to oranges; if a carpenter tried to sell me a chair that could take actions against my best interests and that could just disappear or stop working one day or that I wasn't allowed to repair myself, I also wouldn't even start to think of getting one. I avoid proprietary software because it has a long history of going out of its way to screw users over; that it often costs $0 is secondary.
We don't have those in America. Mostly because your healthcare is tied to your job, so nobody would risk taking a probationary role that could land them out of work and without healthcare at the end of it...
the plan is to exploit 'free' markets to force de-industrialization
10 years ago yes, but nowadays that domain-specific knowledge can be solved with a $20 ChatGPT subscription (as it simulates very well pair-programming and spitting out explanations for you).

It sounds more like legacy / messy systems with no dev/staging platform, or very bad documentation,
or even a terrible onboarding process if you really need 9 months for someone to deploy code.
> which sounds like the file with the license text has to be somewhere in the distributed software.

Sure, but somewhere accessible. I don't know about the Windows Store, but say for Android, the user only receives the app as an apk, so the only way I see to distribute the copyright notice to the user is by adding it to some "About..." submenu.
First talk to this dev face to face to understand if they were lying to you and being disingenuous about their skill level or was it your own interview tests that just failed to detect they weren’t a senior

If they lied, fire them.

If they were honest during interview and their previous company salary, wasnt higher than your junior pay, give them an option for either demotion or resignation (with decent severance if you can afford to so that they have safety net to look for new jobs)

If you were going to hire someone junior too in the short term, then just demote this new dev to his real level.

If not, and you desperately need senior dev, make this current new dev resign or fire them.
If you hired from an external recruiter, don’t delay getting rid of them — there’s probably a warranty clause where you’ll get most of your recruiter fee back if and only if you turn it around quick enough. 12 weeks in and the warranty is normally done.

Letting go of someone sucks, but offset that against upsetting your current good, hard-working team. The quicker you let this person go, the more easily they can pretend the job never happened on their CV.
Do they know they're underperforming? While they may have imposter syndrome, it's a different thing to know you're actually under performing in the eyes of management. Have the difficult conversation and address the elephant in the room.

Critically, discuss your options and intentions with HR. It can get messy for everyone if you don't approach dismissal in the right way.
When I Realized I Was Not That Guy
On some special days, the crossword puzzles even generate a clever, witty animation that goes along with the hidden theme. In other words, an easter egg.

They're different enough so I could see that they create a separate repository for each special version of the puzzle.
It makes sense if you consider our obsevable universe as the inside of a huge black hole.
We hired a guy like that. Clear deficiency in hiring process. I wasn't in management, but letting the mistake fester won't make it better.
Additionally, if someone is that "senior" and good at interviewing, but not at thier job, it's unlikely they will come up to speed at a reasoble rate. Thier primary skill is interviewing, they might not be able to learn the skills they need to succeed.
Let him go!
Build a memory wall for your startup
This is correct. I give $3/month on patreon for 2 chapters a week to this one author. $36/year isn't a lot, but it takes these authors' years to finish these books at this rate, and any author would kill for the amount of amount I sunk into 1 book. Multiply it out, and it becomes a livable wage if you can get enough people to support your patreon. I have a friend I personally know who did this. He's not even a good writer. He just found an underserved niche and made a livable wage $1from somebody at a time. His writing improved and I'd say it's passable, but no one would pay $10 at all once for any book he wrote. Apparently over a year is fine though.
That is just evil to both that person and your team. Just let the person go if they do not satisfy what they were selling them self as. Dont play evil and stupid games.
"Easy to extend" for me means keeping things decoupled (as opposed to adding extension mechanisms etc.).

Of course there's a tradeoff (there always is), I think my point was just that this option doesn't really seem like it fits between "quick and dirty" and "over engineered", though I suppose that probably depends on how you picture that continuum ;)
This is a good case study and how different the US versus European climate for scenarios like this is
I think the clickbait title might harm the reception here somewhat. This kind of solution is potentially interesting, but it's a solution with many tradeoffs. Keeping a copy of the data synced has a cost in space and in general resource usage. And of course the analytical queries will work on slightly delayed data, which might or might not be an issue for your use case.

The part I'd wonder about is how expensive this is after the first sync, especially for a table with many writes. And related to that how long the delay can get between your live data and the column store version.
Unfortunately, due to budget cuts, we could not afford to vanquish all of the antiques in the architecture. We do have an infinite spell of Ben Gay, however....
Add people slowly but let go quickly, nothing good will come out hanging on to this person hoping for the best.
The international term for general delivery is "poste restante" and some form of it is available most places.
For now and unless turned on remotely or after every damn user is nagged to turn it on or after sneakely turned on with the next Edge update or ...
> but we're a small outfit with a focus on personal development, intrinsic motivation, good climate, and low turnover.

This is cool and all, but company culture is a two way street. Presumably you have this focus because you expect that employees appreciate it and in return are happier, more resilient and ultimately more productive because of it.
But you can’t have this with someone who misrepresented themselves from the moment they walked in.

Consider also how this looks for other employees. They were hired for a job, do it well and in return got a great employer who cares about their wellbeing. But if you keep this person on, then you devalue the effort everyone else puts in, because apparently you can just lie on your resume and get the same great treatment as everyone else without any consequences.
MVP is a great approach, but very tricky to balance against "you only get one chance to make a first impression".
Yeah, it's easy to downplay it but a single sign on (not government-provided, only government-standardized) to do everything from tax returns to downloading your medical record is not at all a given in many other countries. Hoping that they don't mess it up.
Yourself.

- If your build breaks in the future because of this, nobody will come help you.

- If you decide in the future that you want to cross-compile to a new platform and porting contributed code is a big pain, that's on you.

- If the contributed code results in crashes for some users, they will come back and complain to you.

- Etc.
I would like to see more colorful cars but I am finding cars dull in other ways. They are becoming like bejeweled wifi connected smart hammers. I used to have a hammer that I could just hammer on thing (and pull nails, and tap things into place, ect.) Now I am having trouble logging on and cannot afford the nail extraction feature.