I listen to Stellaris OST a lot these days. Turns out that good music to plan galactic domination is also good music to design and build software.

Don’t really play the game much anymore though. That was one of my main pandemic games.

I feel similar but with a 16-17” 3K resolution. Honestly it’s the biggest thing keeping me away from a Linux laptop and in my ancient 15” MacBook Pro.

Why even bother with the diagnostics? Just reverse the polarity. 7/11 times that fixes the damn problem, and when it doesn’t, then run the diagnostics and then go crawl in some Jeffries tubes for the rest of the episode.

Pretty sure my Calc2 prof pulled this trick on us sometime in the solids of revolution unit. Started deriving something on the board, just another cylinder ok, but wtf are you calling the radius ‘z’?

Costco’s soft-serve is way better than McD’s and actually is cheap.

Bullshit. Developers never make mistakes. N.E.V.R.

I accidentally sudo removed recursively our prod server. You know how I told you to never sudo rm -rf when you’re at home? I did it at root. Pass me another cigarette now would you? Yes I know I’m not done with this one, I’m gonna need the whole pack.

You may have my code. But your fork is your own, as per the license and you may use it in your designs as per the license. Though I will not assist you I do hope for your success, as I also hope that you may share in my struggle to make the machinations of our Spirit work to make the world a better place, and that you will contribute your improvements upstream.

No, but it’s basically a “I can use it to build my billion-dollar business and keep the profits if I want” license. The only real catch is that if I decide to modify the code and distribute it, I’m required by the license to share those changes with whoever gets the modified version. There’s nothing in the GPL that stops me from being a downstream freeloader, and I can stay on whatever version I like—no one’s forcing me to update to newer ones with terms I don’t agree with. Forking and modifying for my own needs is totally fine, as long as I slap the same GPL on the changes if I hand them out.

1:0

Ugly bags.

The article I posted pointed out that they’re trying to not waste the candidate’s time, as well. They used to do 12 fucking rounds of interviews—and because it’s Google, people tolerated that crap. One of my best friends is an old-school Googler that got in through that gauntlet.

Keep that in mind when you claim it’s an employer’s power play—in this case, it’s really not. More than four interviews, twelve, sure I can believe that. You should read about what some of the elite tier government special ops groups go through.

At this point we’re quibbling over a delta of one interview—I think we’re probably pretty close, or close enough to say “agree to disagree on the rest.”

Cheers.

You can scan before the encryption step. It defeats the purpose of the encryption such that only the privileged actor gets plaintext while everyone downstream gets encrypted bytes, but technically it’s possible.

It’s only a matter of time until a vulnerability in the privilege is found and silently exploited by a nefarious monkey, and that’s precisely why adding backdoors should never be done.

Google has done way more research on this topic than both you and I collectively and they settled in on 4 interviews being the sweet spot to get enough signal to be 86% confident, while not wasting any more of anyone’s time than needed chasing after single-point confidence improvements. In my experience, I agree with this. I’ve been through 6-round and 3-round (both to offer). Even as a candidate I guess I feel like i wanted that fourth round. Kinda hard to tell what a company culture is from just three meets. And after six rounds I was just freaking exhausted and didn’t really have a high opinion of that company-they couldn’t seem to figure out a clear mission/vision for their product and I thought their overly complicated and drawn-out interview process was a reflection of that.

Google goes into more depth as to why the three-tech + 1 behavioral/cultural model works for them. They call it a work-sample test.

The best predictor of how someone will perform in a job is a work sample test (29 percent). This entails giving candidates a sample piece of work, similar to that which they would do in the job, and assessing their performance at it.

Both articles linked are well worth the time to read. Hiring is a messy and inconvenient process for both companies and employees.

Calzones are just folded pizzas.

I don’t know dude. I took multivariable calculus, ODEs, linear algebra, modern physics; and a numerical methods for engineers class— all in the same semester. I was a fucking mess and swimming in integrals and derivatives and matrices and systems of equations (both differential and ordinary algebraic) 177% of the time. I honestly don’t remember anything of that five months of my life. 11/10 would not recommend.

I don’t know that any one book was a savior. I was reading from like three books per topic all at once to try to make heads and tails of anything and spending every minute I could in my prof’s and TA’s office hours.

Those two books were some of the only ones I kept, and just donated everything else. Maybe it’s just nostalgia.

My Dover Ordinary Differential Equations book is my second favorite math book.

My first favorite is Spivak’s Calculus.

They’re both just so beautiful. Wish I had time to relearn it all again. :)

Can’t. Stop. Laughing. Lololololilllololklollolloloplolopoklloklklolkoololollooolololollhelpicantbreatheloolololllolollloo

Can’t wait for Nintendo to sue Microsoft because VS Code can be used to edit save files.

I’ve rejected someone on their 4th round before—1st round with me. That candidate had managed to convince the recruiter that they had the chops for a staff engineer (>$200k/yr!) and passed two coding rounds before mine, testing knowledge of relevant techs on our stack—at this level of role, you have to know this coming in; table stakes.

I was giving the systems design round. Asked them to design something that was on their resume—they couldn’t. They’d grossly misrepresented their role/involvement in that project and since they were interviewing for a staff level role, high-level design is going to be a big part of it and will impact the product and development team in significant ways. No doubt they’d been involved in implementing, and can code—but it was very clear that they didn’t understand the design decisions that were made and I had no confidence that they would contribute positively in our team.

Sucks for them to be rejected, but one criteria we look for is someone who will be honest when they don’t know—and we do push to find the frontiers of their knowledge. We even instruct them to just say it when they don’t know and we can problem-solve together. But a lot of people have too much ego to accept that, but we don’t have time for people like that on the team either.

Look, I get what you’re saying and clearly I’ve been on the wrong end of it too, but if we make a bad hiring decision, it costs not just the candidate their job but also the team and company they work on can get into a bad place too. What would you do in that situation? Just hire them anyway and risk the livelihood of everyone else on the team? That’s a non-starter; try to see a bigger picture.