quote:

commandlinefan 28 minutes ago [–]

The linked article doesn't make a distinction between accusations that are found to be true or false - suggesting that bad-faith accusations are just as damaging as those found to be accurate.

mystes posted:

On an article titled "A MeToo scandal means an average 1.5% loss ($450m) in company value" there's a single comment right now:

quote:

Melting_Harps 0 minutes ago [–]

> This smells like some really bold and really ridiculous PR attempt.
Of course it is, they just use illegal loggers in Romania to offset their actual need for the crappy disposable stuff they produce. They seem to get away with that no problem, despite EU restrictions on it.

I've never seen the appeal of IKEA when it came to furniture, the long lines at some of the bigger ones I've been to (for breakfast) are baffling and you'd think they were giving the stuff away given how long some people would wait to get in. It all looks and feels so cheap, it looks like what they use when staging a home for sale or what a cheap studio set looks like for a 1 shot scene in a movie.

IKEA had to settle so many wrongful infant deaths in the US, something that arguably could have been prevented by the parents, but it doesn't undo the fact that it comes down to a sub-standard QC/QA practices and literately no engineering in their design team. But, IKEA (now a Dutch company not Swedish despite its branding) is the China of furniture and focuses on that business model: cheap, disposable items that are profitable only at immense scale.

quote:

midasuni 2 hours ago [–]

> I decided to take his advice and am up 115K on the year.

This is what is so wrong with the system. When it fails to work for so many people (last 12 months the worst year for the average person for decades), but the wealthy are making record profits, a correction is long overdue. Whether that’s a correction with Guiletines or fascism or just a stock market crash doesn’t matter.

When you have 200m you’re sitting pretty. When 200m have nothing you’re screwed.

I’m glad you recognise it, most on HN are immensely wealthy high income champagne guzzlers first up against the wall when the revolution comes.

quote:

naiveai 14 minutes ago [–]

So that the ads are more personalized. I know this sounds weird, but if I'm going to get ads anyway, I'd like them to potentially be products I'm going to maybe have a use for and might make my life easier.
I get the privacy implications, but asking "why would anyone agree to this" is kind of narrow-minded.

reply

NihilCredo posted:

mr. i-have-nothing-to-hide will be so thankful for personalized ads as soon as he buys a car and for six months google will show him nothing but more similar cars he might want to buy

quote:

I have friction with my stepchild. He doesn't want me to be a part of his life. Sometimes, I wish that he was older and we could try MDMA therapy to build a compassionate bond... he's not even in elementary school yet; that's a great way to get your child taken away. But I wonder if one-sided interpersonal problems like this can be addressed by giving the adult MDMA and the child a placebo...

suffix posted:

Neon Noodle posted:

SuoDuanDao 7 minutes ago [–]

On a tangentially related note, I've noticed that many heterosexual men imagine the comedian Felix Kjellberg (AKA Pewdiepie) must be the height of attractiveness for women, while few heterosexual women find him particularly attractive. I found this very confusing, but after a few discussions with heterosexual female friends of mine we've come to the conclusion that the kind of playfulness and disinhibition this persona consists of is looks like vivaciousness in a woman but immaturity in a man. I imagine some similar dynamics must be in play there

Neon Noodle posted:

SuoDuanDao 7 minutes ago [–]

On a tangentially related note, I've noticed that many heterosexual men imagine the comedian Felix Kjellberg (AKA Pewdiepie) must be the height of attractiveness for women, while few heterosexual women find him particularly attractive. I found this very confusing, but after a few discussions with heterosexual female friends of mine we've come to the conclusion that the kind of playfulness and disinhibition this persona consists of is looks like vivaciousness in a woman but immaturity in a man. I imagine some similar dynamics must be in play there

carry on then posted:

i work with a development-size openshift cluster and i genuinely have no idea how people keep these things running in production. it seriously wants to kill itself in so many obnoxious ways, and this is a 3+3 cluster with three users and no traffic

mystes posted:

Article:
America's 1% Has Taken $50T From the Bottom 90%
(It's about income stagnation.)

Top comment
Correction: The Fed's policies have taken $50T of wealth from the Bottom 90%.

Maximo Roboto posted:

boy that thread is a wasteland

mrmcd posted:

This isn't about the comments so much but it's on the front page and it's amazing: https://paygo.media/p/25171

Imagine got for the layup shot of making GBS threads on Google and BigTech and failing so hard even HN can smell the nightmare rear end in a top hat boss coming off you.

quote:

Hiring, Firing and Promoting. The famous Netflix culture doc claims that culture is “who you hire, fire or promote”. I strongly agree with this, reality > theory. The challenge was that, as Google employees, we were subject to all of the Corporate hiring practices. It is practically impossible to fire someone for the basic reason that you don't need this role any more or there is a better person out there or just plain old - you are not doing a great job. This neuters managers and does not lead to great teams, driven by mission, pushing each other to do better. Fast paced products have different needs that change all the time. There are people who are great for a stage of the company and later, do not have the right skills as the company grows. It is not their fault, it is reality. But not being able to replace them with people that do have the right skills means that people are constantly trying to “offload” an employee on a different team rather than fire them - something that is not conducive with fast moving and changing needs. I learned the hard way that if another manager is recommending a great employee to hire, that they are probably trying to get rid of the employee since they cannot fire them.

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Focus - as much as I tried to keep the team focused, being part of a Corporation means that the signal to noise ratio changes dramatically. The amount of time and effort spent on Legal, Policy, Privacy - on features that have not shipped to users yet, meant a significant waste of resources and focus. After the acquisition, we have an extremely long project that consumed many of our best engineers to align our data retention policies and tools to Google. I am not saying this is not important BUT this had zero value to our users. An ever increasing percent of our time went to non user value creation tasks and that changes the DNA of the company quickly, from customer focused to corporate guidelines focused.

quote:

Compensation - at Corp-Tech, the salaries are so high and the options so valuable that it creates many misalignments. The impact of an individual product on the Corp-Tech stock ins minimal so equity is basically free money. Regardless of your performance (individually) or your product performance, you equity grows significantly so nothing you do has real economic impact on your family. The only control you have to increase your economic returns are whether you get promoted since that drives your equity and salary payments. This breaks the traditional tech model of risk reward. Corp-Tech gives you now risk returns on equity. Since 2008, FAANG stock have only gone up so employees look at the equity is a fixed part of their salary with the only option of increasing. We tried to build an innovative compensation model but quickly ran into the challenge that employees viewed their equity as a given compensation so why sacrifice it for a risk model? These realities lead to extreme focus on promotion vs product success --Me > We > Product/Users. I feel that the risk reward model in Corp-Tech is broken due to ever rising stock prices and lack of personal impact on your returns. Perhaps Corp-Tech should move to employee share buy back where employees must sacrifice some of their salary for equity or change equity to vest by a product related metric to connect the teams performance with the employee returns.

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Transparency and directness - I have always been a pretty passionate guy, especially at Waze. After the acquisition, I was invited to speak on many different Google panels and events and very quickly, I began racking up my HR complaints. I used a four letter word, my analogy was not PC, my language was not PG… I actually stopped speaking at events where the majority appreciated what I was saying but the minority that was offended by something (words and not content) made it a pain. I began watching what I said, what I discussed and began wearing a corporate persona (I was still probably one of the less PC characters at Google but this was my cleaned up act…). I value transparency and feel that people should bring themselves to work but that also means a certain tolerance of people not saying something exactly as you would like them to or believing something you don't. That tolerance is gone at Google and “words” > “content” is the new Silicon Valley mantra of political correctness. You can say terrible things as long as your pronouns are correct or can say super important things but use one wrong word and it's off to HR for you…

quote:

Work life balance. When I was growing up in Tech in the ‘90’s - there was no such thing as work life balance. We loved what we did and wanted to succeed so we worked like crazy to achieve great things. As I had kids, I learned the importance of being at home for them and that's how I understood Work Life balance - its a balance, sometimes you need to work weekends and nights, sometimes you can head out early or work from home - we balance the needs of the employee and the company. Today, in Silicon Valley, work life balance has become sacrificing Work for Life - not a balance. Young people want it all - they want to get promoted quickly, achieve economic independence, feel fulfilled at Work, be home early, not miss the Yoga class at 11:00am etc. Having trouble scheduling meetings because “it's the new Yoga instructor lesson I cannot miss” or “I’m taking a personal day” drove me crazy. The worst thing is that this was inline with the policies and norms - I was the weirdo who wanted to push things fast and expected that some level of personal sacrifice when needed. I don't believe long hours are a badge of honor but I also believe that we have to do whatever it takes to win, even if its on a weekend.

hobbesmaster posted:

the free market is paying entitled millennials too much and giving too many benefits

quote:

When I was growing up in Tech in the ‘90’s - there was no such thing as work life balance. We loved what we did and wanted to succeed so we worked like crazy to achieve great things. As I had kids, I learned the importance of being at home for them and that's how I understood Work Life balance - its a balance, sometimes you need to work weekends and nights, sometimes you can head out early or work from home - we balance the needs of the employee and the company. Today, in Silicon Valley, work life balance has become sacrificing Work for Life - not a balance. Young people want it all - they want to get promoted quickly, achieve economic independence, feel fulfilled at Work, be home early, not miss the Yoga class at 11:00am etc. Having trouble scheduling meetings because “it's the new Yoga instructor lesson I cannot miss” or “I’m taking a personal day” drove me crazy. The worst thing is that this was inline with the policies and norms - I was the weirdo who wanted to push things fast and expected that some level of personal sacrifice when needed. I don't believe long hours are a badge of honor but I also believe that we have to do whatever it takes to win, even if its on a weekend.

quote:

After the acquisition, I was invited to speak on many different Google panels and events and very quickly, I began racking up my HR complaints. I used a four letter word, my analogy was not PC, my language was not PG… I actually stopped speaking at events where the majority appreciated what I was saying but the minority that was offended by something (words and not content) made it a pain. I began watching what I said, what I discussed and began wearing a corporate persona (I was still probably one of the less PC characters at Google but this was my cleaned up act…). I value transparency and feel that people should bring themselves to work but that also means a certain tolerance of people not saying something exactly as you would like them to or believing something you don't. That tolerance is gone at Google and “words” > “content” is the new Silicon Valley mantra of political correctness. You can say terrible things as long as your pronouns are correct or can say super important things but use one wrong word and it's off to HR for you…

quote:

It’s also a bit shocking that his speaking presence in the past couple years are the cleaned up version. All hands events typically had me bracing for impact when he started speaking.

...

When we joined waze, there was a very awkward "cultural training" thing where they told us things like that Israelis tend to be more confrontational and people might yell at us and each other, but they aren't actually mad. I don't think Noam actually is Israeli (and honestly I have no idea if this is some cultural norm in Israel or just something they told us?), but I think he does see himself as someone who would be perfectly fine after having a screaming match at work?

It made me very nervous to join Waze, but (almost) everyone's been completely lovely and I haven't been in any shouty meetings, so I'm not quite sure what to make of the whole thing.

Chris Knight posted:

"work-life balance is something only the weak cry out for, until it happened to me"

mrmcd posted:

We are kicking it around in a group social chat and a coworker who went off to work for Waze replied:


Starting to wonder if they literally had to have training seminars where they dish out a bunch of stereotypes about "That's just how Israeli's are" to cover for the rampaging toxic rear end in a top hat that was at the top of the org chart.

hobbesmaster posted:

the material is probably identical to “that’s how New Yorkers are” in that yes maybe they’ll say gently caress you instead of bless your heart but that’s not why the meeting is needed