Boulder is surprisingly low. From my experience, it’s on the more expensive side for single family homes. I’m curious what’s driving the info in that dashboard.
I interpret the OP point as addicted to the result of ads (free stuff), not necessarily the ads themselves.
This shows up in a lot of threads about paid search engines and the number of people unwilling to pay $10/month when Google provides similar quality results for “free”.
This is something I've been wrestling with for a little bit. The challenge is that if everything is locked behind a data analyst then things only move as fast as the data analyst. If a business person needs some information now, not next quarter, the challenge is managing the queue for the data analyst which devolves into a world of "rush jobs". It's all the things highlighted by the theory of constraints (The Goal by Goldratt is sooo good). You can alleviate the DA bottleneck by getting more DAs or you can find ways to help the business users do some of the basic stuff themselves.
I wholeheartedly agree that just giving a business user access to the straight database is not ideal for all the issues mentioned - they don't know the context and the gotchas in the data combined with probably not understanding how to write SQL. I think an effective data warehouse strategy with straightforward data marts of materialized views can simplify the interaction and maybe even make it really simple for someone to generate basic visualizations. A lot of business people can make basic dashboards in Excel which, worst case, could be connected to a data mart. It's not going to handle BIG data but may cover a large number of use cases for most businesses.
I'm in favor of creating some basic dashboards We've also been experimenting with embedding dashboards in internal tools that provide some slice and dice capabilities but with a high level filter. A user can manipulate and tweak a dashboard for a specific customer but to look at a different customer they need to navigate to it in the internal tools, not via the dashboard.
Sorry - was looking at an older version of the page and didn’t realize there were already a bunch of the same comment. My bad.
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Will they though? Maybe some toy ones but the distribution of other browsers are largely built on chromium with a few on Firefox and one or two on WebKit.
Beyond that, there’s Arc that’s made a splash with the HN crowd but IIRC, it’s VC funded so a whole different set of concerns.
There will be other browsers but almost the entire browser market is essentially funded by Google.
My partner has been searching for an SDE job for 8 months and recently received an email requesting her to do a recruiter screen. She responded and got a call instantly where the “recruiter was a text-to-speech AI.
Presumably the entire process was automated; I’m assuming if they’re using text-to-speech, the selection and initial email was all AI.
It's the curse of scale. Automation allows there to be plenty of job postings and job applications, but it sidelines the human part of actually talking to someone. Those in the know will end up sidestepping this altogether and using their networks to get a direct line to a real hiring manager or applicant. I've done this myself where I talk to past collaborators and professors I know and ask "Do you have an intern/soon-to-graduate-student you recommend with skills X, Y, and Z?"
This is admittedly unfair to outsiders, but if you talk to someone, there's a high reputational pressure that assures you're dealing with a real person who's likely a decent match for the job/applicant. This is valuable precisely because there's high friction and doesn't scale.
I generally agree that relying on a network and human referrals is the way to go but building an effective network is much harder than it used to be. Meetup groups and local conferences were a good source to make connections pre-pandemic but that has really withered in the last couple years.
Past collaborators are also a great source but she is junior and doesn’t really have any she can leverage.
My initial advice to her was do some real projects, document her work and insights in a blog and engage with others on social media but that’s mostly screaming into a void.
My approach to hiring is to focus on competencies (what do I need them to accomplish) rather than skills (how many years of JS) but that doesn’t cut down on the number of applicants any, just makes initial eval a little easier. I was pondering the idea of leaning in more on AI to screen on competencies which might incentivize higher information density on resumes but the quality of that eval might not actually be any better and only increase the “black box”-ness of it all.
My suggestion is to focus on a fewer number of companies, instead of sending resume in bulk. When you narrow your choices you can study well and notice bugs or issues that need to be addressed. Fix them, send the results to someone in the company, it will increase your chances substantially.
The people doing the interview are being paid but the company itself isn't making any money from the interview process either and it's dedicating resources that could be more productively used elsewhere for immediate results.
Both parties are making short term sacrifices in hopes of finding a mutually beneficial relationship.
> building an effective network is much harder than it used to be
If you’re in an American city, go to cafes and bars. Be the annoying person who asks what someone does and persist. It’s absolutely annoying. But I’ll also always follow up on it, because that skill in itself is differentiating.
It seems to be a class-based social more. Among the rich and upper-middle class, approaching someone to introduce yourself isn't unfavourable. If anything, it's seen as a right and children are taught to do it. Among the lower classes it's seen as uncouthe.
You see it strikingly at e.g. birthday parties and galas. (Particularly in the U.K., Western and Southern Europe. Though there, unfortunately, such cold introductions usually aren't enough to cross the barrier. Hence my qualification for this only working in American cities. Also Nordic countries. It even extends to the design of social spaces, with private clubs and even elite airline lounges having chairs face each other while tables at fast food places are more isolated.)
That’s why we’re building Touvlo.co (for hardware engineers) - human engineer interviewers, interviewing humans on real world applicable engineering skills, more fair to outsiders, standardized, scaleable!
In my experience, the AI-vs-AI hiring battle takes place in parallel to normal hiring pipelines. Even before ChatGPT went mainstream, recruiting for key roles was largely happening via referrals or scraping LinkedIn for people at target companies.
When I posted jobs (for a moderately well known company name) on public job boards, we'd get 1000s of applications within the first week long before people were using ChatGPT to fill out applications. The majority of the submissions were absolute junk: People spamming their resume to every job out there, resumes from people completely unqualified (like tech support people applying for Staff Software Engineer roles), or mad-libs style resumes where people threw word salad into a PDF while forgetting to tell me what they actually did ("spearheaded initiative to reach across the company and leverage synergies, increasing company revenue by 23%")
It has been like this for a long time. ChatGPT only seems to have emboldened more people to switch to spamming resumes and sending vacuous applications everywhere.
It’s a giant telecom company that already had some pretty big red flags around how they treat employees from my own network.
The best part is that she already interviewed there a while back. She got a backend interview and didn’t pass (she’s primarily frontend); not a big deal but she gets a message from a new recruiter about every 2-3 months about the same role. This time it was just AI doing it.
Yep, I just had this happen too. I'm not looking nearly that seriously but the position as described was nearly perfect. The AI phone call plus a couple other minor details (slight changes in the description/requirements) which could probably be easily cleared up with a human made me distrust the entire process and walk away.
I love that idea. Record the messages and use that to fine tune your own language model to improve the chances of talking to a real person? If she does that and can’t get a job, the market is officially broken.
Thoughtworks Technology Radar has Insomnia as a "Trial" in the issue that came out today because of Postman pushing for more things to live on their servers.
While not quite the same, still feels like awkward timing.
I have Paperless watching a network folder from my NAS. The scanner scans directly into that folder and Paperless picks it up and processes it within a couple seconds. Even if Paperless went down for a bit (which happened before I upgraded my server), the files remain on the shared drive until it comes back online.
Without that, I had paper piling up waiting to be scanned.
IME Paperless is nice as idea, but really buggy... Sometimes search does work for OCRed text but not for labels. Sometimes labels themselves are not shown or need to be written/edited by hand browsing it's storage.
Beside that is a nice idea, but too focused on scanned stuff, today many docs are not scanned nor pdfs.
That’s quite cool, I might add that. I did set up E-Mail watching using an iCloud account and it’s working well too. Must go donate some money to the Paperless team!
Parsyl works with companies of any size to monitor and insure shipments of food, vaccines, and other essential goods worldwide. Our sensing devices bring better visibility into the global supply chain. Our data-powered insurance products empower clients to take smarter risks, and our insights help companies reduce waste.
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Our tech stack is Golang, Typescript (Vue) and we use a lot of serverless.
Boulder is surprisingly low. From my experience, it’s on the more expensive side for single family homes. I’m curious what’s driving the info in that dashboard.
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