Comment by timewizard | Hacker News Reader

Comment by timewizard | Hacker News Reader

> It’s [sql] just not built for the complex relationships that exist in a massive organizations like NASA.

This is an absurd claim.

> Extracted Skills from Team Resumes

> Extracted Skills

> Subject Matter Experts Finder Question: designed to identify employees with expertise in specific domains or mission-critical capabilities.

I can't think of anything that screams "incompetent management" more than this. So, to find a subject matter expert, you're going to "extract skills" and "extract resumes" to answer abstract questions about your staff... without ever once.. just _talking_ to your staff?

What a cold and bizarre future these people think we want to live in.

Meanwhile can we use technology to improve the level of connectivity I have and experience as an employee? Can you please stop asking LLMs to "extract" things about me into goofy automated pipelines? If you want skilled workers then you need to demonstrate skilled management. This is all the exact opposite of that.

It doesn't seem like it is intended for a manager to use to get information about their direct reports, but rather org-wide information?

NASA apparently has ~18k employees, it seems like it might be useful to be able to query "Who at NASA has X, Y, Z skills that can help us with this project." Then you can speak to some of those people face-to-face. It won't be perfect but certainly sounds like a useful tool in principle.

This is like saying: "Here we have a rocket, but let's keep trying to go to the moon by bike." xD

What's wrong with attempting to better understand a given organization using LLMs or any other tech? Ofc, great managers will try as hard as possible to talk face to face as much as possible.

> This is like saying:

I highly doubt the difference between current staff management and adding this thin layer is equivalent to difference between a bike and a rocket. It's more like saying "we get to the moon just fine, but if we strap this extra booster on, we will get there 2% faster than before but with all kinds of additional risks to the payload!"

> What's wrong with attempting to better understand a given organization

You can alienate your employees and lose your skill base as a result. I'd like to be evaluated based on upon my work and dedication, not what some LLM thinks it sees in my resume. I've worked for my current company for 17 years. My resume contains none of that work or any skills gained in that time.

I also like to take on new challenges and learn new skills. The LLMs "extractions" cannot see this or attend to it.

> Ofc, great managers will try as hard as possible to talk face to face as much as possible.

That's not the problem being discussed here. The question is "can we use technology to make better organizational decisions particularly when it comes to the efficient use of human resources." If I have a bad boss, I'm going to quit, and you'll never even have this opportunity. If I have a good boss, and you interfere with his decisions using LLM driven logic, I'm going to quit, and you're never going to get the benefit of that labor anyways.

Every large consulting org does this. It’s a market for enterprise and home-grown solutions.

My consulting org has 3 (three) right now running in parallel and had another few over the last decade. Yet people still send emails around asking for support. And as a consultant every one is mandatory and every one is a bad joke in its own way. I don't think the market is anything else than a huge scam. Is this tool here better? If yes, hats off.

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