0rdinal

Either because the court suspects he was paid with the watches, or they want to prevent him from fleeing the country with them.

1. How could Debian effectively verify an identity?

2. Some people may want to remain pseudonymous for legitimate reasons.

Their reputation is irrelevant, at least whilst they maintain an OS monopoly. Enterprise customers don't care because all the issues you described are not present on Enterprise editions. The vast majority of users want a machine that "just works".

I would never use a machine running Windows 11 S mode whilst a good chunk of the home PC market would likely not notice a difference.

I daily drive Ubuntu, the user experience is comparable (in many cases better) to Windows 11. The only sticking point for me is display drivers. HDR on Wayland is barely functional (in my experience), and getting things like hardware accelerated AV1 encoding, full Vulkan API support etc to work has been extremely difficult. Every time I login using a Wayland desktop, only my main monitor is detected and it defaults to 60hz. I have to go through a whole process of unplugging the "undetected" monitors and plugging them back in. X11 doesn't suffer from this, but of course does not support HDR.

Yes, this is almost entirely Nvidia's fault, and yes I should know better than to use NV graphics cards on Linux distros; but frankly, the barrier to entry should not be having to replace an expensive piece of hardware to achieve feature parity. (Obligatory "Nvidia, f*k you!")

From my experience, junior's tend to churn out after around three years. There are often factors that go beyond whether they felt they were treated well. Looking at it holistically, younger people tend to want to move around more. It is no surprise to me that the average tenure of a junior employee is about the same length as a degree - separating life stages in to 1-3 year periods is a mindset embedded into young people throughout their education.

I would wager that perception plays heavily into this too. It can be difficult to shake a perception of "being a junior", especially when the path to seniority is unclear or poorly defined. Plus, the "two years and disappear" ethos of job hopping for quicker compensation capitalises on companies' conservative promotion criteria (and more liberal hiring criteria). Loyalty is rarely rewarded in these cases.

Some suppliers (e.g., Octopus Energy) offer half-hourly tariffs whose rates track the day-ahead wholesale market and are published daily. Prices usually fall when supply is abundant (e.g., windy/sunny periods)

Day ahead pricing: https://agileprices.co.uk/ National grid supply/demand and energy mix: https://grid.iamkate.com/