Peroni

That's not what the law states. The actual law states ...by prohibiting the provision to children in the United Kingdom of VPN services which can facilitate evasion of OSA age-gating processes so a corporate network protected by a VPN doesn't fall foul of the regulation.

>Given that children can generally work from 13

Not in the UK they can't. Children can work part-time at 14 however they can only start full-time work once they’ve turned 16.

Devastatingly he fell ill just before his trip and had to withdraw. Fortunately we hadn't announced anything however I still mourn over the missed opportunity to be able to introduce this living legend to our audience!

>I kept seeing candidates produce near-perfect solutions while struggling to explain even basic trade-offs. Some would go quiet for long stretches, then suddenly type out optimal code extremely quickly. When I probed deeper, it became obvious that what they were writing didn’t match their level of understanding.

Why do you need a tool to detect cheating? Your 'analogue' approach here is the correct one.

This is addressed in OPs post. The vast majority of the 'negativity' I encounter on HN is technical critique rather than criticism or toxicity. I've found HN to arguably be one of the least toxic communities.

Ultimately, if you're not looking for work, there's zero value in LinkedIn. Realistically, most people choose or need to look for a new job eventually and in that scenario, LinkedIn is by far the most effective platform to increase your odds on finding a new job.

100% this. When I started working in recruitment, it was literally intended to be a temporary means to an end. I stumbled across Hacker News back in 2010 and accidentally uncovered a niche (tech startups) that has resulted in a career where over the past 15 years has evolved into holding VP level roles at YC startups to now running my own successful recruitment and HR advisory business for startups. I can legitimately attribute that entire path and growth to accidentally stumbling across this website and couldn't possibly have guessed the impact it would ultimately have on my career.

The main correction is the staggering reduction in job vacancies. There's no world where I can be convinced that the surging number of redundancies can be explained away as a post-COVID course correction.

If this was just the market correcting itself, we would have the same level of unemployment today as what we had pre-COVID.

That's a common misconception. In most jurisdictions retailers can set their own payment policies.

>The structure was intentional. Executives at Meta and Scale AI were worried about drawing the attention of regulators.

When Henry Ford introduced the moving assembly line, production went from hundreds of cars to thousands. It had a profoundly positive impact on the secondary market, leading to an overall increase in job creation.

I've yet to see any "AI is gonna take your job" articles that even attempt to consider the impact on the secondary market. It seems their argument is that it'll be AI all the way down which is utter nonsense.

I find both of those positions to be pretty naive which instinctively makes me feel like I'm missing something people way smarter than me (like Amodei) can see but yet never seems to be articulated in these articles.

I bet the genuine answer to your question is that she knows it's a resource that could help tons of people (at a time when tons of people need that help) and paywalling it means that it won't serve that same purpose.

Have you tried contacting the company directly and asking them to remove your company details from their platform?

>How do you realistically tell from outside if a company does treat their people well, or has a difficult culture?

The challenge there is that everyone has different interpretations of 'a difficult culture'. What's important (albeit difficult) is establishing an understanding of the type of environment you thrive in and the types of environments you struggle in. With that understanding, it's important to spend time during an interview process asking open-ended questions that might reveal the aspects you love/hate.

Most of my perspective comes from working for and with startups. There's nothing wrong with a bit of mutual trust and loyalty. I'm simply warning that too much of either can be detrimental.

Whilst this has been true for centuries, you can actually see it happening right now in real time with Kneecap (https://en.wikipedia.org/wiki/Kneecap_(band)) and the incredible impact they are having on popularising the Irish language.

This is ridiculous. According to their resume they lived, studied, and worked in Poland for over 10 years and don't speak Polish? This isn't considered a red flag? This was a screening call and the head of operations categorically failed.

>Communication was a bit choppy, and the candidate did not speak Serbian, despite graduating from the University of Kragujevac, in Serbia. Once again, they sounded motivated, so proceeded to the next round.

So no actual lessons learned from the last time.

Some examples of Britain's response:

* Establishing soup kitchens for the starving, where, to acquire food one must renounce your religion, anglicise your name, and abandon your native tongue.

* Provide maize for the starving and destitute but not for free for fear it would generate a sense of self-importance amongst the millions who are dying of hunger

* Maintaining the exportation vast amounts of food to Britain throughout the Great Hunger

* Requiring the starving who couldn't afford to buy food from the British to build pointless walls in order to earn that food

* Forcibly evicting the starving and dying from their homes because they couldn't pay their rent for some reason

* Denying aid to anyone who owned more than a quarter-acre of land, forcing starving farmers to give up their land and become destitute in order to qualify for relief

So, on behalf of all those before me in Ireland; go raibh maith agat.

They also love to compete with each other so make sure to share the quotes with both sides and let them bid for your business.

Here in the UK, I had an airline hold a substantial amount of my money hostage and they refused to engage in a discussion to allow me to get my money back. I spent ~30mins filling out a small claims court application, paid the obligatory £115 fee, and a few weeks later the airlines lawyers contacted me offering me my money back along with a decent amount of compensation.

Equally, I've witnessed people pursue employment tribunal claims against their employer here in the UK, only for the process to take years, the preparatory effort being enormous, and the outcome being a positive judgement in their favour along with an insultingly meagre financial award. For some, that's still worth it purely for the vindication and validation.