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Alternatively, someone with a mental condition that leads them to believe they are in pain would conceivably feel the same pain as someone who is actually being physically hurt.

Just my take on it.

Torn, yes. Lost/destroyed, no. I don't think the torn analogy represents the scenario being discussed.

> And how does a fork solve anything? You can't just say, hey throw away all your existing Bitcoin, we're starting from scratch and using this new one now.

That's exactly what Ethereum did. The old one was essentially "thrown away" and became known as Ethereum Classic. A small group of people stuck with the old one, but it's not the main one we think of when we say "Ethereum" these days.

That does not seem to be an imminent danger. The price of Bitcoin would have to increase literally 1.4 million times for a satoshi to be worth a penny.

> To make matters worse, if a whole bunch of flames goes up in flames more can be printed to replace it. If Bitcoin goes missing[1], it's gone for good.

Isn't that the same with paper cash? If by a "whole bunch" you mean enough to cause a worldwide issue, then there are solutions to that. Maybe not great solutions, but there are some. Worst case, a hard fork. That's essentially what led to Ethereum vs Ethereum Classic, isn't it?

(full disclosure: I work on Alexa, but not on the team that handles skills)

So my basic response to that is "it depends". I have previously been in a different team at Amazon and that team definitely had much less room for slack. If you didn't push yourself hard, you probably couldn't get promoted there. But then again, they also had issues with attrition.

The culture in teams can vary quite a bit at Amazon. I think it mostly comes down to the leadership. More than any other "big company" I've seen, Amazon emphasizes ownership. As a VP (and even as a manager, though to a much lesser extent), you get nearly full freedom to define your team's culture and set the direction of your product. So yeah, I don't think every team has a great culture within Amazon; a lot of it depends on the culture defined by your leadership team.

In regards to your last point: > "I'd be curious to know though, and be honest, you've really ever only worked 40h weeks? You havnt logged in on a weekend or an evening, stayed longer on an Thursday, checked your mails when off work? Not ever? Ignoring on call time offcourse."

Most weeks I probably put in a bit more than 40 hours. Maybe closer to 45 or 50 hours. That's the average. Have I put in more occasionally? Of course. Do I sometimes check emails on a weekends or evenings? Yep, of course. But there have also been times when I've come to work at noon or left by 2pm if I needed to do something else. And, 90% of the time, I don't respond to emails outside of work hours. That doesn't feel very much like a "sweatshop" to me.

I've worked at other companies besides Amazon and I have plenty of friends who work at Google, Facebook, Microsoft, and Apple. My friends at Microsoft will often put in 50 to 60 hours during a live site outage or near a product release. I have friends at Google who check their email on evenings and weekends. One of my best friends is at Facebook and does the same. I know less about Apple, but I've heard their culture is pretty intense. So, in that sense, I don't feel my team's work culture is any worse.

Overall, I like my team and I think that credit goes upwards through my management chain. Good managers make a huge difference. Perhaps Amazon needs to do a better job in ensuring teams are more consistent in creating a good culture across the company.

I wouldn't agree with this broad generalization. I work in Alexa and the work environment on my team is pretty awesome. Lots of freedom to try new things, good work life balance, and generally a high level of respect for engineers. I turned down Google to come here and I have no regrets (though not to imply that Google isn't equally awesome).

The short answer to that is it's necessary to encourage people to invest. $10,000,0000 is only a meaningful figure if it is spendable ... which means that people want to receive that money and others want to spend it. In order for someone with excess money to spend it, they need to be incentivized to do so. If they get no return on their money, then why would they spend? If on the other hand, they can grow their money by spending it, they will. That's why, for example, a VC would take the risk of spending it on a startup (or someone more risk averse would spend on bonds). If you're just stashing money under your mattress, then the economy comes to a halt. For the most part, people don't need $10,000,000 to live a happy life so the excess money they have will not be spent unless there is a growth opportunity to use it.

Having said that, I agree with many others on here that "growth for the sake of growth" is dangerous and I'd like to see more focus on happiness (rather than money) and sustainability rather than growth. The growth spurt we had in the 20th century is likely not going to be reproduced in this century (the industrial revolution is a rare and unusual event). We need to find some way to keep this world moving forward in a low growth era, but I don't necessarily know how that will happen.

I'm a hiring manager at Amazon (in natural language on Alexa). One thing I can say about Amazon culture is that teams can vary quite a bit. This is because Amazon gives a huge amount of ownership to each team, which naturally means each team's leadership has a lot of control on their culture.

Amazon does try to instill certain cultural elements across the company, but despite that, things can vary based on the leadership and the part of the company you're in. Prior to Alexa, I was in supply chain systems and I would say the culture there was quite different there.

Personally speaking, I really enjoy this team. It's definitely not a meat grinder; on the contrary, I think our team has great work-life balance while providing sufficient challenges to keep us motivated.

By the way, I'm sorry to hear some of the negative stories from others about their interviews. That's certainly not deliberate; our goal is to create a positive experience for every candidate irrespective of whether or not they successfully clear the interview. I personally work with some very professional and courteous recruiters on Alexa, but if anyone has had a negative experience interviewing for Alexa, I'd be happy to follow up and see if I can take some action on your feedback.

Do you also get discovered through Alibaba or is there some U.S. equivalent version of the site?

I'd love to try someone local for some prototypes I'm building.

Alternatively, sales. Working at large software companies has given me a lot of exposure to software engineering and product management, but I rarely get to see the sales process.

I can understand the frustration you have and you make some thoughtful points, but I wonder how could you change "the system" to be any different? It's not as if these are government jobs. The prices are pretty much set by market forces so what can you do if the market doesn't deem the price high enough?