analyst74

FIRE, or any retirement strategy tend to rely on smart investment to generate income, and investment only makes the difference between how much worker is getting paid and how much they generate.

If we all become full time investors, who do we invest in?

You overestimate how much expert experience matters.

I recently went from a start-up to FANG after a gap in my resume, and the new job is in an area I have no experience in. Many people I know have gone through similar experiences.

You do need strong interview skill though.

This is not news for anyone paying attention to the media space. The big question is ... is there a way out? Or are we destined to have a small number of powerful organizations controlling world's information and in extension, our thought?

A lot of the cartoons are racially ambiguous. The speaker lady seems especially so, like, white/black/asian/latina mixed kinda ambiguous.

From micro economic levels, it makes sense, short term rental in many cases are more lucrative, thus prevalence of AirBnB can push out long term residents.

But from a macro level, that would mean the city is getting more tourists, more business and job opportunities for its residents, ultimately leading to a more prosperous populace, right? Or are there other forces at play preventing locals from benefiting from more tourism?

> social circles are very clique-y and exclusive

This rings true to my experience as well. I only managed to make friends with some fellow engineers after living there for a few years.

And it's not for lack of trying, I joined sports teams, wide variety of meetups, social clubs and tried to chat to strangers I encounter.

It seems people are generally not interested in adding another engineer to their friend circle, except fellow engineers. It's quite ironic because my interests are actually more athletic and artistic than geeky.

To me that sounds like labour cost were subsidized by welfare in the past, and now needs to adjust for market realities. This causes shock to the market, but should eventually find an equilibrium.

If it's the vacationers causing problems, isn't it quite easy to enact local laws to deal with those problems? Those vacationers aren't there to oppose the solutions.

unrelated, but this basically describes a large number (possibly majority) of tinder profiles.

> Compare the person's profile photo when you meet them in real life. If it is questionable that the photos are actually of themselves, that is a red flag.

In a utopian world where everything is public, I can see how transparency can benefit the masses.

However, realistically, the powerful will fight tooth and nail to retain secrecy, and those who open up first become vulnerable due to informational disadvantage.

This is an interesting shift.

Maybe engineering leaders who advocate good engineering practices will gain more clout, as failures now have a higher cost to executives' careers than before.

Companies with high engineering excellence tend to give their engineers lots of autonomy.

You know you're in one such company when your responsibility is no longer limited to writing good code, but at the table deciding what should be built, and what the future plan is for the company or the product area.

Personally, I find the biggest reason for burnout is lack of autonomy. The author seems to have found the same.

The primary goal of this is to make landlords whole, not to help renters.

If a piece of work is buggy, hard to maintain AND failed to deliver, I'm not sure if it can be described as amazing engineering.

It sounds like you might have a team of talented and enthusiastic junior/mid-career engineers who lacked the experience and vision to see the bigger picture and long term future of their work.

> Strictness of punishment does not directly correlate to deterrence.

I used to believe in this, but SF proved it wrong. Simplify writing up or catch-and-release has caused the city's crime rate to go through the roof.

Punishing felons is not going to directly make people feel safe. At best it serves as indirect deterrence for future crimes.

But much more effective ways of deterring crime are 1) pre-crime deterrence, like cctv, police patrol, etc; and 2) not letting crimes get away, and recidivism.

They can also spin off an insurance arm called Crypto Deposit Insurance Corp, and provide CDIC insurance to depositors in case their bank becomes insolvent.

Not sure about other positions, but they're hiring fully remote engineers in Canada. Rumours say the pay package is about 60~70% of bay area.

> many many more people would still be renting and likely not building at least some wealth/equity.

This seems true intuitively, but if you think deeper, where does that accumulated wealth/equity come from? They are paid by future generations of regular people, or generational wealth transfer as some call it.

The title and premise is about how important psychological safety is. But the actual content is about how to avoid making mistakes and caving in or getting out of environments lacking safety.

The premise sounds nice, and the content is practical, but they don't seem to belong to the same article. :)

The job of an outsourced position and senior+ IC role in top tech firms are fundamentally different. You can't survive just be churning through ticket backlogs. Sometimes you are expect to come up with initiatives, gather support and resources, deliver said initiatives that have a measurable impact to a global company without much guidance or help from your boss; at higher IC tracks, the kind of initiatives you lead can have meaningful impact to a whole sector.

These expectations, in a more traditional company, is normally reserved for positions much higher up in the org chart.

Consistency requires more than just choosing the right database, but also design your overall distributed system with that in mind. You have to be very careful when it comes to caching, error handling, load balancing, etc.

Of course, if it's important enough for your use-case, there is always a way to get there.

This is no different from how Amazon does targeted compensation, where rising stock price means you get less/no refresher and raises, or all-cash comp at Netflix.

It's catering to more risk-averse candidate pool.

Job hopping up to senior engineer is fine, but to progress beyond that requires support network and influence, which is hard to acquire quickly if you join as a new face.

Of course, if you made a bad first impression or grew the wrong kind of reputation in your firm, it may be easier to do a lateral switch to start fresh.

I think the unspoken part is the new manager do not have the clout to push back users/stakeholders, both due to being new and the team having already lost trust of its users/stakeholders.

Adding more people may not be the only option, but pushing back demands or changing the wider organizational dysfunction is probably not even on the table.

Do you really need top tier engineers?

Top tier firms pay lots of money for engineers because they expect them to have specialized knowledge, ability to deal with global scale, business intuition and communication skills to identify and drive large scale projects.

If your company can fully utilize all those skills, those engineers can easily bring in revenue at multiples of their cost.

I'm curious, does it actually lead to faster resolution or does it lead to engineers spending time thinking about how to deliver the bad news versus actually focusing on the problem?

> Funny world. Negative interest rates would have been unthinkable a decade ago. Yet, here we are about to normalize that savings in a bank account are not okay.

Going from receiving interest to paying interest is psychologically shocking, but not financially. We have always paid the bank to hold our money, it's just called inflation.

There is always a balance of power between employers and potential employees who have leverage, regardless of industry.

If you have the skill to deliver a lot of value, then your service will be in demand, which gives you leverage.

Good construction workers and waitresses will get a lot of leeway from their employer once they've demonstrated their value.