This is so awesome.
If you need help building a backend for it to be multiplayer, please email me and I'd love to team up (sssilver@gmail.com), I already have something that would help.
2,802 karma · joined November 21, 2011
If you need help building a backend for it to be multiplayer, please email me and I'd love to team up (sssilver@gmail.com), I already have something that would help.
Where else would people get opportunities that could match the United States? I can't think of any country that would even come close.
The truth is that it doesn't matter what companies say, what they claim, what they do, and what their CEO says/claims/does.
It's just a matter of time until the shareholders will get the right CEO to maximize shareholder value.
People in the comments who want a statement or a "reorientation" or a commitment from Anthropic leadership are missing the principles of how capitalism functions. Shareholder value cannot be compromised. In every battle between morality and profit, values and profit, public good and profit, ultimately all things will mutate into a state that enables profit to prevail. Always.
There are no exceptions to this.
God knows how much I wanted to use and love it but it just started gathering dust in a closet after a week because of this.
Isn’t this exactly what Apple News[1] is?
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> Because they still work.
I find this writing style so viscerally infuriating.
One small thought: as I scroll down on a particular airport page, it would be useful for that page to always display the airport's name in a fixed position. I've opened up a few airports and scrolled down to look at the data, and then was unable to tell which page was which airport without scrolling the pages back to the top (I later realized I could just look at the URL, which is cool).
At Class D airports it’s always been the norm. But KLGA is Class B.
Fields need a large base of participants to produce great ones. This is exactly why software has been so extraordinary over the past 30 years: an unusual concentration of gifted minds across the entire humankind committed themselves to it.
In my view, Bach, Rachmaninoff, Cole Porter equivalents today probably aren't writing symphonies. They've decided to write code for a living. Which is why any Great American Songbook made today won't hold a candle next to one from 1950s.
The world has become so complex, I find myself struggling with trust more than ever.
If AI displaces human educators, yes, their supply shrinks -- but we can't assume what direction its demand will go.
We've seen this pattern before: as recorded music became free, live performance got more expensive, and therefore much less accessible than it used to be.
What's likely to happen is that "worse" (read: AI) education will become much cheaper, while "better" (read: in-person) education that involves human connection-driven benefits will become much less accessible compared to what it is today.
Most people may be consider it a win. It's certainly not a world I'm looking forward to.
First of all, unless you're at a tiny startup (where quality of engineering isn't even on the horizon), you don't really get promoted by your manager. You get promoted by your manager's manager. Your manager simply "proposes" your promotion, almost as an idea.
Obviously your EM doesn't wanna propose ideas that will be indefensible, so the decision to propose you is a function of roughly four variables:
0. How consistently you've shipped stuff. It can be the most complex, terrible, haphazardly put together piece of shit, implemented in 6000-line functions, but if it ships when you said it would ship, and the feature works on launch -- really works, without causing incidents and headaches over the next two weeks, you're golden
1. How much effort you made in terms of energy exertion. This is usually counted in hours of work. You're a lot more likely to get promoted if you spend 16 hours at the office, even if 15 of those are just watching mountain bike review videos in a small tab opened on the side, with your noise-canceling headphones on
2. How much enthusiasm / good intent / positivity you exert. Engineers who are "excited" about the company and the privilege of having a job in it and are demonstrating creative thinking in the interest of "changing the world" (read: "increasing shareholder value") are more likely to get proposed for promotion than those who know better
3. How much everyone around you likes you. The proverbial "soft skills". If everyone around you says "that person is incredible, I love working with that person, they're so smart / hard-working / nice / pleasant", both in public and in private, you're much easier to promote
With rare exceptions, your direct manager probably understands pretty well who's actually doing what, how, when, and how much, in terms of substance and not fluff. But their manager is too far removed from it all. Their manager, in fact, likely wants to make sure there's no favoritism or anything funky going on, so when your manager proposes you for promotion, their manager wants to see objectively measurable stats, proving that you deserve the promotion.
It's really difficult (read: impossible) for your manager's manager to tell an easy project from a challenging project made easy by you being so competent. Your manager's manager wants a war story, with dramatic character development, and an unlikely victory by the protagonist, against all the odds. Yes, during public Q&As they will say that they prefer you work smart, not hard. That it is foolish to measure programmer productivity by lines of code written or number of hours spent with noise-canceling headphones on at the office premises. What they won't mention is that they simply have no other way of measuring programmer productivity. Go ahead, ask them during the next all-hands. You'll get nothing of substance. "Here at ACME, we trust your manager", they will say.
So.
When your manager walks into that 1:1 with their boss, their boss wants to hear that you have, single-handedly, written gigalines of code, 16 hours a day, clicked <3 on every CTO message in the Engineering channel on Slack, and managed to do so without making everyone else in the company hate you.
Nobody who controls your promotion ever actually reads your code, or understands your solutions. Nobody ever loads up your architecture diagram or your implementation when discussing your promotion. Something to keep in mind. People in a position to give out "career rewards" are too busy, distracted, and uninvested in you personally to pay attention to anything other than quick, easily observable and defensible impressions.