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While I agree with the principle of "clean markup", whenever I open up the DOM of websites I did not create (and I do so with regular frequency), I generally do not see what I'd consider clean. The author is correct but it's not that frequent of a practice; I wish it were so. Care for our craft is an uncommon thing.

react-query's useQuery hook makes the proper data sharing and optimistic updates a breeze.

Leaders have a responsibility to ensure their teams deliver. When the teams agree to async communication --and the channels remain silent-- where is the accountability when there is no deliverable and no visibility into the scenario that led to no output? To be clear, this doesn't mean 100% sync. But a 10 minute daily sync can ensure the team is focused on producing something of business value. Maximal autonomy within some guardrails keeps the ICs and management at their best.

Most lived experiences with off-shore talent are due to labor costs. There are great offshore engineers but many work for companies who aren't hiring at the top end of the local market: they're hiring off-shore to save. You get what you pay for. And that leads to impressions, even if incorrect ones.

We're at the point where many newer engineers haven't had real hands-on DOM experience but are expected to deliver applications built in React. You need to know at least one level abstraction below your current one to use the tool effectively. This all tracks with how the industry's changed, how we hire, how we train, and so on.

Some part of the process -- anywhere from specs to assembly-- had some cost cutting that led to the outcome. The root cause of this problem is something financially motivated.

It works because they have AWS. If the entirety of the business was only the consumer site, it's looking more and more like Wish with each passing day.

We did have high inflation for a year, and were told it was temporary, before tools were deployed. Would a sustained period of deflation be met with a similarly lagged response?

Disappointment in the permanent increases in prices. All else equal, people want deflation after a period of elevated inflation levels.

This is reasonable, but the problem I encounter is how stifling it seems to ask others to structure their work so specifically. By way of comparison, getting compliance on conventional commit messages is a challenge, and that's an appreciably smaller ask than this.

A quarter of households have net worths greater than $600,000. https://dqydj.com/net-worth-percentile-calculator/

Not necessarily. The returns from your all-cash purchase would be greater had you invested in treasuries. Rental yields and the 10 year recently flipped (after over a decade of rental income returns beating treasuries).

You can have a LinkedIn profile but not use the feed-- I don't see how that's necessarily frustrating. Make a profile, provide the link on job applications. Occasionally edit your profile so it's up to date. Then, don't use it. Simple enough.

What about people with organizational accounts? For example, if I use ad blocker logged into my work Google account, which my employer presumably pays a per-seat cost for.

You can make improvements, but it ends up being small things that you can showcase to leaders to demonstrate that progress is happening, but it's nothing of actual material value. It's a lot like public political discourse where a policy solution is touted, all the ooh's and ahh's, but then nothing really changes.

Is there a reason discussion around C is phrased like this? My reaction to that quote is, "yeah it could possibly have some issues we're not really sure of, but it seems reasonably battle-tested too". It evokes a bit of mixed signal messaging, to me at least.

It's normal for a badge-checking system, but it's still an erosion of white-collar norms (autonomy being the key one) to be so proscriptive about how knowledge workers complete their work.

Side note, but when I worked somewhere with badged entrances, one person would badge the whole group. So this data wouldn't mean employees aren't there if there is no swipe.

And the definition of middle class is looking more like "owning a condo" than owning a single-family home in a high cost of living area, the type of area where it's easier to get a $200k income.

You're both correct. Individual SKUs varying by $1-2 between two different metros isn't surprising or unrealistic. Stores also adjust pricing weekly, and items on offer tend to rotate as well, so comparing point-in-time prices could be volatile. None of this means the inflation didn't occur, just that one specific example may not be telling the full picture.

Are they missing the money or the environment? It could be both, but bigtech compensation is one of the few places left to create a solid balance sheet for a household, and that's first and foremost what bigtech offers to its employees.

Stuff like UBI sounds less insane if that's your alternative, and if it's truly as bad as you're suggesting it is. I wouldn't know the Canadian market well enough but based on armchair knowledge of list prices, paired with the knowledge of lower wages, it doesn't seem too far off.

Financing seems to have a large impact on prices, as does zoning, and supply. But the ability to borrow money and use leverage is paramount.

Kind of hard to assign liability to some matrix algebra that unfortunately did some computations that were suboptimal given the conditions. If these costs add up, it turns into a tragedy of the commons type of problem. A more modern form of the "corporations can pollute but don't pay the costs".

Have you ever seen an organization filled with service-oriented employees and no doers? Zero-interest rate policy has lead to having more Senior Director of Jira Board Management and Lists of Tasks type roles and not enough people that can do the work. I'm not opposed to the idea that others can be a catalyst for the productivity of others, but you need the others for anything to get done, otherwise it's necrosis.

It isn't wrong, it's right; because pontification of things (in a vacuum) yields no results. I cannot sell my customers Bob's ideas. All I can sell them is software that does something. The people that can do this without needing Bobs around are the people that will be rewarded.

It's more about measuring outcomes. We have a goal, did we meet the goal. There are many paths to the goal, so measuring things like lines of code is incorrect. But so is measuring Bob's ability to ask Alice a good question. Management can't, at scale, consider such factors. We don't have the counterfactual where Bob didn't ask the questions, and Alice did great anyways. Performance reviews would become even more subjective if we had to place a value on the impact of asking questions. All forms of measurement are flawed, so I stick with outcomes.

It's tough, but what I've seen is low performers weigh the team down. They constantly ask for the high performer's time, and if we give them bug tickets, new feature work, they constantly stumble and always report status as blocked. They don't add value. They can't get to the finish line with anything. It's not a kind thing to point out, but trying to angle it as "oh there's this other benefit you're just not seeing" is trying to work around the fact they can't competently fulfill the job function after exhausting all of our options (training, pair programming, etc). They might be friendly people, but the social boosts don't counteract the losses incurred, it's still a net loss.

Because it's a bogus argument. The productive person doesn't need a paper weight at lunch to act as a shower thought generator. Management can get it wrong sometimes, but in broad strokes, they're right.

Is there a technical difference in considering an RSU to be a stock option with a $0 strike price?

Instead of looking at layoffs, should look at the net of hires and departures (both voluntary and involuntary) to see where things stand. In more than a few places, natural attrition often isn't rehired, which will tighten the labor market.

Anecdotally, far fewer recruiter mail messages as well. It may not be 'recessionary', but it isn't a rapid hiring environment either.