ilickpoolalgae

It’s unclear whether this app will last. One major issue is the back-end expense of producing these videos. For now, OpenAI requires a paid ChatGPT Plus account to generate your own content. At the $20 tier, you can pump out up to 50 low-resolution videos per month. For a whopping $200 a month, you can generate more videos at higher resolutions. None of this compares favorably to competitors like TikTok, which are exponentially cheaper to operate and can therefore not only remain truly free for all users, but actually pay their creators .

fwiw, there's no requirement to have a subscription to create content.

We rented but we know a lot of parents that didn't because they didn't want a "used" bed for their newborn. To each their own.

Maybe, but the extra few hours we got of sleep each night meant the quality of interaction/bonding during our awake hours was higher.

I took a look at the features that are locked out and they seem reasonable to be behind a subscription as they require costs to maintain. Almost all of the features that do not require some sort of cloud service connection seem to remain free. It's also free for people who use the rental option.

Backlash is also understandable as they are changing the status quo.

Disclosure: We rented a Snoo and it was made a huge difference between our first (no Snoo) and second child.

https://www.happiestbaby.com/blogs/snoo/premium-app-features....

Allergies are weird and our understanding of them is very incomplete. My son has/had a peanut allergy (very successful oral immunotherapy, knock on wood) and I ended up doing a lot of research. One study that is particular interesting is this one: https://pubmed.ncbi.nlm.nih.gov/26728850/

It shows that east asian children, who very rarely have nut allergies in their home countries, develop nut allergies at a higher rate than non-asian children when born in Australia while east asian children who immigrate to Australia after their early infancy continue to maintain very low rates of nut allergies.

Yeah no argument on prestigious, just noting the comp differences.

In general, the compensation is much less than engineers at the same level but the potential for career growth beyond senior is much easier.

YMMV, but my experience is very different from what you mention above. Every company I've been at has paid very close attention to ensure that women are treated fairly with the understanding that these biases exist.

But there's some truth to what you're saying. I do think women tend to be the "babysitters" on the team. I've noticed this often on teams I've been on. They're usually the ones that are the "cultural heart" of the team and organize all the events. Sometimes I've been their manager so I've asked and I'd say it's about 66/33 they legitimately enjoy doing it vs they felt pidgeon-holed into it because they volunteered once.

As for the transitions into other roles, I think it's impossible to tell if it's bias and or a natural inclination. There's no way to look at the data empirically and determine this. In my experience though, I think women are often encouraged to take these roles not because there's a bias towards "women are good at soft skills" but that these are generally the roles that provide better career advancement and visibility. It has always seemed to be a somewhat mis-guided outcome of allyship.

This may be true. As I noted, I've only worked at very "desirable" companies so my views are potentially skewed. That being said, I can't imagine that DEI has gotten significantly worse across the industry while vastly improving at the top end but I have no data to back that up.

I don't feel the same. The last decade or so has seen an explosion of women show interest in joining the tech community. Ratio's on teams I've been on has greatly increased throughout my career. I've been on several teams now where women have outnumbered men. In my experience, the ratio is now flipped when you look at the team as a whole (XFN, etc). I may be biased though as I've only worked at "premier" large tech companies and they are probably in a better position to do DEI at scale.

That being said, true senior roles in engineering (VP+) is still very male dominated. Part of that is the pipeline catching up and part of is that I see women leave engineering for other roles more often. For example I would say, in my experience, I've seen more women have an interest and engage in transitions to PM, designer, etc.

In Japan, it's often significantly cheaper to fly than take a train. You can fly from Tokyo to Osaka one-way on budget airlines for <$50 but a one-way train on cheapest shinkansen is about 30% more (even more for a reserved seat)

The trip from Tokyo to Kyoto goes through several cities that have >200k people living in them, several of them being larger than Sacramento. Your point about Tokyo -> Kyoto doesn't change the previous issue of economics of trains due to lack of density.

Stops (and Population) on Tokaido Shinkansen between Tokyo and Kyoto: Yokohama: 3mm+ Odawara: 200k+ Hamamatsu: 700k+ Shizuoka: 600k+ Nagoya: 2mm+

There's a lot of missing information here that can change things.

* Have y'all formed a corporation already? * What sort of equity split did you decide in the early days and do you have it in writing? * Did you have equity splits for the other students that helped?

It's probably best to work through an equity conversation for everyone whose contributed and not treat your friend's wife as a special case. If indeed, her contribution was significantly more, then it would make sense for her to have more equity than others once you establish the company, if you haven't already. Also note, that if you don't already have a vesting schedule you should institute one, not only for yourself but all the employees. You can potentially backdate that to the "start date" for each individual.

As for founder status, if you do end up determining that her fair equity split is significant portion of the company, it may be warranted.

All of the above probably requires a lawyer to do incorporation, write equity vesting policy, etc.

I used to work at a Chinese tech company. I hear that it's pretty common to use aliases, instead of your real name, due to anti-compete clauses when you switch between companies. Even if a company had the ability to do background checks, like you mentioned, it'd be pretty hard to automate if the practice is commonplace.

If I recall the plot properly, Frank was also testifying as he believed that Michael had betrayed him by siding with another local gang which turned out to be false.

When's the last time you were in Japan? I can't remember the last time I carried cash in JP unless I knew, ahead of time, that I was going to a ramen joint that used a vending machine. Between Suica on your phone and a credit card, you rarely ever need cash in big cities.

Smaller towns are a bit of a different story though.

It's because there's a huge shortage of parking spots and too many cars in Korea, particularly in big cities. It's customary to just park illegally and rely on the other party calling you if you're blocking them in.

I don't think the Japanese entity and US entity have any relation to each other anymore. I think US entity divested itself of Yahoo Japan completely in 2018 or so. Yahoo Japan is now collectively owned by Softbank and Naver under some holding company (it was big news in Japan when the merger happened).

I'm not sure if it's comparable, but the Japanese Shinkansen had similar issues when it's first built. A lot of the stations didn't go through the existing central stations due to costs and other logistical problems. This is why there are a lot of stations that the Shinkansen goes through that are called "Shin-XXX" (e.g. Shin Osaka). During a period of fast economic growth this isn't a big issue because the areas around these stations quickly become hubs or alternative downtown areas of their own. Now, I don't know if this will happen to CN but it is a somewhat repeatable outcome of building important railroad hubs in newly developed areas.

My kid is allergic to peanuts (we did a peanut butter test at about 5 months and had to rush him to the ER as his face started swelling up). Food allergies are a really interesting subject because it doesn't seem entirely reliant on genetics. For example East Asians have an extremely low rate of peanut allergies, but East Asians who grow up in western countries tend to have an equal or higher rate of peanut allergies compared to the general populace. Strangely enough, children that move to Australia after the early infancy period seem to retain the same low rate of peanut allergies as children who spend their entire time in China. https://pubmed.ncbi.nlm.nih.gov/26728850/

There's a great clinic in the bay area called Latitude that conducts oral immunotherapy which is a fancy word, afaik, to do slow introduction to foods that you're allergic to. My child is on a 6 month program that he started at 1 year old to slowly increase his peanut consumption, via peanut flour, to a couple peanuts a day.

I've mostly worked at FAANG and in general I think it breaks down to (but obviously generalization)...

1. Juniors like to come into the office. For those that went from fully remote to -> hybrid, they really relish the social aspect + mentorship they get from more experienced engineers.

2. Mid-level is split. Less experienced mid-level prefers WFH as they can work independently and the type of work they have does not generally require high levels of collaboration. For people that are close to senior it is split between those that do more collaborative work vs complex individual work. The former tends to prefer coming into the office vs the latter prefers WFH

3. Senior and above tends to prefer hybrid with 2 days or so in office on the same day. Most people at this level are either doing some form of mentorship and/or collaborating across multiple individuals both within and external to the immediate team. This work tends to be more easily facilitated in person. This area also tends to more likely have families and there is a split between those that feel coming to work provides them good Work/Life separation vs relishing the opportunity to step back from work for a second throughout the day to spend with family.

I also see the tendency for those that come into the office to be perceived more positively, even when controlled for the actual outcome of work as well as whether the evaluator comes into the office or not.

I'm a "senior" manager, and I personally feel like coming into the office or not doesn't really change my day. I'm basically in group meetings or 1:1's all day, so whether I'm in the office or not I barely spend any time at my actual desk.

A sense of a large portion of the porn industry, whether domestic or international, is developed through coercion, abuse, and sometimes straight up sex trafficking of vulnerable people? For every legitimate actress/actor who is involved in the industry in a safe manner, there are several who were tricked into a production. I think as a society we've generally moving to accepting the sex industry as a necessary vice, but there's a lot of seedy stuff happening behind the scenes.

Won't try to get into an argument about what is more negatively impacting society (FAANG or sex industry) but I think it's easier to empathize with the fact that that's someone's child on screen that more likely than not, had no idea what they were getting into.

Thanks for the that insight. When I was working with folks in the LON office they were often stressed about the probationary period and relieved once it was over. It sounds like they were potentially misinformed about the process.

That's a fair point.

I think what I was alluding to was that I'm not sure if they did any cuts in the LON office during their first layoff announcements due to potential labor laws as it relates to incoming folks.

With these rescinds, perhaps they are gearing up to do actual layoffs.

I think roles in LON are considered probationary for the first 6 months... so technically I suppose they are not considered equivalent to FTE roles in the States. You normally go through a probation review in which they will decide to terminate, extend probation, or convert to full time employee.

This question was also raised when layoffs were first announced as it was noted there is difficulty doing layoffs in certain European countries and particularly challenging if you're actively on-boarding people at the same tie. Not sure how much this applies to the UK.

I previously worked at Facebook/Instagram for ~10 years and conducted over 1800 interviews (got the t-shirts and hoodie to prove it). leetcode style problems are at the core of the "ninja" interviews. In fact, a lot of leetcode problems are sourced from what Facebook asked before leetcode even existed.

That being said, guidance is to ask 2 medium difficulty questions as opposed to 1 hard one.