ipsocannibal

You can't care about everyone's safety by making money off of the hiring modern day slave catchers.

https://fortune.com/2025/10/16/ron-conway-marc-benioff-san-f...

“Your obsession with and constant annual threats to move Dreamforce to Las Vegas is ironic, since it is a fact that Las Vegas has a higher rate of violent crime than San Francisco,” Conway wrote. “San Francisco does not need a federal invasion because you don’t like paying for extra security for Dreamforce.”

Benioff has mostly avoided discussing Trump, ICE, H-1B visas, and immigration during Dreamforce this week—Fortune’s Jeremy Kahn was on the scene, and asked Benioff about this directly—but he said Tuesday that he just cares about everyone’s safety.

'ohana' - to make hiring brown shirts more efficient.

https://www.washingtonpost.com/politics/2025/10/11/trump-nat...

Benioff is now in on the tech fascist trend of endorsing lawlessness and violence. I guess he's really needs those government contracts. David Sacks is cheering Benioff on with his militarism.

Salesforce AKA death by modal dialogs.

https://www.aljazeera.com/economy/2025/9/3/salesforce-lays-o...

Benioff needs those sweet army contracts so much he's got to vouch for calling in the guard to SF to glaze Trump. Of course he won't be there. He'll be in his billionaire bunker in Hawaii playing with his 'ohana'.

https://nypost.com/2024/04/01/entertainment/secrets-of-sean-...

Benioff and Diddy were business partners on a 'Black Enterprise' venture when Benioff was a DEI fanboy. I guess he's got a lot of Trump bootlicking to do to make up for it.

There will be AI agents building super viruses, actively attacking the power grid, and stealing every dime out of your bank account. All of this will not be done on you behalf.

Yet another hypocritical tech fascist's mask falls. Benioff who has made his fortune by outsourcing jobs to India and passively abusing his employees with his family 'ohana' bullshit now wants to see his money making SF drones at the end of some kid's M4. Funny he didn't mention sending the guard to Hawaii. He is sucking up to Trump because he needs government contracts for his agentic enterprise bullshit, which isn't selling well, to make money. If you needed a reason to sell CRM and tank the stock so Benioff learns to shut his fascist mouth well now you've got one.

85% of Trump's base think this is a bad idea. Trump is not that impervious to public opinion. Especially from his allies. Trump can't escape the laws of political gravity and isn't militarily strong enough to control the country. If he was Congress would have been jailed by now. He will resist and bend the rules as much as he can. But he needs the system to not break do the barrons don't overthrow his ass.

https://handsoff2025.com/

Fight Back.

https://archive.ph/rIuX3

Of the 200K workers laid off in the past year why are close to 40% according to the article Indian? In the US a predominately non-Indian country where Indians make up 1.35% of the population almost half of the laid off were from a single nationality. What factors explain these statistics?

In my experience reliance on feature flags tends to turn any application into a mess of interwoven state. Feature flags are hardly ever removed and unintentionally creep more and more into the development future features as they depend on older features guarded by flags. If you use feature flags you must have a process of deprecating them to maintain sanity in the codebase.

You are starting more companies that are US Gov contractors invest in SBOM generation and software provenance solutions due to https://www.nist.gov/itl/executive-order-14028-improving-nat...

What I've learned of "good" program design in my career has come mostly from watching people maintain systems after the original authors have left the project. Compositional systems with well defined abstractions and ownership boundaries seem to fair better over time. They are generally easier to extend while maintaining the abstractions. Unfortunately, most systems in production aren't designed this way. The majority of systems designed at the companies I've worked for are done so by entry or junior level developers. This usually has do with how the promo process works at these companies but thats a separate discussion. Dealing with the pain that poorly designed systems cause really highlights the properties that make certain systems well designed. To gain the experience here get on a project team that has an oncall rotation, preferably a 24hr rotation. If the team has a group of dedicated support engineers even better. This to me is an indication that the team's systems have a high operational load which is usually caused by poor design choices. You'll quickly start to identify the pain points in the system. Next, try to address those pain points. Rinse and repeat for years and you'll understand "good" design.

A similar tool to dependabot written by Salesforce: https://github.com/salesforce/dockerfile-image-update

I think this is an X/Y problem. The problem isn't pinning to latest. The problem is lack of automation that makes builds reproducable. In at least one FANG company I've worked for if you aren't building from latest no one will listen to your issue. Too much software changes to quickly to be pinning to specific versions. However, the build system keeps track of the build audit details and can rollback any build to any state. Teams are required to add the necessary layers of unit, integration, stress, crush, and chaos testing to validate each build. Its not cheap but when you need to do a monthly firedrill of 'emergency update this dep because of Z vulnerability' its worth it.

I have no problem with the 6% number for URA. The problem I have is that the 6% never seems to include managers. So when your manager bad hire bungles the OP1, constantly randomizes the team, and then jets to another team in 18 months the manager keeps their stock grant and the poor pleb dev that worked under those conditions gets the axe for their 'poor performance'.

I think the fact that all Amazon corp employees still sign a non-compete yet there is an LP titled "Strive to be Earth’s Best Employer" whose definition includes "Leaders have a vision for and commitment to their employees’ personal success, whether that be at Amazon or elsewhere." highlights what the company actually values, i.e. internal propaganda and external litigiousness. Good luck quoting LP's to an Amazon lawyer.

The phrasing in the quote reads like corp speak madlibs. For instance, I don't see how 'Earn Trust' by writing code aligns with the stated definition of the LP.

'Leaders listen attentively, speak candidly, and treat others respectfully. They are vocally self-critical, even when doing so is awkward or embarrassing. Leaders do not believe their or their team’s body odor smells of perfume. They benchmark themselves and their teams against the best.'

Re: https://www.aboutamazon.com/about-us/leadership-principles

When your promo/PIP process is almost exclusively framed in terms of these tenets it makes more sense why "suddenly people understood what you meant". Specifically, do what i want or these will be the checkboxes you will miss on the next promo cycle.

No job, no access to covid relief, no access to public services. There will be plenty of sticks. Potentially saving you own life and those of your family should be the carrot.

"never promised mucosal immunity" Promising something and providing something aren't the same thing. I might have missed it in https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7733922/ but where does it say that no mucosal immunity is provided by the current generation of vaccines.

"infected and have long recovered with sterilizing immunity that is better than symptom-reduction from non-sterilizing vaccines" The article you link to here doesn't make this strong a claim. It says "at least as good" not "better" and references a single study from Israel.

I don't think based upon the evidence presented your summation is supported.

Archive: https://archive.is/v9w7D

If true according to the final medal count, https://www.washingtonpost.com/sports/olympics/interactive/2... , the CCP has failed to achieve its objective this go around by 2 gold medals.

If this can and does happen to an L8, step below VP, imagine what happens at the lower ranks.

Same here, applied to a medium sized company and got the standard hackerrank garbage test totally unrelated to the position right off the bat. At least now I know who I don't want to work for.

Starting in April, we’re going to begin posting monthly roadmap updates as issues on our GitHub repository. These will lay out what we’re actively working on and what’s on the horizon. Our backlog includes a mix of priorities, some driven by the CLI team and the community, some which align with larger AWS goals. Our focus will be on sharing the priorities emerging from our team, which will include Github issues we are planning to work on. We will iterate on the exact format and approach for these updates as we determine what works best, but they will be at least monthly for the rest of 2021.

The writing style here just oozes AWS manager. This was probably ripped straight out of a business report. Its not surprising that this manager has posted only 1 update in May. https://github.com/aws/aws-cli/issues/6186 . The update ends with basically we fight fires first and dev second, there are always more fires, and we are hiring. Not so much of a status update as a plea for help.

Russia is losing its grip on Crimea due to its current water crisis [1]. Unless Russia can restore the flow of water on the North Crimean Canal it will have to retreat and lose face.

1. https://emerging-europe.com/news/inside-crimeas-water-crisis...

Its true but only in certain states and only after 14 days of leave. It also appears that this only applies to 'Parental' leave as vesting continues like normal for 'Pregnancy' leave. I guess fathers and adoptive parents are taking a hit but mothers aren't. See [1] for details.

It does look like this setup has the potential to screw over an employee if they have a vesting date in the last 3 weeks of December and take their full 6 weeks of 'Parental' leave as it would shift a vest to the next calendar year thereby artificially inflating the compensation for that next year.

1. https://www.amazon.jobs/en/landing_pages/benefitsoverview-us