Reminds me of a job posting sent by a recruiter that expected candidates to seek "professional and personal hypergrowth", "keep up with an unrelenting pace", and "thrive on change". Dealing with these facets of work in moderation is all well and good. However, these and other points led me to guess that they had set up a high-pressure, possibly chaotic environment, perhaps on purpose.
> However, these and other points led me to guess that they had set up a high-pressure, possibly chaotic environment, perhaps on purpose.
It's always wise to ask questions about this during the interview
In my experience, though, hyperbole in job listings is usually the product of someone in HR who doesn't know how to write job listings, so they write a bunch of vacuous words that sound good but mean nothing.
By my reading, the outrage is likely coming from the cushioned stereotyping from the podcast participant. They're stating that "neckbeard types" and autists aren't customer-ready and are uncomfortable talking with customers. That second part is worse because it may lead to assuming that those folks would never want to talk to customers, or even learn how, and so the PMs might "protect" them by never offering them the chance, while assuring themselves "that's okay, that's great, I mean it takes all kinds".
> demand all kinds of ridiculous accommodations that you could never have reasonably asked for on your own
The union oughtn't seek "ridiculous" accommodations then. It should seek at least reasonable ones, and possible aspirational ones, and negotiate it out from there. The problem we're seeing now is that even demands that most would find reasonable are cast as ridiculous by management. And if a union has trouble getting employers to listen, there's no hope that someone on their own can.
I've personally lost faith that a typical employer is capable of recognizing the value of an individual employee. So many of the recent layoffs have not accounted for individual performance or criticality to the business (Twitter's being a good example). So my own value isn't as strong of a bargaining chip.
It doesn't matter, if my employer would treat me as interchangeable anyway.
And even interchangeable employees deserve reasonable accommodations. I do think a union can highlight those needs more effectively than individuals (especially for interchangeable ones, to your point).
Possibly, at least for my own experience. It's much less often that I rerun a search with !g. Brave Search's results are becoming more relevant to my own queries, and Google's becoming less so. Not to mention how ads like to masquerade as ordinary Google results; using Google is starting to feel less comfortable.
That seems to be the general case, other search engines. Especially Bing and those based on Bing are yield increasingly good results, while Google is just ads and spam.
GitHub should monitor their status page traffic for spikes, which probably mean something is wrong somewhere, even if they themselves haven't noticed yet.
My favorite project ever in undergraduate was getting these glasses to work with a PC. We got the specs (pun intended) from online resources and a how-to VR book published at the time (mid-90s). My partner designed / assembled the circuit board to interface the glasses to the PC's serial port, and I wrote a display driver that would switch video pages and simultaneously trigger the glasses to flip shutters. The result was 3D on a PC screen.
The demo program was a robotic arm simulator that my partner already had on hand, since it could easily render wireframes. The updated simulator rendered two wireframes of Optimus Prime, so with the driver in place, he floated in front of the screen.
And, of course, you could rotate him in space, and then hit the space bar to transform him in 3D.
