forgomonika

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You do realize you are advocating for minorities to do all the work? Carry the burden, deal with the trauma that gets involved, constantly have to work at navigating everyone else, while people in a spot of privilege don't need to do any sort of work, right? This is the world you are arguing for and it's not a world you'll want to be living in long term. Hopefully you figure that out sooner before it's too late.

forgomonika

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Sorry to hear that. I get it. I've been there. I reached a point where I was in a big company and got promoted to a level where there were no LGBTQIA+ people above my level - and this was at a FAANG company. All meetings were all straight cis guys that were overly aggressive. It was so incredible exhausting to function in that environment. The only reason I lasted as long as I did was because I had a very good female boss that could navigate working with these guys that had no clue the problems they caused for the people around them because they "were just being guys." I learned a ton about all these mental gymnastics you have to do to work with people that made no effort to adjust to work with different types of people. It was painful.

I'm now working at a smaller firm and get to be a major influencer and decision maker in how the culture is getting laid out. It's mind boggling how much trauma/PTSD people bring to the table from working in offices that are really homogenized and lack diversity with them being the one that's different. I still can't get over how common it is regardless if it's gender, sexuality, education background, or disability. What I think a lot of people are missing in the DEI discussions isn't about trying to find diverse candidates but how to create environments where they - along with everyone else - thrives.

It's pretty obvious from the comments in this post how there's a strong vocal minority of people that refuse to engage and constantly battle how broken things are. I just hope they figure it out before it's too late. And if they refuse, I hope they remain ICs with very little influence and not included in significant decision making because this attitude is poison for so many people.

forgomonika

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Let me guess, you don't work in recruiting nor in a role where you actually have to try to find good candidates? Because you are way off the mark on how these things work.

forgomonika

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Wow. Just wow. So you are arguing that people from marginalized communities should just suck it up and stick to their own or constantly have to hide and adjust who they are to make others feel comfortable. I feel sorry for the people that you work with and god forbid you actually end up managing people. This sort of crap creates such a toxic environment for people.

forgomonika

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What conclusions do I draw from this? Sorry to be so blunt, but my conclusion is that you are lacking a lot of understanding of how these things work. Are you really arguing that they can fly and move anyone in from any country as a means to deal with struggles in diverse hiring? Do you not know much about much that costs and the issues with visa involved?

forgomonika

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That's part of the problem. The other part is the networks you are tapping into to find candidates. People tend to collect others that look, act, and think like them. That's one reason why people group up into subgroups that all have similar traits, past experiences, and belief systems.

When it comes to a recruiting pipeline this is critical. If you are tapping members of your team to help finding candidates from their networks and your team lacks diversity, you are going to just build out your team with more of the same.

The same goes for where you are looking for candidates outside of your team. If you are only targeting a small number of schools it's really easy to end up with a homogenized set to pull from. I know from experience working at some of the big tech powerhouses, they'd target a handful of schools and only hire college grads from there - which means they miss out on recruiting from state schools, historically black colleges, and other pockets where things are more diverse.

forgomonika

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I'm sincerely confused about this comment. If I reverse it, I end up with the status quo in a lot of settings: everyone is the same, they don't have to worry about finding ways to interact with people that are different from them, and they get the luxury and safety of being who they are at home while at work.

Also, what are "bizarre sexual proclivities"? It sounds like you are living with a thick layer of judgement and shame in your life. That sounds rough.

forgomonika

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That doesn't work. There are some really amazing people out there that don't fit the typical tech mold of straight cis (white) guy. They don't stick around if they have to navigate a monoculture that doesn't understand that they are constantly throwing out micro-aggressions to people outside of their view of what acceptable behaviour is. Separating your home life from work life only works for so long before you start to crack.

forgomonika

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This nails so much of the discussion that should be had. When using any cloud service provider, you aren't just paying for the machines/hardware you use - you are paying for people to take care of a bunch of headaches of having to maintain this hardware. It's incredibly easy to overlook this aspect of costs and really easy to oversimplify what's involved if you don't know how these things actually work.

forgomonika

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> Bill Gates accepts climate change is happening, that we should do something to avert the problems, and thinks that we can do that as a species. He thinks that renewables and EVs etc. will all help, but aren't enough and we should look for newer solutions. He has invested in multiple different solutions, presumably because he thinks some will be needed but not all will work. > > So he's a pessimist, pessimist, optimist, optimist, pessimist, optimist, optimist/pessimist. And that's one person on one idea.

That's a really interesting way to slice and dice it. When I read your first few sentences that's not how I interpreted it at all.

I got fact, fact, optimist. Optimist, fact. Fact, optimist, optimist.

But I'm not convinced that's a better way to go about it. What is likely needed is each of those chunks to be taken into context and when I look it at that, it's really "here is a problem and a solution to move things forward." To me that's optimistic. If it were pessimistic, I'd expect it to be "here is a problem and there's nothing we can do about it."

forgomonika

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Thanks for the info - I have some similar use cases.

How has the Postgres DB worked out for you with Render? I've been weary of using a relational DB in general since it's a single point of failure and really disruptive if your instance goes down (even with a back-up DB to failover too can be problematic if data doesn't get replicated before a crash).

Also are you just using your Node.js app as a back-end server or are you also serving web pages from it?

forgomonika

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Is billing aggregation a problem and do you need to open up 10 different support tickets if all the accounts are part of an AWS Organization?

As for keeping the number of accounts down, I've seen that blow up significantly if you have someone break into an account or have a disgruntled employee that can get into a single account and wreak massive damage. Or if your software runs in multiple regions and you need to meet compliance requirements like GDPR, etc.

forgomonika

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> I strongly prefer to get rbac/iam properly implemented in a single account wherever possible.

This can really help manage complexity but it the more this account grows the riskier it becomes if a bad actor breaks into the account (ranging from fraudsters/hackers to disgruntled employees).

forgomonika

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AWS Organizations (https://aws.amazon.com/organizations/) is supposed to solve this for you. If all your accounts are in the same Organization then you get one bill instead of six.

forgomonika

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I've worked with newbie programmers that think they are senior. I've worked with mid-level programmers that think they are senior and always ready to label others as being junior. And I've worked with really senior engineers that never comment on someone's skill level and instead focus on how to build them up and help them grow.

I don't necessarily blame anyone for falling into these categories. Sure there are annoying egos and some people can be overly confident when it's unwarranted. But it can be very difficult for people to figure out where they fit, especially when they don't know what they don't know.