backzerman

2 年前議論

The repo is meant to be used in conjunction with the book Programming with 64-Bit ARM Assembly Language: Single Board Computer Development for Raspberry Pi and Mobile Devices. The primary learning material is the book; the repository suggests adaptations for going through exercises using Apple Silicon.

backzerman

2 年前議論

Do you do this all in your head, or do you document it anywhere? How much time (or what percentage of the time) do you spend strategizing?

backzerman

3 年前議論

That's disappointing to hear. It also seems like a mixed bag for these lackluster hires, who get a paycheck but likely have a less-than-stellar work experience and little opportunity for advancement.

Is there any effort at follow-up training? Seems like this interview strategy HAS to be paired with a long-term training strategy for taking less-qualified hires and turning them into very productive employees.

If not, do you end up hiring more people in total? Do these lackluster employees just eat up time and budget, or do they also actively occupy a desk that you need to reclaim to hire more talented replacements?

backzerman

3 年前議論

> virulently anti-white, anti-male, or anti-Asian

I'm a white guy. I've sat through many a DEI session. I've never, ever felt this. How could I? 85% of the people in the room are white or Asian men.

I'm not trying to sound disingenuous here, but I really want to know, how does "virulently anti-" empirically manifest itself in the communities you speak of? Hiring? Pay? Promotion decisions? Possibly freedom of speech? Even then it seems like I'm free to say whatever I want as long as I stay on topic.

backzerman

3 年前議論

I'm seeing a lot of claims here that DEI initiatives are about actively hiring under-qualified under-represented candidates to change the demographics of the company. I've sat through a lot of DEI sessions at work (as have many of my friends), and I've yet to hear of anyone actually _hiring_ under-qualified candidates for the sake of a quota.

The DEI sessions I've sat through have focused heavily on the I--inclusion. Sure, they were corny, and there was plenty of virtue-signalling. But making a conscious effort to make sure everyone at the company feels socially welcome and fairly treated is a worthwhile effort.

backzerman

3 年前議論

> But the bar is the same at the interview stage.

If the bar is sufficiently high, the median applicant, over- or under-represented, won't get the job anyway. I've heard from people who work at companies (specifically big tech) that have diversity interview quotas (but not hiring quotas). In practice, you just end up interviewing more people: the candidates you would have interviewed anyway, plus some diverse candidates with closer-to-the-median resumes. And then you end up hiring the people you would have anyway, because interviews are much harder to pass than resume screens. It's a fairly pointless exercise that mostly disadvantages the interviewers, who have to spend more time interviewing, and the "lucky" candidates, who almost never outperform expectations in the interview.

backzerman

4 年前議論

Counterpoint (from someone who highly prefers in-person communication and video/voice calls to Slack): Slack’s search feature is fantastic, and something I wish I’d discovered the benefits of earlier during Covid. It’s better than email, since I can search public channels even when I’m not included in the thread of discussion. It’s better than a Wiki if, as I believe is common, people aren’t diligent about dumping what they learn in conversation onto a Wiki page.

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