No credential will be sufficient, this is basically an unsolvable enforcement problem. That doesn't obviate the utility of rules and norms, but there's no airtight system which will hold back AI generated content.
The warm container host is shared by multiple people. It basically runs docker with a small UI and a daemon which spins up new hosts, recycles them, and warms them when code changes happen.
Ideally when I open a new workspace, it opens in the context of that SSH session. So new splits open as new shells, claude's messages proxy through, etc etc.
Feel free to send me an email at [email protected] if you want to discuss. Love the problem you're trying to solve here.
Can’t wait for better SSH support. We have a warm container host that spawns a fresh container so we get nice sandboxing and isolation, but the UX has left us with basically the same challenges you solved here for one box.
One of the authors (Stefan) here. We created System Design in a Hurry after conducting hundreds of mock interviews and pinpointing areas where candidates tended to falter which could be fixed with some study. Happy to answer questions!
Agreed. Scrum, in most cases, robs engineers of the agency they need to deliver maximum value. My teams did better work without it under the condition that the talent was motivated, technically proficient, and had the right incentives.
The obvious needle thread here is to not "make" engineers do anything, but hold them accountable to the results the business needs to see. The best teams are composed of empowered, accountable engineers who have the flexibility to do what they're paid to do.
Sounds like the problem is engineers aren't accountable for quality. Rather than prescribing a solution, these leaders should make sure incentives are correct in their organization.
Definitely. Much of it _isn't_. But the parent comment was referring to the waste of the process, which is necessarily the part that isn't directly useful in the job.
Similar in magnitude to the lost productivity of people optimizing for appearances rather than results at work. All prep is basically an arbitrage between the hard work of actually becoming better and the often easier work of preparation.
The ideal system would minimize this arbitrage, both for the sake of employers and candidates alike.
You can test this. Stratify users into groups with varying ad load and watch retention metrics. There's a bunch of 2nd-order effects that are hard to control, but you don't get to be a business doing billions in revenue without fine-grained understanding here.