I like Ted Cruz more than most of my other colleagues like Ted Cruz. And I hate Ted Cruz.

― Al Franken,

Too many people were making poor choices. When there's an incident of an account that should have been secured but wasn't getting compromised, that's bad for the platform, ecosystem, and community. This is just another level beyond not allowing you to set a password of "password"

Unity did a bad thing, but the stock sale here is a complete non-event.

According to Guru Focus, Unity CEO John Riccitiello, one of the highest-paid bosses in gaming, sold 2,000 Unity shares on September 6, a week prior to its September 12 announcement. Guru Focus notes that this follows a trend, reporting that Riccitiello has sold a total of 50,610 shares this year, and purchased none.

He receives and sells stock constantly, as do most execs of publicly traded companies. Their compensation is majority stock, which incentivizes them to maximize stock prices since a higher price means more money RIGHT NOW for them. Look up any publicly traded company and peek at their insider trading info. Microsoft as a random reference and here's Unity so you can see everyone else and the long term trends.

The piece cites Guru Focus as their source of this info as if they have some keen inside information or something, but it's literally public data that anyone with an internet connection can look up as these sorts of notices are required for publicly traded companies. Riccitiello only sold about $83k worth of stock before the announcement for a total of about $1.1M worth of stock this year, vs about $33M last year, and close to $100M in 2021. The idea that he dumped $83k worth of stock to beat bad news Unity was dropping is just a hilariously bad take.

The Google Reader shutdown hit me hard also. They offered all of the features in a really great app and many of the competitors shut down in their wake, so when they exited the scene, it left a huge hole.

Why is Zoidberg alone on Xmas? What happened to Marianne?

How would we feel if say, China decided Microsoft/Google/AWS/Oracle had to sell to a Chinese company on the grounds of national security?

But no one is saying that ByteDance has to sell TikTok to a US company. Just divest it to an owner that is not beholden to the Chinese government and obligated to share any and all data upon request. Compared to the legal requirements that China puts on US companies operating in China, this is a pretty tame ask.

In the display that TSA agents are given, the image is no longer shown and instead the system shows an outline of a body with the questionable area marked. This was added after the aforementioned outrage from travelers so that every TSA agent didn't get an x-ray view of your naked body. The scanners are the same, but the agent doesn't see it anymore.

Unfortunately, that means that you're taking a vote away from the candidate from the two main parties that is closest to your views, which helps the candidate you oppose the most.

The two party system is truly problematic, but when it comes to November you have two options currently and voting for a 3rd party has the same impact as not voting at all. Voting for the candidate that you oppose the least lets you put a finger on the scale to at least try to avoid the worst possible outcome relative to your beliefs and values.

Look at the link - does it have a token on it to identify that particular survey invitation as the one they sent you? I'd wager that's what happened rather than it being some deeper tracking. A stock standard survey monkey survey can do the same thing.

China coming in with the latest in new tech for people with too much money to accidentally kill themselves. The finest innovation in the field since the Cesna.

*Second best army in Russia

The Guardian's story on this has more of the important details

The human testicles had been preserved and so their sperm count could not be measured. However, the sperm count in the dogs’ testes could be assessed and was lower in samples with higher contamination with PVC. The study demonstrates a correlation but further research is needed to prove microplastics cause sperm counts to fall.

The testes analysed were obtained from postmortems in 2016, with the men ranging in age from 16 to 88 when they died. “The impact on the younger generation might be more concerning” now that there is more plastic than ever in the environment, Yu said.

The study, published in the journal Toxicological Sciences, involved dissolving the tissue samples and then analysing the plastic that remained. The dogs’ testes were obtained from veterinary practices that conducted neutering operations.

The human testicles had a plastic concentration almost three times higher than that found in the dog testes: 330 micrograms per gram of tissue compared with 123 micrograms. Polyethylene, used in plastic bags and bottles, was the most common microplastic found, followed by PVC.

The problem is less to do with personal goals and more to do with how your company or manager implements them.

My team has their org goals, which is what our bonuses are based on, and each person’s individual goals that they set with me. Those goals have the boilerplate reviews, and we keep it metrics based. Did we miss, meet, or exceed our goals? There’s a formula, which everyone knows before the year starts (because we wrote them as a group and them got board executive sign off on them) that tells us what our bonus metric will be. We sink or swim as a group, myself included. Each person has individual goals related to their unique role, but those are largely “Did you perform at the level expected of your title and salary?” No fluff. No BS. Some of my people write sentences, some give concise bullets, some write 3 word answers. This isn’t the SATs, so it doesn’t matter how the info is provided.

Then we have the personal goals, which are 100% rooted in the question “what do you want next?” For some people, it’s to move into a more Sr role, for others to break into a new discipline (expertise in a particular area, management, or something completely different), and sometimes it’s as simple as “make $30k more per year” or “have more time with my kids in the evenings.” (For the last one, it’s usually easy - we are remote with few mandatory hours so it’s easy to modify a schedule to have free hours when needed) We set personal goals and I coach them to achieve them, but the only person they answer to if they don’t achieve them is themselves. It has zero impact on their performance metrics, bonuses, or raises.

I want to see everyone have the life and career they want, and we use these goals as way to work towards that. Our 1-on-1 meetings are NOT about their tasks. We have the task board and team syncs for that and I can schedule a 1-off chat if we need to address something. Instead we spend the 1-on-1 more or less on whatever topic they want to address. If something is stressing them, annoying them, etc, they have that time to bring it up and we can try to find a solution. One of my people has a goal to move to a city 9 time zones away. They also highly values their work/life balance, so flexing their schedule is likely not going to solve this so instead I’m helping them leave the team for a new job. Ideally I’ll keep them in the company, but if that doesn’t work out and they have to leave, so be it. It’s what’s best for them and everyone else here sees it - that shit goes a long way.

If you’re doing bullshit personal goals and nonsense 1-on-1 meetings, that’s the manager and culture at fault, not the concept as a whole.

To hopefully help anyone out that buys eggs at Costco like I do:

• Despite the picture used in the article, these are the brown eggs, not white ones.
• They come in the plastic eggshell container in packs of 24
• You're looking for the expiration date of Jan 6, and a Julian code of 327. These are printed directly on the plastic ON THE SIDE of the container, not on the top. It's very easy to not notice the printing at all if you're not specifically looking for it (or sometimes even if you are).
• Costco97.com has a much clearer image and explanation of what you're looking for here
• You would have most likely purchased these Nov 22-26 (The Saturday to Wednesday BEFORE Thanksgiving in the US)

I think this is very likely, though it's also prolonging this whole exercise by avoiding the dramatic conclusion and spreading the pain out over a longer time.

If every manager at Amazon woke up tomorrow and said "screw it, we're enforcing this policy", that would result in a mass firing event of quality talent, and Amazon would feel the pain of their policy decisions and either have to swallow that and try to move on or beat a hasty retreat and call this whole thing off. It would be a quick and decisive end to this whole debate, but instead we have month after month of employees stressed and angry while looking rebellious and unmanageable, managers stressed and frustrated while looking ineffective, and the senior leadership frustrated and looking impotent.

Someone's going to win this fight eventually, but everyone trying to find middle ground and skirt the policy just takes what would be one big fight and turns it into many months of slow unease and turmoil that's bad for everyone. I want the remote people to win this, but sometimes the way to win is the lose on purpose. Let the dog catch the car so he can realize what an idiot he was being.

It won't matter if there are ways to side load or circumvent, though. 99.9% of users will not be willing to be bothered with such things and the US market would effectively die for the app.

This is great until

I think that's the point. Don't jump to the complex right away. Keep it simple and compose the capabilities you have readily available until you need to become more complex. When the task requires it, yeah, do the complex thing, but keep the simplicity mandate in mind and only add the new complexity that you need. You can get pretty far with the simple, and what about all of the situations where that future pivot or growth never happens?

The philosophy strikes a cord with me - I'm often contending with teams that are building for the future complexities that they think might come up, and we realize later that we did get complexity in the problem later, but not the kind we had planned for, so all of that infrastructure and planning was wasted on an imaginary problem that no only didn't help us but often actually make our task harder. The trick is to keep the solution set composable and flexible so that if complexity shows up later, we can reconfigure and build the new capabilities that we need rather than having to maneuver a large complicated system that we built on a white board before we really knew what the problem looked like.

It has a secondary interaction interface that's novel - if you hold your hand at the right position, it projects data or controls into your palm which can then be navigated by tilting your hand and "clicking" with a finger tap gesture. This interface is also more private, and used for entering your pin to unlock the device, but can be used for other interactions like viewing long form responses to voice prompts where you can scroll through the data rather than trying to absorb everything as it's spoken (or if you don't want to have a spoken reply).

It's an interesting concept, but I tend to agree with the user you replied to in that this is a solution in search of a problem.

Yeah, I don't think the dying on the inside is the particular sort dying that is notable here.

AI resume screeners are very much at risk of bias. There have been stories about exactly this in years past. The ML models need to be trained, so they get fed resumes of candidates that were hired and not hired so the model can learn to differentiate the two and make decisions on new resumes in the future. That training, though, takes any bias that went into previous decisions and brings it forward.

From the Amazon I linked above, the model was prioritizing white men over women and people of color. When you think back to how these models were trained, though, that's exactly what you'd expect to happen. No one was intentionally introducing bias to the AI process, but software teams have historically been very male and white, and when referrals and references come into play, those demographics were further emphasized. And then let's not pretend that none of those recruiters or hiring managers were bringing their own bias to the table.

If you feed that into your model as it's training data, of course the model is going to continue to favor white men, not because it's actually looking for men, but because resumes that men typically submit are the kinds that get hired. Then they found that resumes that mention a professional women's organization or historically black or women only colleges were typically not hired. The model isn't "thinking" about why that is - it just knows that when certain traits exist, the resume is ranked lower, so it replicates that.

Building a truly unbiased AI system is actually incredibly difficult, not the least due to the fact that the demographics of the data scientists working on these systems are themselves predominantly male and white themselves. We've also seen this issue in the past with other AI systems, including facial recognition systems, where these systems built by teams of white men can't seem to make reliable determinations when looking at a picture of a black woman (with accuracy rates 20-30% lower for black woman compared to white men).