Is there anything a common person can do to help reduce the likelihood of their phone being tracked via SS7? (other than not carrying a phone or disabling the mobile network)
Readit Newsbendouglas commented on How First Wap tracks phones around the world lighthousereports.com/met... · Posted by u/mattboulos
I follow Ezra Klein's NYT column:
https://www.nytimes.com/column/ezra-klein
I built a system like this, and loved it enough that I built an app to do what the author describes: http://parsnipapp.com/
Totally free, with no plans to monetize it. Having an easy system like this adds enough value to me and my friends who use it to continue to develop and maintain it.
I love the author's automation for sending an email digest, I think that's a great feature that I'll add to the roadmap. Up next for development I'd like to add reminders for specific days (eg., birthdays, trip reminders, w/e).
If anyone gives the app a shot, I'd love to hear from you. Feedback is appreciated!
bendouglas commented on War Stories: How This War of Mine Manipulates Your Emotions (2019) arstechnica.com/gaming/20... · Posted by u/Tomte
That map with the old couple really was brutal
bendouglas commented on Ask HN: Managing career progression for those with no interest in progressing? · Posted by u/trhoad
That at least puts a positive term on it that the manager's manager might buy off on - "John is pursuing guru status on Domain X".
Oooh - I like this, and agree with the other commenter that this is some nice HR spin
bendouglas commented on Ask HN: Managing career progression for those with no interest in progressing? · Posted by u/trhoad
My greybeard anecdata:
I did exactly this in my early career and it worked great in small organizations. Mid to late career, I worked for a tech megacorp and was essentially forced to ladder climb because it was up or out. Eventually, hit a grade level that was oversaturated and got offered a package to leave on the 13th round of layoffs in my time there. My seagull manager at the time had no idea of how much organizational tribal knowledge they lost, but everyone my grade or lower who worked with me did.
I postulate that the size of the larger organization is inverse to the applicability of the "guru" strategy.
I think the "up or out" dogma is garbage, and ends up hurting some of an organizations best people. Sorry to hear this happened to you.
I truly don't think it's that challenging to allow for an alternative path. But as a low level manager at a big corp there's only so much you can do, I get it.
bendouglas commented on Ask HN: Managing career progression for those with no interest in progressing? · Posted by u/trhoad
Kim Scott talks about this in her book "Radical Candor" [1], and I agree with her perspective. A well rounded team needs people who looking to take on big new projects, but also people who become deep domain experts. Sometimes called a "guru". People who don't want to progress are this latter group.
The key is to (1) make this arrangement explicit and regularly check in, and (2) find non-promotion ways of rewarding and recognizing good work. This will be dependent on the person, and isn't as clear cut as the promotions track.
I think it's great to just be happy with what you're doing, and focus on other things in life.
[1] https://www.goodreads.com/book/show/29939161-radical-candor