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salomon812 commented on Programmers and software developers lost the plot on naming their tools   larr.net/p/namings.html... · Posted by u/todsacerdoti
salomon812 · 3 months ago
I almost completely disagree with this post. The only thing I can consider that you should probably avoid embarrassing names.

A descriptive name is terrible if you're slightly off. Or if the library gets repurposed. Or if the project doesn't turn out how you expected but it's still helpful. With everything going on, a nonsense name forces people to learn about it instead of having them guess at it from a three word description that might be misleading.

The author probably never had a project where something got named the oscilloscope-controller but there's no oscilloscope in sight, but we used to have one and then we tweaked a few things and now it runs something else and but the name was everywhere.

And all of these are abstract concepts. Getting data from point A to point B. FIFO? It's an acronym. Pipe? Doesn't really suggest it can buffer data. Buffer? Queue? Both sound like they might slow down data. Precise technical names would be good, but then the chances the purpose changes goes up!

salomon812 commented on Ask HN: How do you say “I don’t know, but I’ll get back to you” confidently?    · Posted by u/AbstractH24
salomon812 · 5 months ago
You know, my honest but also meta answer is that I don't know the answer to your question.

There's a lot to unpack here and I don't know you well enough to give personalized advice. But this problem kinda requires personalized advice.

> in a way that doesn’t make it seem like I can’t be trusted that I know what I’m doing.

Why do you feel this way? I can think of several possibilities:

1.) You really really want the ability to know the answer instantly. While your mind know that's not reasonable, your heart is disappointed. As a result, your body language sends the message you don't know what you're doing.

2.) Verbal interactions are tough and you're looking for the right canned phrase that will give you time to think. However, that canned phrase sounds practiced, and people mistake it for a canned i-dont-care response.

3.) You want to people to understand why you don't instantly have an answer. As a result, you provide far too much justification, which winds up sounding guilty.

Personally, I have had great success with encounters where I absolutely don't know the answer, and I barely know where to start. Charlie asks me a question. I reply "I don't know, but Bob might know!" We ask Bob, and he doesn't want to be bothered, but he does know that Fred should know the answer. We then go to Fred, and I pay attention as the other two talk. I learn about Fred, a new topic, and Charlie winds up thanking me the most. In the future, Charlie comes to me first instead of Bob or Fred, and I wind up learning more than Bob and Fred put together.

It wasn't about how I said it, it was about putting in the effort to be present. And then people remembered I'd actually put the effort in.

salomon812 commented on Solving LinkedIn Queens with APL   pitr.ca/2025-06-14-queens... · Posted by u/pitr
salomon812 · 9 months ago
I know this puzzle as "Star Battle" where I play it here: https://www.puzzle-star-battle.com where my favorite difficulty for a nice medium difficulty is "Normal 10x10 2 stars"

The LinkedIn Queens seems to be a much easier version of this puzzle.

You can see the Cracking the Cryptic folks (of Miracle Sudoku fame) take on the puzzle here: https://www.youtube.com/watch?v=1KGraaDXP_0

salomon812 commented on A new class of materials that can passively harvest water from air   blog.seas.upenn.edu/penn-... · Posted by u/Tycho
salomon812 · 10 months ago
I wish they hadn't used "physics-defying" in their press release because I'm certain this is an important discovery for water condensers, but claiming it doesn't need an external energy source is massively negligent.

I'm fairly certain they've created some form of a Brownian Ratchet: https://en.wikipedia.org/wiki/Brownian_ratchet

People love to claim there's no external energy source, but then when you look closely, you'll find a hot-cold differential, and then you need external energy to maintain that differential. I'd put a large sum of money that either the material is colder than the ambient environment or the incoming moisture is warmer than the ambient environment. It might even be a differential within their material, and the lab lights are warming one side! There's a lot of passive devices that rely on the hot-cold cycle of day and night, that still counts as energy input from the sun.

The article even mentions they tried to rule out a thermal gradient by increasing the thickness of the material, I'm not sure I understand why that would rule it out... the gradient would still exist.

I hate this, because if they aren't intentionally supplying energy, it's probably really efficient (assuming they aren't taking samples out of the freezer or something) so it's still a big deal and important but apparently we have to claim something is a perpetual motion machine to get attention among the public.

salomon812 commented on I automated my job application process   blog.daviddodda.com/how-i... · Posted by u/paul-tharun
throwaway2037 · a year ago
I agree with your sentiment. I am curious how this person will fare when they return to the job hunt. Then, they will see how adversarial the process has become, even for highly qualified candidates. Suddenly, AI looks like a good idea to game some of the process.
salomon812 · a year ago
Since I think I'm the person you're referencing, I really do want to give good feedback, but experience has shown it's really perilous (discussion here: https://news.ycombinator.com/item?id=42533899)

And I know how adversarial the process has become. I have friends looking for jobs plus I try to get to know my candidates. And I have my recent hires and their stories.

I want to make it a better process but I'm so burnt out figuring out how to make it better. Some people talk about professional 3rd party recruiters but I've been burned by those as well. When it comes to dating and hiring, both can be pretty brutal.

salomon812 commented on I automated my job application process   blog.daviddodda.com/how-i... · Posted by u/paul-tharun
KennyBlanken · a year ago
$17k/month, not $24k?

If you're paying people $290k a year, no kidding you should bring them in for an on-site interview?

salomon812 · a year ago
Oh geez, I see my math mistake. But even at $5k/mo, the point still stands.
salomon812 commented on I automated my job application process   blog.daviddodda.com/how-i... · Posted by u/paul-tharun
UncleMeat · a year ago
The fastest that I can possibly fire somebody is still months from the date I choose to hire them.

I decide they are the best candidate. A recruiter talks with them to negotiate compensation and they accept the offer. This takes a week at best, but can take weeks if they are choosing between multiple offers. Then they choose a start date. They've got a couple weeks at the old job, plus probably some time in between roles before they start. So 2-6 weeks waiting here. Then they join and go through the company-wide onboarding and training processes and set up their equipment. Another week.

The first time I actually get to have them do any work is 4-10 weeks from the date I chose to offer them a job. It now takes me some time to realize they are hopeless and misrepresented themself on their resume. Three weeks would be an extraordinary outcome here, but it more likely that this takes 8+ weeks. Even if the actual process of firing them is instant once I've decided that it was a bad hire, I'm still out 3-5 months from the date I chose to hire them. Any other strong candidates I had in the pipeline now have other jobs and I am starting from scratch.

That is incredibly expensive.

salomon812 · a year ago
This. 100% this.

I can't believe any company would look at this story (which I've heard variations on from multiple peers) and go: "we should save money by not flying candidates out for an on-site and use terrible AI tools to sort our candidates."

salomon812 commented on I automated my job application process   blog.daviddodda.com/how-i... · Posted by u/paul-tharun
floating-io · a year ago
The counter argument is that firing too slowly can be a serious drag on morale. Leaving your team to carry dead weight can really suck for the team.

Ask me how I know... :)

salomon812 · a year ago
Okay, so the original argument is about whether or not it's worth it to fly people out for an on-site. Hotel and airfare: $2000 absolute max. Salary at $100/hr for one month for me to figure out it's not going to work out, then pull the trigger to fire: $24,000.

I mean, being a manager is hard, but putting in the time and money to hire and then putting in the time to make sure your team doesn't have a morale drag, it's worth it.

salomon812 commented on I automated my job application process   blog.daviddodda.com/how-i... · Posted by u/paul-tharun
johnnyanmac · a year ago
>We have a full-time recruiter working with us, and I'm not 100% sure what tools he used, but I switched to manually reviewing each resume, and given that it was 100s, it took a long time, but I still had my problem of great initial screen, terrible technical interview.

I think it's very scary when even manual review is still yielding you results with horrible technical screenings. I wonder at that point if your technical review is very hard or specific (specific makes sense, yo did you you are looking for esoteric), or if it's just truly that polarized a market. Many are laid off and I imagine those qualified with such specialized knowledge and anchoring themselves instead of searching.

>I also switched to only on-site interviews

Kind of crazy. Not that I mind on-sites, but I haven't even heard a mention of on-site in the interview process since COVID. And I'm basically applying to any relevant position, locally or remotely. Just another curiosity.

salomon812 · a year ago
> I think it's very scary when even manual review is still yielding you results with horrible technical screenings.

It was bad. It was starting to affect my life outside of work.

> I wonder at that point if your technical review is very hard

My technical review is very hard, but it is directly applicable to the work I'm doing. And I've seen some candidates just do outstanding based entirely on their natural curiosity to look a bit deeper. I've been using a form of it for five years, so it's well reviewed.

salomon812 commented on I automated my job application process   blog.daviddodda.com/how-i... · Posted by u/paul-tharun
jjav · a year ago
> so is firing people (at least in United States it is.)

There's probably some country somewhere where it is easier to fire people than the US, but not sure where would that be.

There are zero requirements to fire people in the US. No reason needed, no notice, no compensation, nothing.

Most (if not all) other countries have varying levels of requirements, notice and compensation required to fire someone. In the US, nothing.

salomon812 · a year ago
There's a difference between layoffs and firing. To fire an individual, the company must have documentation to ensure it's not a wrongful termination. Ironically, it's easier to lay-off 100 people because all you need to do is demonstrate their division's project is cancelled.

And that documentation takes time as a manager, which costs money.

But I admit not knowing completely because I haven't had to fire anyone yet. I have talked to legal about the process regarding someone not on my team.

u/salomon812

KarmaCake day261January 22, 2014View Original