This resonates to me. In my last job we didn't plan our authZ story very well (or at all!). As our company experienced explosive growth, we ended up implementing something that I suspect is pretty common: AuthZ policy as data because we ended up representing it in a postgres db, and policy as code because we then had to write an "engine" to interpret that data. There were none of these emerging cloud authZ solutions, having one might have saved us a lot of time and grief!
Readit Newsstefanba3 commented on Policy-as-Code or Policy-as-Data? Why Choose? thenewstack.io/policy-as-... · Posted by u/tcsf
First off, congrats!
The problem I always run into with existing offerings, which as you mention all go through Plaid or Yodlee, is that there is never enough transaction history available for what I need. Typically, its only 3 months' worth at most.
There is some great advice here already, so I'll just add: From an ROI perspective, climbing the corporate ladder is actually very risky. You must invest a ton of time (years) and energy. Do things you may not want to do. Yet only a very few reach the top. Trying other things, like a side project, will yield success or failure a lot faster.
I can't tell from the description... does this come with a character builder?
A hiring manager friend at a Seattle unicorn once asked me to look over resumes. I didn't have a full grasp of how prevalent these "consultancies" are and was puzzled by all the jargon-filled, similar-looking resumes from people who were clearly working for "consultancies". Now I know, they were all looking for a ramp off! Some (many?) may even make great hires, but it' s hard to tease them out by looking at those resumes.
stefanba3 commented on Policy CLI – “Docker” for your OPA policies openpolicyregistry.io/blo... · Posted by u/viovanov
Can I also evaluate input against my OPA policies with this?
stefanba3 commented on Ask HN: Hiring managers, which type of engineer is hardest to find nowadays? · Posted by u/causehealth101
I sort of understand where this question is coming from, but as someone who's spent a fair amount of time browsing software job postings recently, the real question isn't specialization, it's seniority.
I routinely have found organizations that have, literally, dozens of open listings for "Senior Software Engineer, Sub-field", but few (if any) explicitly non-senior positions available. My very non-scientific estimate would put this ratio at well over 10:1, and probably closer to 20:1 for many of the organizations I've looked through. I actually sort of wonder if they ever take them down, or if demand for senior candidates is just so high that they're basically evergreen listings, where the organizations assume they'll always have positions available for engineers who meet those listings' criteria.
In my (very long) experience, companies routinely post for Sr. Engineer where they would gladly take a less experienced person they liked.
stefanba3 commented on Ask HN: Does remote work by choice impact upwards mobility? · Posted by u/mitchelI
There are lots of smaller all-remote companies around, it sounds like it might be worth your time to at least explore some of those.
stefanba3 commented on The Myth of the Super-Successful ‘C’ Student greyenlightenment.com/202... · Posted by u/paulpauper
A model that just takes grades and degrees, which is most of the actual data the article presents, as inputs probably does not work. There are so many more attributes to consider: race, tenacity, resilience, etc.
stefanba3 commented on A confession of a FAANG hiring manager sagivo.com/hiring/enginee... · Posted by u/sagivo
As a hiring manager, I find talking in detail about work (school or industry) a candidate has done is a lot more illuminating than a coding problem. The trick is that it takes more preparation and focus from the interviewer because they need to know how to ask the right questions, they must know how to guide the conversation in real time, they must understand details about entire project in a few minutes, etc.