Re:Learning Without Burnout
by nonameiguess on Tuesday March 16, 2021 @01:39PM
(#26480151)
I don't think this is the reason. They want people with no families and no responsibilities because those people will move to Seattle or San Francisco and work 100 hour weeks without having to worry about uprooting spouse and kids and ruining all human relationships.
I actually hope one of the outcomes of post-pandemic normalization of remote work is less tacit age discrimination from companies that used to greatly prefer people willing to relocate.
I don’t think tacit is exactly the right word there. Effective (or de facto) is probably closer. If the company is willing to hire someone and that person decides they’re not willing to relocate, I don’t think that’s tacit age discrimination.
Re:Learning Without Burnout
by burntoutfire on Tuesday March 16, 2021 @02:26PM
(#26480824)
Companies that have shitty working conditions (so, almost all of them) prefer young people, because they are enthusiastic about working and learning and being treated as an adult professional. They don't know any better yet. Whereas people that have work and life experience will immediately see through the company's bullshit and adjust accordingly - either leave for a better place or find a way to slack off as much as possible etc.
Young folks learn rote (they just spent a whole bunch of years at school, doing exactly that), and adapt to it quickly, even if they don't fully understand the context or goals, so they are more likely to follow direction and process; especially if you can gamify the process.
Me, I like to know why, and to "play the tape through to the end." I'm also apt to say stuff like "Are you sure that you want to do that? You know it's likely to give you a race condition, if you use a different device. Might be worth it to consider a different approach.", and whatnot.
That kind of pisses in the punch bowl.