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While I agree with the principle of "clean markup", whenever I open up the DOM of websites I did not create (and I do so with regular frequency), I generally do not see what I'd consider clean. The author is correct but it's not that frequent of a practice; I wish it were so. Care for our craft is an uncommon thing.

react-query's useQuery hook makes the proper data sharing and optimistic updates a breeze.

Leaders have a responsibility to ensure their teams deliver. When the teams agree to async communication --and the channels remain silent-- where is the accountability when there is no deliverable and no visibility into the scenario that led to no output? To be clear, this doesn't mean 100% sync. But a 10 minute daily sync can ensure the team is focused on producing something of business value. Maximal autonomy within some guardrails keeps the ICs and management at their best.

Most lived experiences with off-shore talent are due to labor costs. There are great offshore engineers but many work for companies who aren't hiring at the top end of the local market: they're hiring off-shore to save. You get what you pay for. And that leads to impressions, even if incorrect ones.

We're at the point where many newer engineers haven't had real hands-on DOM experience but are expected to deliver applications built in React. You need to know at least one level abstraction below your current one to use the tool effectively. This all tracks with how the industry's changed, how we hire, how we train, and so on.

Some part of the process -- anywhere from specs to assembly-- had some cost cutting that led to the outcome. The root cause of this problem is something financially motivated.

It works because they have AWS. If the entirety of the business was only the consumer site, it's looking more and more like Wish with each passing day.

We did have high inflation for a year, and were told it was temporary, before tools were deployed. Would a sustained period of deflation be met with a similarly lagged response?

Disappointment in the permanent increases in prices. All else equal, people want deflation after a period of elevated inflation levels.

This is reasonable, but the problem I encounter is how stifling it seems to ask others to structure their work so specifically. By way of comparison, getting compliance on conventional commit messages is a challenge, and that's an appreciably smaller ask than this.

A quarter of households have net worths greater than $600,000. https://dqydj.com/net-worth-percentile-calculator/

Not necessarily. The returns from your all-cash purchase would be greater had you invested in treasuries. Rental yields and the 10 year recently flipped (after over a decade of rental income returns beating treasuries).

You can have a LinkedIn profile but not use the feed-- I don't see how that's necessarily frustrating. Make a profile, provide the link on job applications. Occasionally edit your profile so it's up to date. Then, don't use it. Simple enough.

The biggest grift was YouTube taking away the ability to play videos in the background on mobile, with audio still going. Tech feature shrinkflation has picked up speed substantially in the past twelve months.

Early career individuals are experiencing higher rates of inflation -- higher mortgage rates, rents -- requiring them to ask for ever greater salaries than more experienced workers who have locked in a lower cost of living.

What about people with organizational accounts? For example, if I use ad blocker logged into my work Google account, which my employer presumably pays a per-seat cost for.

You can make improvements, but it ends up being small things that you can showcase to leaders to demonstrate that progress is happening, but it's nothing of actual material value. It's a lot like public political discourse where a policy solution is touted, all the ooh's and ahh's, but then nothing really changes.

Is there a reason discussion around C is phrased like this? My reaction to that quote is, "yeah it could possibly have some issues we're not really sure of, but it seems reasonably battle-tested too". It evokes a bit of mixed signal messaging, to me at least.

I had this issue in the middle of the pandemic. I don't think it's new. Getting doctor appointments (particularly for new patients) in urban areas has been problematic for years. It seems like, once you're a client, then you're in and able to get time more regularly. For whatever reason, there's frictional issues with accepting new patients.

It's normal for a badge-checking system, but it's still an erosion on white-collar norms (autonomy being the key one) to be so proscriptive about how knowledge workers complete their work.

Side note, but when I worked somewhere with badged entrances, one person would badge the whole group. So this data wouldn't mean employees aren't there if there is no swipe.

Seems like corporations are jumping straight to extinction, bypassing the embracing and extending. You have to at least make something people want to use before pulling up the drawbridge.

And the definition of middle class is looking more like "owning a condo" than owning a single-family home in a high cost of living area, the type of area where it's easier to get a $200k income.

You're both correct. Individual SKUs varying by $1-2 between two different metros isn't surprising or unrealistic. Stores also adjust pricing weekly, and items on offer tend to rotate as well, so comparing point-in-time prices could be volatile. None of this means the inflation didn't occur, just that one specific example may not be telling the full picture.

Are they missing the money or the environment? It could be both, but bigtech compensation is one of the few places left to create a solid balance sheet for a household, and that's first and foremost what bigtech offers to its employees.

I've thought about this, and I believe what I want is a pre-covid vintage working place (which doesn't exist anymore) or I want the full flexibility of remote: that is, I don't want the worst of both (hybrid), so my best current option is FT WFH. From the full time WFO portion of my career, I miss the non-essential lunches and face time that catapulted me from a junior engineer upwards, but I don't really need that anymore. On the flip side, my current role requires growing engineers, and I find that difficult to do remotely. It seems people are either suited for working autonomously an overcoming barriers independently or they are not. And it's hard to tell if whether or not my own challenges in growing others are rooted in remote work, other things, or a combination of both.

This happens with software libraries and frameworks as well. Everyone is chasing mindshare and want their deliverable to maintain dominance in the marketplace.

Stuff like UBI sounds less insane if that's your alternative, and if it's truly as bad as you're suggesting it is. I wouldn't know the Canadian market well enough but based on armchair knowledge of list prices, paired with the knowledge of lower wages, it doesn't seem too far off.

In any case, it seems bittersweet to have the peak of your career exist for all of 12 months. I'd imagine the sort of person that becomes a CEO doesn't just fall into it. Decades of prep work, and then done.

Financing seems to have a large impact on prices, as does zoning, and supply. But the ability to borrow money and use leverage is paramount.

From what I've seen, the principals aren't actually subject to the workloads, though I'm sure it varies across organizations. Taking the role as an 'insurance policy' of sorts seems ordinary. It's not uncommon for life to pull us towards other obligations and career may not be the first priority anymore. By mid-career, the reality of the exchange (giving large amounts of time for a salary) sets in and colors your perception as well.