I think the answer has to do with calls to action and the assumption users make that the cursor hand is a link to another web page or another part of the site, while not all buttons are hyperlinks. Probably not as much of an argument in these days, though, especially as most sites are single page applications where basically every button does indeed do some sort of reroute, target blank (new tab), or network call at the very least.
Also, to be pedantic, not all buttons are entirely clickable, only small portions of them.
Edit: Interesting that HN doesn't use the cursor hand for reply / updating. ;)
I have worked more (and harder, quantifiable by sprint points if you must have a number) in the past year from home than in the entire rest of my career combined. My close ones tell me I'm just making "the man" more money, but I really don't mind it for some reason. I feel like I'm accomplishing goals and feel fulfilled in ways that I didn't previously. No signs of burnout, perhaps I am a freak of nature.
> I have worked more (and harder, quantifiable by sprint points if you must have a number) in the past year from home than in the entire rest of my career combined.
To be clear: out of all the sprint points you've ever completed, more than 50% of them were completed in the past 12 months? How long has your career been?
(Please don't hear this as a criticism of your point - I'm just not very experienced with scrum.)
To what extent are sprint points a good measure of productivity or of effort? My understanding is that they're based on estimates, which seem like a moving target to me depending on the experience and motivations of the estimator.
They are a moving target, but my org has them pretty closely pinned to 2hrs of "work time" per point, at least ideologically. When you see that go from 12-18ish in person per person to 30+ (~38 average consistently for me), it's pretty straightforward that the org is actually getting closer to its billable 80 hours per sprint, even with 3ish daily Zoom meetings. And to boot, the quality of design, PMing, ticket writing, feature scoping, and everything else around it has increased, which probably helps the productivity.
> my org has them pretty closely pinned to 2hrs of "work time" per point
Off-topic, but isn't this exactly what you're not supposed to do with points? AIUI, they're explicitly disconnected from time so that teams can adjust points to match their reality.
Your experience with remote work is not at all unique. And if your team would like to move onto something a bit more accommodating of higher productivity and remote work than their are new tools available also.
They are ruining / skewing the stats of that plugin in the readme for others, it uses an algo to determine profile rankings based on everyone elses stats.
It's common practice for recruiters to replace your personal contact info with their agency's header/contact info.
I don't mind that. It makes sense.
I generate my resume as a PDF from HTML/CSS. It's fun to see how recruiters handle that. I think most use image manipulation to insert their header. One recruiter sent me some image assets and let me add the header/footer myself.
I'm sure some recruiters go too far with the .doc, but there are legitimate reasons too.
Last time I applied for job through a headhunter (2010), they ran my LaTeX resume through an automated .doc converter that destroyed all the formatting and then didn't even attempt to fix any of it. Somehow I still managed to get some interviews, and when I saw the printout on the interviewer's desk I shrieked in horror and handed him one the original paper copies that I'd luckily had the foresight to bring with me.
What are these recruiters you all talk about? Are these some middlemen you contract to get you a job? Like an athlete's/actor's agent?
I only had experience with recruiters who work for the organisation I'm interviewing for. None of this contact info / skills tampering makes sense in that context.
Post your resume on one of the really big job boards like Dice or Indeed and you'll see what we're talking about. Last time I did that I was getting 4 or 5 calls a day. Most of those recruiters were from the same three companies and you could safely rule them out because they would ask for your SSN. But anyone who calls you and tries to establish a personal relationship might be worth working with.
Rather than wait for applications, some companies will hire third party recruiters to find candidates to apply. Some will have in-house recruiters doing the same. If they find a successful candidate, they're paid with commission. Sometimes, being contacted by one is the only way to apply.
I've worked with several recruiters who are trying to shop around as an outsourced recruiter. Basically, they take your resume and slap their name on it in an effort to show companies "You should use me because I provide well-qualified talent."
If you're not going through internal recruitment then this is a great way to go about it. The recruiter isn't just trying to get their 20%, so they spend a lot more time getting to know you and also getting to know where you're going.
The biggest down side is that you'll never hear a negative word about anything, so you gotta be good at asking some pointed questions.
Never send doc. Always pdf. Next time I'm lookin I'm gonna send a jpeg for shits n giggles.
Same goes for references, always, "available on request for the employer who can reach out if they like, no you can't have them. Go find your own clients".
This may be a benefit in this case, as sneaky edits to a JPEG full of text will show up as a difference in patterns of artifacts - original text will be compressed twice, while the edits just once (or once and zero if they save the edited image to PNG). Takes a bit of time and skill to make this unnoticeable.
Ages ago, I was looking for a job. I made my CV using LaTeX, and provided it as a PDF to the recruiters. They straight turned around and asked for a Word format version instead. So I converted each page into an image, and pasted each one into a page each in a Word document, then sent that to them. They complained that there was something wrong with the document, and they were having trouble editing it.
I later had a job interview, and saw what the potential employer had been sent. They had re-typed it, and it looked awful.
Intel from the ground in Atlanta is that a person in the article is trying to milk it a bit. I cannot confirm myself, though.
I will say after doing a couple phone interviews with them recently, they make it extremely clear they are working heavily on D&I initiatives and creating a "non bro" "no asshole" culture. That is to say, some changes might already be in motion.
Former MailChimper (back when it was still camelcase). I was also promoted to a management position in Engineering.
I knew all the people in this story. While I didn't know about Alejandra's harassment in particular, I believe her. The culture there would make something like this very easy.
Mailchimp's management has ZERO accountability. HR does not investigate complaints. Lots of politics and brown-nosing.
I attempted to escalate concerns with other managers to leadership and HR several times to no avail. Come promotion time, I was explicitly told I wasn't moving up because I raised concerns. I wasn't the only person to suffer this type of retaliation.
In my 50+ years of watching, I've come to the conclusion that an organization's culture is the same as its leadership. They're the same thing. This, I don't believe you can _fundamentally_ change an organization's culture without changing its leaders.
Your "Corporal Bubba" isn't just cynical, it leans heavily upon a harmful stereotype that folks in small towns are uneducated simpletons. Stop the polarization, please
Why wouldn't they be? I went to university with people from all over Russia. They don't tend to return to their home towns after getting educated. Does this work differently in America?
Maybe. Thanks, I could probably use some self-reflection.
(The anti-stress effect of covid vaccination seems to be much more immediate than I expected. This is the second time today I find myself saying things highly unusual for people on the Internet in general and my yesterday's self in particular, and the first time was literally a couple of minutes after the procedure.)
Sadly, when you consider the available evidence, Corporal Bubba isn’t too far from the truth. I say that as someone whose Dad is a retired police officer and who spent most of his youth in a very small town with sub-1200 people.
Rural areas are subject to brain drain where the best and the brightest disproportionately leave for more urban settings where more money is available to be earned. Living in a rural setting is something one chooses not an immutable fact like skin color and by and large the harmful stereotype is spot on.
