https://llvm.cc/t/llvmdev-lld-improvement-plan/274

"The atom model is not the best model for some architectures The atom model makes sense only for Mach-O, but it’s used everywhere. I guess that we originally expected that we would be able to model the linker’s behavior beautifully using the atom model because the atom model seemed like a superset of the section model. Although it can, it turned out that it’s not necessarily natural and efficient model for ELF or PE/COFF on which section-based linking is expected."

My comment on HR people caring was a more general statement on my interactions with HR in a variety of situations. As a manager, I often see both sides of HR/employee interactions.

In California, all managers are required by law to take three hours of sexual harassment training every other year. One thing that stood out to me is that there is no need to make a formal harassment claim: when anyone mentions they have experienced harassment to a manager, even in a private conversation, the manager is required to report it and investigate. If the employee says they want to keep the conversation in confidence, the manager is supposed to say they can't do that. If a manager doesn't follow up, they can be personally liable.

Several companies I've been at also have a mandatory "managers and the law" training class. I didn't talk to anyone for several days after taking it. :)

IANAL, but my understanding is that one job of HR is to protect the company. One reason they investigate is to produce evidence that could be used in the event of a lawsuit to prove they took the allegation seriously. Trying to argue with the employee that it didn't happen would put them in a really bad position if they were sued, because it could be used to demonstrate a hostile work environment.

I've seen complaints happen a few times in my career (not involving me directly), and, in those cases, HR took it gravely seriously. They talked to everyone involved and documented the crap out of it. Most of the people I've met in HR seem to genuinely care. I disagree with advice that HR should not be trusted, but my advice for someone who is in a situation where they are uncomfortable is to document everything. Keep emails of all interactions with your manager and HR and send follow up email to summarize conversations you had in person.

1. My fault (I failed)

2. Out of my control (I'm powerless/helpless).

Both are pretty shitty ways to feel. I think many people who advise/coach/mentor forget this when they give this sort of advice. I remember listening to one well-meaning coach talk through the "victim vs. owning mentality" and I walked out of the session thinking about everything that was wrong at work and how it was because I was incompetent.

Feeling inadequate is common and natural in a highly competitive environment. It's not our fault, we're human beings.

Bear in mind, everyone who works at the company contributes to this culture. When you say "it's by design," you're implying there's some elite group of people at the company who are doing this out of malice. Even the execs who we might cast most of the blame for this on (who are also human beings) are probably feeling inadequate too.

But at the same time, we have the ability to recognize these thoughts and challenge them. So there is hope to rise above it, even though we will probably always struggle with it to some degree.

That's the rub: how do you prove that? If your software stack is 30 million lines of code that was written by god knows who, I would argue it's nigh impossible without releasing it and seeing what happens, which seems morally irresponsible and legally negligent. If you follow strict rules in coding conventions and algorithms, it's easier to statically verify code is probably correct.

I find this all very disturbing, but, having grown up without the Internet, perhaps I'm just a relic from a bygone area. Still, I can't shake the uneasy feeling that this all will lead to a very bad place...

http://www.computerworld.com/article/3039215/it-industry/lai...

His website suggests his policy will prioritize protecting American workers:

https://www.donaldjtrump.com/policies/immigration/?/position...

"Establish new immigration controls to boost wages and to ensure that open jobs are offered to American workers first."

When you go to work, you don't give up your moral agency.

I think they broke an unwritten social contract: small companies on University Ave. are okay, but you need to move out once you grow up. You can't try take over and push everyone else out.

- People with really good information on-line get tons of responses. Someone from LinkedIn confirmed that a small number of profiles get most hits.

- Most public information about engineers is total crap. Most LinkedIn profiles have no detail to determine if someone is a fit. I looked at the profiles of some of my coworkers who I thought were really good and there was nothing interesting in them. Most github repos have not substantive or interesting projects. Looking at github was a big waste of time.

- Being a recruiter is hard work. It's exhausting looking through profiles and dismaying to get rejected and ignored all the time, especially when you've spent time researching people.

- Often you need to contact people several times before they will respond, even if they are interested. I've found this even when I've been contacted by recruiters: I think "interesting, I'll get back to them" and forget about it.

Recruiting is a volume game. Carpet bombing is the only effective strategy in my experience, which is why recruiters do it. It's simply not worth doing that much research up front.

Also, bear in mind that the recruiting staff is usually divided into recruiters and sourcers. The latter are who are doing a lot of the contacting, and their job is mainly to find lots of profiles, not do deep research. Once they get a response, the recruiter takes over and does more of the relationship building and candidate vetting. Given low response rates, this is also a more effective strategy.

But electrical generation is more efficient than an internal combustion engine in terms of carbon output. According to PG&E:

"Additionally, from well to wheel, electric vehicles emit approximately 66 percent less carbon dioxide (CO2) compared with internal combustion vehicles. CO2 is the principal gas associated with global warming."

https://www.pge.com/en_US/residential/solar-and-vehicles/opt...