For myself, referrals were a huge part of getting a job somewhat quickly. As more people are looking, the slush pile of resumes gets bigger which causes employers to feel they can be more picky. So if you’re relying on a cold application turning into an interview, that will definitely have a very low success rate.

I know only one person who didn’t get a job for an entire year, one of the smartest people I worked with at my last job, but to be honest it seemed like they were having some mental health / mid-life crisis things going on and not actually applying much if at all. I don’t know you and your situation, and I’m not saying this is the only explanation for a long and fruitless search, but if you think you might be like this person then I’d encourage you to reach out to someone who knows you and get the support you need. Marinating in negative thoughts won’t get you anywhere. This stuff has to be addressed because attitude, emotional state, and overall vibes can bleed into the entire interview performance and undermine what is otherwise a solid showing.

I hope something good comes your way soon.

None of this is true for the “underclass” mentioned above who have little to look forward to each day; the labor they provide is in various amounts boring/tedious/demeaning/physical, and doesn’t pay enough to give them the middle class lifestyle they feel entitled to (e.g. home ownership, healthcare, etc).

I and many people I know have gone through job searches over the last 18 months. Yes, it was more work than we’ve come to expect over the last 10 years. But ultimately everyone I know has landed on their feet. As an industry we are still incredibly privileged compared to most.

Blocking refresh in the authorization server is trivial, but trying to implement the same on access tokens in the resource server at the point of use breaks the entire security model of JWT. It's unreliable, because now every resource server has to take on partial responsibility for authorization which multiplies opportunities for mistakes. As the OP points out, you need to keep track of some sort of block list and lose out on many of the benefits of JWT (i.e. a resource server being able to rely fully on claims in a signed token before allowing an action).

When people show up with this kind of requirement, in my experience, it is often because they foolishly configured a client with a very long expiration on access tokens (e.g. ~months/years instead of ~minutes/hours). This creates a problem when some aspect of a user's access needs to change (e.g. disgruntled employee was fired, customer didn't pay their bill, etc). You can address this more easily by pairing a short access token lifetime with a long refresh token lifetime.

The real thing to push back on is the logout requirement. Everyone pretends they need this, when what almost everyone should do is just mandate appropriately short token lifetimes and revoke refresh tokens as needed.

If something is provided free of charge and it's not working for you, there are constructive ways to engage and help nudge a project in a beneficial direction. But if you're not up to doing that, just move on.

When I rented a place in Cambridge in 2019, the rent was $3200/month. To get the lease signed I had to write a check for 4x that amount (first+last+security deposit+broker fee). $12,800 before even dealing with any moving costs.

The worst thing about it is that it increases the cost of moving very significantly. So people are coerced into accepting large rent increases as long as the increase is less than forking out another broker fee to move to a cheaper apartment.

The way Netflix seems to drive every season into a cliffhanger ending and then cancel seems pretty short-sighted though. If they just let stories be a little more self-contained, then these one-season shows (dare I say "miniseries"?) would accumulate into a catalog of stories that are actually worth a damn for the audiences that find them later. Every piece of content in the library that they don't have to pay to license can earn back an ROI from a niche audience over a much longer period of time since they don't have to optimize the limited number of hours in the schedule like linear TV.

I think there is an emotional difference also that plays a role here. With traditional TV, people I think were maybe more accustomed to the idea of "you get what you get". Don't like what's on? You can change the channel, but you can't pick out exactly what you want, so you have to get used to settling for "good enough". So you leave Law & Order playing in the background even if, really, police procedurals aren't something that inspire passion in you. But with streaming, there is the illusion of infinite choice. The magic of it is getting exactly what you want exactly when you want it, and the magic fizzles the moment the thing you like and very much want to continue watching gets unceremoniously cancelled. It feels like having a choice taken away.

This is the crux of the issue for me. I lost interest in even trying new Netflix shows because they developed a reputation for cancelling lots of good, not great, shows with loyal followings because they weren't pulling in blockbuster viewership numbers on the level of Stranger Things. This spray and pray strategy is fundamentally disrespectful to the audience.

While verbal and emotional abuse are absolutely real, there are many parts of aging that inherently feel undignified. Are they really being talked down to or insulted in all these cases, or are they just being made to hear something they don’t want to hear? Like, grandpa, we love you but it’s best for everyone if you stop driving now. Mom, stay out of my bedroom (I’m an adult now and this is my house).

Things seem toughest for the very young. If you have <2 years of experience and get laid off, you are neither new nor experienced. That seems like a tough sell. Companies have a pipeline of new grads for junior roles and are hesitant to give bigger titles to people that are still relatively inexperienced. This goes double for anyone afflicted with imposter syndrome and unable to tell the story of their experience with a bit of salesmanship.

Also, even though more experienced folk are in great demand in general, finding the right role that aligns your interests and expertise with what a company needs and values is still a lot of work. You may be awesome, but you aren’t as interchangeable as somebody with say 4-8 years of experience. For leadership roles (staff+) hiring managers can get very picky and specific about what they want to see.

It’s best not to get discouraged by this but just recognize the rejections as a necessary step in the process.

PyPI announced orgs back in April, but it seems they still haven't figured out the details on pricing, etc. No telling when those will roll out, but I sure hope it's soon. I'm cynical, but the sequencing of work here very much feels like somebody at Google (or wherever) wanted to push a big open source security project to advance their personal promo case rather than thinking through the needs of serious project maintainers.