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InitialsDiceBearhttps://github.com/dicebear/dicebearhttps://creativecommons.org/publicdomain/zero/1.0/„Initials” (https://github.com/dicebear/dicebear) by „DiceBear”, licensed under „CC0 1.0” (https://creativecommons.org/publicdomain/zero/1.0/)BU
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2 yr. ago

  • Article doesn’t explicitly state this but it is very likely this would need to be trained extensively on each individual brain. So there would almost certainly be an explicit opt in.

    Edit: didn’t watch the video. No thanks YouTube.

  • Okay so you fired someone, then decided later to bring them back. This means whatever guideline you use to fire people is floppy or petulant, you caved to public backlash, or the firing guidelines are clear but the information you took grave actions upon was bad (was unreliable and/or unverified).

    Anyway, none of those things are good markers of leadership.

    Edit: Forgot another reason for recanting a firing: your boss told you that you don’t have the authority. Nothing takes away your leadership teeth like that…

  • Teleportation, because the only upside to invisibility is subterfuge. Not that I am some saint who denies ever wanting that, it just seems like teleportation would be just as good at any use case invisibility has. It would also have lots of very life changing above board benefits too.

  • I used to interview all the time. I thought it was a fun, important process, so they kept giving them to me… until one day a candidate stormed out. We had a panel on one side of the table that had devolved into one-upping each other on who could ask the best brain teasers. Finally the candidate literally said, “Fuck this.” Then got up and walked out. HR asked us WTF and we shrugged and blew it off, but I knew why. We all knew.

    Sometime after that I changed my tact into making interviews conversations to get to know each other instead. If I did send someone to a whiteboard, I always got off my ass and joined them up there. Made it a collaboration exercise and never asked any bullshit. Did that for maybe six months to a year and got some awesome people from that process…

    At the end of that stretch, HR sat in on one and saw the process for the first time… sometime later I stopped being asked to interview. No reason was given, the invites just stopped coming in. We kept hiring people but I wasn’t a part of it anymore. Coincidence?

  • Just a wild guess: A video that you have to sit through on YouTube about a list of books to read. Probably is deeply unsettling to people who like the world to make sense.

    Anyway that’s why I personally closed it once I realized it was a video link.

  • The US Navy has probably around 100 nuclear powered vessels, both submarines and Nimitz class carriers. Each of those have miniature nuclear plants on them.

    I know their use cases are different but small and portable is small and portable. Virginia class subs typically stayed within cost budgets, but newer V blocks saw cost overruns, as well as the Gerald Ford carrier, which was about 3 billion over budget if I remember.

    Not sure if overruns were due to being nuclear or because of other reasons. They are high tech military items that aren’t exactly mass produced, so lots of ways to overrun. However they are more mass produced than nuclear power stations in the civilian sector. Maybe some lessons can be learned.

    Edit: Also forgot an important point that modularization was a key design point of the Virginia sub.