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Comment Nope (Score 1, Insightful) 162

Unless you're in a position where you absolutely need a certain expert (such as a research project) or a few other special circumstances (if its quit or go remote situation, say someone moving for non-job related reasons).

First off, that whole 15 minutes thing is absolute bullshit. Maybe its a worst case if you were in truly deep thought over one of the hardest problems of the year. But most of the time you aren't, and it will be a few minutes Like around 1.

Secondly- your productivity doesn't matter. The team's does. Those interruptions- it means a team member needs help. They're blocked. Their productivity is at or near 0 until unblocked. If interrupting you costs 15 minutes from you but saves an hour for him, that interruption is worth it for the team. There are almost 0 of those interruptions that aren't a net gain. Now if you have a problem with particular people being too disruptive, that's a management/personnel issue you should bring up to your manager.

Thirdly- not everyone works well in remote situations. Especially not long term (working remote for a day while you wait for a package/your maid/etc is a different matter). Very few people actually end up working as well as they do in an office- there are MORE distractions at home. And communications do not work as well- video conferences do not work as well as talking to someone in person. Even if you're one of those who do work well from home, you won't be as efficient as you would sitting near the rest of the team.

Comment Re:Insurance? (Score 2) 169

They do- up to a certain dollar amount. If you need more than that, you buy the insurance. At which point you have to declare what's in the package, and how much insurance you want. They then charge for that, because otherwise it would be ripe for abuse to claim every letter you send if worth 10K.

And a surgeon does have insurance against cutting the wrong bits out. Its called malpractice insurance.

Comment Re:Higher profit margins? (Score 1) 40

Profit margins like this are usually calculated by comparing sales price to marginal costs of production. With R&D designing the phones they're likely in the red. Some loss may be ok to prevent competition/provide a brand, but if they're losing enough this makes sense. And I suspect that they are- just way too many players there.

Comment Re:Yeah, no thanks. (Score 1) 85

When I need a job I start looking at companies in areas I want to live that may be a match. Why would I reach out to random people and hope they have a job I'd like? Seems extremely inefficient and unlikely to bring on the job happiness, unless you goal is just to grab a job as quickly as possible. I'm rather picky with where I work these days.

Comment Re:Can VR really "fail"? (Score 1) 88

Its a little of each- if companies pour in major money now and it doesn't get enough upkeep then it will die for at least another 20 years. Look at 3D TV- failed miserably, isn't a feature on the newest gen of TVs.

As for not just being a fancy screen- no, that's exactly what it is. A fancy screen with a gyro gimmick that detracts from games. No thank you, not now not ever.

Comment Re:Can VR really "fail"? (Score 1) 88

Sure it can. I'd even say its likely to- it reminds me a lot of 3d TV. It provides little value, it doesn't actually make games more fun, its not good for your eyes to have a screen that close in constant focus, and it gives me a headache. I wouldn't use it if you gave me a free headset.

The question is do more people think like me or like you?

Comment Re:Yeah, no thanks. (Score 2) 85

I've found the exact opposite. In 17 years, I've gotten one job via my network- and that wasn't because I was a good guy, it was because they knew my skill level and needed my expertise. Every other job I've ever gotten is by pure skill.

I'm not saying don't make friends at work, do that. It makes life more fun. But don't expect you'll ever get a job out of it, the odds of ever working with someone again are pretty vanishingly small.

Comment Re:Ah nostalgia (Score 4, Insightful) 213

The fact you needed a release team and release engineers to manage a clear case implementation is why its considered one of the worst systems out there, remembered with hatred by almost everyone who used it. A version control system should be easily set up by one admin in an hour or two, and then usable without reams of documentation by any of the engineers. ClearCase failed that.

Comment Re:Labor shortage in engineering? (Score 2) 477

That's one field. The reason EE is dying is because software engineering is booming. Back 30, even 20 years ago you had a ton of people making custom ASICs for every piece of electronics. Now, processors are so cheap that there's little need for anything but a SOC solution for all but the most complex products. You still need people to build out those SOCs and embed them, but it takes a fraction of the people. All the work that was done on those ASICs is now done in software- which is still adding a ton of people.

You can't just cherry pick one point and call it a dead end. Many of the other fields of engineering on that same website have high 20% growth.

Comment Re:Just inflate history (Score 1) 435

Well I can say that your manager friend at Amazon's experience is VERY different from mine. Maybe things have changed in 10 years (its been that long since I worked there).

As for "manager equivalent"- that may be where you come from. In my world, a manager is equal to a normal engineer- they aren't above us. Its simply a different skill set. The only reason they aren't equivalent to a junior is that they must have already worked as an engineer for a few years.

That may be another huge difference- a focus on hierarchy. It seems to be very important to your view of engineering. It isn't to the majority of workplaces. I don't consider it a good thing- I'd rather slit my wrists than deal with the political bullshits that comes with it.

Sounds like you're talking about someone with less than 10 years experience. No one hires me to be faster than a young college hire full of energy, much less faster than the 3 of them you could hire instead of me.

You missed the better part. Besides which- I will absolutely solve any non-trivial problem faster than the 2-3 engineers you can replace me with when you include the time of maintenance and big fixing. Probably by a factor of at least 2. Actually I'll probably do it without including maintenance time, as I'll know how to avoid the problems before running into them (because I probably did so last decade). Of course I'll also be solving problems that they're incapable of at this point in their careers.

You start leading project teams somewhere mid-career, but it's not like it's always the same crew. You're given a project, help work out/negotiate scope/schedule/funding, then deal with all the inevitable panics and hit your date. But half your time is design reviews for other teams, best practices work, that sort of thing - you're generally expected to show that your influence was larger than just your team, come review time. Very different from "a mid-career guy, except I type faster".

Yeah, very different. Dealing with budget, scope, schedule- that's a PMs job. An engineer will have input, but he's not leading that. Especially budget- I've never had to deal with that in my career, and never want to. (I can see why this would be different for other engineering fields where physical components are a major cost. But the most I've ever needed to do was requisition a few hundred dollars worth of software).

Programming is very different. Really most employees change employers every 2-6 years

Sure, but how is that related?

You asked how people were looked at 20 years in. My point is nobody worries about that when you don't hold an employee for more than 4. In fact having more levels would make things harder for a company to hire in experienced workers- if i gets out the new guy Bob got hired in at a higher level, it makes everyone else angry and demoralized. If he's hired in at the same level, no harm done. Especially in smaller companies this is important.

But it doesn't change my original point. You look at it as title inflation. It isn't- its an entirely different way of organizing the workforce. One that focuses less on hierarchy and more on just getting shit done. And a far better one IMO.

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