It’s also not a scripting language.

It definitely is a scripting language.

hello-world.js:

#!/usr/bin/env node

console.log("Hello world");

Your favorite command line tool:

chmod +x ./hello-world.js
./hello-world.js

You just need to install npm, eg via apt-get install npm.

OTA TV: with ads

OTA TV: if you record you are pirating

Cable TV: you pay a fortune to have no ads!

Cable TV: now with extra premium stuff!

Cable TV: now with ads!

Cable TV: if you record, you’ll be prosecuted

Cable TV: pray we do not alter the deal further

Cable TV: why is everyone moving away from Cable TV?

Youtube: your own videos!

Youtube: your own videos are actually ours

Youtube: our videos with ads!

Youtube: now pay a fortune to remove ads!

Youtube: pray we do not alter the deal further

Youtube: if you download or remove ads you’ll be banned

This isn’t the pattern you’re looking for. Move along.

…unless you build the executable with optimizations that remove the stack frame. Good luck debugging that sucker!

iterators are invalidated when you push/pop a vector

Why does a ScrewdriverFactoryFactoryProvider need PHP? I imagine it’s a typo’d Phillips-head screwdriver factory that got lost in the conversion to producing star-spangled torx screws.

make -j will create unlimited jobs. If you have very few CPU cores you will likely overload your CPU with tens or hundreds (or maybe even thousands) of compilation jobs.

Each one of those jobs will need RAM. If you eat up all of your RAM then your computer will hit swap and become unusable for hours (at best) or days. I’ve had a computer chug along for weeks in swap like that before OOMkiller decided to do things. And the worst part is the Out-Of-Memory killer decided to kill all the wrong things…

The -j argument has an optional additional argument. The additional argument is the limit to the number of jobs. The best thing you can do is (roughly) use make -j$(nproc). That will give the number of processors as an optional argument to -j. If your build line gets parsed (as is common in an IDE) then you might replace “$(nproc)” with a hard number. So if you have 20 cores in your CPU then you might do -j20. If you only have 8GB of RAM with your 20 cores then maybe you give it -j8. I saw one guy try to get fancy with math to divide up CPU and RAM and … it was just way more complicated to get at the same number as nproc :)

I, personally, just buy more RAM. Then with my 20 cores and 64GB of RAM, there’s plenty of headroom for compilation in the background for each one core and also room in RAM for a browser for documentation and IDE for all the editing. Developer machines are known for being resource hogs. Might as well lean in to that stereotype just a tiny bit.

And one tiny edit: I highly suggest you start to read the manual. man make will tell you all about how -j works :) and man nproc and there’s tons of others too. I love git’s manual pages, they’re pretty awesome.

man make tells:

   -j [jobs], --jobs[=jobs]
       Specifies the number of jobs (commands) to run simultaneously.  If there is more than one -j option, the last one is effective.  If the -j option is given without an argument, make will not limit the number of jobs that can run simultaneously.

That sounds like a great plan. Unfortunately I think it’s ill-conceived.

To demonstrate, I’d like you to take this survey: https://novehiclesinthepark.com/

Then read up on some of the discussions from the time https://news.ycombinator.com/item?id=36453856

Rules can be interpreted in many ways and your rules of porn/nsfl/nsfw might not conform to other peoples’ rules of porn/nsfl/nsfw. It’s not exactly an easy problem to solve.

If it’s a child that’s putting things on the stove that don’t belong there (or any other hot surface) then it’s a child that needs to be taught better by their parents.

imagine a smart stove top that lights up a towel

Who in their right mind puts a towel on a cooking surface whether the surface is in use or not? That’s begging for problems to occur.

I would hope whoever does the investigation would reveal simply if this is true or not and if so to what extent (like is everything Madison said 100% true, is most of it, is a little, or none of it)

Keep it balanced. The investigation should only state what changes to the company are recommended as a result of the investigation. If staffing changes are recommended, then no statement of why. Further information is relevant only to the parties involved. Anything else can cause further problems.

For the anonymous negative review, I didn’t mean just Glassdoor, I meant in general we haven’t really heard very much negative about working at LMG besides it’s somewhat stressful because of the fast pace at which everything runs. If it was as bad for everyone as Madison claims it was for her (reiterating, not claiming it didn’t happen, just we don’t know anything definitively yet) then at least one other person in the 100+ person company would have contacted someone like the Verge or Coffeezilla or anyone else who does news/exposés. Even if most were trivializing it, there should be at least more than just Madison realizing it with how bad she was saying it was. Also, she talked about some of her coworkers apologizing to her for others’ actions, so at least some of them realize that not everything is just “normal”

I’ve been at companies with 150+ employees where people didn’t speak up in official complaints about perceived or observed issues. We’d all go to a bar after work and talk about things after a few drinks. I don’t know how many things weren’t mentioned at the bar and I certainly didn’t go to every company social event. “Keep things in the family” was a strong sentiment. Were things mentioned online? I’m aware that we did end up with some very poor Glassdoor and Indeed reviews – those were shared directly to me by former employees. But those eventually disappeared. So, after some time, generally nope.

Several people, including myself, would bottle up the problems and just decide to leave after the bottle filled. It’s not healthy to keep that bottle full and it’s a personal decision about whether to raise the concerns or find employment elsewhere.

I’m no saint. I’ve made mistakes and I’ve had some talkings-to about them, both at the bar and outside of it. I’ve learned from them. It’s important for everyone to admit when they make mistakes and talk about what they’ve learned from them. It’s part of the reason why anti-harassment is one of the things I’m passionate about.

So I’m speaking from third party (w.r.t. LMG) experience. So, back to the topic at hand.

Perhaps people did speak up about LMG but those complaints didn’t weren’t public or didn’t gain public traction. For example, I remember some drama about Linus and Naomi Wu a few years ago. What came of that? Those events aren’t (as far as I’m aware of) related to Madison Reeves. But honestly it doesn’t matter except that, if true, it can set a pattern.

I don’t think anyone should assume that people would have spoken up about issues prior to Madison. Even if someone did, Madison’s statements deserve to be viewed on their own merit regardless of other people’s statements. Now that the accusations are public, if they bring other statements public, then those can be viewed in their own light as well.

Perhaps there’s someone from LMG who will provide a contrasting experience. That would be interesting. Even if that happens, quite honestly, the investigation should default to being private until and unless one party chooses to share more information.

why hasn’t anyone else said anything,

People don’t speak up for many reasons. Retaliation is a big thing: if you speak up then your job there is toast whether or not you’re still employed there. You still “have” to work with or around the people you’re accusing, until and unless you leave. Have you ever had to work with someone who’s abused you? It’s… not fun.

If you need the money, you’re kind’ve stuck: if you quit then you have to have a savings account to keep you afloat while you look for another job. While you’re looking for another job, your accusations here can prevent you from getting another job. Whether or not you leave, you still have to deal with the fallout: investigations take time, especially your time. If you have to take time off of work (eg, to see an attorney or visit a court) then that time might not be paid – can you afford to take that time off? Worse; you might even have to pay someone for that time (eg, an attorney). Can you afford that? That’s especially true if your compensation barely meets your financial obligations such that you’re not really able to put away savings. There’s a term for that: wage slave. Those costs are partly why there’s government agencies designed to help you.

Thoughts about cost is just the tip of the iceberg. Many don’t realize that they’re being abused. A lot of people don’t realize that others might also be victims too. Some people trivialize it. Friends around you tell you that it’s “normal” behavior or that it’s normal for coworkers to “socialize” and banter, that they didn’t mean anything about it. People start to second-guess themselves.

When’s the last time your company gave you anti-harassment training? If it’s been more than a year (or never) then you might want to speak up about it and ask for it to be provided. Or, reach out to your government agency and ask for some training guidance.

or at least put an anonymous negative review on Glassdoor or something?

Glassdoor is notoriously business-friendly. It’s fairly trivial for businesses to have reviews removed.

Thanks :)

I’m not party to the accusations. Things can be interpreted many ways. So I tried to keep an open mind and my response fairly applicable to anyone in general.

It’s clear that someone is being deceptive. I have no idea whether it’s some of the LMG team or Madison. I have to trust someone claiming to be a victim though.

These are serious, possibly criminal, accusations that Madison is making on a very public platform. Big accusations like this honestly belong to the courts and I hope that courts will figure out the truth – that’s what they’re there for. If it all just boils down to PR and settlements out of court then IMO that is a miscarriage of justice for every would-be third party victim of harassment.

It’s true that just about any online platform has to deal with sexually explicit content. But OnlyFans has a particular reputation about it. So if LMG has an OnlyFans account and she was managing, producing for, or interacting with it then I most certainly believe she’d have been exposed to sexually explicit material. If I were to investigate, I’d start truth-finding from there: find out what management’s policies are/were with regards to dealing with that content and find out what actual actions were taken for that content. Subpoena OnlyFans to produce copies of the content and correlate their own reports of whatever action LMG claims to have taken. From there, the rest of the accusations will fall into place with weight.

I’m a citizen of the USA and have only worked for US businesses. I don’t know about Canadian law (nor am I a lawyer in the US) but I would be surprised and saddened if they don’t have a strong legal system to protect victims.

I never publicly made any statements regarding my time there because I feared even more backlash from a community that was already attacking, defaming, and sending me death threats.

Fuck man, pretty much nobody should have to deal with that.

I was actually called a tattle tale

Been there done that.

“snitches get stiches” is the phrase I’ve been told many times

I was told I was arguing, when I was trying to discuss my point of view.

This too

I remember getting told off for taking my sick days, as in the days you’re entitled to.

I am still, to this day, hesitant to take days off from this kind of shit

I was asked to twerk for a co-worker at one point.

I know some ladies who were asked by the CFO of a previous company to jump in place while to get a company t-shirt that other employees received.

I was told I was chunky, fat, ugly, stupid. I was called “removed” I was called a “removed”

I was called “stupid” to my face in an open office with fifty other staff in the room.

I was also the one tasked with managing the Only Fans account.

Something I said I didn’t want to do.

I had to read comments from people talking about how they wanted to fuck me and my co workers.

I saw peoples dicks, and vagina’s.

I said no, and was told only a little longer.

You should never be obligated to do things you don’t want to do. No job is worth it.

Please don’t attack individuals who don’t actually have power at this company, most of them are blameless or powerless to actually change anything.

This absolutely. For every one person who speaks up there are usually multiple tens who do not.

Also “why didn’t you take legal actions”

Many of them don’t know better. Many of them feel like they’re trapped: they require the paycheck and so they feel obligated to endure abuses.

… Or, at least, that’s been my experience with employers. To be clear: I do not, and have not, worked for LMG. I’m not trying to make it about me, just trying to relate. It’s unfortunate easy to relate.

She’s got some tough issues and I wish her to have better employment opportunities in the future.

These days I work for a company where “everything is awesome” and I get to work on really cool things every day without too much drama. I wish everyone could do that. I certainly couldn’t have without deciding to leave an abusive employer. I encourage everyone to seek better employment if you feel like you can relate to any of the issues she’s brought up.

So here’s some tips. There’s a lot to unpack though.

• keep a personal record. Keep it at home. If it’s on a computer or phone then keep it on a personal one so you still have it if you do quit or are fired. Write down the good times and the bad times.
  • if you’re hourly, make sure to include your clock-in and clock-out times
• if you live in a single-party-recording-consent state, then record your conversations
• if anything comes up, your personal records can be admissible in court
• if nothing comes up then at least you can look back at your records and remember how often good things or bad things happen. it will help you to make decisions objectively and judge your emotions for them

Sending unsolicited sexually explicit messages (even just text) or images is a federal crime and can be included in sexual harassment claims. If your employer does not address the problem then your employer may be held accountable. It’s important that you keep records of your complaint to your employer and their inaction!

So, learn about harassment and discrimination laws. Everyone has a right to not be harassed (sexually or otherwise) or discriminated against. You can file a complaint with the Equal Employment Opportunity Office or your state’s equivalent (not all states have an equivalent).

https://www.eeoc.gov/

As a programmer:

• one 1080p screen for work chat/email
• one 1080p screen for code with 3-6 pages open simultaneously (approx 80x24 or 90x40 depending on whether the file tree is also open)
• one 1080p screen for a terminal with 4-6 terminal sessions displayed (80x24)
• one 1080p screen for reference documentation
  • or more 1080p screens for even more documentation as rabbit holes in documentation can go quite deep

…and that’s before even more screens for monitoring services, CI status, rabbit holes in documentation, etc.

Then there’s video chat. It gets really fun when someone asks “@inetknght, can you share your screen?” during a video call. Then I have to pick which screen gets shared and hope it’s the right one. It would suck if they how many emails I ignore. I currently have 15,070 unarchived emails in my inbox spanning over a decade. I’ll get to cleaning that inbox when the bug reports stop coming.

Plus, I sometimes run VMs fullscreen. It’s best to do that on a dedicated monitor. Especially if there’s multiple VMs running. Otherwise good luck finding the real desktop!