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Joined 5 months ago
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Cake day: February 5th, 2025

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  • If you keep the book secure, it’s probably safer than any computer based record system - right up until someone untrustworthy gets their eyes on the book.

    With a physical book, you can store it in a safe deposit box when you don’t need access, make partial copies, copies take (everyone, bad guys and good) significantly longer to make even with a photocopy process… most importantly, people intuitively understand the vulnerabilities of a physical book.

    Now, the physical book won’t stop keyloggers…














  • I was recruited as an R&D engineer by a company that was sales focused. It was pretty funny being recruited like a new sales hire: limo from the airport, etc. Limo driver didn’t work direct for the company but she did a lot of work for them, it was an hour drive both ways to/from the “big” airport they used. She said most of the sales recruits she drove in were clueless kids, no idea how the world worked yet at all - gunning for a big commission job where 9/10 hires wash out within a year. At least after I arrived on-site I spent the day with my prospective new department, that was a pretty decent process. The one guy I didn’t interview well with turned out to be the guy who had applied to the spot I was taking and had been passed over. As I was walking in on my first day he was just finishing moving his stuff out of the window-office desk he was giving up for me, into a cube. I can understand why he was a little prickly.







  • That tracks with expectations. Many larger companies don’t use external recruiters at all, I’d guess the threshold is probably around 10,000 employees - more or less - above that they’ll have it vertically integrated in-house.

    I’ve worked with a 100,000 employee company where HR will pre-screen candidates at job fair type interviews, just to file them away against potential future openings. They won’t usually task actual staff with doing interviews for openings that aren’t funded, though sometimes it feels like they are doing that - sending so many bad-fit candidates that it takes us 8-10 to find one that might possibly be a net-positive asset to the team.