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#2Whats worse can be who stays after a decade of attrition. Those that are smart enough to get a better, higher paying job, go and leave. Those who can't, have to stay. While there certainly is some talent in the people that stay (maybe they're just risk-adverse, comfortable, etc), the ratio of poor employee to good employee in the remaining pool statistically goes bad.
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#3Whats worse can be who stays after a decade of attrition. Those that are smart enough to get a better, higher paying job, go and leave. Those who can't, have to stay. While there certainly is some talent in the people that stay (maybe they're just risk-adverse, comfortable, etc), the ratio of poor employee to good employee in the remaining pool statistically goes bad.
Yes, I've heard this called "dead sea effect" before.
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#4The Claude-isms are so heavy in this it's painful to read: "Next: what an actual structural reset requires, once the cheap corrections are gone, the workarounds are load-bearing, and the people who would have made it easy have already left."
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#5The Claude-isms are so heavy in this it's painful to read: "Next: what an actual structural reset requires, once the cheap corrections are gone, the workarounds are load-bearing, and the people who would have made it easy have already left."
It felt like they were trying very hard to write exactly like Claude.
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#6this is unreadable
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#7Whats worse can be who stays after a decade of attrition. Those that are smart enough to get a better, higher paying job, go and leave. Those who can't, have to stay. While there certainly is some talent in the people that stay (maybe they're just risk-adverse, comfortable, etc), the ratio of poor employee to good employee in the remaining pool statistically goes bad.
> Those who can't
changing job in tech is function of having the free time and will to put in time and grind through interviews.
Its not a function of "smart" . Tech jobs are dont really require 'smarts' anyways.