361–370 of 487 posts
I'm not sure what's wrong with me, but I just wasted several hours wrestling codex to make it behave. Here's my workflow that keeps failing: - it writes some code. It looks good a first glance - I push it to github - automated tests on github show that there's a problem - go back to codex and ask it to fix it - it does stuff. It looks good again. Now what do I do? If I ask it to push again to github, then it will oft…
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They literally scraped half of youtube, made a library to extract the audio and released it as whisper. Of _course_ they are training on your shit.
thats publicly accessible shit. my code is trade secret and IP. I would litigate that shit if a line I wrote ends up in public model, easiest money to be made.
Which is the same law that protects "publicly accessible shit".
In the same way that you can't legally just rip MP3s off the internet[1], or copy movies and distribute them.
[1] unless you're rich.
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> AI have shown to most capable in what we consider creative jobs no it creates shit thats close enough for people who are in a rush and dont care. ie, you need artwork for shit on temu, boom job done. You want to make a poster for a bake sale, boom job done. Need some free music that sounds close enough to be swifty, but not enough to get sued, great. But as an expression of creativity, most people cant get it to do…
> AI creates novel algorithms beating thousands of googlers. Random HNer on an AI post one day later > Its currently slightly more configurable clipart. It's so ridiculous at this point that I can just laugh about this.
This just in, the response was also to an entirely different context.
> rowanG077: Holy shit look how different the opinions are! LOL HN is so wild.
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Hiring of juniors is basically dead these days and it has been like this for about 10 years and I hate it. I remember when I was a junior in 2014 there were actually startups who would hire cohorts of juniors (like 10 at a time, fresh out of CS degree sort of folks with almost no applied coding experience) and then train them up to senior for a few years, and then a small number will stay and the rest will go elsewhe…
I don't think it's been dead for 10 years. I'd place it at maybe 3? I teach at a mid-ranked university and the majority of my fresh out of college students were getting good-to-great entry level offers just a few years ago. The top 5-10% were getting well into six figure offers from FAANG or similar companies. But the entry level job market really tanked in mid 2022 when all the big tech companies did rounds of layof…
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If you aren't hiring junior engineers to do these kinds of things, where do you think the senior engineers you need in the future will come from? My kid recently graduated from a very good school with a degree in computer science and what she's told me about the job market is scary. It seems that, relatively speaking, there's a lot of postings for senior engineers and very little for new grads. My employer has hired…
A junior engineer can always become a senior engineer by using Gemini/ChatGPT to build full systems and literally asking chatGPT, a series of Why questions to every output. In fact not being bottle necked by senior engineers or not having to drawe the luck of a bad senior engineer/mentor, there will be a new stars of Junior engineers. What you should be worried is Senior Engineers who hate AI
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If you aren't hiring junior engineers to do these kinds of things, where do you think the senior engineers you need in the future will come from? My kid recently graduated from a very good school with a degree in computer science and what she's told me about the job market is scary. It seems that, relatively speaking, there's a lot of postings for senior engineers and very little for new grads. My employer has hired…
> My employer has hired recently and the flood of resumes after posting for a relatively low level position was nuts . I am utterly perplexed with the current situation on the job market, which seems to be a global phenomenon that is not constrained to a particular country or region. Late last year, I was hiring for two junior software engineering positions and (through an external recruitment partner) we received ov…
If this goes on for longer a wework for applicants might be an opportunity.
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Hiring of juniors is basically dead these days and it has been like this for about 10 years and I hate it. I remember when I was a junior in 2014 there were actually startups who would hire cohorts of juniors (like 10 at a time, fresh out of CS degree sort of folks with almost no applied coding experience) and then train them up to senior for a few years, and then a small number will stay and the rest will go elsewhe…
Some of this relates to a culture of job-hopping. It seems uncommon these days to stick around at a company for many years. If your next hire is only going to stay for 1-2 years, it doesn’t make sense to hire a junior team member and invest in their growth.
As a job hopper myself, I can’t fault others for doing it though. I never hopped for the money. I just got bored or felt isolated in my role. But a nice consequence is that my salary actually appreciably increased, as opposed to colleagues/friends who stuck with the same company.
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This is a bit of a game theory problem. "Training senior engineers" is an expensive and thankless task: you bear essentially all the cost, and most of the total benefit accrues to others as a positive externality. Griping at companies that they should undertake to provide this positive externality isn't really a constructive solution. I think some people are betting on the fact that AI can replace junior devs in 2-5…
That sounds like a dangerous bet.
So there's this thing called "Setup Scripts" but they don't explicitly say these are equivalent to AWS Metadata and configured inside of Codex web interface - not a setup.sh or a package.json preinstall declaration. I wasted several hours (and lots of compute where Codex was as confused as I was) trying to figure out how to convince codex to pnpm install.
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Hiring of juniors is basically dead these days and it has been like this for about 10 years and I hate it. I remember when I was a junior in 2014 there were actually startups who would hire cohorts of juniors (like 10 at a time, fresh out of CS degree sort of folks with almost no applied coding experience) and then train them up to senior for a few years, and then a small number will stay and the rest will go elsewhe…
Some of this relates to a culture of job-hopping. It seems uncommon these days to stick around at a company for many years. If your next hire is only going to stay for 1-2 years, it doesn’t make sense to hire a junior team member and invest in their growth.
Like right now I've been at current co for 3 years. At the start I was getting decent raises after big projects. I now have increasingly more responsibility, I'm doing hiring, I'm doing mentorship, I'm doing huge feature work, I have to waste half my time talking to the braindead stakeholders. And what do I get for that? Absolutely jackshit, I'm getting paid the same I was when I had a quarter of the responsibility and work, yet the company is boasting about making ever more money as they lay off entire teams of people.
Why on earth would I be loyal at this point, it's clear they don't give the slightest inkling of a shit about me or anyone else who does have "Head of" or "Chief" prepended to their title.