541–550 of 994 posts
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>plug in networking and power No cables, except for a few cables.
Yes, those are two different things. To be super clear about it, this is referring to not needing to cable up all of the individual sleds to the rack upon installation. It doesn't mean that we recommend connecting a rack of compute to your data center via wifi.
There doesn't seem to be a way to provision a bare metal operating system, so HPC is out, and the networking is previous-generation, so there are two opportunities for progress right there.
Now that they're VC-funded I expect an OEM to snap them up before either opportunity can be pursued.
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Just to be clear, Illumos (it hasn't been Solaris in a very long time) is an implementation detail. It's not customer facing.
It'll become customer facing the moment something doesn't work right.
That's because they own the whole stack, from CPU to GUI and support it as a unit. That's the benefit of having a product where a single owner builds and supports it as a whole.
My impression of Oxide is that that's the level of single source of truth they are bringing to enterprise in-house cloud. So, I strongly doubt the innards would ever become customer-facing (unless the customer specifically wants that, being open source after all).
Has anybody else used Rust for embedded? Would be interested to hear your experience. So far, I’ve seen mixed reviews. Some say that you can end up using unsafe a lot and so it’s better to stick with C or even use Zig. Wondered if there was any merit to this.
Using unsafe in Rust isn't inherently bad. If you're doing embedded work, using unsafe is mandatory once you get to the level of interacting with the hardware.
That doesn't mean the code is literally unsafe, just that the interactions are happening in a way that the compiler can't guarantee. That's completely expected when you're poking at hardware registers.
You still get most of the benefits of Rust, the language. I've had good success with it.
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You may not be aware of the pain that many large, non-software companies currently have on AWS. Gigantic monthly bills (hundreds of thousands per month) coming from subdivisions that aren't capable or motivated to reduce their AWS budget or usage. To the office of the CTO, Oxide's value proposition (buy instead of rent) could be very motivating. "Hey subdivision A, could we buy a few Oxide racks and move your workloa…
Most people who can do this (aren't as entrenched in AWS) end up moving to a cheap VPS provider so that they don't end up having to pay for all the internetworking, facilities, throw redundancy out the window, and then still have to pay the IT burden to heavy-lift all their workloads to this whole new "Oxide" system.
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Exactly, man! That's the way it should be done. It's not a company's business to decide how much your life should cost. It's its business to reward you for the value you provide, and that value is not tethered to your location, so neither should be your salary!
This really is one of these things where every employee in a cheap cost of living area will say "Exactly, man!" and people in an expensive area will see it differently because it might cap them lower than what they could get. I always find that a very naive point of view, of course I would want to earn a US tech salary while living somewhere in the country side, who wouldn't. But I'm also aware that this is not how t…
I wouldn’t. I like cities and center of culture and human activity. And the stats generally show cities growing globally, so I’m not the only one.
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Salary is that high in the US because we have no social net or price caps here. Your on your own for everything. Healthcare, retirement, overpriced homes, out of control rent, etc
Also because you can be fired at any moment.
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Life is full of handwaving. In almost any workplace, it's very simple to know who's doing the work (and it's usually a shockingly small number of people). It's the idea that we can reduce this to a mathematical formula (the opposite of handwaving) that's odd. > The "estimate" you're talking about generally comes down to general "feelings" about who works hard, which have repeatedly been shown to be poor metrics for a…
> And remember, rankings don't have to be perfect, they just have to more accurate that random. No, they have to better than both random and "everyone is, on average, and over an extended period of time contributing roughly the same". That's quite a challenge. Do you go to customers and ask them which features provide the most value to them, and then follow the code back to the people who implemented them? Do you go…
This is something virtually all functional companies do when they decide raises. The fact that they don't do it perfectly isn't a huge problem, they just need to be more right than wrong.
> Do you go to customers and ask them which features provide the most value to them, and then follow the code back to the people who implemented them? Do you go to the customers who paid the most, and repeat the question to them only?
Does productivity equal sales? I don't think so. If someone does a good job implementing a feature that doesn't drive sales, that should count toward their productivity. Equally, imagine a task that could be assigned to anyone that drive sales: it doesn't make sense to reward the person who happened to be assigned this task when anyone could have done it.
You're demanding way too much here because you're unwilling to get "handwavy" and instead want some rigorous way to quantify productivity. Instead, embrace subjectivity! Imagine you're in charge and ask yourself questions like:
1. If I need to organize a meeting to address some problem that needs to be solved as soon as possible, who would I invite to the meeting?
2. If someone tells me he plans to quit, how much would I be willing to offer to convince him to stay?
3. If someone quits, how hard are they to replace? In terms of hiring a replacement and/or transferring their responsbilities to someone else.
I suppose there are some workplaces where it's genuinely hard to rank people. But my sense is that they're rare, small, and careful about hiring. Everywhere I've worked, this is not the case and I'm fairly sure this is the norm.