This brings joy

https://reddit.com/r/technology/...

Bypass paywall:

A series of scandals and missteps has damaged Facebook's reputation so much that the company is being forced to pay ever larger compensation to hire and retain workers, according to industry recruiters, former employees, and data reviewed by Insider.

The company has always competed aggressively for talent, and the tech job market in general is on fire. But a deteriorating public image means the social-media giant now has to outbid other major tech companies, such as Google.

"One thing Facebook can still do is pay a lot more," said Jose Guardado, an experienced tech recruiter and the founder of Build Talent. "They can easily throw more compensation at people they currently have, and cover any brand tax and pay a little more to get people to come on."

Silicon Valley companies thrive or whither based on their ability to recruit the smartest employees. Without a steady influx of engineers and other technical experts, new products and important updates take longer to release, and rivals can quickly get ahead. Then there's the financial cost: In 2022, Facebook projected, expenses could jump as high as $97 billion from $70 billion this year, in large part because of "investments in technical and product talent." A company spokesperson did not respond to a request for comment.

Other companies, and even whole industries, have had to increase compensation to overcome hiring and retention problems caused by scandal and shifting public perceptions, said Alan Johnson, a managing director at the compensation consulting firm Johnson Associates. "If you're an oil company, if you make cigarettes, if you're in cattle or Wells Fargo, sure," he said.

How well this is working for Facebook is debatable as the company has more than 4,300 open jobs and has seen decreasing rates of acceptance on job offers, according to internal documents reported by Protocol. It's also seen dozens of high-level executives leave this year, and recruiters say employees are now more open to considering jobs elsewhere. Facebook used to be a place that people rarely left, given its reach, pay, and perks.

A former Oculus engineer who left last year said Facebook could now be seen as a "black mark" on someone's career. A hardware engineer who exited in 2020 shared similar sentiments: They said they quit because of concerns about misinformation on the platform and the effect of that on children. Another employee said their department was dissolved in late 2019 by Facebook and, although the company offered another position that paid more, they left last year anyway for a different industry. The workers, and many other people who spoke with Insider for this story, asked not to be identified because of the sensitive nature of the topic.

For those who stick around and people who take new jobs at Facebook, base pay and stock grants have gone up a "sizable" amount in the past year, said Zuhayeer Musa, cofounder of Levels.fyi, a platform that collects pay data based on verified offers and compensation disclosures.

During the second quarter of 2021, the median compensation for an upper-mid-level engineer, an E5, was $400,000, up from $380,000 a year earlier. For an E4, the median pay jumped to $276,000 from $256,000 in the same period. For both groups, the increases were double the gains between 2018 and 2019, Levels.fyi data showed.

Musa, who's firm also offers pay-negotiation coaching, said previously that the total compensation ceiling for an E5 engineer at Facebook was $450,000. "We recently had a client get up to $510,000 for E5," he added.

Equity awards at the company are getting more generous, too. At the group-director and VP levels, Facebook staff are getting $3 million to $6 million in restricted stock units each year, another tech recruiter said. Directors and managers are getting on average $1 million a year. In engineering, a high-level engineer is getting $600,000 in stock and a $75,000 bonus, while even an entry-level engineer is getting $50,000 to $100,000 in stock and a $20,000 to $50,000 bonus, Levels.fyi data indicated.

Even compared to Google, Facebook's stock awards are generous and increasing, Levels.fyi data shows. While base pay is about the same, Facebook offers more in stock grants, significantly increasing total compensation. At Google, entry-level equity awards range from $20,000 to $38,000, while Facebook grants are worth $40,000 to $60,000. Sign-on bonuses at Facebook are often about $50,000, while Google gives about $20,000, according to the data.

"It's not normal, but it's consistent with the craziness that's happening in the market right now," said Aalap Shah, a managing director focused on the tech industry at the consulting firm Pearl Meyer.

In my last rant (https://devrant.com/rants/5523458/...) I regaled you lovely folks of how I had to diplomatically yet firmly defend my work/life boundaries during off-work hours for non-life threatening affairs (a frustratingly common occurrence), and concluded the thread by mentioning that I still had a job, but would make a note of my frustration of that for whatever exit interview happens.

Well, no need for those notes any longer.

I and half of the engineering force, along with several senior managers were laid off this morning in the form of a "mandatory on-site all hands".

I live and work in NYC. Several people took trains and booked rooms from as far away as Boston to be here (or at least I know of specifically two people who commuted up here on Sunday to be here for the "all hands"). I presume those people used their travel benefits to get here and back.

We were dismissed before the meeting even took place, and according to a coworker I became friends with (yes, despite my snarky comments in other threads, I *do* actually have coworkers I became friends with lol) who survived at least this round of layoffs, once the actual all-hands commenced, the company first disclosed the layoffs, then announced being awarded a major contract with the very client the entire org had been working on overdrive to win for the last nine months. He had already been looking for a new job and got an offer last Friday, had been mulling it over, but told me once we were off the phone he was calling them up and accepting. He had three people reporting to him, and lost two. Even he had no idea it was coming until one of his now-former subordinates asked him to come outside and told him they'd just been let go.

I knew going in to this startup that "it's a startup, anything can happen, just mind the gap". That's why I asked on numerous occasions and tried to get time with our CFO to ask about revenue and earnings; things that in my years at this place were never disclosed to the rank and file, I'm not a professional accountant or CPA by any means, but I did take a pair of corporate accounting classes in community college because I like the numbers (see my other rants about leaving the field and becoming a math teacher), and I was really curious to know how the financial health of the business was.

It wasn't so much a red flag as it was an orangish-yellow that no one ever answered those questions, or that the CFO was distant but not necessarily cagey about my requests for his time; other indicators were good while interviewing--they had multiple fully integrated, paying customers (one of which being a former employer from years ago, which aided me in having strong product familiarity during the job interview), but I guess not enough to be sustainable.

Anyway. I'm gonna use the rest of the week to be a bum, might get out of the city and go hang with friends Pittsburgh, eat some hoagies and just vibe for a while. I've got assets and money stashed up to float pretty easily for a while, plus a bit of fun money so losing the job isn't world ending. Generalized anxiety because everything is going to shit worldwide, but that quickly faded into the backdrop of the generalized anxiety I always have because existentialism or something like that.

Thanks for reading. Pay the teachers.

I thought of posting this as a comment to @12bit float' post, but then decided it better goes out as a post by itself.

https://devrant.com/rants/5291843/...

My second employer, where I am on my last week of notice currently, is building a no code/low code tool.

Since this was my first job switch, I was in a dreamy phase and was super excited about this whole space. I indeed got to learn like crazy.

Upon joining, I realised that an ideal user persona for this product was a developer. Wow! No code tool for developer. sO cOoL...

We started building it and as obvious as it could get, the initial goal was adoption because we were still at top of the funnel.

We launched an alpha release shortly followed by a beta.

Nobody used it. Tech XLT/LT kept pushing product and design team to run a feature factory so that their teams can use this tool.

The culture set by those two leaders was toxic as fuck.

Now, I decided to do some research and some more product discovery to understand why folks were not using it. Mind you, we were not allowed to do any research and were forced to build based on opinions of those two monkeys.

Turns out that the devs were really happy with their existing tools and our tool was another tool being forcefully added into their toolbox by the said XLT/LT.

Not only that, even if they decide to use our tool, out of pressure, they still cannot because the product was missing key capabilities like audit control and promotion from one environment to another.

Building those would essentially mean reinventing Github aka version control and Spinnaker aka CI/CD pipeline.

My new boss (I got 3 managers in 4 months because of high attrition across levels due to the toxic culture), thinks that tech XLT/LT are doing great and we all suck as a product and design team.

He started driving things his own way without even understanding or settling down for first 90 days.

Lol, I put in my resignation got out of that mess.

So agreeing to what our boy said here, no code tools are a complete waste, especially for a developer, and even as a non tech person, I prefer keyboard over mouse.

Creating a stripped down version of a product is a big red flag to me (e.g. "easy/light mode").
It means the main product is too complicated; it handles too many things. Instead, shift the focus back to the core of the product by removing features.

In the our day-to-day it is completely normal to stumble upon things that used to work but now have been changed: they have been deprecated.

Deprecating and removing features should be added to any product iteration. Thus being "normal" and a common occurrence in any changelog; just like features and bug fixes.

This gives non-tech product owners "permission" to remove bloat. Devs stop whining about "the big rewrite". And end-users don't suddenly have to learn yet another tool with "basic" features missing.

I think the best example is google (https://killedbygoogle.com/) and the worst is the amazon shopping website (what a mess!).

Looking for someone to test a new factorization script I wrote.

https://pastebin.com/Td2XTKe6

Tested against a set of products from all primes under 1000. Worked even on numbers up to 87954921289

Worked for about 66% of the products tested.

Obviously I'm cheating a little bit because I'm checking for four conditions n%a == 0, n%a == 1, n%b == 0, and n%b == 1

It appears it is possible to generate the series from just the product, and then factor each result. The last factor in each each set of factors becomes x, and we do p%x and check for zero.
if it works, we've found our answer.

Kind of wonky but basically what its doing is taking p, tacking on a 0 to the right, and then tacking p to the right of *that*.

So if you had a product like

314

The starting number we look at is

3140314

The middle digit becomes i, and the unit digit becomes j.

Don't know why it works more often then not, and don't know if it would really be any faster.

Just think it's cool.

1. Open private browsing window
2. Navigate to https://github.com

That's a really well-designed and inspiring product landing page.

https://i.postimg.cc/4ycRFNZf/...

The factorization shit I'm always ranting about? I decided for once to explain it visually in this handy dandy little infographic.

We're essentially transforming the product from an unsmooth set of potential factors in its factor tree, to a factorization tree that guarantees first that the set of potential factors are all 2, 3, 5, and a or b of p, and second, that all the factors are *smooth integers* of a or b.

This is basically what Adi Shamir was trying to do with TWINKLE and TWIRL, despite checking a hundred thousand+ potential primes.

I did it in four.

Did someone here ever got to use Station?
https://getstation.com/

Was it any good? As far as my understanding goes, the company went bankrupt and made the product open source.

But it doesn't work for some, as most of the messaging services pushed for a higher minimum browser version than the Chrome used by Station.

This sucks, but i am curious if it's worth trying to fix it at this point. Maybe find some people interested in this project as well or even make a project proposition here, on devRant, to fix it and make usable for the community.