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I appreciate your honesty here. I would argue, you should appreciate your employee's honesty as well.

If you have a market based salary view of the world, and an employee says they're actually worth more than what your merit/market system is paying them (and has proof), you should probably respect that.

The fact they're coming to you first is a risk in and of itself.

> an employee says they're actually worth more than what your merit/market system is paying them, you should probably respect that as well.

We are in total agreement here!

You said:

> Coming to me with an offer letter in an attempt to get a pay raise is a thing that I think speaks very poorly of the person.

Don't get me wrong, I appreciate your honesty here, But I don't think that's fair, and probably why you're getting push-back in this thread.

The part that gives me pause isn't that the employee is agitating for their own interest. That's good and expected. It's the method by which they're doing it.

It's OK if you and others don't think it's fair. We just disagree on that aspect. I don't think it's fair for an employee to use that particular method. To me, it comes off as a kind of extortion to the current employer, and mistreats the employer who made the offer.

Others can, of course, have a different opinion. Nothing wrong with that. We simply disagree.

To make a little meta-comment: I am genuinely surprised at the negative reaction I've gotten from a few people here. I really didn't think I was saying anything all that controversial. Live and learn, I guess!

Probably it was the extortion comment. You could also I guess call it an ultimatum.

But then again companies typically do shitty things to employees all the time because the company has the leverage. You've probably witnessed some of that yourself.

Sam Altman and OpenAI come to mind.

So I guess I don't understand what's changed about the relationship when the employee finds leverage to use against the company.

But is this actually a problem for a company? I think most companies can only afford second rate talent with the top tier talent going to FAANG companies anyway.

What most companies are really looking for is undervalued high performers. And there's probably a lot of those still that haven't moved to the bay area.

I think MBA's these days have decided that they'll hold labor costs low by not rewarding high performers, and then hire whoever they can to fit their budget, but then have a yearly 5% layoff to hold their employee's feet to the fire.

And then those same MBA's get a bonus for keeping costs low, meanwhile enjoying their beach houses on the weekends.

Granted it sucks to be an individual contributor, but if you're a manager, you have incentives for cutting costs to the bone.

> What most companies are really looking for is undervalued high performers.

I'm not sure about that, since very smart people often tend to be, well, "a little bit difficult to handle", in particular by bosses who got to their position by office politics instead of merits (as many do).

If companies were really looking for high performers, they'd create an environment where high performers can really flourish. Because in my observation there exist quite a lot of high performers who are "held down" by their current work environment, this would attract quite some potential high performers, including undervalued ones.

Managing labor is basically an NP-hard problem: Hiring / Interpersonal Skills / Effective management of people / Effective reward and retention programs / Career Development.

The 5% layoff is a tacit admission that they can't fix their management issues.

For those looking to hear what this sounds like without buying any radio gear, there are many public kiwisdr sites that can hear 60khz. It's a matter of choosing AM decoding and tuning to the particular frequency.


Many of these have user limits and time limits as well. Note that you can also hear WWVB on 2.5mhz, 5mhz, 10mhz, and 15mhz.

You can also pick "timecode" from the extensions menu in the KiwiSDR interface and actually decode the time signal live on the receiver.

Black screen detection and audio cues are often used to detect commercials. With sports it should be even easier, since ads don't look like the field or court the athletes play on.

Personally I think it might also be easier to convert the audio to your own close captions in more real time and higher quality ( and better than what the broadcast typically gives you) and leave the sound on low. I like the crowd noise and the announcers, but I also like my sanity more.

I don't expect people with lots of money to necessarily have the same views that I might, but it does help if they are honest about their views and actions. I don't really like Marc Andreesen / Chris Dixon these days but at least they're honest.

As to dang, I'm mixed. He can move away from this if he chooses. He'll be missed, but on the other hand, he would have a principled stand on which to leave.

"Hi this is Karen from HR. Is there a reason you didn't sign the loyalty oath on Tuesday of last week? I'm just checking in to make sure everything is okay with you at Altruistic Capital Inc."

People make up stupid answers to avoid answering.

Right and it's clear they are.

Yes SAC.


1. Both sexes are willing to lie.

2. Some just want sex. Others want companionship. And yet a third loves getting attention. Others are looking for financial help. And criminals are looking for victims.

3. Any metric the matchmaking algorithm uses will be gamed by someone smarter than you, willing to ruin the experience for everyone else.

> 3. Any metric the matchmaking algorithm uses will be gamed by someone smarter than you, willing to ruin the experience for everyone else.

Not necessarily; mechanism design studies how to construct systems that aren't gameable, even though everyone in the system is acting out of self-interest.


Does that include teaming together to game the system?

E.g. The game of poker changes if two or three at a table are secretly working together. Counting cards in black jack is harder to detect if a there's a team behind it.

Yes, in the sense that the amount of "distortion" they can achieve is bounded to be small.

Frankly, I'm approaching this as an engineering problem, so I haven't tried to work out all the gory mathematical details to fully theoretically characterize the distortion achievable by coordinated action. If you want to work on this and can apply the theory of [1], [2], and [3] below, send me an email.

1. https://doi.org/10.1093/restud/rdy042

2. https://doi.org/10.3982/ECTA7260

3. https://doi.org/10.3982/ECTA6995

Yes there's lying in poker, but there's also fairness to the rules. This changes when you get two or more people at a table working together. There's lots of different strategies they can employ. Side channel communications, simple agreed upon profit sharing, betting strategies, etc.

Since people are expected to lie in poker, what rules do you add in to change the behavior of people to reduce the chance of coordination, without changing the dynamic of the game?

To be fair, gate keeping is the literal point of the interview process but I think I understand what you mean.

Is it fair to set the bar higher than what it was set for you to be hired into a company? Yeah, I think so.

The problem though is that leetcode challenges are shallow, and don't measure the applicant's ability to understand complex issues or algorithms. Most code is not solved once in 45 minutes, but iterated on multiple times.

"I solved a leetcode issue, so you have to solve one too if you want to be hired on" I think is the kind of gatekeeping you're talking about.

It’s filtering on dedication and desperation.

It’s why so many in the tech industry are H1B. There’s no lack of domestic talent but domestic talent doesn’t need a visa to stay in the country. So, they’ll not go through the insane process and just take a normal job that doesn’t have as insane of a hiring bar.

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