Is it, though? I’ve given Plaid the user name and password to my bank account. The same set of credentials that I use to log in, to pay bills, transfer money, etc. Plaid stores this information for future use in some sort of reversible encryption. So now we trust Plaid to keep both their data set of user names and encrypted passwords secure, and also to keep their decryption keys secure. Forget that noise. Like the previous commenter , they’re one breach away from exposing millions of bank account credentials. It doesn’t matter if the Plaid API is read only for the integration side - somebody has MY credentials, and that’s not read only.
Eh, it’s herd security. Hackers with credentials may pick off a few people’s accounts, but the odds of you being hit are low since it’s a hard problem to scale and there’s so many targets.
If all Plaid's customers accounts were emptied in one go, I suspect banks would reverse those transactions and tell any counterparties that lost money to pound sand.
I believe the cool kids call it a "hard fork", as in, if you are the bank that received the stolen funds and let someone withdraw them, you get forked, hard.
Seen this as well. Does somebody in management really expect leadership roles to sit down every 6 to 12 months, discuss everything their employees have done, and do it objectively? That's a fast track to giving everybody but the absolute worst a 5 out of 5 every time.
I'm a big proponent of the one-on-one approach, and giving feedback as needed. I am curious, however, typically the review cycle is correlated with the raise and bonus cycle. How would you go about handling that process with the data points that the review cycle provides, however artificial they may be.
I would ask why is there a set cycle for raises? If an employee is valuable enough for a raise why wait and risk a competitor poaching them before the cycle comes around?
That may sound far fetched but my current company has a very rigid and well known cycle and I swear that recruiters know about it. I get way more recruiter calls leading up to raises than afterwards.
Good on you for noticing that the annual review data is artificial. I suspect that is why these processes exist. Companies want to base there decisions on data and don't care if that data is meaningless.
reply