As a /former/ EM at an almost-household-name-tech-company, I can explain.
First of all, unless you're at a tiny startup (where quality of engineering isn't even on the horizon), you don't really get promoted by your manager. You get promoted by your manager's manager. Your manager simply "proposes" your promotion, almost as an idea.
Obviously your EM doesn't wanna propose ideas that will be indefensible, so the decision to propose you is a function of roughly four variables:
0. How consistently you've shipped stuff. It can be the most complex, terrible, haphazardly put together piece of shit, implemented in 6000-line functions, but if it ships when you said it would ship, and the feature works on launch -- really works, without causing incidents and headaches over the next two weeks, you're golden
1. How much effort you made in terms of energy exertion. This is usually counted in hours of work. You're a lot more likely to get promoted if you spend 16 hours at the office, even if 15 of those are just watching mountain bike review videos in a small tab opened on the side, with your noise-canceling headphones on
2. How much enthusiasm / good intent / positivity you exert. Engineers who are "excited" about the company and the privilege of having a job in it and are demonstrating creative thinking in the interest of "changing the world" (read: "increasing shareholder value") are more likely to get proposed for promotion than those who know better
3. How much everyone around you likes you. The proverbial "soft skills". If everyone around you says "that person is incredible, I love working with that person, they're so smart / hard-working / nice / pleasant", both in public and in private, you're much easier to promote
With rare exceptions, your direct manager probably understands pretty well who's actually doing what, how, when, and how much, in terms of substance and not fluff. But their manager is too far removed from it all. Their manager, in fact, likely wants to make sure there's no favoritism or anything funky going on, so when your manager proposes you for promotion, their manager wants to see objectively measurable stats, proving that you deserve the promotion.
It's really difficult (read: impossible) for your manager's manager to tell an easy project from a challenging project made easy by you being so competent. Your manager's manager wants a war story, with dramatic character development, and an unlikely victory by the protagonist, against all the odds. Yes, during public Q&As they will say that they prefer you work smart, not hard. That it is foolish to measure programmer productivity by lines of code written or number of hours spent with noise-canceling headphones on at the office premises. What they won't mention is that they simply have no other way of measuring programmer productivity. Go ahead, ask them during the next all-hands. You'll get nothing of substance. "Here at ACME, we trust your manager", they will say.
So.
When your manager walks into that 1:1 with their boss, their boss wants to hear that you have, single-handedly, written gigalines of code, 16 hours a day, clicked <3 on every CTO message in the Engineering channel on Slack, and managed to do so without making everyone else in the company hate you.
Nobody who controls your promotion ever actually reads your code, or understands your solutions. Nobody ever loads up your architecture diagram or your implementation when discussing your promotion. Something to keep in mind. People in a position to give out "career rewards" are too busy, distracted, and uninvested in you personally to pay attention to anything other than quick, easily observable and defensible impressions.
Preventive war (attacking to neutralize a future, non-imminent threat) is considered illegal under modern international law. The UN Charter restricts the use of force to UN Security Council authorization or self-defense against an actual, imminent armed attack, making preventive actions, which target potential future dangers, unlawful.
It also allows any one of the five permanent members of the UN Security Council, including the US, to unilateraly veto any binding resolution that imposes sanctions for violating said law, with no established rules or even informal expectations that they recuse themselves when conflicts of interest arise.
Israel and Iran are involved in active hostilities for a long time now, direct or by proxies. Furthermore, US and Israel are making the case for a preemptive war with the advent of the Iranian nuclear program (whether you believe it or not, that’s beside the point), and those are legal.
How would this work? Wouldn't a reciprocal tariff with identical parameters by the US against EU tech companies completely obliterate EU tech landscape?
Most EU tech companies probably have primarily European customers (given that services export from the US to the EU is much larger than the other way around). Second, all those EU customers are looking for EU alternatives that do not have a huge tariff.
Reciprocal tariffs would (for the EU) hurt export of goods much more, since that is where the EU has a large surplus.
The number of tech companies matters less than their scale. SAP, Spotify, and Dassault Systèmes likely have more economic impact than ten thousand tiny software shops combined. And notably, all three derive a huge portion of their revenue from the US market.
The US simply has more numerous and more important companies that rely on being able to freely export their services globally. The leverage here is with Europeans not only because of this asymmetry but because there is also more political appetite there to punish America than there is in America to punish Europe.
Man I suffer from this recently. Everything I read feels AI written but because it’s just a guess I get into this loop of questioning myself and then the whole read is ruined for me.
So much is AI written now. I can only hope that more people start to notice and react negatively so that others will be discouraged from doing it. People are using ChatGPT to write the most ridiculous things for them, sometimes only a few sentences!
Yes, but they were under the 1099 reporting limits, while they both owe taxes on them, neither were required to report it to the IRS... assuming this is the one and only time they paid each other for services rendered.
Funny because seven years ago Tom Cruise did a PSA about this exact same thing for Mission Impossible [1], during which he said “filmmakers are working with manufacturers to solve this issue”. I guess seven years later it’s still not solved.
> If AI frees up VFX artists so they can work on movies rather than commercials, I'm all for that.
This isn’t how it works. Excel didn’t free up bookkeepers to become CFOs. Digital photography didn’t free up photo lab technicians to become cinematographers.
The person who in 1970 would have been an accountant at Ford Motor Company with a pension and a mortgage is now, displaced by Excel, working at two burger joints to make ends meet, with no realistic path to anything better. The VFX artists will follow in the exact same footsteps. The shareholders will keep the difference, as they have time and again.
First of all, unless you're at a tiny startup (where quality of engineering isn't even on the horizon), you don't really get promoted by your manager. You get promoted by your manager's manager. Your manager simply "proposes" your promotion, almost as an idea.
Obviously your EM doesn't wanna propose ideas that will be indefensible, so the decision to propose you is a function of roughly four variables:
0. How consistently you've shipped stuff. It can be the most complex, terrible, haphazardly put together piece of shit, implemented in 6000-line functions, but if it ships when you said it would ship, and the feature works on launch -- really works, without causing incidents and headaches over the next two weeks, you're golden
1. How much effort you made in terms of energy exertion. This is usually counted in hours of work. You're a lot more likely to get promoted if you spend 16 hours at the office, even if 15 of those are just watching mountain bike review videos in a small tab opened on the side, with your noise-canceling headphones on
2. How much enthusiasm / good intent / positivity you exert. Engineers who are "excited" about the company and the privilege of having a job in it and are demonstrating creative thinking in the interest of "changing the world" (read: "increasing shareholder value") are more likely to get proposed for promotion than those who know better
3. How much everyone around you likes you. The proverbial "soft skills". If everyone around you says "that person is incredible, I love working with that person, they're so smart / hard-working / nice / pleasant", both in public and in private, you're much easier to promote
With rare exceptions, your direct manager probably understands pretty well who's actually doing what, how, when, and how much, in terms of substance and not fluff. But their manager is too far removed from it all. Their manager, in fact, likely wants to make sure there's no favoritism or anything funky going on, so when your manager proposes you for promotion, their manager wants to see objectively measurable stats, proving that you deserve the promotion.
It's really difficult (read: impossible) for your manager's manager to tell an easy project from a challenging project made easy by you being so competent. Your manager's manager wants a war story, with dramatic character development, and an unlikely victory by the protagonist, against all the odds. Yes, during public Q&As they will say that they prefer you work smart, not hard. That it is foolish to measure programmer productivity by lines of code written or number of hours spent with noise-canceling headphones on at the office premises. What they won't mention is that they simply have no other way of measuring programmer productivity. Go ahead, ask them during the next all-hands. You'll get nothing of substance. "Here at ACME, we trust your manager", they will say.
So.
When your manager walks into that 1:1 with their boss, their boss wants to hear that you have, single-handedly, written gigalines of code, 16 hours a day, clicked <3 on every CTO message in the Engineering channel on Slack, and managed to do so without making everyone else in the company hate you.
Nobody who controls your promotion ever actually reads your code, or understands your solutions. Nobody ever loads up your architecture diagram or your implementation when discussing your promotion. Something to keep in mind. People in a position to give out "career rewards" are too busy, distracted, and uninvested in you personally to pay attention to anything other than quick, easily observable and defensible impressions.
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