I think the emphasis is as much on not being able to *find* a vendor/partner/consultant to provide good advice and *consultation* on what technology they should be using. We had an expensive, highly regarded consultant update our systems to accommodate two offices which needed simultaneous read-write access to ~3TB of data with change rates of about 2GB/hour, with a 100Mb site-to-site VPN with 10ms latency.
His initial solution was to use FreeNAS and rsync to achieve this, but ended up "needing" to use WIndows with DFS-R since he "found out" that rsync is single-direction. The server host he specified was so grossly under-spec'd that it has taken up so many resources to fix his mistakes that other more strategic efforts have been put off for nearly three years.
We have known about the next things that we need to deploy for a while to meet our customers (and employee's) needs, but when you are playing catch-up it becomes impossible-- no amount of resources can improve the situation fast enough and with low enough business impact.
Now, if we could just shut down for a month and everybody takes a vacation, clients stop emailing... then we would be fine...
Oh, please don't get me wrong; some people I see are actually using the iPad Pro for what it is designed for. They just don't seem to be sitting in first class (or at least using it that way on the plane). My issue is mainly with the 13" version which is generally too large to be useful, and odd when it is used for "personal device entertainment" or checking a couple emails during the flight.
I'll get the smaller Pro once my old one finally falls apart, but it is fun to be able to abuse the old one rather than protect a new one.
From what I see, I think it has more to do with people being able to do their own tech support. For top quartile, that is an important factor.
For a higher percentile number, I imagine there is a higher correlation with the 12” iPad Pro... which I really don’t get. A recent flight in first, I was the only plebeian with an old beat-up iPad Air... For flying they seem completely impractical as anything but a status symbol.
For transmission lines, failure rate is proportional to load. Unloading transmission lines during peak periods improves reliability. The same isn’t as true for sub-transmission lines, and is not true for distribution lines.
Sorry, but aside from trying to triage/pre-screen people everything else is unlikely to work. Do you have your full account numbers available in a non-electronic form? (I do for my credit union account, but not my "real" bank account-- there I just go in and give my ID.) The banks cannot manage the volume of paper required any more-- and even if they could, the complexity of banking needs today would make a paper ledger nearly impossible for solving modern banking needs.
About the only thing you could do is try to revert to batch settlement via a redundant system. You would have to shut down ATMs, and I don't think there is any viable way to do bill payment and similar types of services. The links to direct-deposit paychecks would be almost impossible to manage as well if a bank is truly hosed.
I'm all for redundant arrays of irresponsible banks.
Yes. Unfortunately it is mandatory with certain companies and pushed very hard with others. The actual cost was nearly double your estimate. Complete and total BS, especially when our LOC interest rate is only around 3% annually-- going from NET-90 to NET-15 saves us ~1% interest but costs us ~2.5% in fees minimum.
I had a $2million/18 month defense contract paid by credit card via a random accounting person 2000 miles away. I would say you are not quite up with the times... $10k/month can be peanuts.
Moreover... build your solution with redundancy if you are going cloud! There are times it is very hard and/or expensive, but you need an order of magnitude better reliability/availability options if you don't have an SLA.
No. Two of my partners are Persian, and we are getting to a point where the Persian maffia in the office can become a problem. The narcoleptic was someone who we were not large enough to be required to accommodate for ADA; we really wanted to hire them, but the position requires ~20% of the time on jobsites which would not have been safe, and they would torture themselves with four hours riding the bus each day to get to/from work. The guy we didn't trust... being an ass isn't a protected condition.
Most states in the US are at-will employment; we send an offer letter to be counter-signed to establish everything formally, but it isn't really an employment contract, just statement of benefits.
My last employer back in 2002 wasn't especially sure I would show up (living on an island abroad for phone interviews), and really wanted me to sign the offer letter and return it. Not especially easy to do back in the day while traveling.
The experience is fairly similar to mine, and I am hiring white collar engineers. If I had to guess, 50% of our workforce are immigrants, another 35% first generation. Not really about money, just the breakdown of people we get today where we are. Salary is a lot less critical compared to ability to learn and personality.
True. Unfortunately, finding someone that will stick around for 5-10 years to the point that they are truly an executive assistant is hard, and longevity is what provides the value.
We have tried a number of hiring strategies over the years, from highly targeted to wide blankets. We had one position (office manager) in the peak of the recession that we had over 30 interviews for, and I am afraid we didn't get back to everyone in a professional way -- but neither did they. Our lack of response was due primarily to the fact that our office manager had just quit and we were scrambling to find a replacement.
But, the lack of useful feedback is generally a legal issue. we can tell a recruiter the truth ("god no, not another Persian, the office is 30% Persian already", "we have no idea how we can accommodate his narcolepsy" or "we don't trust him") The only time I will actually give someone "constructive criticism" is if I am in the interview and have decided that there is either no way I am going to hire them, or that I like them and want them to be successful in their quest even if it doesn't end with us. If we were big enough to have proper HR, all of this would be verboten.
We now get a large number of unsolicited resumes, most of them who have taken the buckshot approach. Sorry, but we can't give individual responses to them. We try sometimes, but there is only so much time in the day.
We use a number of useless recruiters for my company. I hate doing it (almost as much as I hate paying them 20% of the candidate's salary), but it reduces the hiring pain, especially when the market is tight.
Aside from admin positions, the only times we have been treated this way are people who are pretty full of themselves... or just clueless little shits. The absolute worst though is having someone in the office for a day or week, and they just decide to stop doing it. (Two people out of ~50 employees this past year, maybe one or in the prior 15.). Well, maybe not quite as bad as the little shit that milked us for two months until he could find another job...
The statistics I have heard make it sound like they limit each driver to 100-120 packages per day, and you aren't allowing for van costs, which would be on the order of $20k per year. I can see ways of making money in specific areas with unique service plans that don't work well right now with the current system, but once you lose control of your package inventory per truck you don't have control of anything.
No, they want to eliminate the "contractor" risk for themselves and pass it on to you! If you are forced to have a minimum of 5 trucks, you directly can't be an employee of Amazon... and your employees are (in theory) unable to sue Amazon for class status. By keeping it small, it also protects Amazon from saying labor abuses are widespread...
Saying all that... I have no idea how anyone could possibly break even at that business when paid less than $3/package for delivery. Even at $5/package would seem like a challenge to make money and cover all overhead costs. (The drivers themselves were already fsck'd.)
The problem with any automation strategy is that if only 70% of the material from single-stream recycling can reasonably be recycled, 30% is simply garbage and too little is sufficiently high value to warrant the investment.
Hell, most people don’t realize they can’t recycle their coffee cup from Starbucks.
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I think the emphasis is as much on not being able to *find* a vendor/partner/consultant to provide good advice and *consultation* on what technology they should be using. We had an expensive, highly regarded consultant update our systems to accommodate two offices which needed simultaneous read-write access to ~3TB of data with change rates of about 2GB/hour, with a 100Mb site-to-site VPN with 10ms latency.
His initial solution was to use FreeNAS and rsync to achieve this, but ended up "needing" to use WIndows with DFS-R since he "found out" that rsync is single-direction. The server host he specified was so grossly under-spec'd that it has taken up so many resources to fix his mistakes that other more strategic efforts have been put off for nearly three years.
We have known about the next things that we need to deploy for a while to meet our customers (and employee's) needs, but when you are playing catch-up it becomes impossible-- no amount of resources can improve the situation fast enough and with low enough business impact.
Now, if we could just shut down for a month and everybody takes a vacation, clients stop emailing... then we would be fine...
Oh, please don't get me wrong; some people I see are actually using the iPad Pro for what it is designed for. They just don't seem to be sitting in first class (or at least using it that way on the plane). My issue is mainly with the 13" version which is generally too large to be useful, and odd when it is used for "personal device entertainment" or checking a couple emails during the flight.
I'll get the smaller Pro once my old one finally falls apart, but it is fun to be able to abuse the old one rather than protect a new one.
Does Via Technologies still exist?
I guess the bigger question is really if x86 should be the basis for a new processor initiative from China.
From what I see, I think it has more to do with people being able to do their own tech support. For top quartile, that is an important factor.
For a higher percentile number, I imagine there is a higher correlation with the 12” iPad Pro... which I really don’t get. A recent flight in first, I was the only plebeian with an old beat-up iPad Air... For flying they seem completely impractical as anything but a status symbol.
Please elaborate
For transmission lines, failure rate is proportional to load. Unloading transmission lines during peak periods improves reliability. The same isn’t as true for sub-transmission lines, and is not true for distribution lines.
Sorry, but aside from trying to triage/pre-screen people everything else is unlikely to work. Do you have your full account numbers available in a non-electronic form? (I do for my credit union account, but not my "real" bank account-- there I just go in and give my ID.) The banks cannot manage the volume of paper required any more-- and even if they could, the complexity of banking needs today would make a paper ledger nearly impossible for solving modern banking needs.
About the only thing you could do is try to revert to batch settlement via a redundant system. You would have to shut down ATMs, and I don't think there is any viable way to do bill payment and similar types of services. The links to direct-deposit paychecks would be almost impossible to manage as well if a bank is truly hosed.
I'm all for redundant arrays of irresponsible banks.
I believe the metric was based on average and not median salary, and the CEOs were closer to 6-8x from what I know; I don't have data for other tiers.
Even 20x isn't the end of the world, but 50x gets to be pretty absurd for all but a superstar.
Yes. Unfortunately it is mandatory with certain companies and pushed very hard with others. The actual cost was nearly double your estimate. Complete and total BS, especially when our LOC interest rate is only around 3% annually-- going from NET-90 to NET-15 saves us ~1% interest but costs us ~2.5% in fees minimum.
Especially compartmentalization of functions. Have one server instance per location communicating to a series of redundant master instances.
I had a $2million/18 month defense contract paid by credit card via a random accounting person 2000 miles away. I would say you are not quite up with the times... $10k/month can be peanuts.
Moreover... build your solution with redundancy if you are going cloud! There are times it is very hard and/or expensive, but you need an order of magnitude better reliability/availability options if you don't have an SLA.
No. Two of my partners are Persian, and we are getting to a point where the Persian maffia in the office can become a problem. The narcoleptic was someone who we were not large enough to be required to accommodate for ADA; we really wanted to hire them, but the position requires ~20% of the time on jobsites which would not have been safe, and they would torture themselves with four hours riding the bus each day to get to/from work. The guy we didn't trust... being an ass isn't a protected condition.
We are pretty reasonable in our hiring practices.
Do you send a thank you letter after an interview? Only about 10% of people do. I don't think I ever have, so I don't judge either side.
Most states in the US are at-will employment; we send an offer letter to be counter-signed to establish everything formally, but it isn't really an employment contract, just statement of benefits.
My last employer back in 2002 wasn't especially sure I would show up (living on an island abroad for phone interviews), and really wanted me to sign the offer letter and return it. Not especially easy to do back in the day while traveling.
The experience is fairly similar to mine, and I am hiring white collar engineers. If I had to guess, 50% of our workforce are immigrants, another 35% first generation. Not really about money, just the breakdown of people we get today where we are. Salary is a lot less critical compared to ability to learn and personality.
True. Unfortunately, finding someone that will stick around for 5-10 years to the point that they are truly an executive assistant is hard, and longevity is what provides the value.
We have tried a number of hiring strategies over the years, from highly targeted to wide blankets. We had one position (office manager) in the peak of the recession that we had over 30 interviews for, and I am afraid we didn't get back to everyone in a professional way -- but neither did they. Our lack of response was due primarily to the fact that our office manager had just quit and we were scrambling to find a replacement.
But, the lack of useful feedback is generally a legal issue. we can tell a recruiter the truth ("god no, not another Persian, the office is 30% Persian already", "we have no idea how we can accommodate his narcolepsy" or "we don't trust him") The only time I will actually give someone "constructive criticism" is if I am in the interview and have decided that there is either no way I am going to hire them, or that I like them and want them to be successful in their quest even if it doesn't end with us. If we were big enough to have proper HR, all of this would be verboten.
We now get a large number of unsolicited resumes, most of them who have taken the buckshot approach. Sorry, but we can't give individual responses to them. We try sometimes, but there is only so much time in the day.
We use a number of useless recruiters for my company. I hate doing it (almost as much as I hate paying them 20% of the candidate's salary), but it reduces the hiring pain, especially when the market is tight.
Aside from admin positions, the only times we have been treated this way are people who are pretty full of themselves... or just clueless little shits. The absolute worst though is having someone in the office for a day or week, and they just decide to stop doing it. (Two people out of ~50 employees this past year, maybe one or in the prior 15.). Well, maybe not quite as bad as the little shit that milked us for two months until he could find another job...
You have got to be kidding. Is it April 1st or something?! Where does this shit come from!
The statistics I have heard make it sound like they limit each driver to 100-120 packages per day, and you aren't allowing for van costs, which would be on the order of $20k per year. I can see ways of making money in specific areas with unique service plans that don't work well right now with the current system, but once you lose control of your package inventory per truck you don't have control of anything.
No, they want to eliminate the "contractor" risk for themselves and pass it on to you! If you are forced to have a minimum of 5 trucks, you directly can't be an employee of Amazon... and your employees are (in theory) unable to sue Amazon for class status. By keeping it small, it also protects Amazon from saying labor abuses are widespread...
Saying all that... I have no idea how anyone could possibly break even at that business when paid less than $3/package for delivery. Even at $5/package would seem like a challenge to make money and cover all overhead costs. (The drivers themselves were already fsck'd.)
The problem with any automation strategy is that if only 70% of the material from single-stream recycling can reasonably be recycled, 30% is simply garbage and too little is sufficiently high value to warrant the investment.
Hell, most people don’t realize they can’t recycle their coffee cup from Starbucks.
Get one of the femtocell devices or just enable WiFi calling (and put money into a good, pervasive indoor and outdoor WiFi system.
“Services” are distinct from “Fees” by my read of it.