rand0h

“America didn’t create culture from scratch.”

It’s so much fun to hear your friends name brought up in a completely random conversation. Was chatting to someone at work about OSCP and he was screen sharing resources, one of his web searches was literally “@TJ_Null OSCP”. “YOU KNOW HIM!? Tell him he’s amazing!”😂

It was 5 years ago in January that I started to get my shit together in the gym and I’m so goddamn thankful to that dude for finally figuring it out. Now it just becomes about the routine and the next 20 years. Talking with a friend & this is the best explanation how I do it.

I love this crew SO much. Can’t come soon enough.

@yacineMTB That’ll keep happening for a while. I haven’t kept track of design attempts, but this is less than 50% of the physical PCBs I made before settling on a single design. The color variance was just me “might as well try new colors if I gotta make another PCB”

There is no bottom to how can be treated by your company. Assholes all the way down.

When the recipe only calls for a 1/2 cup of wine but you wanna be prepared just in case.

I mean, it the pregnancy was an accident, this still works.

There are still wondrous things in the world. Like this bird.

Amazon just confirmed 16,000 layoffs but sources inside are telling me the real story is so much worse Word from three different VPs: the 16K number is just "Phase One" - internal docs show another 14,000 cuts planned for Q2 A director in AWS walked me through their new "efficiency matrix" - entire teams being replaced by 2-3 senior engineers running Claude Sonnet workflows The Alexa division got completely hollowed out. 847 engineers two months ago. 23 remaining after this week. All hardware development moved to a Bangalore team of 31 contractors with Cursor access Here's the sick part: they're making the outgoing engineers document their entire decision-making process into "knowledge transfer sessions" that are being recorded and fed directly into training datasets One L7 told me he spent his final two weeks creating detailed prompt libraries and workflow documentation. Thought he was being helpful for the transition Turns out he was literally training the AI agent that replaced his entire org The contractors offshore are using his exact prompts and shipping features 40% faster than his old team of 12 Americans ever did Internal Slack shows leadership celebrating "operational excellence" while badges get deactivated in real-time They're calling it "right-sizing for the AI era" in the all-hands But the P&L sheets I'm seeing show $280M in salary savings this quarter alone The knowledge extraction is complete If you're still at Amazon and haven't started job hunting, you're already dead

This month’s @sec_kc was focused on AI usage in IDE, social engineering, we had an open jobs speed round, and covered the news in infosec from the last month. Thank you to our speakers and sponsors!! The second Tuesday of every month, this is where you’ll find me! #SecKC

Believing Claude finds your questions insightful is like believing the stripper actually likes you

There are a lot of mistakes here. But honestly, just fab this and discover them later. Bonus if you do it on a desktop mill. You are one step away from learning several of the “why is PCB design like this?” lessons that someone who’s only lived in software would naturally ask. (Trust me, I’ve been there). But I suppose there is something to be said about baiting PCB kids into doing the work for all the “why isn’t this automatically solved” topics you’ve encountered so far.

Sooner... Monday!

We have altered our combos. Pray we do not alter them further.

@Branndon_Pike Keep concentrating: it’ll come.

@dakacki I didn't get it

I mean who didn’t see you…this…coming. 404media.co/viral-quittr-p…

@sherrod_im @OwariDa Amen to this. The shit I’ve learned in just the last 3 months has been astounding.

@OwariDa Claude code has changed my life. I’m a different person today than I was 2 months ago.

Which of these are you using the most for coding right now? Poll options limited to four, so comment when your option is something different? Especially interested in how many that are using custom agent frameworks :)

@Whale_Guru drugs

Last year I posted 500 open positions for my company. We hired 34 people. The other 466 jobs were never real. I'm the Head of Talent Acquisition. That's not what I acquire. What I acquire is data. Resumes, salary expectations, skill sets, market intelligence. 160,000 applicants gave us their career history for free. We used it to benchmark compensation. Not to raise salaries. To confirm we were paying below market and get away with it. I call it "building a talent pipeline." A pipeline is a thing you build and never turn on. Recruiters call this "passive sourcing." There is nothing passive about wasting 160,000 people's time. But it sounds like a strategy. Some of our listings have been posted for 11 months. One has been up for two years. It's for a "Director of Innovation." We don't have an innovation department. We don't have the budget. But the listing makes us look like we're growing. Investors see open roles and think momentum. Our stock went up 8% after we posted 200 jobs in one week. We didn't hire anyone that week. Or the week after. We have an applicant tracking system. It auto-rejects 95% of applicants. Based on keywords. I don't know what keywords. No one does. It was configured in 2019 by a contractor who no longer works here. We've never updated it. Some applicants spend hours customizing their resumes. The system reads them for six seconds. Then it sends a rejection email. "After careful consideration." There was no consideration. Careful or otherwise. I know this because I'm the one who wrote the template. Sometimes I repost the same job with a different title. "Senior Data Analyst" becomes "Data Analytics Lead." Same description. Same salary. Same no one getting hired. But it resets the posting date. Fresh listings get more applicants. More applicants means more data. More data means better benchmarking. Better benchmarking means I present at the quarterly review. I presented last quarter. I showed a slide that said we "received unprecedented candidate interest." 160,000 people applied for jobs that didn't exist. That's the unprecedented interest. The VP of People called it "brand strength." The CFO asked about our hiring efficiency. I said we were "optimizing for quality over speed." Quality means we haven't hired anyone. Speed means we don't plan to. HR asked about candidate experience. I showed them our NPS score. It was 12. Out of 100. I said that was "within industry range." I made up the industry range. No one checked. They never do. Last month a candidate emailed me directly. She said she'd applied to four roles over eight months. Customized every resume. Wrote every cover letter. Never heard back. She asked if the jobs were real. I sent her to the automated FAQ. The FAQ says "We value every application." That's not true. We value every data point. There's a difference. I'm up for promotion. My metrics are outstanding. 500 roles posted. 160,000 applicants captured. Cost per acquisition: $0. I didn't acquire anyone. But the cost was zero. Zero is a good number in a dashboard. Dashboards get presented. Presentations get approved. Approvals get me promoted. I'll be VP of Talent by Q4. I don't find talent. I collect it. Like a jar you never open.

Stay curious. Learn the new technology. Adapt your skillsets. Build things. and I'd probably add "ignore comments made by those heavily dependent on VC capital for 10x returns for Patagonia wearing men"