Ferit

🤣

🚨URGENTE! Jamaica cria míssil intercontinental capaz de trazer a paz ao mundo em no máximo 72h

Best summary of America I have seen

🇵🇹Portugal in 2021: "Invest EUR 500k, naturalize in 5 years" 🇵🇹 in 2025: "We took 4 years to process your application. We put golden visa investors at the back of the line for ideological reasons. But don't worry, we'll count your wait time toward your naturalization timeline." 🇵🇹 in 2026: "We changed the law, so now you'll only be eligible for naturalization in 2035, and the time spent waiting won't count after all. Oh, and the processing time for naturalization is itself another 3 years. So you can look forward to a Portuguese passport in 2038, 17 years after you invested. Unless, of course, we change something else by then. Anyway, thanks for the half a million euros."

@aydaoz This is absolutely wrong but I’m also lazy to correct it. Still can’t resist to write this. 🙃

Milletin vize randevusu hakkını botlarla alıp, Resmi olmayan vize şirketleriyle millete 300 euroya satan yüzlerce ismin bilgilerini ihbarlar sonucu aldım. Şimdi istedikleri kadar silebilirler. Bu suça bulaşmış herkesin ismini Yetkili makamlara ileteceğim. Avrupa Birliği Yetkilileri de tüm bu şahsıları ve bu bahsettiğim şirketleri incelemeye aldı. Desteğiniz için teşekkür ederim çok sayıda kanıt paylaşan vatandaş oldu. Bu herkesin sorunu. İnşallah bunların sonunu getiririz hep birlikte. Bu arada hesaplarıma sahte teliflerle bildirim gönderiyorlar. Instagram’a 4 kez kısıtlama getirdiler ancak açtırdım ordan takip ederseniz hesabım için faydası olabilir.

Fucking hero.

😂

1200€ per month in Lisbon🇵🇹

I built a Solidity library to handle this safely. In an average scenario, you can get 33% gas cost reduction. In an extreme best case you can get staggering 82% reduction. Stop paying for resolution you don't need. github.com/0xferit/uint-q… soldeer.xyz/project/uint-q…

Enter right-shift quantization. By shifting the value by 16 bits, we divide by 65,536 and discard the remainder. We lose at most 0.000000000000065536 token units of resolution. The payoff? That amount now easily fits into a uint96. Total struct: 232 bits = 1 storage slot.

Mainnet is back, and storage is about to get expensive. Fresh SSTORE costs could jump from 20K to ~60K gas under the Glamsterdam upgrade. If your structs are spilling into extra slots because of 18-decimal resolution you don't even need, you're burning your users' money. 🧵👇

Some 6 year old memes.

Not bad.

Last year I eliminated our PTO policy. I called it "unlimited." The board loved it. HR loved it. Finance really loved it. Let me explain why Finance loved it. Under the old policy, employees accrued 18 days per year. Unused days carried over. When employees quit, we owed them money. Cash. For days they earned but didn't take. That's a liability. On the books. $4.7 million in accrued PTO across 2,300 employees. I made it disappear. With one policy change. "Unlimited PTO." You can't accrue what's infinite. You can't owe what was never counted. The liability vanished. $4.7 million. Gone. The CFO sent me a bottle of wine. I told employees it was about "trust and flexibility." It was about the balance sheet. But "balance sheet optimization" doesn't fit on a careers page. "Unlimited PTO" does. We updated the job postings. Applications increased 23%. People love unlimited. Until they try to use it. Under the old policy, employees took an average of 17 days per year. Under unlimited, they take 11. That's not a bug. That's the design. When PTO is a number, people take the number. It's theirs. They earned it. Managers can't argue with a number. When PTO is "unlimited," people take nothing. Because unlimited comes with questions. "Is this a good time?" "Who's covering?" "What will people think?" The guilt does the enforcement. I don't have to say no. The culture says no. I just built the culture. We track time-off requests in Workday. I see everything. A senior engineer requested two weeks in July. His manager approved it. Officially. Then sent a Slack message. "Totally fine. Just wanted to flag that the Erikson deliverable overlaps. Probably fine. Just flagging." The engineer took four days. Unlimited means whatever your anxiety allows. For most people, that's less than before. Some employees don't take any PTO. We call them "high performers." They get promoted. Then they manage others. They don't approve much PTO either. The system self-replicates. A recruiter asked how we "stay competitive." I said, "Unlimited PTO." She asked how much people actually take. I said, "That's not tracked." It is tracked. I have a dashboard. I don't share the dashboard. We did an employee survey. 84% said they "appreciated the flexibility of unlimited PTO." 12% said they "wished they felt more comfortable taking time off." We published the 84%. The 12% went in a folder. The folder is called "Noted." I don't open that folder. Someone in engineering asked if we could go back to accrued PTO. I said, "That would limit your flexibility." He said he wanted limits. I said, "That's not aligned with our culture of trust." He stopped asking. Trust is a funny word. I trust employees to feel too guilty to use their benefits. They trust me to frame that guilt as freedom. That's the deal. I'm presenting at an HR conference next month. The session is called "Unlimited PTO: Building a Culture of Ownership." Ownership means employees own their guilt. I own the savings. The policy costs us nothing. Because employees take nothing. And call it a benefit. I'll be VP of People by Q2. Unlimited upside.

I just published Curation: The Bottleneck of the Information Age blog.proveuswrong.io/curation-the-b…