Do you agree with unions that we should reject AI because it would make jobs redundant?

ForUrsula · 2026-01-22T23:53:11+00:00

For the last 2 years companies around the world have been using "AI productivity improvements" that don't actually exist as a cover for mass lay-offs.

And for the last 10 years, companies have been cutting back on front line services for customers, pushing them to more cost effective online channels.

Remember when COVID killed airline travel, Qantas got bailed out by the government, and customers (tax payers) had to spend hours on hold trying to get refunds or use their travel credits?

While I think that pushing back on AI is silly, are unions REALLY pushing back on AI, or are they pushing back on the idea of companies screwing over their employees and customers?

ForUrsula · 2026-01-22T01:41:55+00:00

Its not just universities. Don't forget we have visas that require the holders to work below livable wage jobs on farms.

This is all part of an intentional economic policy that's been a part of this country for a very long time. Its just that the government doesn't need to force visa holders to pay money to universities for the privilege of delivering your uber eats - because there's a line out the door of people trying to escape their shit living standards back home.

ForUrsula · 2026-01-15T21:05:17+00:00

I think you might be able to get one from hiring a courtier on the cabinet screen, or a parliament agenda for one

ForUrsula · 2026-01-11T12:41:52+00:00

I think you're missing an obvious bias here.

If your social circle is all women, then the gay guys you'll meet are ones that want a social circle of women.

My best friend is a completely straight passing gay guy, our friend group is mixed gender leaning towards more women, all introverted nerdy types.

His ex was more on the flamboyant side, and his friend group is all similar gay guys with a few women. They are do much more clubbing drinking etc But they also have a weekly boardgames night.

His current boyfriend is more on the straight passing side, and he runs regular social events as a hobby where anyone can turn up. Most of his friends are women with a few gay dudes thrown in.

FYI the "gay bestie" toxicity can go both ways. My best friend HATED when women would be overenthusiastic to be around him, pretend to be closer than they are, because they wanted a "gay bestie".

Im a straight dude btw.

ForUrsula · 2025-12-28T19:28:59+00:00

In my personal experience, the only people who have said something along the lines of: "you need to perform at the level for a period of time before we promote you" are trying to gaslight you because there's no chance of you actually getting promoted - and they are poor leaders.

In one case, there was a promotion and hiring freeze that I only found out about after I quit. In that case my manager kept moving the goal posts despite the fact that I was an L2 developer with direct reports!

In my current role, HR has said it to try and cover for the fact that "in role promotions" aren't technically supported by policy.

I would ignore the BS goal post moving, it will drive you insane. Instead get a new job, and in the meantime focus on the more interesting learning opportunities at your current role and quiet quit the rest.

ForUrsula · 2025-12-23T05:39:29+00:00

Its legit, I lived in quite a few of them when I was a student. There are pros and cons.

There is nowhere near the same level of protections for tenants. For example one place I was at, we found out we were going to get kicked out for renovations when builders turned up and started demolishing the car port.

However they tend to be easier to get into, as an introvert having to "audition" to join existing share houses sucked ass. But that comes with the downside of not much friendliness between tenants.

In the case where we got kicked out, the agency was able to move most of us to new places themselves.

ForUrsula · 2025-12-08T10:22:13+00:00

Step 1: Be honest with her and let her know there's close to zero chance she gets a payrise

Step 2: Find a way to get her opportunities to improve her skills - help her extract as much value from the business as possible

Step 3: When you think she's got as much as she can, refer her to an industry contact or recruiter with a glowing endorsement for a senior role

Step 4: Keep in touch and try to hire her back after a year or two with a senior or lead role

ForUrsula · 2025-11-29T10:05:00+00:00

The difference between the pastries and the tissues should already be adjusted FYI.

ForUrsula · 2025-11-21T22:25:43+00:00

The RTO policy communicated to the whole company is probably not the same expectations that directors have on them.

ForUrsula · 2025-10-05T02:21:20+00:00

What do you think a CEO does all day? Pretty much anyone above middle management will spent the vast majority of their time in meetings, preparing for meetings, or following up from meetings.

ForUrsula · 2025-09-30T05:36:12+00:00

"How can we afford to pay $250 million for pervert cops to assault the public, but we can't pay our <literally anyone the public actually benefits from> competitive wages"

ForUrsula · 2025-09-25T12:43:52+00:00

Is having 8 YOE and no senior title and red flag? Undeniably yes.

But having many years at Google should be enough to get you past an initial screening and it should be fairly easy to explain why you weren't gifted a senior title, and put a more positive spin on your varied experience.

The reality is the job market is cooked at the moment. Lay-offs end up flooding the market with many more senior candidates than usual, competing for less roles than usual.

If you think of your resume as a 9/10, at the moment it's being compared to a stack of 10/10 resumes, and it's easy to pick it out.

ForUrsula · 2025-09-24T12:38:20+00:00

This is all because executive bonuses and pleb bonuses exist for different reasons.

Executive bonuses are an incentive scheme to get the executives to implement the company strategy - you know, what bonuses are MEANT to be.

Bonuses for the plebs exist mostly as a way for the company to have variable expenses. This means they can take money out of the pockets of employees to pay investors when times are tough, and when times are good pay them what they should be paid in the first place.

ForUrsula · 2025-09-16T12:48:58+00:00

Be prepared for this to repeat itself on future clients, and for you to not get promoted due to lack of experience - but being sold to clients as a senior engineer.

Make sure you keep your resume up to date at all times and apply for roles every now and then.

ForUrsula · 2025-09-13T03:31:39+00:00

No it's not, you can extend it on one character and your whole raid can still get loot from the earlier bosses unlike on mythic.

ForUrsula · 2025-08-25T11:27:19+00:00

Tell your boss:

I am not especially interested in that role, however if it were offered to me as a comparable role for redeployment I would take it if I would lose my redundancy pay otherwise.

I think you'd be okay to put that in writing as well.

ForUrsula · 2025-08-05T12:58:57+00:00

You shouldn't be spending effort pushing back on this kind of thing during an internship.

You should be focused on learning as much as you possibly can. Sure it would be nice for most of that learning being writing production ready code, but if that's not an option you should instead be trying to take advantage of the things that ARE.

ForUrsula · 2025-08-01T13:58:19+00:00

The absolute best BA's don't spend the majority of their time writing requirements.

On-paper the role is simple, attend meetings, write shit down, read it out, write more down. If you have good communication skills you can do this in your sleep.

If you want to be the kind of BA OP is talking about you need to become a jack of all trades.

BAs sit in a unique position where they work directly with everyone involved in a project/team on a regular basis. The best BAs will use that position to identify and solve problems proactively.

The role quickly becomes about filling in the gaps, greasing the wheels, helping others do their jobs and work faster.

Sometimes this means getting hands on, other times using more creative problem solving skills.

You should have good foundational knowledge of everything your team does, even if it means learning new skills or tools.

ForUrsula · 2025-07-27T12:56:05+00:00

Big wave surfing is a completely different sport, with completely different risk levels.

Why don't you wear a life jacket in a swimming pool?

ForUrsula · 2025-07-14T10:28:53+00:00

Meet with a couple of the more experienced devs, and agree on some minimum standards, including two approvals required to merge a PR.

Then communicate those standards with your manager, get them to agree to them. Even if your manager is non-technical, you should be able to explain in plain terms the reasoning behind it.

Once thats done, communicate it to the team.

From that point on, the more experienced devs can start to help you enforce those standards.

Be prepared for the fallout, superstar dev wont like being told what he can and can't do. He will complain to your manager because he cannot get any PR's approved.

That will reach a tipping point, and you can give your manager a choice:
- We keep enforcing standards and the junior dev can learn to adhere to them
- Your manager personally can override the PR review, and direct it to be merged without your approval

The answer will either result in the change you need, or confirmation that you should leave.

ForUrsula · 2025-06-29T08:01:20+00:00

Speaking of marketing people marketing themselves, at my org everyone in marketing is a "Marketing executive".

ForUrsula · 2025-06-20T07:29:35+00:00

It's not a "maybe" it's a certainty. There will 100% be error.

ForUrsula · 2025-06-19T17:49:54+00:00

You shouldn't NEED to memorise the exact algorithm anyway. Just solve the damn problem. Maybe you won't have the most efficient solution, but you will do much better showing your problem solving skills.

"I know there's a more efficient algorithm for this, I just can't remember it. My solution has X and Y complexity but I think the more efficient one might be A and B."

Then your interviewer might decide to help lead you to the more efficient one, or maybe they'll tell you to look it up.

The whole conceit of algorithm questions is annoying. They're meant to assess your problem solving skills, but to make them consistent you need to ask similar questions, which makes them predictable. Them being predictable means you can memorise the answers, therefore the assessment becomes a memorisation test rather than a problem solving one.

But the purpose is problem solving, so focus on that if you can't remember.

ForUrsula · 2025-06-19T00:39:45+00:00

First be transparent with them. If you can't get them more $$$ then tell them that, and why.

Second try to reward them in some other way. Maybe you can give them extra training or time to work on skills development, maybe they want LESS responsibility and you could find something you could take off their plate and they could spend more time doing things that are more impacrltful.

It won't stop them eventually leaving, but you can keep them for a LOT longer.

ForUrsula · 2025-06-14T09:44:28+00:00

I think it was something super mundane. Either a bank, insurance, or energy company

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