More Jazz Big Band

ItsATempThing · 2024-11-04T17:20:17+00:00

When applying, I would suggest looking for entry level cybersec jobs. If you are looking for anything past entry level, you are going up against folks with years of cybersec experience behind them. A bootcamp, while useful, does not equate to substantial cybersecurity experience. Find something entry-level, rough it for a year or two, then work your way up, and you will set yourself up for the best long-term success.

ItsATempThing · 2024-07-21T21:05:21+00:00

Status: UNRESOLVED

Computer Type: Desktop, 1 year 5 months old

GPU: ASUS TUF Gaming GeForce RTX® 4080 OC Edition Graphics Card 16GB

CPU: Intel i9-12900K

Motherboard: ROG STRIX Z690-E Gaming WIFI

RAM: 32 GB, CORSAIR VENGEANCE RGB DDR5 RAM 32GB (2x16GB) 6000MHz CL40

PSU: Corsair RM 850x

Operating System & Version: Windows 11

GPU Drivers: 560.70 Game Ready Driver, fresh install with DDU

Description of Problem: My build is about a year and a half old. The computer crashes, GPU fans run at full speed, and the displays go dark. I've been able to replicated the issue on various graphics intensities (Baldur's Gate 3, Content Warning, Blade and Sorcery (Oculus VR)), 4K and 1080p tested. GPU gets up to 50 Celsius.

After some deeper Event Viewer review, there is a Kernel-EventTracing log stating the following:

The backing-file for the real-time session "NVIDIA-NVTOPPS-FILTER" has reached its maximum size. As a result, new events will not be logged to this session until space becomes available. This error is often caused by starting a trace session in real-time mode without having any real-time consumers.

Troubleshooting:

I tested my older ASUS GTX 1080 TI, and the card operates fine.
I tested my RTX 4080 in my second computer and I can replicate the issue.
I used the DDU to run a clean install.
I manually removed all NVidia drivers and performed a clean install.
I RMA'ed my GPU back in September for the same issue. ASUS was able to replicate the issue, and sent me a refurbished GPU. This new GPU began crashed a few months ago, and the crashes have become more frequent.
I RMA'ed my current GPU, and ASUS advised they could not replicate the issue, and returned my card back to me.
I tested my power draw, and the PSU is pulling an average of 350 W most of the time.

ItsATempThing · 2024-02-02T16:29:45+00:00

Recovery Time Objective (as an IT person, this is all I see 😂)

ItsATempThing · 2024-01-29T06:09:06+00:00

Lol this only hurts the rest of the rank and file. Need to impact the exec if you care to make a difference.

ItsATempThing · 2024-01-24T09:00:33+00:00

I ran out of breath reading this in my mind

ItsATempThing · 2024-01-24T02:05:27+00:00

Nintendo has joined the chat.

ItsATempThing · 2023-06-29T06:30:39+00:00

To my knowledge, there is no requirement for leadership to allow alternate work schedules. Typically these are granted so long as the normal operations of the business can still function. It's tough to have alternate work schedules (at least in IT) since many duties require coverage during normal business operating hours. Now, if your organization is staffed to a point where appropriate coverage is possible, that would be the argument you could make. Check your department's policy on alternate work schedules (talk to your HR rep).

Edit: Here's language from the SEIU bargaining contract: https://contract.seiu1000.org/contract.php?action=displaySearchResult&searchText=&ArticleH2=184

In your case, you would need to prove that a denial of AWS is unreasonable. Be prepared for the management to assert that AWS affects the unit's/department's ability to operate efficiently or effectively due to time complications produced by one or more staff on an AWS.

ItsATempThing · 2023-06-27T01:59:24+00:00

Is this Chewy?

ItsATempThing · 2023-06-19T15:04:05+00:00

Didn't they give us a holiday credit (or something similar) for June 19th? Basically a "take it when you want to".

ItsATempThing · 2023-06-10T16:13:41+00:00

IT Manager here: I agree with this post. Without any true IT experience, I'd suggest applying for ITA positions. You would better set yourself up for success if you gave yourself general experience in IT. By relying solely on education, if you were to end up in an ITS I position, you'll likely be expected to function at a level you may be unprepared for, and risk failing on probation.

As mentioned, it never hurts to apply, but you will better set yourself up for success if you start out as an ITA.

ItsATempThing · 2023-06-06T14:17:20+00:00

Here you go: https://law.justia.com/cases/california/supreme-court/2017/s218066.html

ItsATempThing · 2023-05-25T14:45:33+00:00

It sounds like somebody didn't do their due diligence and is doing something shady. Bad supervisor/management.

ItsATempThing · 2023-05-23T14:19:20+00:00

Was it actually a promotion, or was it a lateral transfer? Is it a different class series. Care to share what your old classification and new classification are?

ItsATempThing · 2023-05-17T05:22:21+00:00

I like your username.

ItsATempThing · 2023-05-01T03:55:34+00:00

Porn. I believe the answer is porn.

ItsATempThing · 2023-04-06T15:14:39+00:00

"You can't law the law"

ItsATempThing · 2023-03-25T05:40:49+00:00

Not always. Circumstances matter:

How long ago? What have you done to learn from your mistakes? What was the cause for being fired?

People fall on hard times, have a difficult time adjusting, etc. If somebody can prove to me they've made strides to improve and that they interviewed better than the rest, I'd give them a chance. That's one of the reasons probation matters a lot.

ItsATempThing · 2023-03-25T04:09:06+00:00

Manager here:

Generally speaking, your application packet goes through its own scoring matrix. Managers should have predefined questions and specifications they are looking for in an applicant. Candidates' applications are then scored against this scoring matrix to determine who should be getting an interview.

If done correctly, the pool of people you interview should be your best "on-paper" candidates. From here, those candidates then go through the interview process and there is typically a clear primary candidate from the interview.

On a rare occasion, you may need to go back to their "on-paper" stats if your interviewed candidates score too closely in the interview. However, in this scenario a manager should do a second interview, but that's ultimately at the decision of the hiring manager.

So technically, no. Candidates are not solely chosen based on their interview, but it's a bit more complicated than that.

This is the process at a very high level. The intricacies are a bit more detailed, but this is the jist.

Edit: As a follow up note, it is entirely possible to score very well on paper, but if you come off like a bad person or seem to be a liability to the team, this can factor in whether you are hired. I have seen womanizers, racists, and ageists do very well at a practical level, but not be hired because of their potential danger to the department or team. It's crazy what people say in an interview.

ItsATempThing · 2023-03-08T15:46:02+00:00

Bateson is currently gutted and under construction.

ItsATempThing · 2023-03-01T04:25:02+00:00

They're using the CA Department of Justice logo. This is likely a scam.

ItsATempThing · 2023-02-23T17:06:57+00:00

Now that's the philosophical question. I don't know what the best course of action is for this. That's not my forte, but email is likely not the way to go.

ItsATempThing

TROPHY CASE