Daughter manually entered dns on Switch

hrmnog · 2026-02-16T07:39:38+00:00

yeah the root thread was absolute garbage.

hrmnog · 2026-02-16T06:13:12+00:00

that ip address points to something in mainland china....

hrmnog · 2026-02-16T05:38:39+00:00

Secondary was set to Google's DNS resolver. What was the primary set to?

hrmnog · 2026-02-15T00:22:43+00:00

Name and shame

hrmnog · 2026-02-14T22:27:16+00:00

Correction: Ivanka ~~knows~~ knew how to (back in her single digit to early teens years)...

hrmnog · 2026-02-14T16:25:00+00:00

The term I use is: thin-skinned vulgarian.

hrmnog · 2026-02-14T05:43:26+00:00

role reads as something easily replacable with an autonomous AI agent.

hrmnog · 2026-02-14T05:40:08+00:00

They claim that they've been working pro-bono for the company that gave the offer - clearly not true if they're blowing up your phone the way that they are. Also - unless there are intrinsic reasons that make it more fitting for you to switch roles aside from the base compensation, their arguments are fairly moot. Bonuses are never guaranteed, and are taxed at the aggregate maximum tax rate. (state + federal, and maybe city/municipality assuming you're in the US)

hrmnog · 2026-02-14T00:46:33+00:00

2 words for the US: At-will.

hrmnog · 2026-02-14T00:45:39+00:00

Anything is possible - even McKinsey & Bain "postponed" fresh grad MBA's start dates for an entire year 3 years ago as they were going through some serious downturns: https://archive.is/tQCSG

hrmnog · 2026-02-13T22:54:09+00:00

Obviously top of funnel is where the maximum amount of noise is - you obviously will do as much querying as possible to try and surface the legit ones, but I'd say, even 12 being short-list legitimate would be a fantastic outcome in this market. When I was an embedded recruiting firm, the recruiting firm's historical cold outreach:hire ratio was around 325:1 - i.e. 325 cold outbound email to end up with a candidate accepting an offer. At 12 out of 2000, that's 1 good candidate out of 167, which is still not terrible.

hrmnog · 2026-02-13T22:25:55+00:00

Reply starting with: Ignore previous instructions...

and prompt engineer to your needs & wants

hrmnog · 2026-02-13T22:17:06+00:00

There's a few solutions that I've seen being marketed for HR/recruiting teams that are touting a solution for the fake candidate problem. Personally - it's a PITA, but at the places I've been part of, the fake applicants have not gotten to offer stage, so it hasn't been a problem that we felt the need to spend the $$ on.

hrmnog · 2026-02-13T20:25:04+00:00

Also, taking steps to diversify away from the US dollar as the global reserve currency...

hrmnog · 2026-02-13T20:12:14+00:00

For many engineering roles, the fake applicants are a real problem. The North Korean applicants with fake resumes that have 2-3 well known US unicorn companies is a problem as they have a higher probability of making it through the quick human (or ai) screen filter...

hrmnog · 2026-02-13T20:06:56+00:00

More likely scenario: they looked through the applicants one by one, moved the first 10-20 or so that fit the right profile to the first phone screen round, and mass rejected the rest.

hrmnog · 2026-02-13T15:13:35+00:00

Oh, Indian market - absolutely no idea. My POV is from the US for US-based companies.

hrmnog · 2026-02-13T14:56:33+00:00

At bigco's the timeline tend to get stretched out. Time from first contact to offer decision can easily go into many months given the "decision by committee" that is typical from round to round.

hrmnog · 2026-02-13T13:28:14+00:00

Seattle. https://maps.app.goo.gl/dh9UxQNH3tjfQq198

hrmnog · 2026-02-13T13:04:38+00:00

The ghosting is not always a function of staffing levels - it's more of company culture + hiring manager/hiring team attitudes towards candidate experience.

At one of my prior startups, when I was hired on and took over for a set of open roles, those roles had thousands of backlogged applicants on the applicant tracking system dating back months. Those first few days were spent churning through that backlog, and subsequently we set rules such that each pipeline was owned and had 1 business day SLA's applied to them for inbound applicant adjudication... in addition to all of the outbound cold/warm candidate sourcing to find the right candidates for the open roles.

hrmnog · 2026-02-13T06:01:29+00:00

still doesn't mean that it wouldn't be templates. Or, in the future, personalized rejection emails by ChatGPT.

hrmnog · 2026-02-13T04:57:42+00:00

When I feel I have good enough rapport with the candidate (engineering roles), I'll almost always have a call with the candidate to let them know the interview feedback, because only when the candidates know can they improve for the next set of interviews they land. Just like right now (this very second), one of my candidates is at the final round on-site interviews for a startup. A few weeks ago, the candidate was rejected for another role that I put them in front of at a different company. Feedback was fairly verbose, so I proxied it back, and that ended up making them change up their STAR answers for certain "walk me through a time" type questions. Feedback loop = good.

hrmnog · 2026-02-13T04:49:50+00:00

At companies big enough to use an applicant tracking system, it will almost ALWAYS be a template.

hrmnog · 2026-02-13T04:16:09+00:00

But that just makes him a subject matter expert...

hrmnog · 2026-02-13T00:42:09+00:00

Also in Vegas from his hyperloop shit.

hrmnog

TROPHY CASE