I get ~10 spam calls per day (various automated voicemails, "loan pre-approval" etc) and ~5 spam messages per day (usually phishing). - I have AT&T Active Armor, all of the above still slips through. - All of the above is always from new, unique numbers so blocking doesn't work. - I am on all Do Not Call lists. - I have iOS "Silence Unknown Callers" on, but even if it catches & silences them I still get the notifications. Not sure if other people are seeing something similar or figured out anything that works

نتیجه تاسف‌بار این شعار دروغین که «دولت اسرائیل کاری به ملت ایران ندارد و اهداف فقط نظامی است!» بعد از گذشت ۶۵ ساعت از تجاوز رژیم صهیونی، بستری تعداد ۱۴۸۱ مصدوم و شهید است که ۱۲۷۷ نفر در بیمارستان‌های دانشگاهی کشور بستری شده و بیش از ۹۰ درصد غیر نظامی! از این تعداد ۵۲۲ نفر ترخیص شده‌اند و ۲۲۴ زن، مرد و کودک شهید شده‌اند! من به عنوان یک پزشک از سلامت اندیشان جهان و همکاران پارسی‌زبانم در سراسر جهان تمنا دارم کمک کنند جلو این نسل‌کشی گرفته شود! زنده باد کادر سلامت کشور که سراز پا نشناخته در حال خدمتند. دست همه شما را می‌بوسم با افتخار! #تیم_ملی_سلامت #حمله_اسرائیل #جانم_فدای_ایران

Here’s the uncomfortable truth: it doesn’t matter that whiteboard coding tests / LC don’t measure a lot of things a dev needs to do day to day. They are the currently known most economical filter to hire *at scale*. I’m talking when you hire 100 devs per year (or 1,000 ) Hiring is done by people who are devs themselves and you want to keep a similar bar between different parts of the org. Yes, tasks that simulate day-to-day work give better signal. But they require far larger investment and it’s problematic when the question leaks. (When you do more than 20-30 interviews with the same question, expect it to leak and be googleable when people search for what your hiring process is). With algorithmic questions it makes no difference if it leaks, given companies have a question bank in the hundreds! A nice side effect for large companies is they self select for people who are willing to put up with BS things: aka spend considerable amount of time to do something mostly pointless (prepare for these algo interviews), just because it’s how things work and what it takes to get the job. Those who refuse to do this would likely not be a fit for these environments where these interviews are not the first or last things that are process you follow… just because. And make no mistake: these places screen for soft skills, teamwork etc. Those are done via recruiter screen, hiring manager interviews, to some extent architecture and bar raiser. The coding / algorithm interview is usually 1 or 2 out of 5-6 interviews. And the coding part is usually the most trivial to pass (for anyone putting in the effort to prep - see the point on putting up with mostly pointless stuff the job asks for) The problem is not that Big Tech uses these hiring processes (it makes perfect sense for them!) It’s when small companies hiring 5-10 ppl per year copy it, without thinking. More on how to build a sensible hiring process without blindly copying this: newsletter.pragmaticengineer…

In the Google DeepMind fusion team, we're working with external collaborators to solve nuclear fusion power generation. Check out the team's 2022 Nature paper in collaboration with EPFL for more context on how reinforcement learning can be used to control a fusion power generator. Today, we're announcing TORAX, an open source simulator component for modeling fusion power generators.