tty5

Weaponized autism mode: that's an Odo detector, Odo meter would have 1 on the display

Fun fact: I do contract work for several tech companies and the one that pushes for ai use the least is an ai company.

I wish it made sense in my case:

• I'm too far north for solar to provide anywhere close to enough power for 5 months of the year, even if I have it overbuilt to x4 of what I need in the summer
• I'm in a low average wind speed area (less than 4 m/s) - making wind power about 3x more expensive than solar. Also local law effectively prevents me from settting it up (minimum distance from residential rule)
• no net metering available, net billing rules suck
• grid is at capacity, so getting new solar connected is problematic and even if you manage that it won't accept your output through most productive months of the year
• my car is a relatively new hybrid (but not a plug-in one) - I'm not replacing it until I run it into the ground
• tl;dr; my auto consumption will be low, grid won't accept extra power greatly extending the break even period

At least I'm using biomass for heating - wood or sunflower shell pellets.

I'm getting worried my din to PS2 keyboard adapter will never get used again

Pc in question is a part of a 3000kg CNC machine. Yes, it can be removed from it, but it's not a fun process.

I'm frustrated because this is a requirement only because Microsoft wants people to use their cloud services which I will never use

OK, let me address your point then:

Phone screening is skipped for most candidates, but for the few that we do want to screen it is mandatory to continue. Since this post is from potential employee perspective I should have used "extra" instead of "optional".

1. For about 90% of candidates our interview process has two rounds: skill evaluation by a senior employee or employees (e.g. a technical interview for software devs) that doubles as "vibe check" followed by 2nd round with a manager that is more focused on culture fit, making sure both sides have matching expectation and ends with compensation negotiation.
2. For about 10% of candidates who don't come with a recommendation from a current employee or from someone in our network, or from one of the recruiters we trust and doesn't have something else backing claims in their resume there is a quick phone screening before all that - just to filter out resumes that are full of BS.
3. VP and up recruitment is more complex, but that is to be expected and I doubt anyone has a problem with that.

We manage to get a candidate from first round to offer/rejection in less than a week most of the time (2 if there is a screen) and have both high long term employee retention and very low percentage of hires who don't work out.

I suspect that as company grows (we're closing on 100 employees) and recruitment moves further and further away from "the trenches" and people doing the hiring are less and less capable of judging candidate competence managers start adding more rounds hoping they will filter out the ones that don't meet the requirements.

Docker containers share host os kernel - can't be used to run a different os.

Your options:

• Run windows in a VM. You assign some of your PC resources (ram, CPU cores, storage) to vm. That windows VM is going to be within 1-2% of a PC with the specs matching resources assigned to VM. You won't get GPU acceleration unless you pass the entire GPU to VM, but it doesn't matter for Lightroom. Will run perfectly.
• Run Lightroom with Wine. It runs as just another Linux program via a translation layer. It will get access to all resources your PC has and it won't waste resources running entire 2nd os in a VM, but there is a performance impact of the translation layer. Performance impact varies depending on specific piece of software and sometimes it even runs faster.

Edit: it turns out it does like GPU acceleration, so performance impact without GPU passthrough will be noticeable at least when opening images. Running it on wine is possible, but a pain - it requires manual workarounds and it doesn't run perfectly even with them.

Optional on our end. We skip it 90% of the time.

Phone screen is basically a 10 minute check if a candidate has any idea about stuff in their resume or is it complete BS and they are not worth getting one of the senior employees to interview them.

We do 2 rounds + optional initial phone screen if we can't do initial vetting based on recruiter reputation or other info.

1. Because I shouldn't have to. It's purely Microsoft forcing it.
2. I only have 1 PC in my workshop, but there are companies in the same situation which have dozens.

Because I don't need an internet connection in the workshop. I don't want to install a bridge just to activate windows.