ProgrammAndRecruit

I've been getting messages left and right about how our suggestions here are affecting them.

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CO: You're not helping the economy recover! Just making them poorer with unemployment because they don't want to accept our offer Even if it's competitive enough.

me: Was it really competitive or competitive in your view alone? I mean if you're just offering 15k for an IT fresh graduate but others can pay 25k, good luck!

CO: F**k you! You're not helping small business owners become successful because you're increasing our employee costs!

me: Then you should have worked harder to fund your employees better. Because am happy to reach out to the

Simply from keeping track of your servers, to provisioning, scaling, to deployments. to teardown and purging. How do you automate those tasks and what language/framework do you use?

Should you answer not on the list, feel free to comment and vote on "Others".

Should your answer be a mix of all? Vote on the most used language and comment on what languages and/or frameworks you used and give us scenarios of how to use it

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Should you place your votes, care to share why you preferred using that over the rest? And you may ask what are the criteria?

• UI/UX
• Access Management
• Continuous Integration / Development / Deployments
• Integrations (and to which products)
• Costs

Should you answer "Others" care to share what would it be?

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Recently received bad news from my mentee community that we have another one fallen to a hospital bed due to work fatigue. The fallen mentee is now conscious (luckily) but very very weak, more/less similar to how I was two years ago.

So how did this mentee and I reached/abuse our health to work fatigue?

• Me, I worked 120 hours per week for 2 months. Until one day, I couldn't wake up (or like in coma), because my wife (as she said), was already pinching my balls, but no reaction. My reason to continue, is I want to expand my financial portfolio even if I have enough savings and investment capital to leave.
• Mentee, more/less the same thing, but only has <4 hours per day of sleep since he

After this is our weekly topic within our social circle. How does your condominium accept your parcel (Lazada, Shopee, Amazon, etc.) when you're not at home? Do you give an authorization letter and how long is that effective?

Most responses we got are that the security personnel are pushing back and even rejecting the authorization letter. And their explanation "they are not package counters", is insulting to unit owners since they are paying "association dues".

So what is your take on this? BTW, am expecting downvotes or thread lock for not being in the appropriate sub. And not here to discriminate against condominium guards or security personnel. More to the management for not being

For those wanting a Bootcamp or free training be it you're a career shifter or fresh graduate or still in college, we're going to offer a free 3-6 month boot camp. Bare in mind, since this is free, you're the one going to run your curriculum. We're just going to assist you through your journey.

BTW, I won't be the one going to be your mentor. Join that second discord on the right and ask for more details. Pretty much someone with the alias "DM" should be willing to assist you. Yes, you! Get your a** to work.

Of course, this is an anti-work sub wherein anti-work practices should not be tolerated. But should we be more curious about the side of the employer before saying OP should do this and that?

BTW, am still pro-antiwork. As well as working smarter not harder with loyalty is dead. But this generation has turned to something you pinch their health bar down to 75%, they immediately want out. Am I saying it's the employer's fault neither the employees? How about we keep a balance between the two? Without bashing/downvoting those into the employer's perspective?

As most of the posts are about company reviews, JO advice, salary negotiations, to resign or not. Why aren't employer-biased posts longed for or should I say welcome without being scrutinized?

Sure, I've been saying to work smarter, not harder. But it feels like the generation today is more of experienced in the red flag (ie, overtime, etc.) they immediately resign and move on to the next without even giving it a fight with the management.

BTW, I am expecting to be heavily bombarded or even removed by moderators (this post). But should it always be this way? Loyalty is dead, that's full steam ahead. Yet, should we not ask the employer's perspective before saying they are at fault?

Again moderators, don't put this out for random threads. After my financial retreat together with a few employees, this is the product of it against the people we are still mentoring.

A lot of people are entering the IT race because of the salary and WFH privileges. Sure who wouldn't, but if you choose IT (be it to be a programmer, QA, etc.), because of the salary and privileges (which is valid and not saying it's wrong generally), you better plan your exit strategy (and I mean, your retirement).

Oh no, this ain't the thread to discuss how much salary you should ask to begin in the race and if you're under/over/correctly paid. This is as simple as knowing when to say, I h

Moderators, kindly keep this thread active and not part of a random discussion thread.

Am raising this question because I have a few senior professionals seeking "financial" help because the SSS retirement package ain't enough to keep them afloat.

Sure this can be their personal/financial issue, but it hasn't been just one or two people asking in a span of 2 months, we have 15 senior people already in financial crisis. What's worse for them is they are "always" declined due to their age. Also, their "outdated" methods can be put into question by any recruiter making it hard for them to upskill with the latest trend.

*BTW, this ain't about me., it's about them. Because I have my reti

Moderators do not remove this post or ask me to move it to random discussions. This topic has been escalating in my network and we don't want to start normalizing bonds in the future, don't we?

The answer is simple actually. DO NOT ACCEPT A JOB IF THERE'S AN EMPLOYMENT or TRAINING BOND! Sure that's the only job you can get now and you could argue that if there is another offer without one, you'd reject this in a heartbeat.

But please, if you accept in one. Don't complain or ask how to now pay the penalties. BTW, this isn't about how you can go away not paying them any, but it's a matter of wasting your time and tenure because you can't get your exit documents without paying. Not only

As the title says. Look, I've been a recruiter for more than a decade. We still can't say we have a job saturation. But what is job saturation? For us, it's when there's a job post but after that, we'll have 10-50 shortlisted applicants. Why do I say we don't have a job saturation? Simply, we post a job and despite having 100, 250, or even 1,000 applicants, we still can't find someone to be given an offer. And no, it's not about the pay, It's simply those applicants aren't skilled enough to pass the technical assessment (especially for entry-level positions).

Then there will be someone saying, but your technical interview is like for a mid-level role but you're looking for an entry-