>Personal CRM

Interesting to hear I'm not the only one who's found the need to write something like this.

It's a market! Kindest seems to have staying power: https://www.kindestapp.com

I first thought to share Clay (https://clay.earth) but I see they were acquired by Automattic recently.

Monica CRM is one too, it sits abandoned on my still powered on raspi zero w because I don't have a queue habit set up to cause me to go check it, but it was nice as a digital personal Rolodex with more automation than just contacts app that's barely more than a vcard

Either people can manage themselves or they can't and the ones that can't probably need to be institutionalized for their and everyone else's safety.

In reality it's not that binary. Plenty of people can manage themselves, except during times when they can't, and then they need help.

It'd be a good start if services let you enter emergency contact info, making escalation opt-in.

That is actually absurd. If they're insane enough to think the world is conspiring against them they wouldn't surrender that way.

No, it's not, because, again, it's not as binary as you think it is. There's plenty of people who have good times and psychotic episodes, and during the latter they can be not collected and organized enough to dismantle safety networks they put in place during good times for exactly that reason.

A feature like that definitely wouldn't help everyone, but it might help some. If it was sold as a blanket solution that would be indeed absurd however.

TOTP was definitely common decades ago. E-Trade for example supported it before KYC was mandated.

I think you're right that it did used to work that way but now all the juniors are competing with people like me who have done all of that and also have five years of professional experience at large companies.

I don't know you, so I will speculate that something else is going on. There are a lot of ways to not get hired.

For example, one guy I interviewed spent all his time asking about what benefits he was going to get. He had no interest whatsoever in what he'd be doing, and what the company was doing. No hire.

Unfortunately, such is commonplace. This gives the savvy interviewee an advantage - approach the interview from the employer's point of view. Save your questions about how much vacation you'll get until after the employer has decided to hire you.

Oh you're a recruiter? I am curious about something, I hope you can share what you think: is it a red flag when the candidate doesn't ask questions during interview? I often don't have questions because I have a good enough idea of the company and of what I will be doing already, so I don't ask that kind of questions, and I also don't ask about benefits because I don't really care. Is this seen as bad?

I'm not a recruiter, but I'm friends with one.

Showing interest in the company is very helpful. Asking questions like how does the company make money, what is their criteria for a successful employee, what does the division you're applying for contribute to the success of the company, what kind of person are they looking for, and so on.

First of all I don't think you should be surprised that pay is the most interesting thing to potential employees? That is the entire reason they're tolerating you. If I just want to work on interesting things you would only get in the way.

Secondly, yeah, I'm not like that. I've got three or so side projects (I guess they're just projects now) I'm actively working on and have been building things with my teens. It doesn't matter anymore socially, like everything else in the US your counterpart just never shows up.

> First of all I don't think you should be surprised that pay is the most interesting thing to potential employees?

That wasn't my point. My point was the candidate should show interest in the company.

After all, if you're buying a car, does the car salesman sell you on the commission he's going to make?

Because that faith is what got people to accept "the brown people living next door." The idea that we could get along and just work harder is what let people give up tribalism. If that no longer works tribalism must come back.

Sorry. The logic doesn't follow at each stage of your suggestion.

It's proof that they're not complying with the DMA.

No that's close to the compliment of the male labor participation rate. 4-5% is only the people who have lost their jobs in the past six months and are actively looking for another one.

Do not go to college if you have to spend any money on it. If you do that's everyone telling that you don't belong there and you'll have a hard life if you ignore them.

This is a take that maybe makes sense for wealthy children or the upper middle class?

I paid for school (admittedly not that much, I stayed in state and lived in relatively poor accommodations). I’m also the only one of my siblings to not be a felon or dead before 45. Life is often a game of deltas: given the same or similar starting conditions, where did you wind up?

If you keep making delta positive outcomes, eventually you’ll wind up somewhere interesting.

> Do not go to college if you have to spend any money on it.

I cannot think of a single person in my extended family across three generations for whom that heuristic is true. I don’t doubt that it applies in some situations. I can’t tell you what the actual ROI is; but “belonging there” seems a little encumbered by assumptions about the diversity of ways and timings in which young people develop academically and emotionally.

If your parents are paying for it that's still spending money on it.

Large corporations are probably the worst place actually. You get slotted into some random project treadmill (which will be completely different from whatever position you interviewed for) where most of the decisions are made by middle managers at least one or two levels above you. Going out of your way to solve problems will be ignored at best and my even result in a reprehend.

These places are for people who hate thinking but are good at pretending otherwise.

Top Talent won't be leveled such that PMs can be 1 or 2 levels above. They'll be high enough that the project plan heavily consults them from inception.