@RandyBlevins said in Preparing to land that dream job:

How do you prep for that dream job? How many interviews do you do for practice, how hard do you look? Do you let it come to you?

No prep and I've never done a practice interview. But I don't know what my dream job looks like. What is yours? Same as your current job but with a 40% higher salary. Is that realistic?

I guess it's a bit like finding love, with your "dream job" being like love at first sight. How common is it for someone to know they will marry someone based purely on a first date? And did they practice for that date?

My point being, you don't always know what your dream job is until you've been working there for a while and realise how happy you are.

@Dashrender said in Finally leaving my job, and it's just as annoying as I thought it would be:

But 3 months - this really seems more like a way to keep people from moving around between companies, all the benefit to the company - and piss off mr employee.

A bit, perhaps. But it works both ways. If they want to get rid of me, they also have to give me 3 months notice, which gives me plenty of time to find another job.

It's in my contract, so if I don't serve notice then I'm in breach of contract and could be sued for damages. No jail time though

Normal job. Private sector.

@WLS-ITGuy said in Finally leaving my job, and it's just as annoying as I thought it would be:

@Carnival-Boy said in Finally leaving my job, and it's just as annoying as I thought it would be:

Do you generally only give 2 weeks notice in the US?

Depends on the state. Wisconsin is a "hire at will" state. Technically no notice is needed but it is ideal to give 2 weeks.

Wow. That must make succession planning a nightmare. I have to give 3 months notice, which is the norm in the UK.

Do you generally only give 2 weeks notice in the US?

As always, the answer is "it depends". In our case, we wouldn't charge for the initial high level meetings or the initial proposal. But the proposal would only contain ball-part estimates of cost. We wouldn't know the exact cost until we did detailed analysis, which is always chargeable.

So after receiving ball-park estimates, the client could choose to proceed on a time and material basis, or, if they wanted an exact cost, pay for analysis meetings and a detailed design document. Having written, and been paid for, a design document, the price can be fixed - so if it ends up costing more because we've made a mistake in the design or underestimated the time required, then that would be on us.

This generally works fine other than clients often fail to appreciate the difference between "ballpark costs" and "quote". So if we estimate it will cost between $10k and $30k, in their head the quote is fixed at $10k and they get upset if it ends up costing more. Clients also fail to appreciate how much time it actually takes to write a decent design document.

I think @PhlipElder's point about the difference in cost between small capacity SSDs and spinning disks is a good one. So if you're going to create a separate RAID1 for the OS on small disks, why not buy SSDs?

Apart from anything, the failure rate on them is much lower, isn't it? The labour cost of replacing failed disks often isn't trivial. It takes me over an hour per disk.

So the issue becomes should you install the OS on a separate array with small disks, or on OBR10? I'd argue that any disks under 250GB should always be SSDs.

@scottalanmiller said in Why Do Recruiters Never Get Involved in Forums Like This:

I've invited many recruiters to this and other forums, and none ever show up or decide to participate, even though the arena is absolutely perfect for them. What better way to find, engage, and validate potential candidates; and how better could you achieve visibility for a job posting?

Why? As far as I can tell, ML has about 20 regular posters, half of whom run their own business, and most live in Texas. The probability of an average recruiter justifying time spent on here seems negligible.

Recruiters seem to actively despise transparency, vetting, or even good placement. Why?

SAM logic: I think X. Therefore anyone who doesn't agree therefore must be somehow corrupt, stupid, incompetent or evil.

That's not true @DustinB3403

@scottalanmiller said in GDPR Requiring Centralized Password Management:

@carnival-boy said in GDPR Requiring Centralized Password Management:

@dustinb3403 said in GDPR Requiring Centralized Password Management:

@carnival-boy said in GDPR Requiring Centralized Password Management:

I don't understand what user/password management has to do with GDPR. My understanding of GDPR is that relates to restrictions on personal data held by companies, and rules on reporting data breaches to authorities in a timely manner. Neither of these seem to relate to AD or similar services? AD doesn't even generally hold personal data.

First and Last name of a person is personal data. But so is an email address, birthday, sex, sexual orientation etc.

Don't store sexual orientation in AD. Have processes to remove accounts for ex-employees in a timely manner. Job done.

I don't think anyone actually thinks AD is a problem. The question is just "how much of a requirement is it"?

Sure. I understand. But I think any standard, encrypted credentials management system is GDPR compliant. So Workgroups are fine.