Visione TV is a mouthpiece of the Russian propaganda machine. The account being frozen was most likely the bank doing its due diligence due to the sanctions on Russia.

You can. This is how it is currently done, but it is not easy. It needs to have a large enough surface area to radiate the heat, and also be protected from the sun (as to not collect extra heat). For a data centre, think of an at least 1000m2 heat exchange panel (likely more to train a frontier model).

A lot of people in positions of power in the AI industry are also buying remote plots of land, building bunkers, stockpiling medicine, guns and gold…

You are missing the part where we built our society on the fact that people need at least some money to exist with the basic level of dignity.

I thought about this a lot, which is why I greatly value doing the occasional electronics project, home renovation or even cooking. There is just something about working with something I can touch.

I wonder if writers feel the same.

You are right to push back on that.

Back when I saw doing freelance work, the worst type of client was the one who was semi-technical, meaning they were technical enough to write code that they wanted to contribute to the project or to have strong architectural opinions, but not technical enough to understand the nuances and the implications of their suggestions.

I guess that, with vibe coding, it is very easy for every client to become like this.

> [...] they wanted to contribute to the project or to have strong architectural opinions

Also the worst kind of tech line-manager - typically promoted from individual contributors , but still want to argue about architecture, having arrived at their strong opinion within the 7 minutes they perused the design document between meetings.

If you're such a manager, you need to stop, if you're working with one, change teams or change jobs - you cannot win.

What are your thoughts on the idea from the book High Output Management where everyone's outputs under the manager is considered the managers output. Aka if they're choosing incorrectly it's trivial to explain the facts for them to choose right. If they don't you get them to agree to the wrong choice in writing and move on

> if they're choosing incorrectly it's trivial to explain the facts for them to choose right

It's far from trivial when there are multiple, clearly-communicated trade-offs (documented in the design doc!) that, but you happen to land on opposite ends of value-judgements (e.g. pattern A is easier to maintain based on my experience with the codebase & bugs that have popped up, but manager thinks pattern B is simpler to implement, but brittle). The debate wastes time, and signals mistrust when you're the staff engineer, or the design was OK'd by staff/rest of team

> but not technical enough to understand the nuances and the implications of their suggestions.

That isn't unique to "clients." It's human nature. Human's don't know what they don't know.

See: various exploits since computers were a thing.

Try photocopying some US dollar bills.

While I think the link between birth rates declining and automation does make sense, it will take quite sometime for this to verifiable as this is a somewhat recent anxiety. The reason for the trend that we have seem over the last decades seem to mostly stem from lower childhood mortality rates, women having access to the job market, and perhaps to a lesser extent climate anxiety.

Out of curiosity, I live in Europe where it is quite common to work remotely across countries within the EU or the UK. I have always wondered why so many US companies limit remote roles to people based in the US, and then mention a shortage of qualified talent. It feels like there is a large pool of people being overlooked.

In our position we're only hiring for in person roles, so location/authorization is a must have.

But in regards to US/EU remote, I imagine the EU candidates come with slightly higher overhead (different payroll processing, employment regulations, time zones, etc). Which makes it easier to adopt a US only approach.

In Europe, what we do is usually: if the person lives in the same country as one of our business entities, they get hired directly as an employee. If they live in a country where the company does not have a business presence, they get hired through an EOR or as a contractor.

Do you have any data to back up the claim that it's "quite common" to work remotely across countries within the EU/UK. Almost nothing in the "common/single market" works uniformly across the "common/single market". For instance this guy (OP) doesn't have a hope in hell of landing a job anywhere in the EU even though he's in the UK.

I know it’s anecdotal data, but every company that I’ve work for in the past 11 years? I’ve worked for companies in the UK, France, Portugal. If you check the job listings for remote jobs in Europe, you will find that there is rarely a constraint to where in Europe the candidate is located in.

Labor laws. They think it's less profitable to employ people that are protected by regulations that grant them time off etc.