colonelxc

This happened when I was trying to park near a place to get my phone fixed!

Speaking of ramp up, it's tough. It takes months for a new hire straight from college to be a net positive (not just when they start accomplishing things, but when they have accomplished enough on their own that it has 'paid back' the time spent teaching/mentoring/leading them).

Where does that put interns? Well, it's similar, but then the intern leaves when they're getting the hang of things (so generally they leave a deep net negative) Not to mention that interns generally are less experienced than the new hire, there's not expected to be a good return on investment during the summer.

Finally, because the intern has a lot of learning to do, and because they will leave soon, they basically can't be given any mission critical projects. So they will be given the low priority 'nice to have' tasks. This can result in a sad state where an intern will leave a 3/4 finished project, and come back a year later to see that no one has finished it (or worse, the project may be deleted).

(On the other hand, I think interns are a great way to get "low priority by PM standards" work done that the engineers really want to get done)

Economics? Well interns are cheap. Way cheaper than a FTE. They have low payment rates, and they're only paid for a few months. The bigger costs are the extra time from the engineers to help you ramp up (and the delays in their projects).

You'll need to just keep asking for tasks. Ideally you'll have a project that takes half or more of your internship. If you do, make sure to set milestones, break down the project into achievable tasks and demonstrate forward progress. At the end of summer you'll leave, and you want to have at least documented all the things you accomplished.

If they don't have stuff for you, see if you can take some tasks from their backlog. They probably wont let you have things that need to ship soon, but you can probably find something they'll agree to.

Good luck

So what the SEC is fining them for is lying to investors. If nvidia didn't know how much of their sales were to cryptomining, then there would be no fine. If they did know, and did share that in their reports, there would be no fine.

It's complaining to managers/directors instead of talking to the person themselves (the recipient wont get to read your feedback for a couple months after). Even if you want to talk to a manager about some performance concerns, you should do that directly, instead of putting it in a record that sticks around for a persons whole employment

It's a bureaucracy game, and people who give bad feedback don't know how to play.

(I'm not endorsing the system at all, just rejecting the idea of it being retaliation-based. Anybody giving bad feedback doesn't understand what is going on)

Now, I don't object to adding a line like: "promoted twice from Software Engineer 2 to Staff Software Engineer" or whatever, which I think is a good middle ground (and I would put this as the very last, least important entry for that company)