superzadeh

Looks pretty cool and useful, but how do you prevent it to reinforce biases/unfair practices at work?

yes

Datadog APM, Segment: both key to building day to day products, none first party support. Community libraries exist, but their bus factor isn’t looking good.

FWIW, comparing a misbehaving react hook with the challenges of being a nurse today feels weirdly entitled. Get closer to the reality of their job and you might start to understand why 90% want to leave (90% is a conservative number IMO).

If you’d cut your pay down to 25% of what you make, work 12h a day with a single 30min lunch break (that gets interrupted regularly), including several weekends and nights every month, without guaranteed vacations for holiday season/new year’s eve, work in a team that’s 50% understaff but still needs to deliver no matter what, without any carrer path forward, you’d leave your current SWE job right away. And in comparison, you’d still not be be even to close to what they do (i.e: cleaning up body fluids).

nice! I’ve been using this app for a while, feels much smoother now. I’m using it a lot now on M1 mac as well, and pass it to all my team leads that I want to grow into Engineering Managers, super helpful to share mental models and explain how to give feedback

Take a look outside the US, you’d be surprised. The world is not centered around the US.

We are actually kicking off an Android app in January, and we want to keep native app development (so far, we’ve seen that it helps us in building better UX, even if it takes more effort)

TLDR; - it's not fixed -> but can vary over time with new jobs, new teams - it's based on the measurement of what matters to you (your norms), not WHO you are acc. to a personality test - it's also more recent research

16 personalities is a typical personality test, based on a trait-based approach: Myers-Briggs (originally based on Jung's theory). The Stanford model we use is based on the work of Prof. Charles O'Reilly, who was studying team and company culture and how that relates to performance and satisfaction at work.

So the model we used in the product basically measures more "what's important to you at work" and what your priorities are rather than "who you are" based on a pesonality model.

That also means that your mindset can change over the course of even just a few weeks, while personality is something more stable.

Ah good question! Myers-Briggs is measuring personality, which is kinda stable overtime, you can't change it easily, this model measures Norms/Mindset, that is actually something you can influence + there is lots of critique around the fact that Myers-Briggs is just made up and not really actually replicable (so not really reliable/scientific).