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Cloud Foundry Certified Developer
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Credential ID CFCD-1700-0006-0200
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Tarun Khandagare
Google cut about 12,000 people in 2023 and started off 2024 with thousands more laid off from core engineering and hardware teams. Google declined to say how many employees have been impacted by the layoffs so far this year. Pichai said in the interview that Google is "reallocating people" to its "highest priorities." The cuts are an attempt to cut back on costs as it advances AI and ramps up efforts with a series of cloud advancements. Some of these include an Arm-based CPU, the general availability of TPU v5p, the new release of Gemini 1.5, and various changes to Google Workspace. Every companies giving the same reason when they laid off employees. Don’t know when companies stop this 🫤 What’s your thoughts on this ? #layoffs #google
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7 Comments -
Roshan Shetty
I have a hypothesis: US-India pair programming can ~2x the speed of execution of engineering teams. Imagine a high quality engineer in US who passes the baton to his/her counterpart in India - at the end of the day. The Indian counterpart then runs at the same developmental speed and takes over for the next 8-10 hours. They then pass the baton to their US counterpart. It could even be a senior-junior relationship - making sure instructions are clear and only one person is in the driving seat. Of course, I am using pair programming a bit loosely here but I could not think of a better framing. Diving into this thesis for the next few days. If you have worked in such a setup or have insights, I would love to chat and learn what you know.
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Randal B.
New Post: Expedia says two execs dismissed after ‘violation of company policy’ - https://lnkd.in/g6vgHP9G - Expedia says Rathi Murthy and Sreenivas Rachamadugu, respectively its CTO and senior vice president of core services product & engineering, are no longer employed at the travel booking company. In a statement shared with Bloomberg and elsewhere, Expedia said Murthy and Rachamadugu are “no longer employed at Expedia Group” due to an unspecified “violation of © 2024 TechCrunch. All rights reserved. For personal use only. - #news #business #world -------------------------------------------------- Download: Stupid Simple CMS - https://lnkd.in/g4y9XFgR -------------------------------------------------- or download at SourceForge - https://lnkd.in/gNqB7dnp
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Keith Baldwin
Yes, most LLMs and Generative AI systems are good at not only searching, but researching. Google search does not research (put all those search results into some meaningful, organized research paper). I usually prefer specially trained (instead of generally trained) LLMs for serious tasks. One like Perplexity, who lists their sources. I guess Google will try to switch users wanting research from Google Search to Gemini (formerly Bard)? But if users have to switch, why not switch to some other research tool? Why stick with Google?
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Samuel Tadros
Logs act like developer's eyes inside a running application: 1. Show what's happening, like events, errors, and states. 2. Help find and fix issues by showing where things went wrong. 3. Give an idea of performance and overall health of the application. Here are some pro tips for writing effective logs 1. Be Clear and Descriptive: Write log messages that clearly explain what's happening : ❌ "Login OK." ✅ "User login successful for username: admin" 2. Use Consistent Formatting: Keep log messages consistent in structure for easier reading : ❌ "Request received at 10:30 AM for products." ✅ "[INFO] 2024-05-11 10:30:12 - GET /api/products: Request received" 3. Provide Context: Include enough details to understand the situation: ❌ "Connection failed." ✅ "Database connection failed. Cause: Timeout." 4. Choose Appropriate Log Levels: Use severity levels[WARNING, INFO, DEBUG, TRACE] to indicate the importance of each message: ❌ "[INFO], something went wrong." ✅ "[ERROR] 2024-05-11 12:45:22 - NullPointerException...." 5. Secure Sensitive Data: Don't log sensitive information like passwords or credit card numbers: ❌ "Login failed for user: admin, password: 123456." ✅ "Login failed for user: admin." 6. Manage Log Storage: handle log file size, storage and retention period: ❌ Allowing logs to accumulate indefinitely, potentially causing disk space issues. ✅ Implement log rotation to archive old logs and free up disk space. #softwaredevelopment #logs
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Mihai-Valentin Curelea
Meta is closing down Workplace. This is sad news. Workplace is the "Teams" or "Slack" used internally at Facebook. It's like Facebook and Facebook Messenger, but for work. It is superior from every point of view to Teams or Slack. And it's not just me who's saying this. Everyone at Meta and outside that has tried it had more or less the same opinion. However, this is a powerful lesson that having a great product is just a part of the story. And marketing, sales, support are equally important. #meta #workplace
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24 Comments -
Dhirendra Sinha
In 2002, I was working 6+ hours in my college cafeteria saving each dollar to pay my fees. 22 years later, I have come a long way, living in California and working at Google. Establishing myself in the USA has been the most challenging journey of my life! In 2002, I left D. E. Shaw to do masters in Robotics in the US. During admissions, 9/11 happened and shook the world. I got admitted to Texas A&M University, and couldn’t be more happy. But the funding for my program was cut for the 1st sem. It was a huge struggle to get a loan to go to the US, I didn't have any property or collateral. I got the loan, landed in the US, but had to work in the cafeteria to pay my fees. Later, I got a Research Assistant position, and I graduated in 2004. Despite good grades, I couldn’t get a job in Robotics because they didn’t give me a green card yet. It was harsh, but I was determined and didn’t give up. I started with DSA and fundamentals again, even though: -Leetcode -Linkedin -YouTube -Google No platform was there for help, and it was a struggle, but it was worth it. And after so many rejections, a senior finally got me a referral to a startup. My effort paid off and I got hired. The journey started! 20 years later, I’m a Software Engineering Manager at Google. Now, all I want to do is give back to the community and be the mentor I never had. I’m taking a free Webinar on “Transition To Management & Growth” on Monday (13th May) at 7 PM PST. If you’re a Senior Engineer, Lead Developer, or a New Manager, join in. Here’s the link to fill out the form: https://lnkd.in/gZ7VcqMD Looking forward to talking to all of you! -- P.S: This is me during my grad days :)
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Aaron Erickson
Judge a company and its leadership not by how they treat people when times are good. Judge them by how they treat people when times are hard. Ive seen many, many examples of “we need to institute a performance culture” (compared to what, the non performance culture you, Mr CEO, were responsible for prior?). I’ve seen “we need to trim the fat” (who you, Mr CEO, allowed to be hired). Work from anywhere, as long as you get results (until we want to reduce headcount without paying severance). “We’re a family where you can bring your whole self to work” (hint: work isn’t a family, and I’m pretty sure even the HR person at orientation now might say “leave your emotional support alligator at home, please”). Imaging putting a family member on a pip (sorry grandpa, unless you meet these 3 OKR metrics next month, hit the bricks buddy). It’s easy to spike the football when things are going great. The fact Nvidia didn’t copycat most of the rest of tech by going into “manage by fear” mode in 2022 after the stock went down by 70% is why Jensen is one of the most admired and respected leaders in business.
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Halga Tamici
HIRING FOR PRODUCT MANAGER 🔥🔥🔥 We're looking ~3 years-experience Product Manager at SuperApp (YC W18). Just like Lego boxes that fit on top of one another, we are looking out for someone who has experience that can be plugged together, customized and deployed anywhere. Someone who is passionate about product features, customer needs, market research, and taking up full ownership of business goals. . 🙍Product Manager ~3 years experience. Office: Alam Sutera (Hybrid) https://lnkd.in/dEQDjUXr (apply here) . Expectations in the first week ✅ Focus: Absorb and Learn ✅ Expectations: The key thing is to actively listen and learn as much as possible. This includes: - Meeting new people and understanding the company culture - Getting set up with your workspace and tools - Learning about the product and its functionalities - Introducing yourself to key stakeholders and understanding their expectations . Expectations in the first month ✅ Focus: Deep Dive and Understand ✅ Expectations: Now that you have a basic foundation, you should delve deeper into the product and its ecosystem: - Understand the customer base and their needs through various methods (customer calls, surveys, user research) - Learn about the competitive landscape and how your product positions itself - Familiarize yourself with the product roadmap and development process - Begin building relationships with your team members (engineers, designers, marketing) . Expectations in the first three months ✅ Focus: Apply and Contribute ✅ Expectations: With a solid understanding of the product and your role, you can start applying your knowledge and contributing more: - Participate in product roadmap discussions and suggest improvements - Develop a data-driven approach to product decisions using analytics - Start working on assigned projects and contribute to the product development cycle - Communicate effectively with stakeholders and keep them informed . Hiring Stages Round 1 : HR Screening Round 2 : Interview with Head of Product and/or CPO. Round 3 : HR Interview (offering). . Why work with us At Aplikasi Super, you have the opportunity to ✅ Flexible working hours at Alam Sutera or Surabaya. ✅ A flat and transparent culture. ✅ Enjoy a culture with opportunities for exponential growth and learning with 7 squads (cross-function). ✅ Laptop Ownership Program and Learning/Course Wallet after finishing probation. . How to apply If you're interested in the role, click the link above. If you know someone talented who might be a good fit, please let him know by mention his/her name or "like" this post so we can help others too! If you're curious what's SUPER Culture, you can check my other posts or SuperApp (YC W18). For any queries you have, DM me! . Sharing is caring. We're SUPER, we're together! ~~~ #hiring #opportunity #JadiSuper #productmanager #productmanagement #hiringproduct #job #jobalert #projectmanager #projectmanagement
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Todd Palino
I have always tried to approach nearly everything, personal and professional, with a mindset of assuming good intentions. A starting point of believing that the other person is doing what they think is the best thing, the best they know how. This applies everywhere, whether it's with leadership or a peer. I ended up in a state this past winter where I lost this mindset. I found myself with a negative outlook in many areas, and it led to a few incidents at work where I was not my best self, and some poor choices in my personal life as well. I've learned a few things from that time. The first is that the longer you are in this headspace, the harder it is to pull yourself out. I'm fortunate in that it was my default state before, and I only spent a couple months in the weeds. Talking, both with my therapist and posting here, helped me a lot to remember my own values. The second is that the company you keep matters a lot. The alternative viewpoint is that you need to be suspicious of everyone's intentions. This is poisonous - it spreads to everyone around you because our brains are tuned for threat assessment. You start seeing threats in every action, and it prevents you from understanding and moving forwards. I've started being very cautious about getting into conversations where the tone is negative and suspicious. The third is that the damage to your reputation that happens from being in this place because of how your interactions go can be devastating and lasts far longer than the actual mental state does. You can have a negative interaction with someone and usually apologize and move on. If that spills over to a more public setting, say exiting a meeting with no explanation, people connect the dots and talk. Your clouded judgement prevents you from protecting your mental health in a productive and understandable way. Now, because I'm back where I need to be, I can easily be compassionate about people talking. I know that they are concerned, both for me and the role I take on at work. I know that when HR reaches out with resources, it's from a place of compassion and wanting to make sure I have the support I need. And I can look at policy decisions and understand better what drives them and how I can work with them, rather than assuming that it's adversarial. I can honestly say that I know I have done damage to my professional reputation. I'm dedicated to fixing that, even though I know it will take time to demonstrate the consistent behaviour. I can also honestly say to anyone concerned or curious, you can reach out directly to me for a 1 on 1 discussion (whereas earlier, this would not have been good for either of us).
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7 Comments -
Arslan Maqsood
Tackling Layoff Culture: A Thoughtful Approach: We understand that layoffs often aren't anyone's fault, influenced by international industry downturns and other external factors. However, it's crucial to address how layoffs are managed. Non-monetary factors like empathy and open communication are essential. Yet, beyond these, there should be a clear policy to support affected employees. Specifically, employees who have served for 3-4 years should receive 5-6 months' salary if laid off. This monetary reward isn't too much to ask for; it ensures they have the financial stability to find a new job without undue pressure. Employees who have dedicated years to an organization deserve this consideration. Implementing such a policy respects their contributions and helps them transition smoothly during challenging times. Let's extend helping hands to those affected, assisting with job searches and providing any necessary support. #layoff #culturetrend #support
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8 Comments -
Sayan Chaliha
I was hot headed, typically obnoxious, and overtly arrogant when I started working at my first job. Chirag and Pravin dai will attest to that 😂. I remember this one incident very clearly. Mahesh was my QA guy and we were building #MONyog, an agentless #MySQL monitoring tool. We missed a customer meeting. Just plain forgot. Obviously the boss' "blood (was) boiling" and his "head exploding" -- phrases we heard a lot those days! He rescheduled the meeting and stood over us while we took the call. The problem the customer was facing was that every time MONyog started up his network usage shot up for the first few minutes and used up most of the available bandwidth. He showed us #Nagios graphs. Without thinking I asked him what the size of his error log was. He said it was around 1TB. Every time MONyog booted up, it was reading 1TB of data using SFTP. How did I know? I had no idea. Boss looked at me, "How did you know?". All I said was: "I felt it". Sufficed to say that my boss' blood was no longer boiling over, and his ire was redirected at Sandhya who built the feature 🤣. It's been over a decade since that incident, and I was reminded of it as I was reading Daniel Kahneman's #ThinkingFastAndSlow. His work, it shines a light on the dark recesses of my mind. It's incredible how the brain works, and we owe it to ourselves to take care of it, to nurture it. I had no idea, when I picked up the book, that Daniel would pass away just a day or two later. God rest his soul. Share your story. Show up.
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Todd Kelsey PhD
I am not sure Google’s primary duty should be to shareholders, including mass firings to pay for GPUs. As a shareholder, I am thankful to be able to own a few shares of Google in my retirement account. But Delaware Supreme Court case law serves unjustly as a faux federal loophole to maximize profits above all else, enabling amoral fiduciary duty to conventional shareholders. And it seems that employees are shareholders - should one class of shareholders be favored over another? It seems like the law needs to include stakeholders like the economy in which a company arises and the communities in which it does business. If a given government has a shrinking middle class, is it not true that eventually the corporate tax base will not be enough to pay for adequate national defense or safety nets? I happen to be pro-Google, especially because of their contribution to help so many businesses utilize the trackable ROI of Google Ads, and for many other reasons. As far as I know they obey the law - and it seems like the law needs to change. I also happen to believe it is good for the world to spread economic opportunity and jobs. But what makes up for all the money and tax these core Google employees were spending on the American economy, or the people who will lose out on a job opportunity because a Xoogler applied? Housing costs in SF are insane, what about their mortgages? Maybe they are millionaires, maybe not. I kind of doubt Google fired AI engineers, but maybe instead of hiring domestically they will hire wherever the AI labor is cheapest. I happen to be pro-immigration and my ancestors were immigrants. I don’t pretend to presume the right balance of domestic and offshore workers. I have been very pleased to collaborate with people and pay them out of pocket and be able to afford it because of the labor discount. But I am not a hugely profitable corporation either. I tend to believe in unfettered capitalism and that too much tax and regulation can stymie an economy and hurt everyone. Yet an economy needs to be sustainable, and not just for conventional shareholders. I am not sure there is a check and balance to the “duty to shareholders”. Public outcry used to be one, but not anymore, not after the massive tech hiring and layoffs. Maybe it is just competition. But it doesn’t seem biomimetic, as in natural balance between various forces in a biological system. If an economy was a body and large corporations were organs in the body, if money was water and employees are like blood, then the corporate organs seem to be growing abnormally and taking more moisture out of the system. In a normal body the organs would have limited growth but in this body the corporate organs are growing larger, while the rest of the body slowly dries out, and blood clots form from employees who are no longer needed. The corporate organs are less reliant on employees and are now making their own blood and selling it.
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Shashwat Tiwari
Layoffs and offer revocations are becoming increasingly common. I believe it's necessary for the government to intervene. There should be strict actions implemented: 1. Once a candidate has been offered a job, they should be onboarded for a minimum duration of at least one year. 2. If a company decides to revoke a job offer, there should be a payable amount to the candidate, as well as a fine to the government. 3. If a layoff is announced, it should affect less than 3% of the workforce. 4. If an employee is laid off, they should receive at least three months' salary, with a prior notice of three to four months. These measures are crucial to protect the rights and stability of both employees and the job market. what else could be done? I am writing this due to the anxiety that students have shared with me, and yes, their concern is valid. Once a student is placed, colleges generally do not offer them a second chance. In such scenarios, if their offers are revoked, it raises the question: what should be done?
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Gourav Khanijoe
This (https://lnkd.in/g2CJx5yP) is a must watch video from Steve Huynh that teaches you how to employ regret minimization framework coupled with asymmetric risk and get most of your life. - Regret minimization framework tells you that you get freedom to do things you love so that you don’t have regrets on your deathbed. - Asymmetric risk states that you should be open to take risks that have unbounded upside while having manageable risk. - Every content creator has to balance their life in so many ways so as to create a space for themselves to produce creative content. The ideas that Steve shared would open your eyes as a content creator. It’s not saying that you need to always leave your job, but you would need these principles to guide your journey in one way or the other.
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Dave Hardwick
5.6.24 - Dave's Weekly Software Engineering Job Ad Count NOTE: This week’s report is abbreviated due to some family stuff that’s in my docket for this week. There were 26,425 SDE job ad postings over the last week. This is off-pace from prior weeks, and is 26.8% below the rolling 13-wk avg of 36,100. Product Manager ads: 2,498 (-16.4% v. the rolling 13-wk avg of 2,989) Program Manager ads: 4,664 (1.9% v. the rolling 13-wk avg of 4,578) On the broad categories, the numbers feel soft this week. Not certain if it’s a trend just yet, but the SDE job ad count is well off the high week of 2024, March 25th, which saw 45,190 SDE ads. However, the interesting thing for this week is found in the MAAMA group: Microsoft’s massive uptick in SDE job ads (highest job ad count since I started tracking the MAAMA numbers in Jan, ‘23). My quick look at these ads showed that they are hiring for remote workers across a lot of U.S. states, and they look focused on their Cloud products, and especially Azure. My hunch is that in addition to Microsoft’s announcement last week that it’s getting serious about security also comes with the realization that they need more SDE’s to do the updating to their cloud code bases. What’s less clear to me is whether each of these ads are tied to one job requisition, or if they’re advertising for one req. across the U.S. to fill what ends up being a smaller percentage of overall hires. Regardless, this is a notable event, and we’ll see what shakes out over time wrt tech recruiting strategies (One follow-on question is how fast will MSFT fill these positions, and what will that say about the SDE market?). MAAMA Co’s For the last seven days, the MAAMA companies show the following counts for SDE job ads: • Apple: Apple: 0 (continuing their no-job ad trend on LinkedIn since 10/30/23 • Google: 128 (-24.9.% v. their rolling 13-week avg. of 171) • Microsoft: 2,616 (+833.8% v. their rolling 13-week avg. of 280) • Amazon/AWS: 383, (-40.5% vs their rolling 13-week avg. of 644) • Meta: 29 (-74.9% v. their rolling 13-week avg. of 116) • Total: 3,156 (+160.8% v. their rolling 13-week avg. of 1,210) On-site/hybrid/remote trends for SDE ads this week: • On-site: 12,930 (49.7% of the overall count) • Hybrid: 8,029 (43.8% of the overall count) • Remote: 5,031 (19.4% of the overall count) #economy #jobhunting #sdejobs #aijobs #sde #sdet #sre #devops #dataops #mlops #recruiting #layoffs #techrecruiting #startups #hiring #warfortalent
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Vatsal Singh
I have known Avni for almost ten years and I am super glad (and not surprised) that her customer-focused approach remains unchanged. We were fortunate to have Avni Savant speak to our teams at G2 India. The session was inspirational, and we learned a lot from her. Avni has a wealth of experience, and we are grateful for the valuable insights she shared with us. During the session brilliantly moderated by Aravind Raj, we discussed several topics and gained a few key takeaways: ⚡ Creating an environment that supports a "fail fast" mindset fosters innovation, and consistent leadership support is essential. Interestingly, this is something that Roger Valade aligns with strongly, and we are just in the middle of an innovation sprint. :) 🧠 We explored areas where AI can be implemented to solve product use cases. Avni stressed that we don't need to reinvent the wheel; instead, we should learn from companies that have successfully adopted AI. The most doable areas for AI implementation are to improve developer productivity and summarize insights and discoveries. 📊 We discussed how squad-specific goals (OKRs) can be integrated with the company's larger goals. For example, we can analyze if improving our product's onboarding experience impacts the adoption rate, and understand if the release was successful. Avni emphasized the importance of using data to make feature iterations and prioritization decisions. 💬 We discussed the significance of product development teams being close to the customers and leveraging customer interviews, and feedback from pre-sales, sales, and support teams. 💗 Lastly, Avni highlighted the importance of self-drivenness and having a clear point of view in one's career. She noted that this proactive approach is valued and appreciated. We are truly grateful to Avni for her time and lessons!
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Marco Massenzio
Bidenomics at work - your tax dollars spent on creating unionized, low-end, low-wage jobs in construction and hospitality, mostly wasted on low-value-added infrastructure (assuming any value gets created at all) and subsidies that enrich the well-connected, but do very little for the workers. Today's data also confirmed the US economy is slowing down, despite the $1TN+ bonfire of cash in the Inflation Roaring Act, while inflation is still well above target: we're heading straight towards stagflation, with a hapless Administration, using government money to buy votes; appalling, really. #economics #jobs #inflation https://lnkd.in/gtq7ebzt
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