Dan Luu Profile picture
4 Nov, 5 tweets, 3 min read
If I want to fully support myself from my blog, is substack basically the only reasonable game in town? I'd like that to not be the case, but it seems like it might be?

From numbers people have posted, substack has a much higher conversion rate for writing than patreon, GH, etc.
It seems like 10% isn't an uncommon conversion rate, which seems incredibly high if you compute what the equivalent number would be for a blog that's supported via Patreon or GH sponsors.

You can try to make up the difference by adding higher tiers, like Andy Matuschak has, but Screenshot of higher tier patrons on Andy's blog, reading &q
substack also supports tiers and, to make up the difference in conversion, you'd need very high tiers, like Evan has for vue.js support.

Evan does get sponsors for the high tiers, but they're corporate supporters, which isn't something you can expect for a programming blog. Screenshot of Evan's top tiers, showing rates of CAD 333, CAScreenshot of vue.js README, showing many corporate sponsors
I tried adding some equivalent tiers in my Patreon, patreon.com/danluu, to see if that works, but that seems unlikely?

OTOH, if you asked how much I expected my Patreon to earn, I would've been surprised by my current numbers given that I haven't really advertised it.
I definitely have the traffic levels to run an ad-supported site (see danluu.com/blog-ads/ for old numbers; last month, I had 363k uniques across millions of "real" hits).

I think this means a substack would likely "work", but it's less clear for Patreon, GH sponsors, etc. Screenshot of Cloudflare analytics, showing 362.7k uniques

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More from @danluu

23 Oct
I find it sort of astounding how, 17 years after Steve Yegge published sites.google.com/site/steveyegg…, almost no companies "get it" when it comes to marketing the company to potential hires, e.g., SOSP flyers:

web.archive.org/web/2021102308…
web.archive.org/web/2021102308…
web.archive.org/web/2021102308…
MS's flyer reads like it was created by the marketing department without consulting any engineers.

FB's flyer is basically a noop.

Google's flyer is great. It was clearly written by somebody who understands what grad students attending SOSP care about in an employer. Screenshot of https://sosp2021.mpi-sws.org/flyers/microsoft.Screenshot of https://sosp2021.mpi-sws.org/flyers/facebook.pScreenshot of https://sosp2021.mpi-sws.org/flyers/google.pdfScreenshot of https://sosp2021.mpi-sws.org/flyers/google.pdf
I don't think Google really has better opportunities than MS and FB for grad student internships or new PhD hires, but they have someone in the "branding" / "marketing" loop who actually knows what SOSP is and that doesn't appear to be the case for MS or FB.
Read 8 tweets
10 Oct
I think I failed an interview at FB a long time ago (~2013) because of this.

The interviewer asked me how you can write deadlock free code, and I told him that there's this thing people say about taking/releasing locks in order, but there are places where that won't save you.
The interviewer didn't like that answer and said, about other circumstances, "there's got to be a way".

I discussed some places where that isn't sufficient, e.g., in processor hardware and microcode, where you wouldn't do that for performance reasons even if you could and
of course that's where you implement the primitives that other people will be able to take locks and you can't use the primitive you're creating to implement the primitive itself.

But still, the interviewer insisted "there's got to be a way"
Read 6 tweets
1 Oct
I got promoted a while back, which really hammered home how arbitrary promos are.

I was promoted 2x in 3 years at my current job (senior -> staff -> sr. staff) vs 0x in 3 years at other BigCos.

AFAICT, the main difference was that my manager made sure I got credit for my work.
If anything, I think my work was better at other BigCos because I worked as an EE 2 out of the 3 years. By the end, I had 10 YOE on top of having more talent for hardware than for software.

After 3 years in my current role, I have 4 years of professional programming experience.
"Getting credit" is probably subtler than a lot of people would expect, so I'll provide an example. My manager wrote my promo packet and I suspect I wouldn't have gotten promoted if she hadn't written it or provided sufficient information for me to write a very similar document.
Read 6 tweets
28 Sep
I feel like it would be useful for programmers, as a field, to acknowledge that humans are bad at programming.

This is because techniques for improving at things you're bad at are different from techniques for improving at things you're good at.
E.g., blunder avoidance is generally high ROI when you're bad and I've gotten a lot of mileage from trying to avoid blunders.

If I look at how other people operate, they often do really sophisticated/complex stuff that's net ineffective because it increases the rate of blunders.
My opinion that humans are bad at programming (relative to how good we are at, say, chess or skiing) seems like one most of my most ridiculable opinions (almost no one I talk to agrees, most people think it's a very stupid opinion) but IMO It's also very obviously correct?
Read 11 tweets
24 Sep
One thing I find interesting about this story is how well hiring in Cape Town worked out for Amazon.

Many companies do not allow hiring in South Africa. And I don't mean the usual thing where companies are hesitant to hire their first employee in a country for tax reasons.
I mean that, if you want to hire someone remote who's in South Africa, you'll get told that South Africa is on a list of countries to avoid (along with countries like North Korea) and you'll never be able to get that approved.

Ofc., that just means less competition for Amazon.
I've heard people talking about location-based hiring arbitrage for decades. It's paid off handsomely for a number of companies that have done it, and yet, it's still pretty rare today despite how many companies talk a big game on remote and international hiring.
Read 4 tweets
22 Sep
It's interesting to look at comp vs. tenure to see how companies value hiring v. retention

E.g., from levels.fyi data (and people I know), it appears that FB and Amazon value retention at least as much as hiring whereas Google and Twitter value hiring over retention https://www.levels.fyi/comp...https://www.levels.fyi/comp...https://www.levels.fyi/comp...https://www.levels.fyi/comp...
A funny thing about valuing hiring over retention is that you'll often see people leave immediately after a promo

I know former Google folks who've done this because their promo didn't come up with a significant pay bump. "It will come with time", but they saw no reason to wait
I think this is something people generally underestimate when considering offers.

An offer from a company that's serious about comp for retention and not just hiring is actually worth a lot more than a nominally similar offer from a company that only cares about hiring.
Read 4 tweets

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