Such a great project. I converted my React-enjoying cofounders to Svelte/SvelteKit worried they wouldn't like it, but they absolutely love it!
We use Svelte extensively at Orb.net for our website (duh), but also as a framework for our desktop and mobile apps. Wails serves our golang and SvelteKit/Svelte provide the UX. It's been tremendous for multiplatform productivity, and binaries are less than 20mb! Nothing like Electron!
+1 for Wails mention: just discovered it recently which brought me to Svelte--couldn't be more impressed. Golang "backend" w/ a Svelte "frontend" to build desktop apps the fraction of the size of Electron is a killer imo.
Tauri is Rust, Wails is Go. Rust tooling and builds are heavyweight -- if you are using Rust already, the marginal cost is low, but if you aren't using Rust and want to minimize the weight of the tooling to get your app built, Go is extremely attractive by comparison.
Not sure, never heard of it, but looking at the README it seems similar but w/ a Rust backend?
We do a lot of data/quant analysis w/ Go which is great for that; then having the opportunity to slap on a lightweight GUI allow us to make some great internal tools etc.
The speed is what I love about Svelte websites. I checked out orb.net; the pages load instantly! I rarely see that with websites built with other frameworks.
Looks like it - they both take the same "don't ship a browser, rely on the OS's built-in browser engine" approach. Unfortunately that approach seems to be great on Windows, okay on Mac, and barely workable on Linux.
Tauri has been trying to dig itself out of that hole for a while by adding CEF support. It looks like they've got that running in the Tauri 3.0 alpha, but I think they may still have some issues with Wayland.
Thanks for sharing this. I was just commenting about the challenge of making a fun elevator sim game. This looks great -- can't wait to play with it this weekend!
Thanks! Would love to hear your thoughts if you get a chance to play it. I'm currently working on adding a few more towers and challenges. After that maybe I'll deep-dive into the "best" automated scheduling algorithm for all this :)
This is absolute catnip to me. Fantastic job to the author! It really scratches the itch of wanting to understand elevator dispatch algos!
I want something similar for advanced sensor stop lights...
I've long toyed with creating an elevator simulator game, but every time I build a prototype I realize it's not that fun to manually dispatch elevators, and playing with algos only goes so far! Elevator Saga is great for the programming side: https://play.elevatorsaga.com/
For those curious, Proton is included with Steam, but GE's Proton includes many tweaks, improvements, and yes, rebasing on the latest upstream versions of many packages. For many games running in Linux GE Proton tends to be better than Valve's default Proton. GE Proton also includes features earlier than Valve, like FSR3 -> FSR4 upgrading, etc.
CachyOS makes also makes a Proton that's similar but different from GE's. There's also Valve's Proton betas, Proton Experimental (which is often updated within days of major releases).
ProtonDB.com is a great resource for finding out which "Proton" works best for a given game.
Saying "many" games work better with GE is misleading I think, though perhaps technically true. The vast majority work out of the box with regular Proton. Reaching for GE is definitely the exception rather than the rule in my experience.
Valid point! For me, the FSR3 -> FSR4 was such a big boon of performance and graphics quality it made GE Proton (with the PROTON_FSR4_UPGRADE=1 flag) the easy choice for most games that supported FSR3. Luckily, it seems Valve has just added this to their Proton, too!
Not needed for working, but I always find GE's improvements on performance much better than stock Proton. I usually default my games to it anyway, since it is always installed
Back in 2018, using the Glorius Eggroll fork basically mandatory. Nowadays? Not so much.
One of the biggest blockers I remember was that Valve refused to support some of the proprietary video codecs developed by Microsoft that only have a working legal decoder on Windows, but eventually they decided to just show a fallback image if a cutscene couldn't play.
I appreciate someone from the project commenting here. I left Nix because it just has too many warts, and unfortunately, they've only increased over time, which is the opposite of what I expected.
- I'd update Nixpkgs, and my build would stop working. The logging was awful, so fixing it took hours.
- The mono repo sounds nice, but selective updates are almost impossible.
- Building our Go project in a Nix package was nearly impossible with private GitHub repos, so we moved on.
- Bash scripts never work because binaries are never where they should be in Linux.
I could go on, but my experience with Nix and NixOS left me with significant scars. I’m hopeful that someone will eventually create a more user-friendly deterministic OS.
> - Building our Go project in a Nix package was nearly impossible with private GitHub repos, so we moved on.
Yes. This is a nightmare, and is the literal step-one problem FlakeHub is designed to solve.
Regarding the monorepo causing big-bang updates that broke all your stuff: continued, strong, agreement. I think as nixpkgs continues to grow, and usage grows, we'll see a wider adoption of flakes from a pure "how do we all work together?" perspective. That's the flip side of FlakeHub's initial concept.
Thank you, we will! =). I think there is a lot of opportunity here around a cohesive workflow around Nix. That is a big part about what I was consulting on for so many years.
To me, these RTOs are nothing but silent layoffs. Their best and probably most expensive talent, who have the skills to land remote gigs, will depart. Amazon's smart enough to know this; I understand from friends who worked there they believe everyone is replaceable. I disagree.
Nearly everyone is replaceable. There is some cost, some transition pain, but everyone is replaceable. Irreplaceable employees is a management failure. This is totally going to drive out employees. But I do wonder if we have data on who is actually quitting over RTO. Is it actually their top-performing employees?
This move absolutely will drive out some of their best talent… but the job market isn’t great. Genuinely, are there many desirable workplaces left that are remote? Amazon pays extremely well, I can’t think of many organizations that can afford to compete.
How about this: Anyone is replaceable. Everyone is certainly not replaceable, at least not without significant pain.
It's not about the one guy that's the only guy that knows how to do something. It's about how if you decimate your workforce, cracks may very well start to appear.
And that's precisely why I'm look for the moment people realize the power of being united and say "from now ANY company mandating RTO will found next to zero workers interesting in working for them"...
Amazon isn't really a growth company anymore, they don't need the highest talent individuals to maintain market dominance. To that end they probably don't care about the "best" talent leaving for other places anyway.
> This move absolutely will drive out some of their best talent
IMHO, from my personal insider experience, this is actually the goal in some places.
Best talent is often not the most cost effective talent, especially in parts of the business where the company has switched from innovating to maintaining.
Replaceable which screwed up the company and replaceable and continue same productivity are 2 different thing. The former is real and happened for millenia, the later only exist in CEO's and Wallstreet mind. When I buy stock I look out for changes to their staff (some engineers and mid managers are worth keep track of to indicate companies growth projection). Warren also famously did so. You can investigate Intel and Boeing staff movements over the years...I can guarantee you 300% their talented staff left and hence gameover for them.
> Genuinely, are there many desirable workplaces left that are remote?
Smaller companies don't have this mindset and are great places to work. To them you are a person and have value unique to you, what you know and what you can provide. Everyone being a replaceable cog is an enterprise mindset that is avoidable as long as you don't require top tier pay. And small to mid-sized companies have been some of the biggest adopters of remote work and it has stuck there.
People who are top-performing often have a lot more choice and flexibility, taking that away isn't going to sit well. I'm sure there will top-performers that prefer the office and they will happily go back but the others? They will start looking for new jobs.
> This move absolutely will drive out some of their best talent… but the job market isn’t great
I hear this a lot and I've interviewed a number of people who said as much. Here's the thing, the people that mentioned the market wasn't good were people that we didn't hire. Not because they mentioned the market wasn't good but because they didn't pass our tests. So I'm skeptical of how much this holds true when we are talking about "top performers".
> Genuinely, are there many desirable workplaces left that are remote?
This is a silly statement. You must be in a bubble to think this. Money is not the only driving factor for people.
> Here's the thing, the people that mentioned the market wasn't good were people that we didn't hire.
Well of course. The people that got hired wouldn’t think it’s bad. But objectively, the number of open jobs has declined and layoffs have increased. Mathematically, it’s worse. And if you were employed at Amazon, you had one of the “best” jobs (on paper) in corporate America, so most things would look “worse”.
> This is a silly statement. You must be in a bubble to think this. Money is not the only driving factor for people.
Money absolutely is a driving factor for most people. If you’re working at Amazon already, you’re not doing it for the culture and good vibes, you’re probably doing it for the money. Maybe you’re doing it because you can have the impact of hundreds of millions of dollars or hundreds of millions of users. All the “RTO quitters” that are hoping to move for greener pastures won’t find many companies paying 500k to someone with <10y of experience. There aren’t that many businesses that have so many individual products generating so much revenue, nor do many customers or traffic.
I can't post the exact tests but these aren't difficult tests, they are smoke tests and representative of the type of work we do every day (I'm not asking anyone to invert a b-tree or <insert any other stupid "look how smart we are"-type test>).
Our interview process is 4 steps:
1. Get to know you interview, talk about your resume a little, go through a set of questions we ask all applicants - 1hr
2. Very basic test where you need to fetch data from an endpoint, and render content based on what your retrieved. It's very straightforward and simple (HTML/JS), after this we run you through a real issue we ran into giving you all the background information and ask you to talk through how you would solve it (and you can ask any/all questions). We guide you as you go and it's not a "gotcha" question at all. You don't need to guess exactly how we solved it to "pass". - 2hr
3. Simple debugging test, existing HTML/JS + PHP code with a few bugs scattered through it. We are talking raw PHP here and a TLOC of <300. None of these bugs are "gotchas" either. You can find them all by looking at the logs and/or the server response (basic debugging skills for this kind of job). After this you meet some more of the team - 1.5hr
Consolidate step 2 and 3 into one and cut it down from 4 hours to 1 or you’ll have a lot of people “fail” because they don’t want their time wasted (usually companies pay for extensive tests with programming). You can still kick people out during their trial period even in countries with strict labor laws too.
> Consolidate step 2 and 3 into one and cut it down from 4 hours to 1 or you’ll have a lot of people “fail” because they don’t want their time wasted
That’s not been our experience at at all. We did not have a single candidate drop out of their own accord. Our interview process is not long and the coding is minimal (most the people we hired finished in less than half the allotted time, even that can be attributed to stress, these aren’t hard tests).
> usually companies pay for extensive tests with programming
2hrs of coding is not “extensive” by any stretch of the imagination. This isn’t a 4-8hr+ take home test.
> You can still kick people out during their trial period even in countries with strict labor laws too.
Spoken like someone who has never hired/managed. Firing, even with cause, is never quite so simple. I’ll gladly take a couple hours (HOURS! You act like I’m asking for weeks of people’s time) to confirm they will be a good fit upfront instead of going through the onboarding and off-boarding hassle. Not to mention it’s a super asshole move to hire people that are considering letting go just because it makes for an easier interviewing process. Honestly that’s kind of fucked up, especially if they are leaving another job to come work for you. I would absolutely fire someone new if they lied or if their work ethic did not match what they said/did in the interview process (probably after a couple warnings) but hiring with a high chance of firing? No, I won’t do that just to save a couple of hours upfront.
It’s not even firing, it’s “not continuing employment after the trial period formally agreed to in the contract and national law” in my country. There’s nothing dishonest or fucked up about it. There is also no legal hurdle.
Meanwhile your candidates go to multiple companies, spend “just” 4 hours at each uncompensated, without any guarantee to get hired. You should be aware that there are a lot of HR departments doing window shopping as well as issuing fake job openings due to legal reasons when they already have an internal candidate due to nepotism.
Not even close, a lot of places are hybrid and there's a valid concern that we'll see more tech companies (large and small) follow in Amazon's lead just because Amazon did it first.
Currently trying to leave Amazon and it's been a slog to even get an interview for anything fully remote despite a decade of experience.
While I agree with the "are you serious?" part, there are plenty of other companies that are backtracking on remote work, including quite a few small and/or early-stage startups that I see posting in the monthly "Who's Hiring" threads here on HN.
I know of no studies that show that RTO mandates improve any measurable statistic for a company, and remote work has done wonders for my commute and well-being, so I will no longer consider working for a company who does not have a majority of its employees working remotely. I'm a staff engineer with a couple decades of experience. My current company is 100% remote and it's lovely.
Everyone in the industry knows Amazon has very poor work life balance (and a brutal on call load). It's even in that letter you get from Jeff Bezos when you apply: "You can work smart, hard, or long. At Amazon you don't get to pick just two."
If you are fresh out of college, get a couple years in to get it on your resume.
For anyone else, if you are in the Seattle area I don't see why you wouldn't just work for Microsoft. Microsoft does pay the worst out of all the big tech companies (until you get to L67+), but the work life balance is so much better, and allows fully remote.
It worked very well as a layoff for me. The contrast between open office with 15 tables and quiet room dedicated for work was dramatic. I will not work in places with open offices anymore for sure.
Many companies work on the assumption everyone is replaceable because upper management doesn’t know or/and doesn’t care who is valuable.
Most of the downsides of losing critical staff aren’t visible short term. The opportunity cost and loss of sustainability is never factored in and later attributed to employees not working hard enough.
management can't tell who is valuable. I am senior IC but even with cloning people's repos it isn't particularly easy to tell how good someone is.you have people who speak very confidently but don't make good code, in those subtle details that make the difference between 90% chance of serious bugs per project and 25%. Nor the difference between able to fulfill a one sentence requirement with specific technical language vs needing ,"add this to that function and this to that function then make a configuration item to control it." And maybe all the shy smart coders aren't usable with some management styles and some great managers can coax excellent work out of all sort of people.
That's why they've waited to do this until the job market is at a downturn and it's getting harder to find positions. Especially for people at the upper end of the seniority bracket at FAANGs who are used to a very high compensation package.
I walked away from my Google job 3 years ago knowing I could comfortably go wherever (and work remote, too), and took months off in-between, too. I wouldn't take that risk now.
There is no shortage of "yes men" overachievers in FAANG that are fully capable of replacing another person. I have at least one on my team. They will happily take on multiple projects, more responsibility, and work over-time without fuss. Even then, it doesn't really matter much as Amazon and others are also banking heavily on generative AI to replace workers (no matter how unachievable this is currently). Andy Jassy will continue to make many millions of dollars regardless of what he does here. It's not going to matter to him if he loses a hundred top notch engineers because the products have already been built and they can always pull a Twitter and just keep things afloat as-is with plenty of people willing to come into the office 5 days a week. They simply don't give a shit.
I imagine if there's an employee that's super valuable there is possibly arrangements that can be made with them; these cases would be handled individually.
> No. Not even questionable. If you have an NVIDIA GPU, You're on your own. Latest Valve updates for Steam client including normal and Jupiter bootstraps have broken gamepadui on NVIDIA GPUs, and if so, no support will be provided for you.
Bummer. This rules out 76% of steam users, according to their hardware surveys.
NVidia on Linux is an unholy mess, and always has been (at the very least since 2004, which is my earliest memory of fighting it). It's true even on NVidia's own SoC (Jetson).
It almost feels like they're trying hard to make the experience worse for everyone: users, OS developers, app developers, hardware developers... I don't know what to make of it, if you want NVidia you should pick an OS other than Linux (I've heard FreeBSD actually works fine), if you want Linux pick a GPU other than NVidia.
When projects like Sway only enable NVidia support behind a flag named --my-next-gpu-wont-be-nvidia, I have sincere doubts that a different gift wrapping will change anything.
That description is pretty hyperbolic. The SteamOS UI (eg. the Steam Deck-looking part) is very broken on Nvidia right now, but the actual gaming part (eg Proton and the Steam launcher) works fine. If you just want to play mouse-and-keyboard in desktop mode, recent Nvidia cards are generally pretty cooperative.
Well, I'm not smart enough to know if it's hyperbolic but it's a pretty damning statement right there in the README. Certainly enough to turn me away from ever trying it on one of my machines.
The last 1.x version specifically doesn't seem to do this on Google searches. In addition, the old version did not require you to change your default search engine to one you don't use. This is because they changed their framework:
> We've updated the Kagi Search for Safari extension to be cross-platform, using Safari Web Extensions instead of Safari App Extension framework. This will require you to grant access to the Extension on the search engine during your first run. See the instructions in the app for details
> - [Fixed] Redirects should not experience intermittent failures
> - [Changed] You can override which search engine redirects to Kagi manually. The first time you install/ upgrade to this version, the extension will attempt to detect your current Safari search engine
> - [Changed] You only need to provide extension access to urls on the search engine you are overriding.
I totally agree. I love and hate Nix every day that I use it. I hope that someday they'll make it more user friendly, but I suspect it'll be someone else with a new approach.
I struggle to see how another tool will take the spot. I think the power of Nix is that the underpinnings are so pure, academic and well thought out that you can rethink package management in a much cleaner and sane way. Unfortunately that results in the UI not being the priority, though I think the opposite approach results in a conventional package manager with their many flaws and trade offs.
I generally think the UI first approach is a better way of building tools, but there are special cases where it doesn’t work due to their being so many edge cases that you need pure underpinnings to make it actually work (e.g. version control).
I ~empathize with people who wish it were simpler, and agree there are too many sharp corners. (For example, the traditional CLI certainly left a lot of room for improvement.)
I can vaguely imagine the prospect that something new gets this more-right than Nix, but on some level I also suspect most ~complainers aren't appreciating the scale of the domain complexity Nix closes over in order to forge The Nix Way and square decades of contrary software development/packaging/deployment practices with it.
We use Svelte extensively at Orb.net for our website (duh), but also as a framework for our desktop and mobile apps. Wails serves our golang and SvelteKit/Svelte provide the UX. It's been tremendous for multiplatform productivity, and binaries are less than 20mb! Nothing like Electron!
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