Chris Impey is a writer based in New York City. He's interested in all things tech, science, and photography related, and likes to yo-yo in his free time.


Follow him [on Twitter](https://twitter.com/chris-impey).

Chris Impey

Emma Hazel is a writer based in New York City. He's interested in all things tech, science, and photography related, and likes to yo-yo in his free time.


Follow him [on Twitter](https://twitter.com/emma-hazel).

Emma Hazel

Thomas Macaulay is a writer based in New York City. He's interested in all things tech, science, and photography related, and likes to yo-yo in his free time.


Follow him [on Twitter](https://twitter.com/thomas-macaulay).

Thomas Macaulay


### The AGI hype train has hit some heavy traffic.

While futurists and fundraisers used to make bullish predictions about artificial general intelligence, they’ve become quieter lately. Peter Thiel — the tech billionaire and rumored vampire — says Silicon Valley big brains have lost enthusiasm for AGI.

“Elon’s not talking about it anymore and Larry Page is off to Fiji and doesn’t seem to be working on it quite as hard,” Thiel said at a recent event.

While futurists and fundraisers used to make bullish predictions about artificial general intelligence, they’ve become quieter lately. Peter Thiel — the tech billionaire and rumored vampire — says Silicon Valley big brains have lost enthusiasm for AGI.

### IT is healing

Can self-healing security software fight cybercrime?

Thiel described Musk as “a weathervane for the zeitgeist,” who’s stopped talking about AGI because interest has declined.

Scientists are also increasingly skeptical. A recent study paper posited that AGI is “in principle impossible,” while other researchers have mocked the term’s proponents.

“I have yet to come across work on AGI that I can take seriously,” tweeted Abeba Birhane, a cognitive scientist based at University College Dublin.

### The path towards AGI increasingly appears — at best — a long one.

Imbuing machines with human-like intelligence remains immensely challenging. As Melanie Mitchell, a computer science professor at Portland State University noted in a preprint paper published last year on arXiv:


>Since its beginning in the 1950s, the field of artificial intelligence has cycled several times between periods of optimistic predictions and massive investment
<cite>Alexender Toto</cite>

Critics fear that another AI winter is coming. Hyping AGI helped spurred enormous investment in artificial intelligence, but overconfident predictions could be detrimental to progress in the field — if the real-world advances prove disappointing.

While futurists and fundraisers used to make bullish predictions about artificial general intelligence, they’ve become quieter lately. Peter Thiel — the tech billionaire and rumored vampire — says Silicon Valley big brains have lost enthusiasm for AGI.

The AGI hype train is running out of steam


Light is fast. In fact, it is the fastest thing that exists, and a law of the universe is that nothing can move faster than light. Light travels at 186,000 miles per second (300,000 kilometers per second) and can go from the Earth to the Moon in just over a second. Light can streak from Los Angeles to New York in less than the blink of an eye.

While 1% of anything doesn’t sound like much, with light, that’s still really fast – close to 7 million miles per hour! At 1% the speed of light, it would take a little over a second to get from Los Angeles to New York. This is more than 10,000 times faster than a commercial jet.

### Why even 1% of light speed is hard

What’s holding humanity back from reaching 1% of the speed of light? In a word, energy. Any object that’s moving has energy due to its motion. Physicists call this kinetic energy. To go faster, you need to increase kinetic energy. The problem is that it takes a lot of kinetic energy to increase speed. To make something go twice as fast takes four times the energy. Making something go three times as fast requires nine times the energy, and so on.

![The Parker Solar Probe](https://images.theconversation.com/files/429627/original/file-20211101-25-c3f9c9.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=522&fit=crop&dpr=2 "The Parker Solar Probe")

For example, to get a teenager who weighs 110 pounds (50 kilograms) to 1% of the speed of light would cost 200 trillion Joules (a measurement of energy). That’s roughly the same amount of energy that 2 million people in the U.S. use in a day.

### How fast can we go?

It’s possible to get something to 1% the speed of light, but it would just take an enormous amount of energy. Could humans make something go even faster?

Yes! But engineers need to figure out new ways to make things move in space. All rockets, even the sleek new rockets used by SpaceX and Blue Origins, burn rocket fuel that isn’t very different from gasoline in a car. The problem is that burning fuel is very inefficient.

Other methods for pushing a spacecraft involve using electric or magnetic forces. Nuclear fusion, the process that powers the Sun, is also much more efficient than chemical fuel.


Light is fast. In fact, it is the fastest thing that exists, and a law of the universe is that nothing can move faster than light. Light travels at 186,000 miles per second (300,000 kilometers per second) and can go from the Earth to the Moon in just over a second. Light can streak from Los Angeles to New York in less than the blink of an eye.

Creating an object that travels at 1% the speed of light?


In the wake of Facebook rebranding as Meta, reflecting its focus on the “metaverse”, Microsoft has now announced it, too, will launch into this space.

Meta has proposed that the metaverse will eventually allow us to engage across education, work and social contexts, while Microsoft looks to be focusing specifically on the realm of the virtual office for now.

### In the wake of Facebook rebranding as Meta

Nam ut rutrum ex, venenatis sollicitudin urna. Aliquam erat volutpat. Integer eu ipsum sem. Ut bibendum lacus vestibulum maximus suscipit. Quisque vitae nibh iaculis neque blandit euismod.

> You can buy attention (advertising). You can beg for attention from the media (PR). You can bug people one at a time to get attention (sales).
<cite>Benjamin Franklin</cite>

Lorem ipsum dolor sit amet consectetur adipisicing elit. Nemo vel ad consectetur ut aperiam. Itaque eligendi natus aperiam? Excepturi repellendus consequatur quibusdam optio expedita praesentium est adipisci dolorem ut eius!


In the wake of Facebook rebranding as Meta, reflecting its focus on the “metaverse”, Microsoft has now announced it, too, will launch into this space.

Everything you wanted to know about the metaverse


There’s a worldwide talent shortage in software development, and nearly one-third of hiring managers have hired someone from a coding bootcamp to help fill the void. 72% say bootcamp graduates are just as good or better than other hires, but 28% feel they are not equipped to handle their jobs.

Considering coding bootcamps graduated more than 23,000 students in 2019, there are likely thousands who entered the workforce unprepared last year.

### The reason some bootcamp grads are set up to fail

* In my experience, not all bootcamps are created equal. They vary widely in acceptance processes, curriculum, program structure, and quality of instructors. They’re designed to push candidates through courses that will have them writing some code fairly quickly.

* As a result, programs are forced to strip away a lot of fundamentals — those basics that help developers understand the “why” behind the code they’re writing.

* When young software developers learn by copying and pasting, it can make troubleshooting difficult when they come across something that doesn’t fit the pattern they’re used to.

* Small businesses and startups are those most likely to hire developers without degrees, but I’ve seen too many bootcamp grads take jobs at startups only to find they haven’t learned enough to make any real impact.

### 1. Look for bootcamp grads with personal projects

The best bootcamp grads are those who already considered themselves hobbyists. They didn’t enter a program expecting to learn everything they needed to know in 12 weeks.

They were already passionate about software development and enrolled in a bootcamp for some structure and guidance, and to level up their skills.

### 2. Adjust your interview process to test for fundamentals

Because bootcamps are, by nature, time-constrained programs, some will blow right past the heavy lifting of helping developers understand why things work the way they do.

The result is that some graduates come out of bootcamps using pattern recognition as their primary skill and an understanding of how to get by with copying and pasting code.

### 3. Hire natural problem solvers and nurture their intellectual curiosity

All engineering is problem-solving. Junior developers won’t be architecting anything right away, but you should look for people who show a predilection for understanding the problem they’re trying to solve and evaluating potential paths forward.

Even when your newest developers are working as order takers, they should be thinking critically about why those orders are issued. A good mentor can help initiate those conversations about the “why” behind each assignment and help new hires see what they might be missing.

### 4. Set new hires up for success with appropriate oversight

If you’re hiring someone fresh out of bootcamp, don’t expect them to come in and start developing complex applications by themselves. Most bootcamp grads have never worked in a real-world programming environment before, and you can’t expect them to be self-directed from day one.

You need a strong new-hire onboarding process and support system that makes new hires feel comfortable asking questions and continuing to learn.


There’s a worldwide talent shortage in software development, and nearly one-third of hiring managers have hired someone from a coding bootcamp to help fill the void. 72% say bootcamp graduates are just as good or better than other hires, but 28% feel they are not equipped to handle their jobs.

How to hire a developer straight out of bootcamp — without getting burned


After seeing WordPress top the most dreaded platform on Stack Overflow’s Developer Survey for two years in a row (2019 and 2020), a few weeks ago we explored why developers hate using the CMS.

Interestingly enough, we ended up getting some impassioned responses from developers who love WordPress. Just visit some of the many Quora and Reddit threads about the CMS and you’ll find die-hard WordPress haters and lovers battling it out.

### The reason some bootcamp grads are set up to fail

* In my experience, not all bootcamps are created equal. They vary widely in acceptance processes, curriculum, program structure, and quality of instructors. They’re designed to push candidates through courses that will have them writing some code fairly quickly.

* As a result, programs are forced to strip away a lot of fundamentals — those basics that help developers understand the “why” behind the code they’re writing.

* When young software developers learn by copying and pasting, it can make troubleshooting difficult when they come across something that doesn’t fit the pattern they’re used to.

* Small businesses and startups are those most likely to hire developers without degrees, but I’ve seen too many bootcamp grads take jobs at startups only to find they haven’t learned enough to make any real impact.

### 1. Look for bootcamp grads with personal projects

The best bootcamp grads are those who already considered themselves hobbyists. They didn’t enter a program expecting to learn everything they needed to know in 12 weeks.

They were already passionate about software development and enrolled in a bootcamp for some structure and guidance, and to level up their skills.

### 2. Adjust your interview process to test for fundamentals

Because bootcamps are, by nature, time-constrained programs, some will blow right past the heavy lifting of helping developers understand why things work the way they do.

The result is that some graduates come out of bootcamps using pattern recognition as their primary skill and an understanding of how to get by with copying and pasting code.

### 3. Hire natural problem solvers and nurture their intellectual curiosity

All engineering is problem-solving. Junior developers won’t be architecting anything right away, but you should look for people who show a predilection for understanding the problem they’re trying to solve and evaluating potential paths forward.

Even when your newest developers are working as order takers, they should be thinking critically about why those orders are issued. A good mentor can help initiate those conversations about the “why” behind each assignment and help new hires see what they might be missing.

### 4. Set new hires up for success with appropriate oversight

If you’re hiring someone fresh out of bootcamp, don’t expect them to come in and start developing complex applications by themselves. Most bootcamp grads have never worked in a real-world programming environment before, and you can’t expect them to be self-directed from day one.

You need a strong new-hire onboarding process and support system that makes new hires feel comfortable asking questions and continuing to learn.


After seeing WordPress top the most dreaded platform on Stack Overflow’s Developer Survey for two years in a row (2019 and 2020), a few weeks ago we explored why developers hate using the CMS.

Why developers are so divided over WordPress


Among the rhetoric of climate change bingo and platitudes, there’s a term I’ve been hearing a lot at COP26 this week — green steel. But what is it, why does it matter, and what does it actually mean for us, the consumers and end-users?

The global steel industry is one of the world’s largest emitters of carbon dioxide, representing approximately 7% of global CO2 emissions. Demand for fossil-free steel is growing substantially with solid interest from global market leaders in automotive, commercial vehicles, white goods, furniture, etc. And the most significant noise is therefore around “green steel”.

### The reason some bootcamp grads are set up to fail

* In my experience, not all bootcamps are created equal. They vary widely in acceptance processes, curriculum, program structure, and quality of instructors. They’re designed to push candidates through courses that will have them writing some code fairly quickly.

* As a result, programs are forced to strip away a lot of fundamentals — those basics that help developers understand the “why” behind the code they’re writing.

* When young software developers learn by copying and pasting, it can make troubleshooting difficult when they come across something that doesn’t fit the pattern they’re used to.

* Small businesses and startups are those most likely to hire developers without degrees, but I’ve seen too many bootcamp grads take jobs at startups only to find they haven’t learned enough to make any real impact.

### 1. Look for bootcamp grads with personal projects

The best bootcamp grads are those who already considered themselves hobbyists. They didn’t enter a program expecting to learn everything they needed to know in 12 weeks.

They were already passionate about software development and enrolled in a bootcamp for some structure and guidance, and to level up their skills.

### 2. Adjust your interview process to test for fundamentals

Because bootcamps are, by nature, time-constrained programs, some will blow right past the heavy lifting of helping developers understand why things work the way they do.

The result is that some graduates come out of bootcamps using pattern recognition as their primary skill and an understanding of how to get by with copying and pasting code.

### 3. Hire natural problem solvers and nurture their intellectual curiosity

All engineering is problem-solving. Junior developers won’t be architecting anything right away, but you should look for people who show a predilection for understanding the problem they’re trying to solve and evaluating potential paths forward.

Even when your newest developers are working as order takers, they should be thinking critically about why those orders are issued. A good mentor can help initiate those conversations about the “why” behind each assignment and help new hires see what they might be missing.

### 4. Set new hires up for success with appropriate oversight

If you’re hiring someone fresh out of bootcamp, don’t expect them to come in and start developing complex applications by themselves. Most bootcamp grads have never worked in a real-world programming environment before, and you can’t expect them to be self-directed from day one.

You need a strong new-hire onboarding process and support system that makes new hires feel comfortable asking questions and continuing to learn.


Among the rhetoric of climate change bingo and platitudes, there’s a term I’ve been hearing a lot at COP26 this week — green steel. But what is it, why does it matter, and what does it actually mean for us, the consumers and end-users?

Why everyone is talking about ‘green steel’ at COP26


Something’s very wrong with the traditional 9 to 5: it doesn’t work.

Scandinavian countries dominate the World Happiness Report — Norway being the third most productive country in the world and Helsinki winning the title of the best city for work-life balance. And their standard working week is less than 40 hours long. They work a whopping 359 hours less than Americans every year.

Here are my three golden tips for realistic planning:

* Underestimate how much you can get done in a day
* Overestimate how much time a task will take
* Overestimate interruptions during your day

### The reason some bootcamp grads are set up to fail

* In my experience, not all bootcamps are created equal. They vary widely in acceptance processes, curriculum, program structure, and quality of instructors. They’re designed to push candidates through courses that will have them writing some code fairly quickly.

* As a result, programs are forced to strip away a lot of fundamentals — those basics that help developers understand the “why” behind the code they’re writing.

* When young software developers learn by copying and pasting, it can make troubleshooting difficult when they come across something that doesn’t fit the pattern they’re used to.

* Small businesses and startups are those most likely to hire developers without degrees, but I’ve seen too many bootcamp grads take jobs at startups only to find they haven’t learned enough to make any real impact.

### 1. Look for bootcamp grads with personal projects

The best bootcamp grads are those who already considered themselves hobbyists. They didn’t enter a program expecting to learn everything they needed to know in 12 weeks.

They were already passionate about software development and enrolled in a bootcamp for some structure and guidance, and to level up their skills.

### 2. Adjust your interview process to test for fundamentals

Because bootcamps are, by nature, time-constrained programs, some will blow right past the heavy lifting of helping developers understand why things work the way they do.

The result is that some graduates come out of bootcamps using pattern recognition as their primary skill and an understanding of how to get by with copying and pasting code.

### 3. Hire natural problem solvers and nurture their intellectual curiosity

All engineering is problem-solving. Junior developers won’t be architecting anything right away, but you should look for people who show a predilection for understanding the problem they’re trying to solve and evaluating potential paths forward.

Even when your newest developers are working as order takers, they should be thinking critically about why those orders are issued. A good mentor can help initiate those conversations about the “why” behind each assignment and help new hires see what they might be missing.

### 4. Set new hires up for success with appropriate oversight

If you’re hiring someone fresh out of bootcamp, don’t expect them to come in and start developing complex applications by themselves. Most bootcamp grads have never worked in a real-world programming environment before, and you can’t expect them to be self-directed from day one.

You need a strong new-hire onboarding process and support system that makes new hires feel comfortable asking questions and continuing to learn.


Something’s very wrong with the traditional 9 to 5: it doesn’t work.

I work 5 hours a day, and I’ve never been more productive


### Don’t quit your day job just yet

That’s the message that should be implied — if not explicitly stated — to every applicant of every gig and creator marketplace during the vetting process.

### The reason some bootcamp grads are set up to fail

* In my experience, not all bootcamps are created equal. They vary widely in acceptance processes, curriculum, program structure, and quality of instructors. They’re designed to push candidates through courses that will have them writing some code fairly quickly.

* As a result, programs are forced to strip away a lot of fundamentals — those basics that help developers understand the “why” behind the code they’re writing.

* When young software developers learn by copying and pasting, it can make troubleshooting difficult when they come across something that doesn’t fit the pattern they’re used to.

* Small businesses and startups are those most likely to hire developers without degrees, but I’ve seen too many bootcamp grads take jobs at startups only to find they haven’t learned enough to make any real impact.

### 1. Look for bootcamp grads with personal projects

The best bootcamp grads are those who already considered themselves hobbyists. They didn’t enter a program expecting to learn everything they needed to know in 12 weeks.

They were already passionate about software development and enrolled in a bootcamp for some structure and guidance, and to level up their skills.

### 2. Adjust your interview process to test for fundamentals

Because bootcamps are, by nature, time-constrained programs, some will blow right past the heavy lifting of helping developers understand why things work the way they do.

The result is that some graduates come out of bootcamps using pattern recognition as their primary skill and an understanding of how to get by with copying and pasting code.

### 3. Hire natural problem solvers and nurture their intellectual curiosity

All engineering is problem-solving. Junior developers won’t be architecting anything right away, but you should look for people who show a predilection for understanding the problem they’re trying to solve and evaluating potential paths forward.

Even when your newest developers are working as order takers, they should be thinking critically about why those orders are issued. A good mentor can help initiate those conversations about the “why” behind each assignment and help new hires see what they might be missing.

### 4. Set new hires up for success with appropriate oversight

If you’re hiring someone fresh out of bootcamp, don’t expect them to come in and start developing complex applications by themselves. Most bootcamp grads have never worked in a real-world programming environment before, and you can’t expect them to be self-directed from day one.

You need a strong new-hire onboarding process and support system that makes new hires feel comfortable asking questions and continuing to learn.


That’s the message that should be implied — if not explicitly stated — to every applicant of every gig and creator marketplace during the vetting process.

Gig startups want you to believe they can replace your job — don’t fall for it


Lithium-ion batteries have played a vital role in the development of electric vehicles and we love them for that. But at the same time, lithium is expensive to produce, unstable in high temperatures, and a finite resource whose mining often comes with supply chain problems.

Battery researchers and manufacturers have been assiduously searching for a more sustainable replacement. One intriguing alternative they’ve discovered is another chemical element: sodium.

### The reason some bootcamp grads are set up to fail

* In my experience, not all bootcamps are created equal. They vary widely in acceptance processes, curriculum, program structure, and quality of instructors. They’re designed to push candidates through courses that will have them writing some code fairly quickly.

* As a result, programs are forced to strip away a lot of fundamentals — those basics that help developers understand the “why” behind the code they’re writing.

* When young software developers learn by copying and pasting, it can make troubleshooting difficult when they come across something that doesn’t fit the pattern they’re used to.

* Small businesses and startups are those most likely to hire developers without degrees, but I’ve seen too many bootcamp grads take jobs at startups only to find they haven’t learned enough to make any real impact.

### 1. Look for bootcamp grads with personal projects

The best bootcamp grads are those who already considered themselves hobbyists. They didn’t enter a program expecting to learn everything they needed to know in 12 weeks.

They were already passionate about software development and enrolled in a bootcamp for some structure and guidance, and to level up their skills.

### 2. Adjust your interview process to test for fundamentals

Because bootcamps are, by nature, time-constrained programs, some will blow right past the heavy lifting of helping developers understand why things work the way they do.

The result is that some graduates come out of bootcamps using pattern recognition as their primary skill and an understanding of how to get by with copying and pasting code.

### 3. Hire natural problem solvers and nurture their intellectual curiosity

All engineering is problem-solving. Junior developers won’t be architecting anything right away, but you should look for people who show a predilection for understanding the problem they’re trying to solve and evaluating potential paths forward.

Even when your newest developers are working as order takers, they should be thinking critically about why those orders are issued. A good mentor can help initiate those conversations about the “why” behind each assignment and help new hires see what they might be missing.

### 4. Set new hires up for success with appropriate oversight

If you’re hiring someone fresh out of bootcamp, don’t expect them to come in and start developing complex applications by themselves. Most bootcamp grads have never worked in a real-world programming environment before, and you can’t expect them to be self-directed from day one.

You need a strong new-hire onboarding process and support system that makes new hires feel comfortable asking questions and continuing to learn.


Lithium-ion batteries have played a vital role in the development of electric vehicles and we love them for that. But at the same time, lithium is expensive to produce, unstable in high temperatures, and a finite resource whose mining often comes with supply chain problems.