Yep.

So I have one primary account on Lemmy.world and then have additional accounts localized to those instances.

For the time being things are a bit of a hassle because there’s no good way to migrate from one instance to another and bring your data with you, and the underlying lemmy software is still in development.

Effectively we’re doing this in production!

Yea unfortunately the nature of Federation means that instances (servers) are dissociated from each other but nonetheless communicate with each other via a standardized protocol. Consequently, there is nothing stopping one instance from saying they want to stop communicating with another instance

In some situations that makes sense. For example, if you are running an instance and don’t want to get people/content from another instance that posts incredibly hateful messages, you can choose to defederate from that instance.

In other situations it creates complications. For example, if you are on a somewhat popular instance (like Lemmy.world) but then get defederated from an instance you want to participate in (like Beehaw.org), even if the defederation came from justifiable reasons, you will need a Beehaw account in order to view that content as you won’t be able to access new content from Beehaw.org using your Lemmy.world account.

For the most part, in pragmatic terms what this really means is if one wants to participate in the most active instances, they’ll probably want an account on an instance that federates with the biggest instances.

Due to the nature of Federation, don’t hesitate to make accounts on different instances as needed to access that instance’s content. I reckon a number of people have accounts on Beehaw and accounts elsewhere.

Magicka. By far the most fun magic system I’ve played with.

So much death and funny.

Generally speaking, HR/talent acquisition teams have very little accountability with regards to their processes and treatment of candidates. Usually most candidates have very little recourse to provide feedback on the process, and HR/talent acquisition have very little interest in speaking with candidates about the process for improvement.

What ultimately happens therefore is candidates tell HR/talent acquisition what the latter wants to hear, and the latter group of people don’t usually have the cognizance to realize that their own biases and perceptions cloud their process.

It’s “necessary” in so far as the entire system is corrupted to the core. That’s why knowing someone is so much more powerful – knowing someone skips a lot of this process.