vermilingua
2 hours ago
I don't touch LLMs for any purpose (when I can help it, they are frequently shoved in your face regardless); and up until recently was doing just fine. I was fired for this stance, not for performance reasons (officially stated that there was no concern with my output), only for political reasons (insubordination, refusing to use LLMs to do my work for me).
I have been seeing fewer and fewer job ads that ask for/require LLM use over the last couple of months, so I feel like the tide may be turning in our direction; but I am starting to feel the stress. This is the first time I have considered that I might have been "wrong" taking an absolutist stance against LLMs, though I think that's just the unemployment wearing me down.
hebetude
2 hours ago
Being unwilling to change or changing too much are both equally going to get you fired. I’m the later so I feel your pain. At companies you have to turn your brain off and bahhh with the sheep.
cracell
2 hours ago
Regardless of if a new tool is useful or not, if it’s being pushed internally then embrace it.
If it’s not useful now you have authority on why. And if it’s not is useful then you are better at your job.
csbrooks
2 hours ago
Seems to me you at least have to try using them, so you can make a coherent case why you work just as well or better without them.
vermilingua
2 hours ago
I believe that "have to" is a little strong, no? I think my case was made just as well by remaining one of the only people in my team able to critically analyse changes and plan complex work after three years of the rest of my company diving headlong into the vibe-pit.
nater5000
an hour ago
>I believe that "have to" is a little strong, no?
Yeah, you don't HAVE TO do anything your employer tells you to do. And they don't HAVE TO keep you employed. That's the deal.
>by remaining one of the only people in my team able to critically analyse changes and plan complex work
Your employer doesn't actually care about this. They care about whether or not you make them more money than you cost them. Obviously that's hard to accurately measure, but it's not hard for an employer to recognize that an employee being unwilling to do what they're being directed to do is probably not the best bet for someone to keep around.
nater5000
an hour ago
I mean, even outside the context, you ought to be fired for not doing what your employer is telling you to do. Being fired for insubordination is not really "political"; it's the epitome of a performance reason. You're literally refusing to do your job. Your performance in this regard is as bad as it can get.
A political reason would be something like, your manager was threatened by your capabilities and set you up for unfair evaluations, etc. But you just straight up told the people paying you that you won't do what they're paying you to do lol. DEFINITELY make sure you work on your spin on this for future interviews, because knowing you were confidentially disobeying direct instructions is an immediate "pass" for me and anyone with any sense who may be interviewing you.
>This is the first time I have considered that I might have been "wrong" taking an absolutist stance against LLMs, though I think that's just the unemployment wearing me down.
If you think LLMs are a fad that will just go away if you wait long enough, then you need to just remove yourself from this industry. They're not going away, for better or worse, and this kind of work is fundamentally changing. To be direct: you ARE wrong in taking this absolutist stance. It's profoundly naive to have done what you've done, and I hope, for your own sake, that you plan for your future accordingly.
If you have some moral issue with LLMs, then you probably need to just plan on pivoting your career. But if you're just stuck on some weird sense of pride for your "craft," then you need to take a step back and really try to appreciate what the reality of your career means to the people willing to pay you for work.
chaosharmonic
44 minutes ago
What a company considers to be "performance" or "insubordination" can certainly still be about office politics. Not that I'm saying this is necessarily the case here, but they're not a hard either/or.
For instance: 996 is a form of office politics. Return to office in general a form of office politics. Pay secrecy is a form of office politics. Some of those things become performance metrics, or evaluations of your "attitude."
"Performance" can mean "the quality of your work." It also can mean "theater." Like when you're measuring performance by token usage, or lines of code, or office attendance... or, in a case I once encountered, manual adherence to a style guide, that required two human beings to check every line of code against a set of conventions, instead of just configuring a formatting tool and being done with it.
Regarding LLMs in particular, I don't necessarily think the absolutist stance is it here, but it is a technology worker's job to know when you can and should automate things, as well as to know when it's not an effective use of resources to throw technology at something just because. I don't know parent's company or use case. I don't know if they were doing something with it that actually enhanced productivity, or just tracking tokens. I don't know if it enhanced their product, or just shoehorned AI into it for investor-driven buzzword utilization. So I'm also not an absolutist on what you're saying.
It could be that parent is too rigid, but (as much as I'm not asking for all this context either) I don't think there's enough information here to be certain about that.
em-bee
an hour ago
that's a bit harsh. the job is to solve a problem, implement a solution. as a developer i should have some leeway on how i accomplish that. be able to choose the tools that i believe are the best for the given task. there may be constraints, but using an LLM as a constraint does not make sense because the LLM affects the process but not the outcome.
dwb
an hour ago
I would argue the same in most situations, but let’s be honest: what matters most to most employers is their employees falling in line. There is some sense to this: it is easier to manage a bunch of people doing things more-or-less the same way, but I do ultimately agree that professionals should be treated more like professionals.
stronglikedan
an hour ago
Seeing as how LLMs objectively increase performance when used correctly, I'd support the company's decision to let you go for specifically performance reasons. I'm not saying you should be all in on LLMs end to end, but there are individual processes in every workflow that can be enhanced by the tool. If you find those, you will perform better than you could without LLMs, no question.
ropetin
2 hours ago
I'm in a similar position. Our CEO who went full AI psychosis right when OpenClaw first came out. Directive from the top was to "use AI for everything" with no real regard for if it helped productivity, service delivery, or quality of output. That was very quickly reigned back in when they saw the bill. Multiple people using tens of thousands of dollars of tokens in a week, with no demonstrable value.
I'm in two minds on how best to handle these kind of, "but you have to use an LLM" issues. In my heart I'm like you; they hired me to do a job. If I'm doing the job at the rate and quality expected, why should they care if I use an LLM, my brain, or randomly throw mud at the keyboard until something magically works? The practical side of me says, "I like a roof over my head" so if they mandate I have to use an LLM then I'll do it as long as they take responsibility for any negative impact from that decision.