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Joined 1 year ago
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Cake day: July 1st, 2023

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  • Do a search for you server OS + STIG

    Then, for each service you’re hosting on that server, do a search for:

    Service/Program name + STIG/Benchmark

    There’s tons of work already done by the vendors in conjunction with the DoD (and CIS) to create lists of potential vulnerable settings that can be corrected before deploying the server.

    Along with this, you can usually find scripts and/or Ansible playbooks that will do most of the hardening for you. Though it’s a good Idea to understand what you do and do not need done.









  • I would check two things:

    1. Is it a QLED tv? Those are very efficient with the backlight power. QLED only have a blue led backlight and the “quantum dots” in the panel between the backlight and the LCD panel absorb the blue light and emit the red green and blue needed to create the full color spectrum.

    2. How many nits of brightness does it produce? I’d check for the specific model on RTINGS. It won’t help OP much if the TV is efficient, but so dim that it’s unusable in their case.

    Reflectivity also helps with brightness when viewed in a bright room. The less reflective (matte) the less brightness the TV needs to overcome distracting light sources reflecting on the screen.

    Edit: Had to look it up to be sure, normal LED panels use filters that filter red, green, and blue light from a white light source. This means roughly 1/3 of the light from the backlight is filtered away, hence the energy inefficiency vs QLED which uses the energy from the blue light to create the colors.

    Intestingly, some DLP projectors use alternating red, green, and blue light sources which strobe on the DLP chip which takes turns modulating the intensity of each color. Less efficient (and bright) DLPs use a single white light source and a color wheel (rotating color filter).


  • So the ones I’ve seen were a combination of social skills/ emotional intelligence tests and the same type of questions you’d find in an IQ test.

    So having a degree shows you have the dedication to see your education through. Having a high GPA can indicate you delivered a consistent and honest effort. But the extra test (especially if it’s timed) can show how good you are at quick thinking. One test I took for a job, you would have about 20 seconds to answer each question if you wanted to get through them all.

    It can also gauge if you’re lazy (you guess your way through most questions just to get through them) or dedicated (take your time to answer each question correctly even if that means you won’t get through all 60 or so questions before the 20 minutes are up).

    The social skills/emotional intelligence tests (if that’s the right name for them) I’ve seen were basically matching faces to emotions and trying to gauge reactions to events.

    So for the “IQ” tests, they want people who are not only educated but swift thinkers (more PC way to say it).

    For the social/emotion tests, I’ve seen where otherwise smart and educated candidates can be grating to other employees and even drive other talent away.

    I ran into that situation. I’ve even personally blacklisted jobs that might be in the same “team” with a specific person at a very big contractor because even if they’re brilliant, they’re frustrating to work with and have no gauge on how to treat fellow professionals.

    I use “team” in quotes because despite there being enough work for 3-4 full time developers, I’ve only ever seen that one person on that team. After having worked with them, I have a really good idea why.