Universal GPU texture codec update

I've reduced the size of the key lookup tables used by the universal transcoder to approx 85KB. Some example encodings:

Original:

ETC1 near-optimal:

ETC1S (the universal texture):

DXT1:

DXT5A:

More universal GPU texture format examples

I've improved the quality of the ETC1->DXT1 conversion process. All of these images come from the same exact compressed data. Only a straightforward transform is required on the compressed texture bits to derive the DXT1/DXT5A version. It's simple/fast enough to do in a Javascript transcoder.

ETC1:

DXT1:

DXT5A:

ETC1:

DXT1:

DXT5A:

ETC1:

DXT1:

DXT5A:

ETC1:

DXT1:

DXT5A:

ETC1:

 DXT1:

 DXT5A:

ETC1:

 DXT1:

 DXT5A:

ETC1:

DXT1:

DXT5A:

Universal GPU texture format: DXT5 support

Got grayscale ETC1 to DXT5A conversion working, using a small table. This work is for DXT5 support in the universal texture format. Now that this is working I can proceed to finishing the full universal encoder. 

Note none of these images were created with my best ETC1 encoder. They use an early prototype from late 2016 that has so-so quality. The main point of these experiments is to prove that the idea is workable.

All stats are dB vs. the original image. This image's subtle gradients are hard to handle, you can see this in the DXT1 version.

To those who argue that a universal GPU texture format that is based off ETC1/DXT1 isn't high quality enough: You would be amazed at the low quality levels teams use with crunch/Basis. This tech isn't about achieving highest texture quality. It's about enabling easy distribution of supercompressed GPU texture data. It's a "JPEG-like format for GPU texture data", usable on mobile or desktop. 

Original

ETC1 near-optimal 48.903

ETC1S 46.322 (universal format base image in ETC1 mode)

ETC1S->DXT1 45.664

ETC1S green channel converted to DXT5A (43.878)

Original

ETC1 near-optimal 51.141

ETC1S 46.461

ETC1S->DXT1 44.865

ETC1S green channel converted to DXT5A 46.107

"Universal" GPU texture/image format examples

All PSNR figures are luma PSNR. Each image was transcoded from the same compressed texture data.

ETC1 41.233

DXT1 40.9

ETC1 45.964

DXT1 45.322

ETC1 46.461

DXT1 44.865

ETC1 43.785

DXT1 43.406

ETC1 33.516

DXT1 33.339

On whiteboard coding interviews

I'm in a ranty mood this evening. Looking through my past, one thing that bothers me is the ritual called "whiteboarding".

I've taken and given a lot of these interviews. I personally find the process demeaning, dehumanizing, biased, and subjective. And if the company uses the terms "cultural fit" or "calibration" when teaching you how to whiteboard, be wary.

My first software development interview was in 1996. I walked in, showed my Game Developer Magazine articles and demos (in DOS of course), spoke with the developers and my potential manager, and they made me an offer. Looking back, I was so young, inexperienced and naive at 20 years old. It was a tough gig but we shipped a cool product (Montezuma's Return). There was no whiteboard, all that mattered was the work and results.

Anyhow, my interview at Blue Shift was similar. No whiteboard, just lots of meetings.

At Ensemble (Microsoft), I got a contract gig at first. This turned into a full-time gig. The interviews there were informal and very rarely (if ever) involved problem solving on a whiteboard.

Right before Ensemble, I also interviewed at Microsoft ATG. It was a stressful, heavy duty whiteboard interview with several devs. It was intense, and that night I fell asleep at the table of an unrelated dinner with friends. I got an offer, but Ensemble's was better. I later learned it was basically a form of "Trauma Bonding". Everyone else did it, so you had to go through it too to get "in". Overall, I remember the Microsoft engineers I interviewed with seemed to be all tired and somewhat stressed out, but they were very professional and respectful.

After Age3 shipped, I interviewed at Epic. I was tired from crunching on Age3, and was unprepared. It was the most horrific interview I've ever taken or seen. Incredibly unprofessional. The devs didn't want to be interviewing anyone. I flopped this interview (and probably dodged a bullet as the working conditions there at the time seemed really bad). Nobody at Ensemble knew I interviewed there, and I'm glad I didn't leave.

Years later, I interviewed at Valve. It was another exercise in Trauma Bonding. I was so stressed it was ridiculous, and I found Dune's "The Litany Against Fear" helpful. Somehow I got through, and looking back I think Gabe Newell (who visited Ensemble and met me there) might have helped get me in without my knowledge. I was lucky to get in at all, because I interviewed as a generalist. If I had interviewed as a graphics specialist I never could have gotten in. (Because at the time the gfx coders at Valve had a pact of sorts, and unless you were Carmack it was virtually impossible to survive the whiteboard. So many graphics specialists got turned down that after a while the high-ups at Valve took notice and changed things.)

Anyhow, one of my points is, I've been pretty lucky to get to work at these places. I learned a lot. Most of the companies I worked at didn't use whiteboarding. Interestingly, the cultures of the non-whiteboarding companies were much healthier.

I sometimes wonder: if I wasn't a white male, or overweight, with all other things unchanged, would I have got these gigs? I very highly doubt it.

I've implemented and shipped tons of algorithms, products, etc. But I hate whiteboarding.

I think the tech companies use this process to slow down horizontal movement between companies. It keeps labor in place, and developer wages/prices down. The "price" of moving between companies (in terms of stress, and potential "whiteboard defeat") is purposely held high. Independent of whether or not this is done purposely, this is the end result.

If you've got to whiteboard, it can't hurt to practice like crazy. And read a few whiteboard coding interview books. Also, tap your social network and find devs who interviewed at your target company, and ask them what happened. If companies are going to do this, at least make them put some effort into it.

One trick I've seen done: After a big layoff, a group of devs gets together and starts interviewing at various companies. After every dev interviews at a particular shop, everything about the interview, and the whiteboard questions, are discreetly shared with the group. The first dev to be sent to a particular company won't be expected to get in (and very well might not want to work there in the first place). Once developers start acting as a group the entire process gets "gamed" particularly effectively.