skysight-inc/HackerNews huggingface dataset:
MSBuild has a long history: It started out
in 2005 as a part of the .NET Framework
itself, and became an integral component
of Visual Studio over time. Most recently,
Microsoft’s build engine found a new home
in the Tools for Software Engineers (TSE)
team in Microsoft’s Cloud and Enterprise group.

What's funny, though, is that the MSBuild team was originally part of Visual Studio Core, which also owned devenv.exe, the Visual Studio SDK, Projects and Solutions, the editor, and—perversely—Visual SourceSafe.
How the FDA Could Change the Way It Approves Drugs
Ask yourself how much of a salary increase would I like to see, then add that to your current salary and say that sum when asked. The recruiter knows you are not going to take a salary that is below what you currently make, so they will have to offer you a good salary or give the job to somebody else.

Also go read "A Strategy of Conflict", which will enable you to understand and analyze all sorts of negotiations.
Stacked What-Where Auto-encoders
Junbo Zhao, Michael Mathieu, Ross Goroshin, Yann Lecun

http://arxiv.org/abs/1506.02351
When you know you're above market, it's not unreasonable to disclose, knowing they'll go to your old employer and verify you are the "real" deal.

There's little that's a more powerful statement of your value to your prior employer as the salary you'd previously negotiated.
From the FAQ:

> 9. Can I use my personal license on multiple machines?

> You may install the license on more than one machine but it may be used on only one machine at a time. To run multiple installations simultaneously, each instance requires a separate license.

https://sales.jetbrains.com/hc/en-gb (#9 under License Types and Users)

Will I still be able to run multiple instances of ReSharper on the same machine? This is pretty essential to my workflow. For example, I have three instances of VS2015 open at the moment: One for my Unity project, another for a C# plugin, and a third for the installer. ReSharper runs fine in all of them.

I can also run these on my Windows machine while having IDEA open on my Mac. (Actually the Windows machine is a Parallels VM, but same difference.) Will this capability go away? That would be unfortunate.
>One important "fact" people do not know is much of the western philosophical works (and other disciplines) we know today (from Aristotle, Plato, Socrates, etc...) are from Arabic writings

This statement greatly distorts the truth. Almost all extant Greek philosophical texts can be traced to 17 Byzantine manuscripts.

The book reviewed here has much more information about the transmission of Greek philosophy (the review is well-worth reading too):

http://bmcr.brynmawr.edu/2009/2009-01-31.html
Internally, sharing your salary with co-workers is federally protected speech. You could argue to a recruiter that your salary exposed publicly is sharing trade secrets.
I'm not a computational biologist, but I've run into this once or twice. I only use the shell for quick summary statistics now though. I started doing most of my analysis in R, which made life easier on a lot of different levels.
> what is the fair market price of global equities when some buyers can print money?

You raise a good point. "Fair" has long gone out the window when one or more participants has a standing army. Which of course ties in to which participants can print money.
BULLSHIT!
Disclosing your salary to fellow employees helps them by increasing their ability to bargain effectively with their employer. (and disclosing salaries to each other helps both of you)

Similarly, disclosing your salary to a potential employer helps them by increasing their ability to bargain effectively with you.
Disclosing to everyone would do away with the issues raised by the article. If everyone knew everyone's salary, there would be no underwater price-fixing scheme, and disclosing to recruiters would do no harm to you and your colleagues' negotiating positions.
You're generally not even allowed to discuss your salary with your colleagues after (if) you're hired by one of those potential employers.

If it's confidential after that, it should be confidential before, too.
Its an easy question to deflect.

- "I don't feel comfortable sharing that"
- "I'm still looking at a couple different options and don't want to pigeon hole myself"
- "What salary is being offered with this position?"

If they take issue with your non-response, its a (small) sign that you might headed towards a non-ideal working environment.
As stated in the article, it's best to ask them for their budget. If I have any interest at all I clearly state these two things on first contact with a recruiter:

1. I don't discuss my current or past compensation.

2. Before I engage at all, I need to know what the baseline salary and compensation package is for the role in question.

If they're coming to you, you have 100% of the negotiation leverage.
I see a lot of `it bites if you forget this very simple glob thing' on Unix.

Do such horror stories exist for Windows ?
The intent of the #talkpay movement was to identify disparities between employees of the same position, possibly due to extrinsic factors like gender: http://www.buzzfeed.com/carolineodonovan/talkpay-topped-twit...

This article is more about negotiation.
Too bad this article makes the flawed assumption that getting a higher salary is just better.

I recommend reading Kahneman... here: http://www.pnas.org/content/107/38/16489.full.pdf
Never never. The market is competitive. Just tell them "I'd be interested to hear how your company/client values my experience" or "I'm open to competitive offers". I've received crazy good job offers by simply never revealing salary.
That's an odd interpretation of snuxoll's meaning. Presumably he likes getting access to tools he can usefully use, not "thousands of channels" he doesn't care about. He gets more tools that benfit him for less than he is currently paying. So I'm going with the assumption snuxoll meant that and he's not saying "I'm impressed by shiny things".
The recruiter wants to maximise

(probability of you getting the job) x (recruiter cut) x (your salary)

and they also want to maximise the first term. It doesn't necessarily matter if the job is the best option for you, from their point of view.
You should never feel obligated about anything when negotiating (afterwards, yes, keep your agreement it will help your in the long run and is the right thing). Your goal is to get the best possible deal for yourself.
Because we don't know how to make it 0.xx1% charged and keep it that way until you need the energy.
> Recruiters are often paid x% of one year's base salary. In this case, your interests are aligned with the interest of the recruiter.

This is often true, but not exactly true. Freakanomics has a study on something similar, real estate agents. See https://www.youtube.com/watch?v=17jO_w6f8Ck

The difference between you making 130k and 150k may only be 2k difference for the recruiter, which in the interest of getting the job filled is very small. However to YOU, the difference is 20k which can be life altering.
The frontend consuming a RESTful API is a viable alternative
In general, it's in your best interest not to disclose it.
Olympic Village in Vancouver, built for the 2010 games. https://www.google.ca/maps/@49.2709354,-123.1060876,3a,75y,2...

Quite dense, nice to walk through, with nice looking buildings. Not the best mix of retail (few small independent shops) but aside from that it's a pretty good brand new neighbourhood.
The implementation that's currently running is MIT licensed.
Actually not. 50-50 chances of getting 10% of $70,000 is 50% chance of getting $7,000

20-80 chances of $80,000 is 20% chance of getting $8,000

it's actually in the recruiter's interest to force you into accepting a low offer right away rather than possibly getting another offer by your current employer or another offer through an acquaintance
Eh, obviously. Now imagine my surprise when I came to Hong Kong and started to see candidates' current salary on their CVs without even being asked for it.

Not to mention that many companies do 'require' it. Next time I should claim it's confidential. Just to see how they react to a novel situation.
Previous discussion on same article with interesting comments:
https://news.ycombinator.com/item?id=9481487
Only if you sign those rights away.
#demagoguery
Recruiter's priority is to get you to sign a contract so he can take his cut.

This may not align with your best interests as he can make you a lower offer than you aim for, if you reveal your past salary information.
Independent recruiters. Not FTEs. This is a huge and crucial distinction.
Thanks. The drawing canvas seems just what I'm looking for.

(And yeah, I totally get I can't just flip arbitrary screen screen pixels, any more than I can access arbitrary system memory like I used to be able to with PEEK and POKE).
In the US, if your employer tells you that you are not allowed to discuss your salary with your colleagues, they are breaking federal law.
This is definitely a hard lesson to learn for many. Recruiters often cite that it's a routine question. But just because it is, doesn't mean you should answer it.

I've seen some recruiters straight up refuse to work with me when I wouldn't disclose my current salary. Very glad they did.
> Pretty much any major negative event will add a decade and pretty much everyone has at least a one of those. A single one can wipe out years of savings, even at a 50%+ savings rate.

Define "major negative event" here. Assuming you have insurance for catastrophic events, few things should be able to wipe out hundreds of thousands in savings, which is what you'd quickly build up with a high savings rate, especially in a high-paying field.

On insurance, see http://www.mrmoneymustache.com/2011/09/21/i-can-never-retire... and http://www.mrmoneymustache.com/2012/11/01/our-new-237-per-mo... .

More importantly, on safety margins in general, see http://www.mrmoneymustache.com/2011/10/17/its-all-about-the-... .

And even if one of your desired safety margins is a pile of savings, the higher your savings rate the sooner you build up those buffers. If you assume one of those events will happen and wipe out a pile of savings, that's an added drain that you'd have to account for, but a high savings rate still means you'll retire sooner than you would have with a lower savings rate.
I concur -- do any of the markdown environments listed above accept imported .cls latex style files? Would they even be compatible?

It seems like this would be essential for writing research papers according to a conference's template. If so, I would definitely use....
Navigation menu best‑practices for photography websites
If you do that, you're only going to get an offer slightly above what you currently make. Even if you're way above market, it's worth having them make the first offer. You can potentially negotiate it well above your current compensation from there.
The Twitter movement was about gathering information so that those who are underpaid can realize how underpaid they are and potentially change that.

This post seems to be more about at a personal level, and not giving in when the salary negotiations start.
Keepin mind that the actual protections here are relatively weak.
Are you suggesting the previous employer is allowed to divulge that kind of information?
This is so good. A more than decent explanation of what's going on in such a restricted environment.
On the subject of the jquery.payment lib, I remember noticing that the validation functions it provides for various credit cards are not exactly the same as the ones in stripe.js, and actually better.

I would have to look at my commit history to remember what exactly were the differences though. I think it could match the various credit card types with fewer digits entered or was better for cvv validation of amex cards.
Policies that prohibit discussion of Salary are illegal.

http://www.npr.org/2014/04/13/301989789/pay-secrecy-policies...
Only theoretically. The difference between a decent negation and a great one relative to the difference in time for that negotiation.

I can look it up later but it has been shown that real estate brokers wait longer for better prices on their own house than they do for their clients.
Very interesting that you bring up Marx! However if I recall correctly Marx was mostly worried about the complete commoditization of work (which we see to some extent with service companies like Uber). I don't think he considered the possibility that there simply might not be any work for anyone. It'd be interesting to hear his views on these contemporary developments: Because the co-ownership of a factory by it's employees (which communism envisions) is a mentally reasonable concept that a lot of people love. However how would you go about a company that only requires three people to service millions of customers? Does communism have an answer to that? Would Marx suggest to just turn every company into a state owned company? Could the free software movement by Richard Stallman be a clandestine communist movement to socialize the ownership of the modern means of production (ie. software)?
I would be interested in seeing the Supreme Court's rationale that solitary confinement constitutes cruel and unusual punishment. The four principles guiding the court are as follows from Wikipedia:

The "essential predicate" is "that a punishment must not by its severity be degrading to human dignity," especially torture.

"A severe punishment that is obviously inflicted in wholly arbitrary fashion."

"A severe punishment that is clearly and totally rejected throughout society."

"A severe punishment that is patently unnecessary."

The Eighth Amendment was copied virtually verbatim from the English Bill of Rights and wasn't actually used to proclaim a particular punishment was unconstitutional until 1910, 119 years after the American Bill of Rights was ratified. Since then, the principles of "proportionality" and "evolving standards of decency" are evolving to ascertain constitutionality questions. Neither principle appears to do the trick.

Of the four principles above, only the first seems to apply. So the Court will have to declare that solitary confinement is torture in order to stop its widespread use. As seen, the Court has historically been cautious in declaring punishments unconstitutional, waiting until the battle has already been mostly fought in the sphere of public opinion.

Given the stances the Court has taken concerning the death penalty, I predict that no sweeping, immediate prohibitions will take place, rather the Court will apply largely ineffectual provisions to the imposition of solitary confinement.

For example, the Court has ruled in 2002 that capital punishment is constitutionally cruel and unusual when applied to inmates with intellectual disabilities. Georgia promptly responded by making it virtually impossible to obtain a judgment.
Why do you say 95% of software engineers hate price negotiations? This would imply 95% of software engineers are unaware of their fair market price and thus feel ill prepared for the most critical negotiations process of their foreseeable future (even if that future extends only a few months or years). It's only a job - you offer time and professional experience for a set price and the prospective employer evaluates the value proposition.

Society at large does not work as a huge family - this does not mean that it's a dog eat dog world but it's good to have some negotioations theory under ones belt as one becomes a seasoned professional.
Cool that you guys are show-casing your work. I've looked over mosql before. Cool stuff and worth checking out.
The benefit of competition. I hope Gitlab, Github and others keep pushing each other forward. It's better for everyone.
There has been work on performance and more to come (source: ASP.NET Community Standup podcasts). The stated goal is to be in the ballpark of the top performers. You can follow the progress here:

https://github.com/aspnet/benchmarks

Just keep in mind that the work just started (and it was recently put on hold to get the Linux version - beta 7 - out the door).
This is great, particularly the "Update Branch" feature. Prior to that, the only way to update a branch (or a fork for that matter) was to use an external client to merge in upstream changes and push back to GitHub.

I worked on a project with several non-developer users updating content. The web interface works well for simple HTML/CSS changes, but if we developers moved or renamed a file, their forks would immediately be useless. This feature should make that a non-issue.
Good catch. Great legacy too: https://en.wikipedia.org/wiki/Cyrus_the_Great#Legacy
Discussion of salaries between coworkers is a federally protected right.
Not in Calfornia: http://leginfo.legislature.ca.gov/faces/codes_displaySection...

Even federally arguing that current salary is a trade secret is a legal gray area.
Let me know if you have any questions!
It depends. If this a decent headhunter, and not just some chump recruiter trying to find lukewarm bodies, then they are trying to answer the question:

"What will it take for you to switch jobs?"

No problem with telling them your current salary- their goal is to offer you something better, and you can straight up say I'd need 30% more to switch. Remember, they get paid a % of your salary to get you!
The really sad thing is that we build on our best farmland. If you want to grow apricots, the best place is San Jose. That whole area in fact is mighty good for farming.

People need to eat! Californians ought to be living in the foothills of the Sierra mountains. This puts them close to water and saves the more farmable land for farming.

Good farmland is flat, is not full of annoying boulders, and has nice weather. We thus pour slab foundations for giant 1-story McMansions and dig holes for giant swimming pools. Doing that in the foothills would be a short-term expense, so instead we'll destroy our best farmland forever.
> Madoko also automatically synchronizes your changes to the cloud storage every 30 seconds or so.

Does it make a new push to GitHub every 30 seconds?
That's a rather poor interpretation of the study. The study profiles salary among different income groups, not the difference between $110k/year and $120k/year.
Is there a crowdsourced list of startups that use shady recruiting practices somewhere? Not too long ago I was approached by a recruiter for a Unicorn company that repeatedly refused to move forward in the process before I disclosed my "accepted salary range" (asking for their budget, as people have suggested, gave me no response either). This was before I had even met a single person employed at the company. Normally I would have gone around the person in question, but this experience left a really bad impression of the company to me.
I have to speak up on this:

Discussing your salary is always, ALWAYS legal.

ALWAYS.

It's also moral and ethical. It's the cornerstone of collective action. It is information that can NEVER hurt either you or your coworker, because someone is going to have to justify a salary in one direction or another as a result. Never, ever hesitate to share your salary information with anyone who wants to know.

Ashamed that it's too high? Work to get your coworkers raises. Ashamed that it's too low? Time to open negotiations, either with your current employer or another one.
You're right. Doesn't mean there is a general stigma against doing so, is generally frowned upon, and can put you into a position to be fired because of "something completely unrelated but yes, totally related"
Typically, confirming prior salary (and if you're eligible for re-hire) is about the only thing an employer can divulge without much risk.
This would be a great compromise, but I suspect that part of moving to the subscription model would be to do away with "one major version release per year" entirely and put out more frequent releases.

It's a tough position for Jetbrains. I've got a lot of sympathy, the annual release + purchase model is very limiting - but changing to a subscription model comes with its own problems that you can't just brush under the rug by offering a promotional price and talking about flexibility.
ORMs?

Am I alone when I say that I still hand code SQL into my applications?

Regardless of what web framework I'm using (e.g. Pylons/Rails/Django/etc), I still hand code SQL statement in my applications.

I've had far to many times ORMs unexpectedly nuke performance and have other issues than what's it's worth gaining by using an ORM.
AMD will be releasing a new architecture in 2016 and will use 14nm process. Hopefully Jim Keller's team will close the gap.

https://en.wikipedia.org/wiki/Zen_(microarchitecture)
While at Microsoft in early 2000s when MsBuild was first seen (I helped with the initial integration into CoreXT) I attempted to find the person responsible for <Output TaskParameter="Y" PropertyName="X" /> to scream at them. Unfortunately the repo doesn't have pre-open-source history :(
Number Cruncher: Cooking vs. Eating Out
> Built on top of Oracle's ZFS, this scale-up, unified block (FC and iSCSI) and file (NFS and SMB) storage solution runs on Linux

I thought Nexenta was Solaris based and not Linux?
As a mercurial user, how easy IS it to accidentally force-push in Git? You have to really go out of your way to do it in mercurial, and I haven't found any reasons to do so.
You're right. Probably not fair response.

But I reject the idea that getting more of something I don't want makes this any more palatable.
Wait, don't tell me this charlatan is actually right this time: http://www.businessinsider.com/harry-dent-demographic-cliff-...
This can also be done safely from the git cli with the `--force-with-lease` option. `--force-with-lease` will only do the push if the latest ref you've fetched from the remote matches the current ref of the remote. There's a few options you can give it, too, so I recommend reading the docs: https://git-scm.com/docs/git-push
> Recruiters are often paid x% of one year's base salary. In this case, your interests are aligned with the interest of the recruiter.

Not entirely. It may be in your best interest to walk away from a position that is not offering as much as you want. On the other hand, the recruiter gets 0 if you walk away or are passed over because someone else asked for less. So it is in the recruiters best interests to get you placed somewhere, even if somewhere is a little lower yearly salary because they undercut competition.

> The reason recruiters ask for your salary is not to engage in price fixing but to ensure that they pursue a placement where 1) the candidate is getting a pay bump and 2) the candidate is priced competitively.

No, it's so you don't look like your biting off more than you can chew, which looks bad on them. If you move from somewhere with a low pay rate to somewhere higher and you try to get that big pay bump, they're going to tell you that you can't because you don't look like you're worth it based on your previous low pay.
The ideal is not to say nothing, but to know what you're worth and state that politely.

Most candidates who say nothing are either underpaid or overpaid and are trying to dance around that, instead of simply reframing the conversation to be about your market value.
Sure, don't tell them what you're earning. Tell them what it would take to get you to leave... plus 15% for the inevitable downward negotiation with the manager. If your current employer is unwilling to pay you what you think you're worth, you have an obligation to yourself to go into the market and find compensation that matches your expectations. With few exceptions, compensation discussions with your current employer should be mutually exclusive from compensation discussions with other firms. Businessmen don't want to get into bidding wars when they can avoid it.
I kind of wish you could merge or rebase as part of the "Update Branch" feature. I don't allow merging master into the feature branches for any project I manage, I insist that developers rebase their branches before they get merged instead.