skysight-inc/HackerNews huggingface dataset:
This is the 21 st century. People don't get to get married to their jobs, think of it just as casual dating. As long as both of us are having good time, it is all good.

People have been loyal, but they have been paid back with lay offs, either the company goes belly up, or people/projects get cut. Once it happens to you once, you don't do that mistake again. If you see the 'shitty times' ahead sign, some people will leave, and for good reason.

Want to keep them around? Give them an incentive to do so, more equity, more responsibility/better tittle, and promise higher pay when things get better.

But a lot of companies just don't do it, and expect blind obedience. Also they turn blind eye when shitty managers ruin teams, and take action only after half of the team has left already. First guys out of the door are always the good ones.

If a candidate tells you: 'I left company x, b/c my manager was a dickhead, and that I'd rather work somewhere for good people, then compromise my dignity and integrity just to make a manager look good', means that guy actually has a backbone. A weak person will bend and please his manager, even though what the manager is demanding might be damaging to the company on the long run (you see this often in tech. companies).

My experience as a Gen Y, when I started my first job (2002), as an intern, i saw 3 out of 8 team members get laid off. One guy had be there for 2 years, one 6 and one 14! That's a good lesson you get for life. A lot of people that started their careers between 99-2003 saw this first hand. Sorry, but loyalty goes so far.

Expect the average person to stay 1-4 years in one place, with the 3 year mark the good time to find a new job. Any more than that, then they probably have no ambition, unless they are moving really high up in the ranks.
This is why you refer to terrorists getting their hands on nuclear weapons, I'm sure.
Well the article assumes that structuring my life so people like the author can have the warm fuzzies when looking at my cv is a priority for me.

What I look for in a job is autonomy, great co-workers and interesting work. The moment any of these decline, I leave. Why should I stick on to a dead end job because someday some fellow like the author might not like my cv?

Do what makes sense to you at each decision point. If you are any good technically you will never have a shortage of job offers. If you are really good you'll be drowning in them.
Nice app! I learned a few things about my account.
Congrats on the short handle and the creative idea.

Some suggestions: 1) @wtf t=24hrs; Allow me to adjust the frequency. 2) @wtf -mashable; Allow me to add/remove sources. 3) @wtf "(facebook|twitter) down"; Allow for more advanced searches.
This is very true. Good job pointing out how the author rambles about "generations" and what's wrong with them, trying to explain why an employee leaving a job he doesn't like is somehow evil and sinful.

The article at part reads like the vague "get off my lawn" ramblings of a bitter elderly man. Good luck attracting top young talent with this attitude.

Another important point is that most startups aren't a good place to stay long term, simply because (duh!) most of them do not succeed. Curious, isn't it?

Statistically, over a 3-4 year period, your startup is 90%+ likely to fail. Why would the best and the brightest stay in a failing project? The captain may be expected to sink with the ship (he often doesn't, and especially his first officers don't), but when you realize that this isn't your company, your "stock" isn't going to be worth a nickel since any meager sale profit will go to the series A investors, and if you don't start sending out resume you're going to be fired in a couple of months - why again are you expected to stay?

Also, many of the best engineers I've known have periods where they changed jobs, and then periods where they stayed at the same job for 2-3+ years. That just makes sense. If you can get hired anywhere, and since you can't really gauge the merit of a company from a few hours of visiting it pre-hire, you're likely to shop around and try to find a place that you like.

Ultimately, as you correctly pointed out, if an employee is truly happy in his current position, s/he will not leave. And it's your job as employer is to keep the employees you want happy and productive in your company (what other task does a manager have, really?). How anyone can ignore this simple fact is beyond my grasp.
Some "technical" content comes from those backgrounds as well, which sometimes turns out to be useful. I'm in AI, and people sometimes run into pitfalls that a stronger background in some other area would've let them see much further ahead of time. Sometimes a solution that seems like it might work is one that you'd immediately spot holes in (or at least likely points of difficulty) if you were familiar with philosophical logic, or semantics of language, or something else of that sort.
Right on the money. That was one of the most self serving "startup guy" blog posts I've read that didn't come from Spolsky.
If there was an auction for the tickets the price would be driven up too. Shows do sell out in minutes and not just because of scalpers.

Imagine an auction that increased ticket prices until just before the show began. Now stop imagining it and recognize that it's exactly the same as sold out shows plus scalpers.
Opportunity cost. Not a good use of my time. Smarter to use Python as it is to do things that yield greater value for me.
Unfortunately, if it turns out that we do end up needing them, I think the bottleneck field might be political science...
but do you prevent users from storing a file where they want it because of that?

Then again, if most people aren't that concerned with the file hierarchy, then why foist it on them?

There's some new "pad" thing that does exactly that.

We'll see how this unfolds. I suspect that the UI of the iPhone OS has conditioned people to think of files and items as being "in" an app. I suspect that Apple will implement some way of sharing or transferring files between apps.
As I said elsewhere, that's false equivalency. Just because AGW-denialism is not orthodox doesn't mean that it's on equal footing with AGW. By your argument, the government should fund intelligent design (or should I say evolution denialism) too!
1) Create an online form that doesn't take input, and call it "educational".

2) Get a bunch of educated people to review it for 3-5 days and approve of it.

3) Wait until the educated people send links of this to their non-internet literate friends, for education, shits and harmless giggles.

4) Switch to a live form that captures data.
Fantastic Iron Man Illustrations « Learnteractive
Read the book The Leader who Had no title by Robin Sharma. He philosophizes this concept and applies it to life in general. You don't need a title. If you do, you're not busy working enough.

My business card simply reads Without title under my name.

Think of it this way. When does another person come across your card? When you hand it to them.

If you are serious about building meaningful relationships with clients/vendors/strangers, a title on a business card should not define your role. You should.
Of course, without this process producing a lot of available nitrogen to use in making explosives during the first half of the 20th century we would probably also have avoided two world wars. Occasional famines and a lower upper-limit on human population or millions dead from guns and bombs... interesting set of choices.
Don't want to hear it after what you did at the UN, Mr. Powell.
Candice Swanepoel GQ Magazine South Africa May 2010
The South African supermodel Candice Swanepoel appears on the cover page of Men's Magazine GQ Magazine South Africa issue for the month of May 2010.
Truly breathtaking images of our central star.

I met one of the project scientists 13 years ago, and it's great to see the culmination of his and the teams work.

As an aside, a great movie about the Sun is 'Sunshine' (http://www.imdb.com/title/tt0448134/), by Danny Boyle of Slumdog Millionaire fame, no less. Worth a view, http://www.youtube.com/watch?v=_BZa93i6kl4.

Now back to stargazing.
To the unsung Indian bureaucrat(s) behind this proposal: Shabash!
Another important point is that most startups aren't a good place to stay long term, simply because (duh!) most of them do not succeed.

Startups have some dreadful lows, so I can understand not wanting to hire people who will leave at the first painful moment, especially because one departure can trigger a fatal exodus. There are also people who just collapse during painful periods and a startup can't afford to have them... but the ones who collapse tend to have a certain passivity about them that makes them incapable of being voluntary job hoppers.

However, we're talking about entirely different sets of motivations when we compare the "stay-or-go" decision at a big company vs. at a startup. Someone who leaves a mediocre corporate job after 6 months because he isn't learning anything and because it's obvious that no one with any power cares about him is, in my opinion, savvy and ambitious. This sort of person could easily be a great startup employee-- knows what he wants (and is therefore less likely to job-hop out of ignorance and confusion) and seasoned enough to cut through bullshit and avoid the wasting of time.
The author talks about "generations", so we may mention this funny "generation" of 20-something entrepreneurs that try to hire people for little or no money (see the recent "chief intern" postings) to make the entrepreneur - ofter only a couple of years older than them - rich and themselves poor.

The good news is that these clever entrepreneurs tend to get what they pay for. But then they have more time than successful ones to wax poetic about this "generation" and its many misgivings.
If I understand your comment correctly, I believe the API already works this way, except instead of using PUT, it uses POST for creating new records and zones. To create a record, a client would do a POST with the record to create in JSON as the request body.

Is there some reason to use PUT over POST in this case? By my understanding, POST is typically used to create new resources and PUT is used to updated existing resources.

Also, I can see now that the doc is pretty unclear on how the API expects data to be sent in a request's body. I'll be sure to fix that!

Thank you for your comment and yes I'm in need of more beta testers! Please e-mail me. My e-mail address can be found under my HN account.
Leadership ends where letting yourself be manipulated and used begins.
The OA article comes off a bit like a bunch of teenagers complaining how their parents generation are a bunch of conformists so they're going to rebel by all doing their hair different. And then the teenagers all do their hair in exactly the same "different" way.

Then they get older, and realize, hey, most people's hair is like that because as you get older, most people don't care that much, so a sort of "style freeze" happens. Then, luckily, these people give birth to their own set of teenagers, and the cycle repeats.

If he doesn't understand the value of a job title, even in a small company, he just hasn't been in business long enough. Eventually he'll learn, "Oh yeah, those things really do have a purpose!". They help settle who has final say on decisions within a particular area. They help route questions to the right folks who can answer them or get them answered. It also puts an outside-facing name next to a certain slice of the business: forcing a person to "own" an area because if, say, an outside observer thinks that some company's marketing is done badly, it will reflect badly on the VP of Marketting, etc. Sure, inside the company, in the dark, when nobody else is around, you can have whatever silly titles you want, or even no titles at all. But if you really think titles are meaningless, you should take it to it's logical conclusion: renounce all use of personal names, location names, etc. Afterall, they are just titles, they don't mean anything. Oh yeah, that's right: they are useful. That's why they exist!
That's a remarkably wrong statement, given that I am an early startup employee.

If you are an early startup employee, you normally get compensated primarily with equity. Hence, you are the company; hurting the company will just hurt you. There's a big difference between an economic transaction between you and a big company, and an economic transaction which is largely between you and yourself.
My response:

"Mary Poppins was the ultimate flake; she also offered no value during her stay."

http://twitter.com/thwartedefforts/status/12684019933
If a candidate tells you: 'I left company x, b/c my manager was a dickhead, and that I'd rather work somewhere for good people, then compromise my dignity and integrity just to make a manager look good', means that guy actually has a backbone. A weak person will bend and please his manager, even though what the manager is demanding might be damaging to the company on the long run (you see this often in tech. companies).

Fair, but I wouldn't advise anyone, under any circumstances, to badmouth an ex-boss at any stage of the job search process. It's one of the most common interview fuckups.
Attack of the Mac Emulators: Retro Games on OS X
And you are one-hundred percent correct. Working code works well with resumes, but it's not entirely practical to send a CD-ROM with every resume you send out there, especially when IT departments are already cautious about software they don't directly support as a means of protocol security.

On top of this, you have to consider that hiring managers and recruiters are just the first barrier to defense when it comes to the process of making hiring decisions. Often, they have to place individuals in departments that aren't development, thus, expecting them to look at any code you've produced or software you've written is almost moot. They don't know what the code means, if it's good or bad code and whether or not it's a fair indicator of how your contributions and work ethic can impact the department needing a vacancy filled. At the same time, they have no idea if the software you've provided a download link to is software you wrote over a weekend by copy and pasting tutorial code, without actually learning how to employ critical thinking skills as a developer.

In my work process, when screening clients, a resume entails everything from candidate discovery to candidate placement, it's entirely in the candidates ability to sell to me that they are the candidate for the job vacancy. The physical resume is just the bridge I use to connect that candidate to the hiring manager.

Sifting through resumes is admittedly tiring, but the moment I come across one that has actual accomplishments and enables me with a feeling that this person did more than clock in, crunch away at an IDE, and clocked out, that's when I set that resume to the side and make a mental note that "John Doe deserves a phone call".
I don't know if it was intentional, but I think the title should say 'Popular WordPress plugin'.
Exactly how is this any different than the "Share on Facebook" bookmarklet, other than that Facebook Likes don't appear to support additional metadata (like videos or images) in-line, and it just says you "like" something?
Metamaterial invisibility closer to visible ranges
"In the last job I recruited for (our associate) I had more than 1,000 resumes"

You're doing it wrong!

BTW I don't want to employee someone who doesn't want to be there. If he wants to leave, he's doing us both a favor.

It's important to explore why the candidate wasn't happy or had leave the company.
The few successful startups I've known actually didn't have many "lows", and certainly not "dreadful" ones. They had a lot of stress, insane work hours, no life/work balance at all (since "life" was removed from the equation), but not too many of the kind of "omg we're actually failing" type of lows.

The cruel truth is that this business is so competitive, that if you make too many mistakes you're going to lose to those 1 or 2 among your hundreds of competitors that were lucky and competent enough never to have these kinds of failures.

In any case, I agree about the failure to distinguish fundamental (and very different) motivations here. Certainly you don't want someone crumbling under stress, but these kinds of people are easy to identify. Did that person had a very long vacation after leaving (for whatever reason) a startup? Does he seem to shy away from risk, stress, and high pressure positions?

If so, and you're hiring for such a position, it probably shows obliviousness and lack of self recognition and maturity for him to even apply.
+1. I was going to say something similar.

Every generation has it's problems, it goes two ways. More importantly, especially in the startup scene, the EMPLOYER is probably going to get a big payday at the end. I'll see little / none of it so of course I'm going to move with incremental changes.

That does not mean a 'job hopper'. I'm fairly certain that most are smart enough to think ahead and ensure that long term career prospects are not being jeoparidzed. And in 10 years, when this breed of CEO's dies out it is a null point anyways.
I implemented something very similar (albeit slightly less slick) for the GNOME panel. It works nicely.

http://blog.kevinmehall.net/2010/bringing_pin_tab_to_wnck
Schopenhauer said it best.

This man takes the limits of his own field of vision for the limits of the world.
First Light for the Solar Dynamics Observatory
They're definitely not startups.

If I need to launch a complex product in 6 months or die, I don't care whether my senior developer had his entire family die from serial dysentery. You're either working as hard as you can getting us to the milestone, or you're not a developer here.

The truth is that being "loyal" will kill a startup.
Tell HN: Introducing The Contact Protocol, what do you think?
Just be very liberal with handing out refunds or service credits. People tend to be quite forgiving.
so… his manager was making it up on the spot.
How to promote your brand in social networks
When asking for help with a problem, also mention what you've already tried
Get Ready For the Memristor Revolution
The "earth is round" folks don't hide data. They show their work.

Note that the NSF does fund things that seriously test special relativity.

Do you really think that the temp measurements are as sound? You remember the temp measurements. The US ones come from stations in parking lots, and they're the good ones. A huge fraction of the foreign ones have been moved. We don't know how that was adjusted for. (The dog ate their homework.)

Which reminds me, we have data showing that CO2 levels on earth have been several times higher than the projected disaster case. Care to guess what the "unbearable" temps were?
Jeff Jarvis on Facebook’s Open Graph: “It’s Inside Out and Upside Down”
Some good insights here.

Rishad Tobaccowala tweeted: “you are right. What we want closed (our data) they want open. What we want open (create and transfer) they want closed.”

There's room for someone to give us what we want. What if there was a P2P open source app about communication / status / notification?

A web browser would be a good platform for this to reside in. There would have to be a daemon/service component as well. Perhaps a cloud component, but with distributed control and controlled encrypted access, so only immediately linked nodes could ever be compromised.
Oh give me a break. Just because the man made a mistake doesn't mean everything he has ever said is invalidated.
Why You Should Love the Most Hated Man on Facebook
Seven Reasons Apple Shareholders Should Be Cautious
One of the main reasons why that screenshot looks good is due to the fonts you're using, which are good fonts (presumably from MS Windows).

Good fonts always make a massive difference in terms of screenshots.
Can you give an example of something he says in this presentation that you disagree with? Did you read the presentation before posting this?
That depends on what you mean by "better." Several brands of mp3 players have had superior sound quality, powerful equalizer customization and the ability to play more formats. But Apple had the streamlined iPod+iTunes experience, as well as fantastic marketing.
Last week, I posted something similar to proggit using the youtube redirect exploit.

During its three-hour run, nearly 6000 people (20%) tried to give me their google account credentials.

http://www.reddit.com/r/programming/comments/bpy7h/think_you...
5) ...

6) Profit
This is literally my first time hearing about pin tab in chrome. Behind the curve entirely. Thank you.
But you could also argue it the other way.

Staying with a stereotypical light gray desktop theme is easy and doesn't distinguish it from anything else out there. Mac and windows both made bold decisions with their UI, not all of which may have appealed to a lot ot people (remember "pinestripes" on mac? remember the cartoonish look of XP?).

While I do see this theme as slightly unual (in that it's a "dark" theme), I do applaud them for taking a risk.
No because if you stay on good terms with a "serial entrepreneur" then you could easily end up an early employee of his next company. How many stories have you heard (On Mixergy?) of CEOs being on their 3rd and 4th startup before one takes off and is successful.
X37B has successful launch
I have tried one, and they're really not the worst device I've ever used. But they don't compare at all to an iPod.

The experience is just weird (and this may just mostly be because I'm used to the way iPods work so I have skewed expectations). The design is trying to be edgy but it just comes off as weird and awkwardly non-functional. The software just doesn't work as well. The store functionality isn't even close to iTunes.

I think Microsoft could top the iPod (and some things on the Zune are really cool UI-wise), but they've got a long way to go. They would basically need to take the shine they have on the device now and rethink the entire experience from a UX perspective to really get anywhere, though.
I think the trouble comes from the concept "a job" to begin with. It's a vestige. The historical trend that goes slavery -> serfdom -> indentured servitude -> wage slavery runs right up to the modern job. Looked at from this perspective, the rhetoric around "loyalty" and "security" sounds remarkably feudal.

This historical trend is continuing, the old forms are breaking down, and our little corner of society (the software startup world) is one edge of whatever is emerging to replace "jobs". It isn't clear yet what the next form is. But these angry arguments about who owes what to whom are symptoms of the churn of this process.

Personally I think it would be great if we eventually moved fully beyond the master-slave relationship. As someone with a strong aversion to both sides of that dichotomy I find it a little annoying to be part of a civilization based on it.