skysight-inc/HackerNews huggingface dataset:
Not to sound impolite at all, but your cover letter sounds more like a dating site profile than a cover letter for a job. Overly personal, a lot of irrelevant details. Too friendly.

Let your resume, portfolio, etc. do the talking.
I have tried in the past as well and got the same impression. It seems that in order to be hired remotely you need to be a "rockstar" and sell yourself as more than that.

Remote workers seem to be held to higher standards, and my impressiom is that there's an emphasis in being comfortable with both the domain and the tech stack so that your only obstacle to be overcome to be productive is getting used to the quirks of being part of a remote team and the processes involved.
If the reason I'm supposed to be concerned about fiat money is Jim Cramer's website, I feel even better about it now.

(Also, they're arguing against QE, not the entire concept of fiat money.)
Comparison of image formats
I've made this a while ago and updated it this week. It's a site to showcase various image codecs and still image from video codecs. You can compare codecs at various quality on a subset of 50 pictures from Xiph. Some typical metrics are also presented (VMAF, PSNR-HVS-M, Y-SSIM, RGB-SSIM, MS-SSIM).

My hope is that one of the next-gen video codec will be picked up as a new format to replace the venerable JPEG.
I came across https://github.com/pdfminer/pdfminer.six recently and was impressed with what it could get done. The documentation can be challenging to parse, so I relied on a code sample from a StackOverflow answer. Have you had a chance to try it out? Curious about how/if it works well across platforms.
I think this is more user friendly.

https://foo.com/search?products=couches;color=red;show_recent;
The 40-hour workweek was conceived of and fought for by many socialists and labor activists over many years. What can be said for Ford is that they instituted it without being forced to (by strike or law), but it was nearly 50 years after it had been instituted for federal employees (and 2 years after it was a part of FDR's platform.)

https://en.wikipedia.org/wiki/Eight-hour_day#United_States
A number of companies now let you drop an SDK into your app build and let marketers manage some aspects of the app via a web GUI (push notification campaigns and a/b testing at least).

Check out www.leanplum.com
You should get familiarized with HN commenting etiquette regarding low-effort comments
TL;DR: MS Paint [0]

[0] http://imgur.com/a/YrlD7
If you're delegating decisions to intelligent actors, why not delegate to intelligent actors who make a payment app that's denominated in dollars and includes none of the complexity of Ethereum?
I disagree with that. I've worked remotely for most of my career (three tech companies + long term consulting). I've worked remotely for so long that when I decide to join another company I'm specifically looking to work in an office :)

To preempt the comments regarding survivorship bias or humblebrag: I acknowledge that people absolutely experience higher bars when interviewing fully remote positions. That said, I personally believe (from my own experience and that of friends) that people who typically experience higher competition in seeking remote positions are probably not optimizing their search.

There are, broadly speaking, two classes of companies featuring remote positions. The first type is a company built on a foundation of remote-friendly culture - people communicate in Slack for almost everything, at least half the company is remote, positions are headlined with remote work, etc. The second type is a company that offers remote work and has a well-intentioned desire for remote employees, but which ultimately does not favor them.

I've worked in both sorts of roles. If you are competing against non-remote candidates for the second type of company, then all things being equal they likely will not proceed with you. This is not only because of the cultural differences in preference but also because the interview process is not optimized to treat remote employees as first class citizens.
search for "centrality", "networks", "degree", "betweenness", "robustness", "information-processing", "motif", "graph"
This title is very odd, I suggest an edit: Research is unable to prove that working more than 40 hours a week increases productivity.
Nobody wants a 4" phone anymore. You can't even see a couple tweets on a 4" screen
I totally disagree. The resume/portfolio will talk either way, but they usually don't say enough. If a cover letter can give me an idea of what it's like to talk to someone in real life, it helps tremendously. Resumes just blend together, and it becomes impossible to tell anyone apart.

Doing anything -- literally anything -- that differentiates a resume from the rest of the stack is going to get me to pay more attention. Giving me a personal/emotional connection to the person and an idea of their personality is also going to help, because that's just how most human minds work. We tend to like people who put themselves out there.
> Every shardable database (Cassandra, Dynamo, BigTable) has to worry about hot spots.

Yeah, but the issue with DynamoDB seems to be bursts of access triggering "throughput exceptions" caused a very static bandwidth allocation which is going down with the number of shards and not so graceful handling of overload situations.

It is imho. an anti-pattern to split up the bandwidth like they do. It negates the multiplexing gain for no good reason except a rigid control model.
When we hired for a remote position we received probably 100x the applications as when we hired in San Francisco. The pool of labor is much bigger and much cheaper.

Now we're hiring a full-time machine learning instructor, and I can't even imagine trying to find someone in SF. Even remote is difficult, but at least there are applicants.
UK Police: Accessing the #Darkweb could be a sign of #terrorism
Maybe i am a bit confused, but i have the impression that Drepper was in control of glibc development for much of the 90s, and these days there is a committee of sorts in charge.
I would say if they cannot operate third-party services like Google Tag Manager, then yes. But that's on them. A warning sign of an ineffective department (marketing, ads, comms, etc) is when they insist that anything involving a web site gets clumped under "tech".
And in antiques, just like art, verification by the right expert(s) is what makes it genuine for most people.
The phrase "I am obsessed with clean and efficient code" should be rewritten. Most developers will not want to work on the same project as you; they will not want their code picked over for imperfections.
It depends on what the extremes look like. Say things are power law distributed -- you have three users that require 1000000x capacity -- then as you shard more you basically guarantee that some shards are much, much more heavily loaded than others.
> You said you have friends working for remote-first companies like Github and Automattic - that should have been your first method of entry to go direct to the team itself

Agreed. People who apply to us by reaching out directly to someone they know essentially skip our first level of triage (https://handbook.hmn.md/getting-started/hiring-process/), so if you have contacts, use them. I know Automattic is similar (we're a partner of theirs).
https://sidebar.io/ for getting better at design
Time for MarketOps...
No worries, I totally get your point. I've also got some good feedback, though, from some HR and that made me keep sending the same email.
Enron_Corpus - Not a clean dataset for training but a unique resource.

https://en.wikipedia.org/wiki/Enron_Corpus

"The corpus is unique in that it is one of the only publicly available mass collections of real emails easily available for study, as such collections are typically bound by numerous privacy and legal restrictions which render them prohibitively difficult to access"
OpenBSD disk encryption
How Robinhood founders raised $3m and built a $1.3bn company with no product
My thoughts are that invoking slavery to denote a dependency is ridiculous.
As an interesting remark, I still find myself quite productive working 50 hours a week thanks to context switches from working in 2 different languages at my jobs (node and python), and in different areas (data engineering and backend)
If you want to map whole planet’s surface onto a plane then sure, there’re tons of options (Dymaxion projection is my favorite). I can’t understand why areas and distances would be distorted if user manipulates a 3D globe though; yet it seems to be the case here.
No. No team member at a company should ever be a slave to another, regardless of their role and function.

Teamwork and participation in a group is all about service, not slavery. The developer acts in service to the marketer, who needs assistance with things like funnel tweaks, event wiring, analytics add one, and more. The digital marketer is in service to the developer, as they can add fresh users to a platform, which can provide insights and illuminate opportunities for improvement.

If we keep looking throughout an organization, all roles manifest themselves this way. Whether it be finance, support, operations, design, product, or legal. If we position our perspective from that as an adversarial one (a la slavery), the perspective does look like one where productivity is reduced drastically because we are blocked on one another. If we view it positively (a la in service of one another), and act accordingly, we find that whatever slowdowns we perceive at a micro level are made up for in major macro improvements.

So, to answer your original question, no. Marketers are not slaves to developers.
The cover letter should have more direct language and be mostly about your skill-set.

You can also reach out to recruiters at those companies you like rather than going through the official website application.
I've been searching for a remote position for 6 months, and I can relate to OP on a lot of this post. Methods slightly different.

I feel like I'm one of a huge crowd and being ignored completely is very common, even when I surpass all of their requirement check-boxes boxes, then some.

I spend a good amount of time on each cover letter, research the company, and email the CEO or a lead developer on the team. I very rarely get a response, but twice I got to the first stage and then it's as if I was forgotten.

I'm currently employed in a non-remote position, and I would be able to get a new local job with ease simply because I can walk in and talk to someone. I have gotten offers already, but I have a good list of reasons for wanting a remote position.

I'm persisting, but it's getting a bit tiring going this long at it.
Information Transfer Economics: How money transfers information
I use rsync with external disks
I see a lot of synergy for Disney acquiring Cirque. For example:

1) Disney just built PandoraLand... Cirque has a new show based on Avatar: Toruk.

2) Disney is an entertainment megacorp whose weakness seems to be live entertainment... enter Cirque whose strength is exactly that and has global recognition for it.

3) Disney is going to China (Park in Shanghai)... Cirque is building a resident show in HangZhou.

4) Cirque is weak at merchandise and character building... which happen to be two of Disney's superstrengths.

5) Disney doesn't have a presence in Canada, a rather progressive family-oriented country that generates a lot of traffic in at least DisneyWorld... Cirque is one of the biggest, if not THE biggest brand in Canada.

6) The Canadian $ is low, the American $ is high.

7) The two companies already work together on projects and have been doing so for at least 15 years.

8) Cirque already has a show smackdab in the middle of Downtown Disney.

Am I crazy?
This suggests that you think there is no perception bias that affirmative action is trying to counteract. You might be interested to know that when people try to correct for bias, they typically undercorrect.

Also, for people coming from more challenging circumstances, getting the same results is literally more impressive.
I run a mainly remote team with over 30 people that also has a small office in LA. I am blown away with the level of competition for remote roles we hire for vs a role in our LA office. On average job boards will drive 5x more candidates for the remote role and the overall level of candidates is way higher. My last remote dev job post had 300+ candidates and a customer success role has 700+ and this all from one post on Stackoverflow or WeWorkRemotely. That said we might be outlier for we pay really well and have a remote first culture. The overall lesson I got though is their a lot more qualified people are looking to work remotely than their is awesome remote jobs.
> Competition for each position is fierce. Especially for the SF-type jobs where the salaries are so astronomical compared to your remote area (like Greece, India, Thailand, etc.). You may have some (or even a lot) of experience in some tech, but so would the other 50-500 applications for that position. This puts the ball in the court of the employer, because they use stupid filters like "the right fit" - which most of the time equates to finding the person they can extract the most value from per-dollar (or the 1 who kills their wannabe-Google interview process the best)

As I mentioned in another comment in this thread, I disagree with this. I've worked remotely for almost all of my career, across three companies and long term consulting. I've also interviewed many candidates for positions that were remote-friendly.

For self-awareness, I'm going to acknowledge that there is an element of survivorship bias in play here. That said I do not believe remote positions are intrinsically more competitive than the modal onsite position sought by a typical HN reader.

What I believe actually happens is a cultural obstacle: two types of companies offer remote work. The first type has a cultural foundation set up to treat remote employees equally both in the work environment and in the interview process. The second type is well-intentioned, but does not design their work environment or interview process to enable remote employees to succeed as well as onsite candidates and employees.

If you are seeking positions at companies that merely offer remote work in a sort of half-hearted, "this is the future and we want to be trendy and 'get the best talent'" way, then yes, it will be competitive - you'll find that even if you do well in interviews onsite candidates will be chosen more often than not. But if you optimize your job search for positions which treat remote employees as first class citizens (especially with regards to on the job communication and the interview pipeline), you'll probably notice that the competitiveness of the process quickly returns to what you'd expect of typical engineering interviews in coastal areas.
I'd agree with this, I read the the cover letter and found it unconvincing. Specific things I'd do to improve it are:

- Make it less personal, the whole first paragraph is unnecessary, as is the 5th. Much of the blog paragraph could be removed.

- Focus on the projects.

- Add _far_ more about relevance to the company applying. I'm not sure how much was being added in the placeholder for company relevant information, but I'd expect roughly 50-70% of a cover letter to be company specific, explaining how your skills and experience will make you a good hire for the company.

- I'd probably add a cultural question about the company - this invites a response, will be something a recruiter can answer easily, and will show that culture matters to you.

- I'd probably play down the Node.js experience unless that's what the company specifically does - otherwise it reads like Node is the only major recent experience you have, which is unlikely to be useful at most companies.
Not really really. It happens in other industries as well. It's not corruption. Corruption would be hiring someone without due diligence interviewing just because you know them.

I can't think of one company which refuses referrals. Rather, even the largest of public companies have referral programs.
Youd have to pay for extra time for services besides vacuuming. Even if your price is 6x lower, the roomba is still cheaper.
It's fine to talk about net gains and losses. But you keep talking about those, while at the same time attributing the losses to a lack of young people. But that's not where the losses are coming from. There may have been gains predicted there that didn't materialize, but that's still not where the actual losses are coming from.

You want to talk about average cost basis, but then you keep saying that you lost money because investment X only gained +$Y instead of +$(Y+Z). Which is wrong. You lost money because you had other investments that lost money. Investment X gained value; it just wasn't enough to offset those other losses.
New book on TypeScript
Wow, that's interesting. I do keep doing comments on PRs on small things but not at the point where I would reject a PR but rather discuss it. Maybe it's a strong phrase though.
No. Marketing / Sales / Support should have its own technology budget to run systems it needs.
I'm on the other side of that coin! Do you know how hard it's been to find someone that is good at SRE/DevOps & wants to manage ESXi/VMWare Boxes and SANs/Storage?
Nice! It would be interesting to visualize a React hierarchy this way. Is your display client using some sort of "open" protocol that you could hook other things?
> The meat processing industry is still extremely insulated, but let's hope this gets chipped away to reveal their secrets.

If you have nothing to hide, you have nothing to fear.
Best Rajpal Yadav Chup Chupke Comedy on YouTube.com
"Are emotions algorithms for survival?"

The trouble humanity has always had while contemplating her own nature, lies in complexity providing more than one solution to similar problems. Individually, our cognitive strategies diverge for greater collective coverage. Genetic efficiencies, experiential refinement, and deliberate manipulation vary results.

By the insights I have gained by life long introspection, I offer that emotional system provides "smoothing", and "weighting".

The weighting may be considered a form of survival algorithm insofar as it primitively associates with the mind's facility for inductive reasoning (defaulting to attachments at birth, growing more complex through reinforcement throughout the lifetime.

As smoothing, the inherently abstract nature of information is grainy. Consider what may make one piece of information more important than another. Meaning derives from long complex (and branching) chains from root implications to perceived values. The emotional subsystem provides a smoothing between independently compartmentalized neural processes.

"By default" emotions may work one way, with the reinforcement of training they may work a different way, with some special kinds of development they may be either overridden or enhanced to spectacularly un-intuitive results.
Zero accidents, all of your data – Bosch's autonomous car bash
May I ask what tools you used to built that ?
Most of the things you've listen can be done (and are routinely done) by marketers. Because they're marketers doesn't mean they can't use a computer.

There are cases where developers may be required (e.g. building a custom tool for some campaign) but that work can often be outsourced.
Sibling Spillovers
What could a $1200 device with 256 gigabytes of storage do that another high-end phone cannot do? You're constrained by the form factor. The only other devices with specs like that are notebooks.

I don't really expect Apple to come out with a convergence device like the Ubuntu phone or Windows Continuum, but I don't know what else a phone could do to justify the price.
Diskhash – Disk-based, persistent hash tables
Advanced DB-Library for DOS with DPMI16 – breaking DOS 640K memory barrier
iOS 11 Blue Bar Helps You Reverse Engineer Your Competitor's App
Yeah. The middle management sucks. I am in the same situation and I think the better solution is: you get a tech lead position and then do the things on your own schedule. Another alternative solution is to go to great team/companies to avoid this kind of middle management.

The first line engineer always be played by the sucked middle management.
I'd tend to agree, sort of sidewise, with the article author that "hack", like "make" in the "maker culture" sense, is freighted with all kinds of connotations that I think somewhat blur its applicability here.

Where and when I grew up, the term was "jury rigging", which I think much more narrowly captures the same meaning as "gambiarra", and likewise escapes the commercial colonization of "hack" and "make". Jury rigs by their very nature are one-offs - necessarily individuated applications of ingenuity, with whatever resources happen to be available, to solve problems often unique to the contexts in which they arise. You can't reasonably call such a thing a "prototype"; it's not an exploration, but rather a (semi-)permanent solution, and should it need to be replaced later on, likely it will be another jury-rig, itself unique although perhaps similar to the first, that does so. Such efforts are the very antithesis of off-the-shelf solutions.

To that point, I think the article author is both right and wrong to decry commercialization, and the commodification of industrial manufacturing techniques, as antithetical to pure ingenuity. I'd agree that when one can 3D print, laser cut, and CNC mill custom parts to a fare-thee-well, the jury-rigging or gambiarra style of ingenuity tends to fade into disuse, because why bother jigsawing together expedients when you can just design the exact thing you need and then manufacture it at a lot size of one? If it doesn't work as expected, throw it out and make another. If it does, the nature of the process lends itself well to the idea of productization (ugh, what a word), because the result is already necessarily designed for manufacture at industrial scale, with only some optimization required. And the large-scale commercialization of "maker culture" in general, with publicity and marketing firms opportunistically adopting the term in a transparent bid for the same sort of exploiting-the-naïve business as those "We Can Get You Published!" ads in the back pages of an old Writer's Market, certainly merits being looked upon with distrust and distaste.

On the other hand, human ingenuity isn't a limited resource requiring conservation; be it ever so disdained, it will nevertheless rise anew in each generation, in each person, faced with a challenge for which no easy off-the-shelf solution or CADed, CNCed custom manufacture is available. We live at a moment of historical coincidence where such solutions are far more easily available than at any time in the past - but that may not always be so, and either way, "the future is unevenly distributed". In those places where it's thin on the ground, people still jury-rig and gambiarra their way past problems, just as we have always done - it's just that we don't hear about it much, because it's not terribly fashionable, and in any case people who do it can't be relied upon to noise it all over Facebook. And should we find ourselves exiting the current historical coincidence into a world where "the future" is less available to everyone, we'll see human ingenuity rise to meet the problems that new world poses, just as we always have.
Hayek Meets Information Theory. And Fails
They indicated that the problem was with the extremely power dense 100Kwh packs that are now fairly common in the Model S and Model X. It may be that there is no similar issue with the less power dense utility scale packs.
More progress on carbon nanotube processors: a 2.8GHz ring oscillator
> - I'd probably add a cultural question about the company - this invites a response, will be something a recruiter can answer easily, and will show that culture matters to you.

Hmmm, that's actually a great idea. A conversation starter. Thanks.