skysight-inc/HackerNews huggingface dataset:
I think there are few main reasons why this happens. I understand this will not appeal to many developers and understandably so. Learning new frameworks and having freedom of choosing your technology is definitely nice when you are developer, but you also need to recognize that if you are changing your stack every year you can be experienced developer and yet are effectively beginner at your new stack.

1. Managers (and developers, too) don't strive for repeatability and predictability of the process. Sticking to frameworks, reducing variability, forcing an exact development pipeline. It is not appealing to developers and managers are afraid to push this.

2. Lack of feedback loop. At the end of every project/deliverable/iteration, ask what could have been done to prevent the problem (what could have helped to estimate this more reliably). Implement mercilessly as if bad estimate was on par with deployment failure.

3. Move unplanned work to planned work. Prioritize delivering sound and good 100% of code over delivering quickly "the first" 80% of your solution. Develop code as if it was controlling Solid Rocket Boosters. Follow good practices like MISRA. Don't allow exceptions. Do PROPER code reviews. Most code reviews I have seen is a colleague spending minimum possible time so that he does not feel he did bad job. In my opinion good code review requires going throug evereything top down from requirements and then bottom up through each statement to understand everything is implemented correctly. This takes about as much time as implementing it in the first place. Make sure managers understand this typically takes more time to do correctly and they should expect payout later, not this iteration.

4. Hire carpenters and make them your senior staff. Make sure you have clear understanding who is senior/junior developer. Senior developer is a person that understands broader context and can be left to supervise a small project with understanding he/she will be able to uphold standards and provide correct solution and guidance for the junior staff. Make sure your senior developers are carpenters -- most projects don't require exceptional skills and rock star developers. They require people who don't get bored once they see something working but instead have the drive to finish the second 80% of your functionality and do it with the same amount of focus as when they have started.
Detecting loops
This new bug is much easier to trigger accidentally.
New tools reveal prelude to chaos
Performance reviews are for the ORGANIZATION, not the EMPLOYEE. Informal feedback is for the employee. #managertools
They might have been looking to downsize anyways, laying off a team that is no longer needed anymore is an easy way to do that, as sucky as it is.
But in what specific way way does it make it simpler? What are the tangible benefits? I've been working in a Node/React environment for the last 2 years and there is virtually no overlap between the code we use on front- vs backend projects.
Advice for Junior Java Developer Interview Practice
Hi all,

I wanted to hear from any Dev hiring managers or Tech Manager regarding what evaluation do you consider, what level of expertise do you expect, how thoughtful you expect candidates must be for any junior level developer role. I have been facing several rejections lately. I have 2 years of Java experience. Please, advice for any books or any tools I should adopt.

thanks in advance
saurock
Usually there is a salary scale, and usually that scale is consistent and favors tenure. People start at a consistent level -- "Bob" doesn't start as a "Developer 2" making $80k, while "Sally" starts as a "Developer 2" at $50k.

The biggest "upside" is that there is usually more stability in terms of work rules, benefits and compensation, and when there are changes, you know about them. There are defined work rules, disciplinary procedures, etc. Your health insurance doesn't randomly change every year, etc.

The union itself is at least a nominally democratic institution. The downsides are that shitty employees can work the system. And just like how you have bad IT, HR or other teams, some unions suck. Dealing with a shitty union is difficult.

In general, if there are a bunch of people around you doing the same things, the company is making money, and you'd like long tenure, a union probably is a net benefit. If you work for a mega-org or .gov, it's essential. If you're in a high-growth business, or a profession where you expect to bounce from employer to employer, it's not a good value.

Everyone on HN is a 10x employee making a $500k/year, so it's not a good value in that situation either. ;)
"I know it's a tangent, but " ... anything after "but" is bullshite. Just stop.
To paraphrase from Google...

A "Shadow Belief" is an assumption we make without even knowing it's an assumption.

Thinking you can only hear peer feedback from your boss or during an annual formal review is a shadow belief.

You don't need your boss or some stupid process! Ask the people who work with who you respect and do it often.
The large majority of gold traded for bullion or investment isn't actually moved. It's just the rights to claim X tr. oz. of gold in the vault of XYZ company. Also value of my gold doesn't depend on the transport of all the gold out there so rolling those costs in at the individual level doesn't make much sense. BTC on the otherhand is useless without mining because the existence and transfer of BTC depends on the miners. Even post lightning mining is still critical to opening new channels.
They’re not depending on the order of evaluation, but the rule that the evaluation of the expression on the LHS should only happen once.
That's also partly because you can't hardly buy a newly constructed house unless it's 3000+ sq feet, whereas houses from decades ago were substantially smaller, leading to more affordability. The lack of these houses does not imply that people currently in their 20s and 30s are less affluent, just that there is less affordable housing.
But you don't care about market outcomes, but about your own personal outcome (and I assume the economic theory alluded to wasn't macroeconomic but micro). The market can converge to fair non-union wages, or it can converge to fair union wages, which would be higher. Capitalists claim that unions reduce overall profit and harm the market, but workers shouldn't care about that (i.e. lower stock performance and higher wages are better for workers, at least in practice, given actual wealth distribution).
>It is a profile increasingly hard to find

Only in an employee's market.
In fact, they're mostly meant as a way for HR to have a paper trail to fire people. That's the only real reason for them to exist, and any good that managers do with them is incidental.
Should a union have the right to negotiate a contract to hire only workers from the union?
1984 wasn't written as fantasy horror fiction. It was an informed and reasoned extrapolation of the then-present into the future, with some adventure fiction elements.

Sadly, this turn of events was not unexpected.
Regarding the displaying of public activity in your public profile:

While we don't use any page tracking or anything like Google Analytics (or equivalents like Piwik) in the application, nor the activity is generated from that, we understand that there are people who would prefer to not have that information publicly available: https://gitlab.com/gitlab-org/gitlab-ce/issues/38604

On the other hand, some would like to opt-in to provide even more information (in the form of the contribution calendar) to have their activity in private projects counted as well: https://gitlab.com/gitlab-org/gitlab-ce/issues/14078 (to match feature parity on how it works in GitHub).

We are listening and we intended no harm.
> If you think of union protections as something like a private form of OSHA, or say private car insurance, then opting out of paying for them while still receiving benefits is self-evidently not sustainable. Not enough people pay (essentially the same as having too many scabs) so unions can't maintain their bargaining power.

Unions are permitted to refuse representation to non-members, as long as they don't include them in the bargaining unit. If they do, then they are required to represent them.

So far, unions have ignored this and pretended that they are forced to represent non-members, because it makes it easier for them to "demonstrate" that they have to have exclusive representation over all members of the bargaining unit. In other words, they intentionally sabotage unions in right-to-work states, because they don't want to admit that they have the legal ability to engage in members-only contracts in right-to-work states, because then they'd have to admit that they have the ability to engage in members-only-contracts in all states.

The easy alternative is for unions in right-to-work states to require membership (and fees and dues) for inclusion in the bargaining unit. They would then have no obligation to represent people who don't join the union or don't pay fees and dues.
That's an interesting frame. And I think it works out given a pretty fair playing ground.

The whole point of free speech is to prevent single origin messages. To promote more ideas and perspectives. And prevent people from shutting up opposite views.

But the constitution isn't perfect. Its hard to make sure your hard rules will work for all context.

I think in this case, there's a fear that now that money is getting more and more disproportionate and concentrated into a single origin. The power to speak will follow into that same disproportionate single origin.

Maybe free speech still enables all to speak, but the uneven distribution of money causes some to speak much louder. So the question is, could this be detrimental to democracy? Is it possible it hurts our political ability to focus on what trully matters to most and to come up with the best ideas on how to effectively get it?

I don't know, its hard to say. Maybe we need some simulations. But if it were true, then clearly something should be done to address this loophole. Forcing transparency into who spent the money is one possible solution. Maybe you could cap out money each one can spend to speak. There's probably other ways also.
Tangentially related, the Daniel Suarez sequel novel, Freedom(TM) presents a similar scenario. People will have a rating system based on their interactions with others (think eBay) and you can see that rating. Four stars out of a base of 81 interactions - from the postman to your boss. I have a hunch that China's generally compliant, anti-antagonistic society, makes the Chinese system easier to implement. In a western country, I think it would turn south really, really quickly and for much worse.
After years of pay secrecy, Fog Creek reveals salaries of all its employees
MERN Stack Front to Back: Full Stack React, Redux and Node.js
The only reason anyone cares is because it's relatively easy to compute this inefficiency compared to the vast sea of inefficient products that would require signifigant effort to even approximate.
I'm not an economist, but, free market theory favors lots of competitors, fully informed customers, and low barriers of entry which can be thought of as trying to keep consumer and supplier with a balanced amount of leverage (too much leverage on the supplier's side creates monopolies, for example).

Also, it's not really about positive market outcome in general (optimized market), but about positive outcomes for the employees.
One would think setting up a non-profit organization (a la Wikipedia) to host a Github-like service for open source projects would be a good idea (I'd work on such a project). But without capital to expend on marketing/outreach, I'm not sure such a thing would gain much traction.
Wow, standards of delight have come up a lot in this country. I've probably had more delightful sandwiches than not
> Not everyone has the skills to run their own business. Some people prefer to be part of a team and not at the top of the pyramid. They get satisfaction by contributing.

Working 60+ hour weeks for a paycheck that can get gotten elsewhere provides no one with satisfaction. Anyone who rides programmers that hard will find the programmer firing his manager.

Almost none of the people that push you to do that are worth working for. Even a startup that provides RSUS.

If you want what the OP wants in an employee, you need to pay a minimum of a 30% premium over what they can get elsewhere.
What I Have Learned from My Arbitrage Experiences with Cryptoassets
But the wikis are in git and you can contribute to them that way if you want to.

The rest have no real business being in git. There are other interfaces for getting your data out if you really need it.

So much of this argument is just “this one format is better than X” without any tradeoffs being mentioned.
One path to improving ones lot in areas like this, particularly for high-labor content businesses, might be to form cooperatives. I think you tend to see more in some business areas where it's almost all labor-content, but if there could be some better capitalization path for cooperatives I think we would see a lot more of them. Some papers indicate that they can operate more efficient than the average business (though I don't think that's a guaranteed thing).
That's not why they do that at all. They don't need anything recent from OpenGL or Direct3D, which is why they target DX9. And DX9 specifically is targetted because that also works on XP, which D3D10 doesn't.

Intel GPUs D3D drivers have historically been better than their OpenGL ones (which isn't saying much since their D3D drivers are also trash), but now we're talking driver quality of one player which has nothing to do with the API itself or opengl somehow being outdated on windows.

But ANGLE also targets desktop OpenGL (and vulkan), and as OpenGL 4.3 adoption increases I'd expect increasingly more browsers to use it for WebGL 2.0 since you don't need translation there at all. OpenGL 4.3 provides full compatibility with OpenGL ES 3.0.

You seem to be pretty confused on how OpenGL versions line up with the D3D ones, too. For reference OpenGL 3.1 is roughly equivalent to D3D 10.1. When you're complaining about only getting GL 3.1, you're also complaining about being stuck with D3D 10.1
7 Incredible Benefits of Handwriting
It is healthy in comparison to the average thing people eat. It's hard to get obese eating just chicken breast (you will get full pretty quick). We aren't going to get everyone drinking kale smoothies.
Jooq has become my favorite ORM with how bare metal it is. I have it set up in gitlab pipelines to auto build my schema into an ORM. Just kick build on a sql change, and then inherit the new package.

I saw an ancillary remark about prod connections, being bad. I generally agree. I usually build mine off of my staging environment. Assuming a staging database schema, was promoted to production. Then I have a sister build job, that kicks off my jooq build, trigger on the promotion task.

The biggest thing is the professional license for several databases. But it's not that bad really.

It also goes to one of my thoughts as well. The data model is crucial to the application. This is like the foundation for your home. I always try and hammer in talk about the data model first. Where did it come from, where next, and finally where do you want it to go.
But significantly larger geographic areas (i.e. entire counties) than the single towns of the WW1 Pal's battalions, reducing the impact on any one area. Furthermore, non-infantry arms (e.g. armour and artillery) might not have any regionally sourced battalions at all.
I agree with the assessment, but do not feel that the proposed solution will fix it. Performance reviews have a lot of management overhead and are done poorly in many companies. Many managers do not want to give honest feedback, because it takes time and employees may not be able to handle it. Committee based employee ranking leads to infighting, sabotaging, and low morale.

Perhaps we need to just accept that the compensation systems will never be fair, and managers will just promote and pay the people they like and fire or keep stagnant the employees they don't like.
EnergyPatch: Repairing Resource Leaks, Improve Energy-Efficiency of Android Apps
Well, in an ideal world applying an active record migration backward and then forward again should be a no-op to database contents. This would require storing removed columns or tables somewhere, but there's no reason that couldn't be done by the ORM.

Almost nobody does this, but perhaps they should and ORMs should make it easy to do or even the default.
You said you don’t want to act like you’re cutting edge which is probably good, but the years you listed for Facebook and Reddit aren’t that early for those platforms.
How to prepare for FANG job?
I've been interviewing for some time, and I finally got an amazing offer to work for a FANG company. I got offered a lot of money for a mid-level position, but I'm nervous that I won't be able to hack it and live up to the expectations of the role. I've got 10 years of experience working on small-fry software projects with a no name company with basically no standards. There's a voice in the back of my head telling me that I just BS'ed my way through the interviews, and was only successful because I spent a few hundred hours cramming leetcode problems earlier this year.

What are the best things you would recommend that I do over the next month to be as successful as possible?
Does that actually exist? It was vaporware for a pretty long time (though admittedly, I haven't checked in more than a year).
The best/worst advice I ever received was "you're doing a great job of what I ask you to, now I need you to do what I don't ask you to" -- at the time, it made no sense. Now, it's a core part of my work style. Developing autonomy is a very valuable skill, and I think that's what OP is driving at. It's also not something that'd been developed during my education.

I agree that performance reviews aren't particularly helpful because feedback should be delivered as you go, in the moment, with actionable and relevant examples.
Switching from rye to white bread is a whole lot less bad for you than switching from water to soda. At some level we have to make a decision about what an acceptable level of "bad for you" is and I think white vs wheat is way below that line.
Zuck recently said their legal contracts required data to be deleted and therefore it was. That's directly misleading.
Pickled State
Incorrect. "Real wages" are "wages adjusted for inflation", or "wages relative to the cost of living" in economics parlance. If real wages are growing, then wage growth is outpacing the growth of the cost of living.
If scheduled infrequent conversations about that can adjust those expectations, wouldn't consistent frequent conversation adjust them sooner/easier?

In perfect world I'd have a mind-reading powered live dashboard I could check that shows a graph of anonymized averages of my perceived performance across broad categories (teams, peers vs subordinates vs leadership, etc.) and a single point for my direct report.

Getting feedback each year when there's no surprises feels like a formality and waste of time. In the rare case that there are any surprises it's disappointing and I get to make adjustments months late, having been left in the dark.
The same way, for instance, Chinese wealth has purchased high social rewards in America; university placement for their children, investments, politics, etc. Wealth and influence seem to ahhh trump all, so to speak.
Solid tutorial!
For the time being, workers do collectively have potential (if we were better organized) bargaining power. Otherwise unemployment would be a lot higher. Which is why we need to organize now if we want a future where everyone benefits from technology and not wait for the rich to control everything with an army of robots.
Sure. That's still a performance review. Performance reviews are usually unstressful and simple if you and your manager have had good communication for a while. That is the goal to aim for whether you call it a "performance review" or not.
Phabricator has a very particular workflows. If you use that workflow, it is really fast to use; you can do almost everything from the command line except the actual code review/approval. And it is pretty good about encouraging that your repo is kept clean, decluttered, and consistent.

Whereas gitlab/github etc are much more flexible, but also slower to use and more demanding that your individual developers adhere to your standards.

I think Phab is best for projects of 3-5 to 50 (basically until your project is dealing with multiple commits per hour and no single repo is going to be painless), especially when you have new team members and you'd rather let the the tools enforce the workflow as opposed to policing them yourselves. However, if you don't like that workflow, you're never going to be happy with Phab.

Finally, Phab has some really nice features that I haven't seen elsewhere, like posting lint errors inline in the merge request.
Eh. I was initially impressed by snoopsnoo because it picked up on an offhand remark about a sexual fetish. But then it tells me I like 15 kinds of videogames (I don't game at all) and 7 kinds of sports (only one of which is relevant). It seems to be throwing everything at me to encourage feedback.

I've tried numerous such systems -- most of which used my facebook -- and I've never been impressed by one.
Easy, see how Go devs are reluctant to adopt features from other modern languages?

Travel back in time, when they were busy implementing C.

Compare how ESPOL, NEWP, PL/I, PL/S, PL/X, PL.8, BLISS, Algol 68 implemented arrays, strings and unsafe code blocks, and how C decided to go their own way.

BCPL was originally designed as means to Bootstrap CPL, not to be used alone.

See a pattern there?

Then AT&T could not sell UNIX, gave it away at a symbolic price of about $100 and the rest is history.
I think that characterization is a little unfair. They could shut the team down and kept the source. Oracle draws a lot of hate reasonably but I'd like to see any closed project open sourced.
Asymmetric negotiating leverage is a key element of Marx's theory with regard to profit.
> I'm not an economist, but, free market theory favors lots of competitors, fully informed customers, and low barriers of entry which can be thought of as trying to keep consumer and supplier with a balanced amount of leverage (too much leverage on the supplier's side creates monopolies, for example).

That's a pretty strong argument against unions in the US, then, since (unlike in other countries) there's no competition between unions at an employer, there's almost no ability to deauthorize a union in practice (ie, choose a different union), and very high barriers to entry (very difficult to authorize a different union for representation in place of an existing one).
Yea... what was the Bloch's explanation for not having operator overloading in Java? I think it was something like "it's not allowed because I've seen too many programmers who did that in a wrong way" :)

On the other hand this explanation is stupid, as a programmer can implement `add()` in a wrong way.
Interesting thought exercise, but must disagree - git is VERY FAR from a database replacement (especially at scale).

Maybe some git-like interface on top of a database is more what you want...
Hah http://newyorkerdumbdumbs.com
"Dear New Yorker Writers,

You recently formed a union. Congratulations on that. We hope that you receive all that you desire. But because of the argument in your open letter announcing the union –– an argument that proposes that you should receive more money because you want to have more money –– we are concerned that your intelligence, considerable though it is, is in this case unable to grapple with the actual reality of the world. Your magazine comprises both fact (sort of) and fiction. When you’re asking for money, it’s typically best to focus on the fact world, not the fictional world."