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I have to disagree with you. This isn't supposed to insult you and it can be prior to the in person interview.

I did an interview once and asked them to interchange the value of two variables in any language they wanted. In the end maybe 2 out of the 20 applicants that past our HR dept checks got through this.

This one only one question, I there was much harder questions on my test but none that I or another person on the team couldn't answer in less than 1 minute. It was a disaster and I ended getting forced to hire someone from that pool anyway. That hire didn't mesh well at all.
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How does MSR stack up for ML? For computer vision, MSR is far better than Y Research, so I'm surprised it would be very different for ML.
They don't— the air is linear (except at insane sound pressures) so there is no interference. While the ear is not linear, it doesn't respond at those frequencies.

If it really worked that way it would be trivial to demonstrate. Alas, it doesn't.
Does anybody have a history of AWS price decreases?

I have seen a lot of startup internal docs where they compare the costs of AWS with colo, other cloud etc. and not one of them took into account the discounts that Amazon applies. Chances are that over 3-5 years you will see a number of price discounts - one of the only providers that does this for existing purchased infrastructure, keeping your costs in line with savings from Moore's law rather than locking in for years.

I would like to know the complete discount history because there would be enough data points now to project estimated discounts forward
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For anyone Angelenos, there's a restaurant called Stacked in the South Bay near the Del Amo mall that dors ordering and purchases at all tables and bar seats through iPads. I happened upon it purely by chance and it was just awesome, and their app design and ux alone is worth a look.
Qt works just fine on *nix, Mac, and Windows. GTK+ isn't quite so nicely polished, but is still viable on all three.

Installed base is irrelevant if you include the libraries or statically link. You'll bloat your download a few MB, but it's manageable.
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So why not have a meritocracy, where only those deemed informed/an expert/smart enough get a vote?

Multiple reasons:

1. Because our ability to measure g (the general intelligence factor some psychologists think exists and others do not) is somewhere between marginal and nonexistent. Our attempts are better than they were but I don't know of anyone informed on the topic who would claim with a straight face that they're actually good.

2. Because intelligent people can be very, very wrong, and not just that, but wrong in more exciting ways than the average person. Libertarians tend to be intelligent, educated, and wrong about so many things it's barely worth debating them on politics or economics; doctrinaire Marxist Socialists are essentially the same way.

3. Because we're not starting from scratch, here; we're starting this system in an established political and social order, where opportunities for people to game this system as it's being born will be everywhere. If ensuring that my children have a berth on the deluxe class means redefining 'intelligence' to include them, I'll do it without looking back. Most people involved in politics now are like that, if not moreso.

Perhaps finishing HS could earn people a second vote. Finish college, you get a third vote. If you serve in the military, you get an extra vote. Experts in a particular field could get extra votes, etc.

This is so biased towards a certain subculture I don't know where to begin. It's almost tailor-written to cater to middle-class and rich people, predominantly White and Asian, especially those who are not gay or transgender or otherwise going to be effectively locked out of certain preferred careers or lifestyles, such as the military or top-flight schools. It is, in short, precisely what you would implement to turn America into Brazil or the Soviet Union or China, where there is no vertical mobility and birth absolutely determines outcome.

we can't do much worse at picking leaders and making policy decisions than we currently do in the US

I bring Russia, China, and most of Africa to your attention.
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Well it shouldn't be a high occurrence affair. I mean sure if they keep getting rid of people after 3 months I would avoid that company too. But keeping the option and testing the person over 3 months is pretty standard in every job I've taken. I've only seen it used once and everyone on the team agreed with the decision.
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If you rent servers or buy colo from anyone else, you can ALWAYS renegotiate all prices based on a new level (if you've got a cage and want to expand to a floor, it becomes a negotiating point; you don't get stuck paying the higher price on that cage and a lower price on the floor.

Until very recently, the only Amazon discounts I've ever heard of were the Reserved Instances (which really only makes sense once you're familiar with your needs). Inability to negotiate pricing is one of the main reasons a lot of consultants still go with non-Amazon options -- the client sees the list pricing for EC2 and knows what markup you're applying, vs. another option (or your own cage/suite/floor/facility) where you can consolidate all the charges.
> man, this got 2 downvotes in 2 minutes, cmon guys i put a lot of thought into this!

That really sucks because there is some very good stuff in here.

One thing that I find strange is to assume that those that are really good at this would have the time to maintain a stackoverflow profile. Likely they're too busy raking in the $. On the other hand start-ups likely can't afford those guys anyway.

Until they drown in a 150K loc tangle that makes spaghetti look structured.
I agree completely.

But pragmatically this is how small companies make a lot of money now. Run around screaming, "pivot" your non-business until it's the lowest common denominator buzzword compliant non-product and get an exit.

It's like the Hollywood sitcom model. It's basically focus group driven and hit based. Your agent and connections are more important than acting ability. The market created around start-ups cares way way more about "connectors" than introverted technical talent. And you can't blame them, web development tools have gotten very good and there are all kinds of new niches to fill on the web. You run the numbers and they are worth more.

In many other career paths there are various different cultural norms that push back against this kind of pandering, with varying degrees of success.

If you think that the engineer personality type is well suited to push back against extroverted suits promising popularity, wealth and calling them "rockstar programmers" because "you geeks are cool now" in order to keep working on big problems or doing something honorable then you have more faith than I.

So I hope that we find a way to correct the perverse incentives in place but the rest of the world would also love to hear a solution to this problem.
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No, it was the latter - thanks though!
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> The counter to this is that good products are - by virtue of being good - products that people use and talk about.

This is so insanely untrue. There are tons of great products that don't see the light of day because the people in charge of said product don't have the skill set to find the people that would be interested in them.
Show HN: smooth_operator.js
Theres a binary hosted on the github page somewhere.
Alas, they don't— you can easily demonstrate this for yourself. Startup an audio editor and generate tones at 25k and 28k (make sure you can't hear them— otherwise you have severe distortion screwing up your test) then play both at once. You will not hear a 3kHz tone.

The tone you get from an acoustic beat is not a real tone— it's a perceptual quark that requires you to be able to hear the tones in the first place.
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Not unless you pass them through a non-linear filter like a distortion effect.

(yes, the ear-brain system is non-linear too— but apparently it filters out the ultrasonics before they do anything measurable in this regard)
Can someone explain how this makes sense in terms of conservation of energy?
Let's talk, happy to buy you a beer and take a list of feature requests. You know where to find me. :)
The linked article and the title are pretty misleading. But if you go and look at the abstract for the paper, they mention that the extra energy comes from pumping heat out of the environment.
They always tell you when you are interviewing you should never bitch or gossip about your old job. Articles like this are the inverse of that, the employeer is subtly bitching about every bad hire they've ever made. This is a giant red flag that whoever is doing the hiring sucks at their job.

I've had a few interview process that have included some or all of these 6 steps, and I've turned down every one of their offers at the end. Not because I don't have the time to work on a sample project,or because I can't cobble together and isolate some sample code for them to take a look at, and not because I don't know how to play the interview game.

It is because your interview process takes too damn long. One or more phone screens, one or more in person interviews, then a request for a sample project or source code, then a request for references, then a meeting with team, etc. That takes months, with weeks of down time in between.

If you can't figure out if a person is a good fit socially and is a competent programmer in less time that, you suck at hiring and shouldn't be doing it.
the challenges you describe are, i think, why networking is really the only viable way to find the best talent - self-selection can work in your favor, if you're doing it right.

One of the leaders here in the Philadelphia tech community, Kyle Burton, talks about networking on HN here[1] - he is running a Clojure startup and has had little difficulty hiring due to the time he spent cultivating the local community. he hosts his own clojure meetup which it appears he can hire from at will. edit: i just emailed him to belatedly ask permission to quote him, maybe he will chime in here.

"I was actively recruited to the team. I personally believe that this was because I made a conscious effort in the fall of 2008 to start being much more active in the community at large. I started doing more visibile things on the internet: a blog, putting up a sandbox on github. I also started speaking at local user groups (god bless them for listening to my first talks and my horrible, horrendous presentation skills). ...

"By 'recruited into' I mean that not in the sense that either side used a recruiter. I mean I was approached through my network because of the effort I put into building the netowrk and the effort I put into building a personal brand (as slimy as that sounds, it is working). ...

"Actively working at networking has been wonderful. I can't recommend it enough. I was involved in starting a "tech breakfast" meeting that takes place 1x a month. The local groups (esp volunteering to speak), the breakfast sessions, and buying people lunch (an hour of interesting conversation is totally worth the $10, and every time it has come back to me) has gone a long way to building a local network."

[1] http://news.ycombinator.com/item?id=2832571
Also, in the original "year or two" mention, that's wall-clock-time, not applied-effort-time. While waiting for the world to adjust at a gentle pace, plenty of other productive work will be underway.
I guess my point is that there has to be something wrong with the hiring process if 2 out of 20 applicants can't swap the values of two variables.

Either that or there's something very seriously wrong with CS programs. How can someone walk into an interview with a degree and fail something like that?

If the quality of candidates is that bad, then, OK, maybe I'm wrong about the "hello world" test. In my reality someone wouldn't even get an interview without evidence of prior non-trivial work. Hence my rejection of the "hello world" test.

I also recognize that if you are hiring massive numbers of people you need to mechanize things a bit. I couldn't see sitting down with someone, their laptop and a projector for an hour under those circumstances.

Thankfully that is not my world...at the moment.
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Just a minor point about hiring young developers.

I was first employee in a start up before I even finished high school. A real start up, with backing from a top VC and an amazing founding team.

On the interview I looked eager to start getting shit done. I was super enthusiastic, asked hard questions, trash talked technologies - I looked like I actually knew what I was doing!

Then I went home and started to learn all those three letter acronyms they talked about.

You have to check that people can actually code. I'm not talking about algorithms, I'm talking about string truncation, url shortening service, time_ago_in_words - some programmers do know how to oversell themselves.
I don't mind being asked "Hello World" or fizz-buzz, so long as things ramp up quickly from there.

If I'm interviewing for a senior position, and the interviewer insists on slogging through a bunch of trivia questions about algorithms and data structures, or, $DIETY forbid, trick questions, then that's usually an indication I'm wasting my time.

But I won't ever blame somebody for starting with the assumption that I might be a complete idiot, because I've seen too many people that could talk a good talk, but somehow couldn't code anything to save their life.
Hiring someone as an employee has a large administrative cost, as does firing. Whereas contracting a project has very little overhead.

Additionally, firing someone is hard from an emotional perspective. It will damage team morale and puts the person you fired in a bad position.
But I would guarantee you that in every single case, the standard of living of the people improved substantially in the medium and long term under British rule.
well, they didn't take into account the energy produced by the ambient temperature (the exact temperature was not mentioned in the article, and the paper is behind a paywall, but they do say it was rather high)

> [it] instead took advantage of small amounts of excess heat to emit more power than consumed. This heat arises from vibrations in the device’s atomic lattice, which occur due to entropy.
You will still need a aliasing filter that cuts off between, say, 18 and 22.5 kHz to avoid aliasing noise. That is one sharp filter no matter how you look at it. You can use a high quality, long, linear-phase FIR filter, but you can't cheat physics: sharp filters necesserily introduce distortion, and such a sharp filter so close to the hearing threshold does not go unnoticed.
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Well, if you end up firing a lot of people, give recruiting to someone who's a better judge of character.

Firing when things do not work out is an honest act. What does it have to do with disposability? Both parties will be better off moving in separate directions.

Also, I don't see how an audition will improve anything.

Life changes are the biggest risk to employees performance. No matter what you do, you are not going to predict life changes during the interview.
Yea, and and if the bandwidth/storage is at all an issue 6x size bloat from 24/192 pays for 6 separated tracks. (Actually more, because multitrack is more losslessly compressible while 24/192 is less). If you're already providing multitrack then 24 bit audio would make sense... otherwise, meh.
Ask HN: API for Screensharing?
I'm looking to integrate some screensharing features on our app, that would allow someone to share their screen with their clients.

Is there an API that let's us do that?
The problem with stack overflow is that I ask for more questions than I answer.

There's a few reasons for this.

1) Finding time, although I can easily justify asking questions on SO at work it doesn't seem quite right using my employers time to answer somebodies (probably coursework) question and it's something I'd have a hard time justifying to the MBA types when there is other work that I could be doing. So my only option would be to go back home and specifically go on to answer questions.

2) Finding good questions to answer can be difficult since I only use a relatively small toolbox of software that is not particularly popular and I usually have more luck discussing it on google groups than on SO.

So that only leaves me with the easy lowest common denominator questions that have either already been answered or don't look terribly impressive to answer just as a way to earn points.

I would rather write a case study of developing something and problems that I solved along the way and publish this on a blog, of course I would have to be careful doing this about work things as well.
"Specification Updates", to be more precise.
As someone who has not yet worked professionally as a programmer (nor hired one), I might not be the best person to comment on this article (so take what I write with a grain of salt). But as someone aspiring to do so, I find this article and others like it on HN frustrating.

For one thing, as mbenjaminsmith noted, for small (and I'd argue medium-sized) companies, setting up so many hoops for a programmer to jump through doesn't strike me as a very smart strategy -- you'll likely end up with very few candidates. But more importantly, the "hoops" listed in the article mostly filter for a particular type of candidate. In fact, the whole "jump through hoops" approach to hiring itself frustrates me -- not because I don't think I could jump through them, but because of the place I would end up in if I did.

I come to programming with (what I consider to be) a fairly diverse background. One of the things that I immediately sense in recently having crossed over (in my free time, currently) into coding and into the profession of coding is how homogeneous the community tends to be: on the surface (for example) almost exclusively male and dominated by a relatively narrow demographic, but deeper down also lacking in a diversity of life experiences.

I would argue that the process described in this article is partly responsible for maintaining this lack of diversity, by the simple fact that it encourages the "hoops" mentality.

Why do programmers think asking if Oct 31 and Dec 25 are the same day is funny? I have no idea. Can I find the largest int in an array? Sure, but why in the world are you asking me this?

And FizzBuzz (linked in #1): yes I get it, it's easy and it filters out 199 out of 200 candidates, but what about those 199 other candidates? Is it not possible that among them, you might have missed other candidates whose broader set of experiences would have taught you something that you didn't know, something more important than the fact they failed FizzBuzz, for whatever inconsequential reasons?

People have such a diversity of skills and experiences. Sure, a portfolio can express some of this. Selecting from your community (#3) also strikes me as very sensible. But to find the outlier candidates who have broader potential and knowledge of problems outside the "canon" of standard programming practice, I think you have to take a more open-ended approach.

In the end, I guess maybe the problem for me is that the whole "How to Hire a Programmer" idea itself strikes me as somewhat misguided. A guide to "hiring a <fill_in_the_blank>" is only ever going to filter for cookie-cutter representations of <fill_in_the_blank>, whatever that profession may be.
It's funny to see a similar blog do exactly the kind of SEO targeting I've been doing: http://gun.io/blog/how-to-hire-a-programmer/ Same title and everything. Hooray Google Keyword Tool! (The content is different, this is about full time employees and not freelancers.)

I'm glad to see that he recommends _actually paying_ the programmer doing the trial period! I see this kind of article a lot, the advice is always the same, but often they suggest the trial be unpaid.
All of those guys are not like the others!
Ask HN: non-compete clauses in California
I've read that non-compete clauses cannot be enforced in California. Is this true?

It's obviously not a good idea to break goodwill between you and a previous employer, OTOH, sometimes you know certain people are anxious to leave.
There is a perversion going on both ends here. And by perversion I mean a distortion of truth in a bid to make a profit. This is not the worst that can happen, but is just worth mentioning. You probably put more mildly, but I am bit more harsh. Some people are irrational and spend money of stuff that they don't need and another group of people are perpetuating the lies and the marketing in an effort to extract the maximum amount of money from the other group (In other words your basic market setup).

Audiophiles are quite a fascinating group. These are people that can be rather rational in some respects (they could be doing research in some lab somewhere) but when it comes to audio equipment they will shell $2000 for HDMI cables. The salesmen and manufacturers that make these things ("high end" HDMI cables, 192kHz recordings) know this very well and they aggregate around this target set of clients.

I think that is exactly what is happening here. At some point storage capacity is just good enough and one can distribute 48kHz, 16bit audio to everyone. But what do you do next? Everyone is getting that and it is not new and cool anymore. What to do? Well increase the frequency and sell everyone a newer, better, higher fidelity thing, even though objectively human years cannot really hear the difference. Subjectively though, there is a huge difference. If you ask someone who just spent $50 for a 192kHz record if they like it better than say a $20 48kHz one, I bet you 100% of people will confirm that 192kHz sounds better and will be ready to go and buy more.