skysight-inc/HackerNews huggingface dataset:
> Despite the reduction in deaths from paracetamol, the study found there had been no decline in overdose cases after 1998.

Is the attempted-suicide overdose rate in decline? That seems to be the main question as to whether the law helped.
And our google groups:
- tokudb-dev
- tokudb-user
Oh yeah and there's email, phone, and all kinds of other communication platforms. They are all bad products because there's so much spam, right?
College-level Cobol classes are scarce
Bash $PS1 Generator
This is why we need the state to take back the phone network it paid for in the first place, manage it and rent it out to the Telekom like any other ISP ...
How about you just keep hiring the best person for the job, but take care to be reflective and ensure you are fairly considering the female candidates... maybe make sure your female engineer is on the hiring committee?

Put another way, rather than trying to explicitly seek awesome female employees, just make sure the awesome female candidates don't slip through. I think execs often mistakenly think they can fix cultural issues by fiat, when what is really needed is dedication and time.

I think what constitutes imbalance also needs to be defined. If 10% of qualified engineering candidates are female does having 10% of your engineering staff be female constitute balance? I think the case could be made it does; however, in relation the birth ratio of our species is it certainly imbalance.
Keep in mind that OpenStreetMap is a data project, not a maps.google.com replacement project. There are plenty of other ways to look at OSM data. https://tiles.mapbox.com/newmap and http://maps.cloudmade.com/editor let you style the data yourself, http://open.mapquest.com/ lets you route and search across it. https://github.com/mapbox/osm-bright is a good start at building your own style. http://osmbuildings.com/ uses CSS to draw 3D buildings based on OSM data. http://bl.ocks.org/migurski/5130639 renders it in your browser with WebGL.

The tiles shown at openstreetmap.org are meant as a tool for mappers to help with mapping and are not our product.
So, it turns out that when you have selectively added Open Sans typefaces as system fonts, this is what all these sites start to look like: http://i.imgur.com/kgpY6WO.png

I had added two densities so I could muck around with stuff in Pixelmator and was wondering why everyone had chosen the horrible slender version for body text on various sites, but apparently it just means whatever the system collection provides gets priority (which makes sense).
In service industry terms, they went from self-service to full service. When the service provided is for business and revenue generating, just sending a check is as full service as it gets.

Their model reminds me of payroll services like ADP which are ridiculously cheap. They make their money on short term float and the larger the payroll they handle, the more money they make.
Shit happens - to everyone, even DB guys. Even with DB's. And I'd say more often with DB's to DB guys than with DB's to anyone else ;)
Even if it's not open, could sell the self-hosted for a yearly license, definitely a good way to continue getting revenue on it.
So he ends with "I’m hiring a female UI designer". That's illegal, and he's shouting his intent to break the law.
Companies pay their taxes until they become big enough to figure out how to avoid them. Problem?
Except Facebook officially does not want people to export anything from Facebook. The ability for browsers to save images was a "bug".
To SQL from NoSQL
I love that you are working to solve this problem. Grouping by date is a requirement across every project I've been involved with. Yet I find it never fails to frustrate me. Surely it could be simplified. Do professional developers share my frustration (I'm a hobbiest)?

Terrific name by the way!
In the article I read the following:

Despite common perceptions to the contrary, it is actually quite straightforward to locate profitable trading strategies in the public domain. Never have trading ideas been more readily available than they are today.

What is the input of the "retail" trader then? Especially considering that at this level tech does not make a difference (all have access to somehow high computing power).

By the way, any good backtesting tool in python or R? I started implementing a simple trading algo last week during my freetime (yeah, I have to go out more) and I was wondering how will I test it.
Your AT&T Bill is Now Available on Video
1) I remember AltaVista to be clearly dominant in the search engine space. Yahoo was not the dominant player in search, and never has been, they were a curated directory of sites.
4 Career Lessons From A Former Design Intern
Keep in mind that WikiMapia is breaking Google's terms of use and they don't release the data they collect. It's a neat project, but completely orthogonal to OSM.
exactly. it really is this simple.

increase the number of female applicants and go from there.
Why would you want this over a NoSQL store? How does Postgres even index an hstore?
> Is this not why affirmative action was created in the first place?

No. Affirmative action was not created to allow for diverse workplaces. It was created to correct for differences in opportunity and implicit associations, etc...
Groupon’s stock is up 40% since Andrew Mason’s departure
Exactly. It's almost like you don't know what you don't know -- I couldn't guess what companies are missing by being homogenous.
The site is down. What is great in this technology ?
https://webcache.googleusercontent.com/search?hl=fi&q=ca...
I think I wasn't clear enough on what I meant.

Open Sans itself is a nice font, I have nothing against it. As a web font it might get rendered improperly, but that is an issue with the browser and the platform.

What I was talking about -- unlike, say, Arial, Open Sans also has a light weight (font-weight: 300) variant. That is now popular with large headings BUT I do not find it at all readable as body text (in Open Sans or most other fonts). Wordpress.com is a good example, as they do NOT make this mistake.
The Ten Principles of 3D Printing
Only if it's another app that's made by Facebook, it seems.
I'm not familiar with and female design groups, but if you are hiring a developer for example, you could advertise to one of the many female tech/programming groups that exist, while at the same time searching for an equal amount of male candidates. Or he could recruit by going along with his plan at the university, but instead setting a personal goal to reach out to an equal number of males and females, and not just saying "women only, sorry". Work on getting an equal number of applicants, then ignore their gender and only choose them based on their experience/education.
This is awful and it's frustrating to see. You have a job to fill and that job needs to be filled by a person. Gender imbalance in your work place isn't something that's up to you to solve. As a company you judge candidates based on merit, not gender! Be interested in hiring good employees, and if a woman applies and she's the best fit for the position, then hire her, but don't give her a leg up over a man because she's going to change some ratio.

If you hire a woman that is 50% as capable of another male candidate, that's asinine and you're an idiot.
I think most seasoned experts (in their respective domains) have applied this approach in one shape or form to their individual strategy. Working smart instead of hard has to be learned the hard way though. It's very difficult to see the wood from the trees unless you're actually in a forest. A certain amount of trial and error is required before anyone can reach this point in my opinion.
Ask HN: Will you steal my idea?
If I show my web app on HN, and it gains some interest, what's to stop some hot-shot start-ups putting a team of developers onto something similar before mine has the chance to take off?
Find out where tech women are hanging out and make your job opportunities known there. If you are only going to where tech men are, then you are only going to get tech men applying.
43, UK.
I'm torn, because QS is something I'm interested in and something I think many could benefit from, but at the same time this article reads like an advertisement, especially since it suspiciously lacks mention of well known alternatives. You could argue that they only mention what they think of as "the best", but I would argue that most of these tools put far too much of your information into other peoples' hands. As an alternative, at least for biometrics, consider the following list of bluetooth enabled devices which can be used with software that doesn't upload your data to someone else's servers:

http://personalheartmonitor.com/sensors.html

I'd also have to recommend org-mode in Emacs, at least for time tracking. I know it's not "mobile", but I use it on my phone to track all sorts of things, and since the format is plain text, I can slice and dice in any language I want, no third parties needed.
Show HN: Team Tyro - My high school group's research project on machine learning
Hmm, that's not a bad business scheme

1. Create a smart phone
2. Release a lot of free apps that put the phone at risk for the user breaking it
3. ???
4. Profit
Toddlers becoming so addicted to iPads they require therapy
I expect users of a social network service to understand the most basic details of how such a service works. Slamming the service because you don't like the postings of people you chose to subscribe to is just a little bit ridiculous.

It would be like subscribing to political blogs on $rssApp and then leaving bad ratings for the app because your news stream is filled with political news.

Facebook's tools have been pretty good so far from blocking spam from friends. Games (the main offenders) can be outright hidden or blocked, noisy or shitposting friends can be turned down to manageable levels (updates -> only important) or hidden outright.

Really the best thing they could add for flexibility is a keyword filter...

So i'll say it again. You, the user, is ultimately responsible for what comes up in your stream.
>increase the number of female applicants and go from there.

As it turns out, that's a lot easier said than done.
Bash history: unique, unlimited and cross session
Have you seen https://www.quantopian.com/ ? Might be a good place to start.
The Voegtil Language
Jordan Shoes, Cheap Jordan Shoes, Jordan Shoes Sale
I always see these arguments as very very myopic. If I need a developer, then I hire a developer. I am very much discriminating against accountants, because they don't fit the qualifications that I am looking for. But no intelligent person would ever frame it that way. If you're a 10 to 1 ratio, then you need to diversify, and you would discriminate against men the same way you discriminate against accountants. The enlightened individual realizes very quickly that diversity is the goal because it works better.
They say, “Peace, brother.”
I say, “Bruise my feelings. Flatten my ego. Save my job.”
How do you figure? RIT admits more than 50% women. Yes, they're generally not in technical majors but as a whole you can't single the school out.
Interesting. I just started trying out BeeMinder myself, which seems like a good tool to both track things about yourself, and commit to changing your behaviour.

They kept mentioning the "quantified self" and I didn't know what they were talking about.
Best setting I've seen:

HISTCONTROL=ignoredups:erasedups
shopt -s histappend
export HISTSIZE=100000
PROMPT_COMMAND="history -n; history -w; history -c; history -r; $PROMPT_COMMAND"
> Forcing diversity doesn't work. They should instead find out how to get more minorities etc to apply in the first place to be considered equally with other candidates, without their applications being weighted over the others.

Yes, that's what they are trying to do. Find out how. How do they signal to that group of people they want effectively, without weighting that group over others (such as by advertising only to that select group, or through other selective means).
They seem OK with downloading to me... http://i.imgur.com/wVZCFLm.png

Edit: And if it was a bug, they've taken their sweet time fixing it. I can still right click -> Save Image As.
definitely a big part of it, thanks for connecting some dots
Depends on your needs really. The querying capability in Postgres is so much nicer than NoSql DB's and generally, or at least is the case with Mongo, you don't get transactions.
Wanting to increase diversity is a good thing, so kudos for that. However you should -never- -ever- -ever- indicate a preference towards a race, gender, sexual orientation or religious affiliation. Did I say ever? Ever. Ever. Ever. It's discriminatory, it's demeaning and it's illegal.

If you want to increase diversity then, well, don't just say 'I need women!', rather go to where the diversity is.

There are a ton of groups, meetups, community boards that would love to know you are 'hiring' not that you are 'hiring <insert minority>'. For example: http://www.meetup.com/Women-Who-Code-SF/
The title feels clickbait-y. It should be pretty obvious why there were only 500K downloads- it's only available on around three devices. I'm interested to at least take a look at it, but I can't.

As for the reviews, many of them are of the "I hate Facebook" variety, but others seem to state (correctly) that it need some work. Given Facebook have committed to monthly releases, I don't think this is the end of Facebook Home.
Link to source code:
https://github.com/tokutek
Like where? Ladies' Craigslist?
And this is, in fact, why the arguments about making tech open and welcoming to women and stowing the dudeism stuff is really important.
Google fined over illegal wi-fi data capture in Germany
I think the "family" part is meant to be unbalanced. You are meant to be poor; it was pretty heartbreaking (!) choosing between food for my hungry son, or medicine for my wife.
Boston Bombing
Was OWS involved in the Boston Bombing? It sounds like the OWS way of doing business.
Love this.. however it seems to refer to technologies / products that have matured over time.

For example, if wearable computers are further introduced into the market and adopted, these new products will initially be judged by their "specs" as the technology develops. Then as these specs become commonplace, usability & branding becomes one of the only ways to differentiate one's product.
Um, your wife and co-worker are right. This is not how to hire women.

Also I find it interesting that you were considering a woman for job as a UI designer. Why not another engineer?

Here is a potentially better way to do it. Is your female co-worker comfortable presenting in public? If so, have her give a technical talk with cool demos and say you're hiring. That's not a bad way to find potential employees. And if there are women available, seeing a female face of the company will make them more interested.

But if she comes back with a smart guy, hire him. Because you're looking for a good employee first, and not a woman first.
I'm not sure if one user's ungrammatical post to a mailing list means much. These are the people that post angry comments on readwriteweb when they search for "facebook login" and click through to an article instead of Facebook:

http://readwrite.com/2010/02/10/facebook_wants_to_be_your_on...
Build a work environment friendly to men and women.

Advertise your position for a designer.

Make sure that the ad is seen in plenty of places where women designers may look. Do as much outreach to women as you want to. Speak to women tech meetups. Pass your job position along to professors likely to know qualified students and let them know the position is open to everyone, but you'd like to hire more women in general and are having problems reaching out to women. Use facebook, linked in, pinterest, to reach out to women developers.

Ask your #1 employee if she is interested in speaking to schools, meetups, conferences. Sponsor her speaking.

Interview qualified candidates.

Then hire a qualified candidate apt to do well at your position.

Also, let it be known you are always interested in good candidates, regardless of their specific expertise. Then when you find good candidates, make a position for them. This works well with your outreach and internship program.

(Other activities: sponsor outreach to high school girls, sponsor women in tech conferences, sponsor outreach to all high school students, create internships (and advertise those internships all across campus))
Scheduler .NET 2.2: Full Support for Touch Devices and More
Scheduler .NET for ASP.NET is now touch-optimized for tablets, touch screen monitors and smartphones.
They wouldn't, but that's not a necessary part of the plan.
Tumblr Launches Mobile Ads for Native App Users
Homeless to a Career
It's difficult to make a meaningful contribution here if you only read title of the article we're talking about.
Yes they want a diverse workforce, but I think the issue is more that they need a diverse workforce. We should probably examine the need part first. In most cases its a PR/ government requirement issue, which means that maybe this wouldn't be a goal if the PR and regulatory pressure didn't exist.

I don't know of a right way to get more women into the IT space, but the diversity requirements imposed on businesses don't seem to have the effect that seems to have been intended.
Indeed. If Facebook is trying to lock users in, a non-patent-encumbered format with a free BSD-licensed reference implementation seems like the wrong way to do it.
Made with Haxe NME. Nice to see more and more adoption of my favourite framework of late.
Back when I was dating, I had a really hard time meeting "qualified candidates" (i.e. interesting people not enamored with the TV show "The Jersey Shore"), say nothing about ones who were single and interested in dating me. I signed up on a bunch of dating websites, I filled out all of the profiles with minute detail (thinking it proved I wasn't some shallow person interested in a quick hookup), paid very close attention to the content of the profiles I read, and had a process for interviewing people all designed to show I was truly interested in them, and to whittle down to the perfect candidate.

After reading your article, I realized it is exactly the same way we try to hire people. We go out on job websites, fill out the job profiles, crawl through resumes and try to interview the perfect candidate. Dice.com, Monster.com, LinkedIn.com, they're the same exact thing as Match.com, eHarmony.com, and OkCupid.com.

And shock and horror, it doesn't fucking work in either case. I've had the same exact experience in hiring.

There were three things I learned through this process, in both spheres:
1) One got just as good of results from random selection as from HR-based, profile-based, direct-effort candidate searches. Actually, the random selection was better because it didn't take anywhere near as much effort.
2) Boiling people down into numbers and rankings and trying to figure out which one was "better" than the others made me physically ill.
3) The only way to find "the one" was to know them already. I quit trying, I expanded my circle of friends, I completely and successfully changed from an introvert to an extrovert, and eventually the stars aligned.

Now, that sounds like a system you can't count on, "stars aligning". But really, I think it is a system you can count on more often than anything else. For one thing, you know the "stars" will eventually "align". "Luck is what happens when preparation meets opportunity" -- Seneca. Opportunities are presented to you on a daily basis, you just aren't prepared for it.

I bet, with near certainty, you've met an amazing female designer/engineer already. You have probably met several. And you have probably met several that are interested in working for a company like yours. You just didn't know it, because you weren't engaging people in conversations AS people. You were trying to hire them.

You were trying to turn them into Human Resources.
The correct way to go about this is to advertise to the entire population, but make a conscious move to have it geared towards women more (e.g. advertised more heavily in women-dominated areas).

Then you hope the best candidate is a women.
"e-mail" and "phone" are not products. That's like calling Facebook "internet".
Nothing will stop someone from copying your idea.

But consider this, no matter what your idea is, there are at least 3 people doing the same thing and closer to launching than you!
You can't create a gender-specific role in your company and then hire for it.

What you can do is gender-specific lead generation. Create a role that's not gender specific, then market the role (news flash: tech hiring is marketing) using women as a target market.

This process doesn't guarantee you women for your roles. At your scale (and ours) there's nothing you can do about this. You're going to have more men than women. When you hit the scale of, apparently, Etsy, you can start to see demographic shifts in your company that correspond to how you market your openings.
Fewer women apply because there are fewer women in the field. It's that simple. If you consider that a problem, the author of the article is trying to solve it at the end of the road, when the solution lies at the beginning. The beginning is in school, and the problem is most certain sociological.
Gccgo didn't have a garbage collector for a while, around the same time it was using threads. Was it even using a pool? Did it run goroutines for a short time on the current thread before moving to its own thread? Certainly not.

Thread overhead in Linux is 8k, only slightly more than goroutine. It's 24k for windows. You guys don't even know basic facts that should have guided the design.
Comparing performance with sysbench: memory, threads and mutexes
But how is that not discrimination masked in sheep's clothing? At least be forward with what your looking for, why should a male apply for a position that he wants, fits PERFECTLY but only get rejected because the company was veiling it's intentions to hire a woman?

In my opinion, being female is equivalent to a skill—sure a hard coded skill, but a skill none-the-less. When you need to connect with a particular audience, how else are you supposed to hire someone with that skill? We've painted ourselves into a PC corner where discrimination is okay if we hide it.
How deep is your code?
> maybe make sure your female engineer is on the hiring committee?

Doing that for the reasons you are suggesting is hypocritical. On one hand, you want the best person for the job, but then you are suggesting that the female engineer is apart of the decision making process, as if her gender is what qualifies her to hire engineers, or, more precisely, female engineers.

That's not what you intended to say, I know, but that's how easy it is to slip up in this regard.

> what is really needed is dedication and time.

Dedication to what, specifically? If the best people every time you hire is a white man, then you are losing the value that a diverse work force provides.
Chrome Dev Tools: Search or navigate to files, methods or line numbers.
Ability To Learn - The Biggest Asset of a Web Developer
Choosing between having enough money for medicine for my son, or letting a woman with incorrect documents come through (her husbands were OK, and she was claiming that she would be murdered on deportation) was fairly harrowing.

This game is an excellent illustration of what allows evil to happen.
Yep.

At least you're required to install (Sort of, just hit install. Even if you cancel immediately, the option to review remains available) an app before being able to post a review on Play, it's surely a small deterrent, but the effect would surely be worse without it.

I've been hoping Amazon would start culling non-verified purchases for a while now as they're quite established and the site has become the default soapbox for consumer outrage.
Is that what they are trying to do? My understanding is that they are ONLY considering women for the position.