skysight-inc/HackerNews huggingface dataset:
I made a feature request to allow users the option to give apps write access. Google has already "declined" this feature request, but I encourage you to comment and star this issue, if you'd like the option to delete songs in your music player.

https://code.google.com/p/android/issues/detail?id=65974
This isn't about AngularJS in particular. This is about using a client-side JS app framework.

Substitute any other flavor and the same problems exist.
Remember how outraged people were when the iPhone didn't have SD card slot, and how people here on HN used that as a selling point for android?

Remember how outraged people were when the iPhone didn't support flash, and how people here on HN used that as a selling point for android?

How things change.
They also spin so regularly that you can build a clock out of their signals:

http://en.wikipedia.org/wiki/Pulsar_clock
Think again, when the internal storage is miniscule compared to the amount of data these devices create and use now. Wanna take movies with you? Nope. One year worth of photos add up to more than your internal storage? Nope. Want to download podcasts to listen to? Well, if you have any space left in your internal storage after the photos, maybe....

Here in Taiwan everyone uses SD cards. Also because when you take your phone to servicing (which it will inevitably need some point), can just take the SD card out, and you have your data. With internal storage you better wipe the mother before handing it in, because who knows who will be checking what you have on your phone..

Just some thoughts.
Not so much hate for me, but apathy. For your one CMS, there are dozens based in Rails, Django, Node based ones I've not even heard of, and same for Go. For any of those, I just need Sublime and a server of my choosing. Furthermore, I can do dev on my box (a Mac) with very little spin up time.

Contrast that to your scenario. First, I need Windows, which is fine for most, but not me. Then, my prod setup has to be Microsoft based. I've yet to find a $5/month IIS-based host with SQL Server (apathetically, I haven't looked much). Oh, and Visual Studio. I can probably get by with Express, but at some point I expect I'll find a wall that forces an upgrade.

Microsoft has come a long way, but when I started years ago, I couldn't swing a Microsoft-based environment. VS was prohibitively expensive, and my parents' crappy computer couldn't run it. But I could learn PHP for free, run it locally through XAMPP, and be off to the races. Microsoft's never won me back, and your CMS is paying that price.
You think Samsung outsells Nexus 100 to 1 because of the great UI? It's all about storage.
Agree, only exception being if the employer is going to pay a rock star salary -- millions of dollars and a contract that make sure you receive those in either case.
I wonder how industries like healthcare can hope to have the best people with this job market

I hear the same discussions about teaching high school all the time (e.g. https://news.ycombinator.com/item?id=6969363), and the answer is... they can't, for the most part. Occasionally you'll get heroes who'll do it for less, but mostly things just don't function very well.
> Render it server side, cache it, and fire it to my browser as fast as possible.

Shameless plug, but we've been trying to do something similar with Forge (getforge.com). We built a Javascript library called TurboJS that precompiles a static HTML build into a JS manifest and loads it all. It's SEO-friendly and super-fast. Our other site, http://hammerformac.com/ uses it, for example.
Maybe I'm missing something but I don't get "4. Slow, flaky tests". I understand that Selenium et al can be a pain, but how does server side generated code excuse you from using it? Are you only validating the html structure and not testing any of the interactive capabilities?
Unbelievably true. I installed it on a VS2010 dev VM and it slowed my near-instant loading to a minute or more. It's a standard tool at work, but my word is it a hog.
can you clarify why granularity matters to your target customers over macro considerations like ranking, endowment, quality of dept'l programs?

what did you learn from the 3 experiments you ran?

why 297 schools? why not a few more pilot schools?
Fit. Fit isn't about any one thing: money, manager, work or culture, but any one thing badly out of alignment can destroy fit. Retention means having lines of communication open with important roles and important people (not always the same) and judging the health of the fit.
Fine, but if I find somewhere willing to treat me like a respectable human involved in building their business and not just a cost centre to be minimised...
IBM sets new speed record for Big Data
Gmail: DocTrackr Gives You Control Over Attachments
I don't know if there is reliable data to make a statement on the long-term effectiveness of counters due to the subject matter (best for both parties to keep silent).
I've had a similar experience, once tried to tag a question "jq" the json parser, auto renamed itself to "jquery", got a bunch of bizarre, you dont even need jquery answers none of which actually related to the question in the slightest.

I think once you get to a certain level of software development, you need to start having these q and a discussions on a forum, mailing list, or my preferred irc.

While they used to do very well on SO, and I'd love to see them back, I just don't see it happening. The hivemind is in quite the consensus on this stuff.

I don't mean to be negative, I still find SO useful on a weekly basis, but its degraded into essentially a "please google this for me and give me a link to the right documentation I can't find myself" service with a bunch of historical wiki posts people attempt to keep up to date with comments.

There is always prog exchange, but I find it a tad annoying to have these two side by side solutions fragmented in such a way.

http://programmers.stackexchange.com/
What to Note before Creating a Successful Website
Here's a problem with the post scarcity economy. There will be long lines everywhere.

Let's suppose Sisko's restaurant is actually good. Now people want to eat there. There are two options: either Sisko raises the price until the number of people that can eat there matches the number of seats (supply and demand) OR there's a huge line outside the restaurant until the wait time is high enough that most people don't want to eat there anymore. Since there is no money in this hypothetical society, option #2 is the only possibility. And in fact, this is going to happen at every good restaurant in the Federation. The only restaurants without lines will be the ones that suck, and the length of the line will be exactly proportional to how desireable it is to eat there.

Now you could say that there are tons of restaurants as good as Siskos. But unless human beings have radically changed and there are NO FOODIES whatsoever, there will be some restaurants that are better than others, and a significant fraction of people will prefer the better ones. And the absolute quality of the restaurants relative to today doesn't matter AT ALL - all that matters is that some are better than others. The only plausible reason for Siskos to not have a line is that it is at best an average place to eat. (I shudder to imagine how long the lines must be for the best restaurant in the Federation on Valentine's Day! I think a black market based on Latinum would emerge based just on that).

So, one thing that the article doesn't realize is that the absolute amount of resources available is fairly tangential to the issue of money. The issue really is that people have differing preferences. Even in a society where nobody starves because you can produce an infinite amount of food, some people will want to eat at a nicer place. "Nicer" is always relative to what is commonly available so no matter how good the restaurants are, unless they are all equally good, there will be higher demand for the better ones.

See, you don't get around this problem by making more of everything. Suppose the Macdonalds of the future is the quality of a three star michelin restaurant today. Some people will want to eat at the magical 4 star michelin restaurants, but there won't be enough of them to go around. So there will be a line, or a cost.
I'm not getting paid as much as I would like. I've brought it up with my manager on multiple occasions. I'm now about 18 months with no raise, and I've been told that this round of performance reviews does not come with a raise either. But I'm constantly reminded of just how valuable I am to the company.

So, I've done what I think anyone else would do and have talked to someone at another company about another position. If I get an offer, I'm likely to take it. I'm highly unlikely at that point to accept a counteroffer.

It feels like I'd maintain a better relationship with my current employer by quitting for a better offer than by seeking and accepting a counteroffer and then leaving later.

Accepting a counteroffer would feel like the company would expect me to "owe" them, and I don't owe anything to any employer.
Choice quote: The Linux community must agree upon a single software installation and management scheme, just as it standardized file system layouts.
Wait a second. So everyone is free to make bargains in "the market" except for a city? How do they buy toilet paper for city hall then?
Is there a minister of Port forwarding? What happens when I fire up chrome and Firefox with 80 pages each? Am I limited to a number out going connections? I assume the entire country is running off a Windows 95 box with two nics but that's just the way I imagine most cg-nat.
That seems reasonable. There is a lack of reliable data.

But citing the ulterior motives of recruiters doesn't establish that it's safe to take counteroffers. There's no reason it can't be both at the same time: recruiters do have ulterior motives, AND it is dangerous to accept a counteroffer. Waving at the badness of recruiters doesn't dismiss the issue.

The risk of taking counteroffers isn't unconditional, it depends on the employer. The person evaluating a counteroffer has to consider the trustworthiness of the employer. In the best case, that still includes offering a lower-than-market wage (or how did you easily get a better offer?)

While it's true that recruiters' interests often aren't well aligned to the candidate's interests, employers' interests often aren't well aligned to employees' interests either. BUT... in these cases where someone is already desperate enough to be hustling for other offers to push their employer's hand, it's already a lot more likely that the employer's interest is less aligned with the employee than the recruiter's is.

Raises come out of profits and many people do take it personally and can't be professional and more importantly, decent about it.

If you are facing a counteroffer, you are the person best positioned to evaluate whether your employer is trustworthy - not HN commenters, not a recruiter and certainly not your employer.

I can see how people who hire on HN are scared of recruiter memes about counteroffers. A lot of us want to get rich and want shortcuts. Unfortunately, those recruiter memes align with certain realities. There is no shortcut, you (generalized you, not fecak) have to earn the respect of employees as a fair dealer if you want any rational person to want to stay or even consider your counteroffers. If you don't earn that respect, you have no right to complain: you deserve to lose the employees because you yourself adopted a strategy which puts a little cash in your hand in exchange for this very problem.
On the contrary, the Storage Access Framework is an awesome development and how Google should integrate more of its play services: by having a provider agnostic API that fits their service as well as any other.

Anyone can be a SAF file provider by implementing the interface, and it's as easy as Intents to switch between them. It's silly to have "external" storage with special behavior at this point. Storage should act like storage, and apps should access that data consistently, without users having to remember which storage they're using for any particular purpose.

https://developer.android.com/guide/topics/providers/documen...
I'm looking for something a little less moderated.
I don't think so. If founders don't care about their employee in the beginning they wont care about you later either.

Your job security = value to you add to the company - what you are paid.

Make sure it is 0 at all times. Or have some written assurance from the employer (such as stock options) that the meager pay now will be compensated for later.
The SRV record is interesting -- basically extending DNS from a (name) -> (address) mapping to (name, service) -> (address, port) mapping

For whatever its drawbacks, IPv6 at least requires few application-layer changes. So I think it's a better solution to the problem than SRV records.
Fine, I'll share my true story of how to negotiate a raise when you are an introvert and without being seen as a job-hopper.

Tell your boss: I'm getting unsollicited offers for 20-30% more than I'm currently making here. Can you fix that?

This has worked successfully to go from low $100K to >$130K.

It works for two reasons

1. It shows you know your market value - this is not a number you are making up
2. You are not being unfaithful to your boss, you didn't go out and sollicit those offers, they just happened
If you're at a startup as employee like 1-5, you're going to need to believe the equity is worth something.

Otherwise why would you want to work at a startup?

The company doesn't have money to pay you market rate, and if they did, they shouldn't be spending it hiring one person.

Lets say you're market rate is $120k, but they offer you $65k, and 3.5% equity. Yes that might be insulting, but with that $55k difference, they could conceivably hire a 2nd (perhaps less senior) engineer, which will make your life a lot better, and increase the chances of the company succeeding.

So we founders offer you equity (in a pretty sizable chunk actually), in exchange for your hardwork and talents, recognizing that you should be paid more, but you're taking a big cut to help us build something cool.

If your goal is to make market salary, and wealth maximization, dont work at a startup (prior to say Series-C). You will be underpaid, and overworked, but you will get a good equity chunk, so that if the company is successful (it wont), you will be well rewarded.

Now if you've gotten fired after a month, chances are you're not the right fit, or worse, you were a detractor. But being worried about being fired, is generally an irrational worry, because it's hard to hire someone, let alone someone willing to work a lot, and for little pay.
Take the 25k bonus, give 10k to the original guy for leaving, and 15k for yourself. The original guy makes 40k for doing nothing and everyone else gets a raise.
How much equity should a partner CTO get: 30-second survey
just a case of using the right tools for the right job...move along
could "hckrnews.com" make $27/day?
Looks like these guys are making 30 usd/day -- not bad at all!
Depends on the individual (and the tendency varies with the industry).

Anyone who responds on HN claims to behave in an ideal way, but if you took this for an indicator of the industry you'd be surprised almost immediately - whether because these claims are often untrue or simply because the people making them are so unrepresentative.
Asteroid the size of three football fields to hurtle past Earth
Yes, that's bullshit. They should have their equity setup in a way that makes it easy for them to recoup it, should you end up leaving the company.
Classically, mathematically, the answer is conservation of angular momentum. As matter falls on to the body the body needs to rotate faster to conserve the energy of the system. A rotation happens if there is even a tiny asymmetry in the accreting matter.

In the case of our own Moon, one side is more massive than the other and over the course of millions of years became tidally locked so that the heavier side always points towards the Earth.
This is true but the USA is still, of all first world countries, the one which takes the least socialist approach on many issues and this is the sense in which I use it as an example.
I found it quite eerie and fascinating that the
"heartbeat" and "one death" categories are so alike in rhythm.
Huh. It's easier to go find an entirely new job than to just knock on your employer's office door and ask to have a quick chat about your compensation?

If that kind of interaction makes you uncomfortable, I guess you probably should go find another job since you might not have a great relationship with your company.
WHAT?

Seriously, Nexus are not even marketed or sold retail or with contracts in most countries, and the list of countries in where they can even be bought online is a very small list of countries. Samsung outsells Nexus 100 to 1 because they phones actually exist as a product someone looking for a phone can choose.

Motorola offers more storage than Samsung and almost all of their phones come with SD slots and is also outsold by Samsung 5 to 1.
I think you need to find proof of paying customers before you scale. Otherwise you can't justify the scaling investment. But then the order you do them in depends on local conditions, and it's usually a stepwise thing where you alternate some of each.
Being unable to tell is not an argument for time not ticking slower; the whole point of time ticking slower is that everything is consistent for your point of reference and you can't tell, but your point of reference has different time than other points.

Just as if you were inertially moving at 0.9c relative to me, the time frame would be different despite both me and you being 'the same as a point in empty space'.
Let's see you do anything of meaningful complexity or constructive value on such a system. Unless you replace the folder/file structure with something effectively equivalent your screwed the moment you need to do something that takes more than one app. Especially if you do that kind of work very often or need multiple people to work on the same project.
Going outside.
That is the standard advice and I have agreed with it for a long time.

However, that highly depends on the company, especially large one. There is very often a disconnect between line management, HR, and all the parallel hierarchies that make up the company - meaning there is no direct relationship between people caring about your loyalty and people that have the means to do anything about it.

Personally, nowadays I'm almost convinced there is no drawback. I have seen just too many people offered a red carpet for years after such threats.
Though not the focus of the article, I have a huge problem with the idea that leaders should pick out their best employees and reward them, while leaving the others treading water on their own.

I am in the middle of watching a team constantly churn, unable to retain many talented developers, specifically because the managers are only rewarding those they think are the best engineers, but are actually rewarding very mediocre employees they trust. My advice to everyone, especially managers, is do not try to pick out your "best" employees and reward them exclusively!

My team has hired 6 engineers over the last 2 years; the distribution has been pretty even: 2 really great engineers, 2 decent ones, and 2 sub-par ones. Going in to the 2 years, the team had 5 engineers 1 really great, and the rest swimming between mediocre and great. The two managers try to follow the advice in the article, and it has been disastrous. Of those 6 engineers they hired, the two really great ones were out the door in 8 months and 1 year respectively, and just last week the 1 great engineer already on the team announced he was leaving. The problem feels like failure to launch. These talented people come in, are doing good work, and then feel there's no room to grow. The source is obvious, the managers have picked out 2 of the mediocre engineers who they feel are their "best", the "talent" doing the most work and attracting other great "talent". The "talent" is rewarded with the big projects, which in turn makes management think they're working harder, while the other engineers are left with the scraps. The result is simple -- genuinely great engineers take a few steps in the door, quickly realize the problem, and turn around to get out the door as fast as they can. It's really sad.

The advice of the article is good for the most part, just really be incredibly careful about choosing your "best" as a manager. It's far better to make sure you're fostering your whole team.
> It's clear these distinct developer teams have decided direct access to removable storage is some kind of risk (whether to security, usability, or ubiquity)

I would argue usability. Having removable storage causes you to have to handle quite a few additional issues:

* Storage is removed (while app is off/in background)

* Storage is removed (while app is active)

* Users have to understand there are two places to put things (may still exist with this)

* Users have to understand the filesystem (decades of experience says... they don't)

Let's not forget that there are tons of 2.x, 3.x, and 4.x devices that probably won't get this update. This is only going to effect devices being actively updated and new ones.

As for new ones, Flash is getting cheaper and networks are getting faster. The fact is cloud storage is getting more and more practical (assuming carriers don't ruin it). This may be a bit early, but it would have been impossible a few years ago.

All in all it seems like a relatively sane decision to move the platform further. They could have just dropped SD card support. That would have also fixed the issues.
You have to ask yourself:

1. Are you a single founder, would a 2nd founder help?
2. Do you already have a 2nd founder who is technical/business?
3. How far along are you?
4. How much salary are they willing to give up?
5. Are you a first-time founder?

I was brought on as a co-founder, even though the business had a few months head start. However I was the only dev, I was going to make the same "salary"--20k/yr, and that the company didn't really have much more than a simple proof of concept.

Employees should expect a "reasonable" percentage of market salary. Founder's should not.
Ugh, /g/ is pleb-filled unfortunately. The majority of the threads illicit facepalms because the crowd there, while not as bad as Redditors, politically, are quite shallow in their expertise. Simply put, a lot of nerds who don't really know a lot, especially when it comes to what hackernews specializes in. It's likely due to it being the only place on 4chan people feel their desktop/tech support thread fits on.
I think one thing that this post touches on is the effectiveness of Java as a programming language for large projects.

I agree that Java has its uses, but I've always thought that this was one of the weaker ones. Java's poor syntactical support for clarifying abstractions like lambdas or rich data structures like hashmaps makes small projects larger than they need to be. The answer isn't to find a way to manage large projects; it's to find a way to make them smaller. Size is poison, and automated refactoring is no cure.
What did they think prevented this?
Wrong, wrong, wrong.

He searched for a repeatable and scalable business model. He found it. He scaled. He delivered excellent ROI to his investors. That's a startup.

People who think it's not real if it doesn't involve angels and VCs and TechCrunch write-ups and whatnot are fashion victims. Pity them.
The Erlang Shell
I am honestly not sure how to feel about this. On one hand cheating is bad, on the other hand vac having that much capability is scary. Even if it is using it to nuke cheaters from orbit with surgical precision.