skysight-inc/HackerNews huggingface dataset:
My wife works at a place like this, although it's a construction company and not software. We just made a decision to move to a really nice part of the world (Vancouver Island) a few years ago. My wife started looking for jobs after she got here, picked one, and basically lucked out.

This company really does treat their employees like family. My wife got a phone call a few months ago that her father was very ill and in hospital (he's now recovered). Her boss immediately bought her a plane ticket so she could go home to visit him.

Last year she had to take a month off for surgery, and the company was really nice about it. They paid part of her salary while she was off to make up for the unemployment benefit (even though they didn't have to), told her to take as long as she needed to recover, sent her flowers at the hospital, etc.

She started off on a fairly low salary, but she's got multiple large pay rises since she started there, and is now earning a decent salary. (Her boss talked to her about salary, and basically asked her what she thought she should be making).

They do expect hard work and commitment. Quite often she will work overtime if it's busy, and they are very quick to fire useless people. However in return for your commitment they do treat their employees very well.
I understand this is the current and prevalent mindset I just think it's wrong. If you are told or find out someone is looking for another job, and that person is a good and important resource to your organization, why not take every reasonable action to try to retain them? Instead people have his knee-jerk response of, "Oh you're thinking about leaving? Well NOW I'm never going to consider promoting you because you aren't loyal."
TN Visas for Canadians and Mexicans seem to be missing, even though H1B1s and E3s are shown.
Their salaries are. That's the whole point of this submission.
I'm actually kind of pissed that flexbox solved everything but horizontal masonry layouts. This layout has been javascript-bolstered for years now and it sucks there's no pure-html solution. You can do google-images-style layouts (right-to-left, fixed height, variable width) but pinterest-style (right-to-left, variable height, fixed width) is impossible and requires (slow) javascript.

If I'm wrong, I'll gladly take 100 downvotes in exchange for a link to a resource that has flexbox-driven horizontal masonry instructions.
Another tongue-in-cheek metric we like to joke about is Nobel prizes/house, i.e. how many Nobel prizes you would have to win to afford a home.

Recent Nobel prize award was about $1.2 million. Median prices in Palo Alto is about $2.4 million so the affordability is 2.0 Nobel prizes / house in Palo Alto.

The caveat is that you have to be a solo prize winner, otherwise the award amount will be split.

http://www.zillow.com/palo-alto-ca/home-values/
Because the grass is always greener elsewhere.

The reality is that it's difficult to be a happy employee if you're not a happy person. Unfortunately, our society is filled with people who either don't spend enough time working on their own happiness, or who pursue happiness in the wrong ways.

Employers can create great environments for their employees, but an environment is only as happy as the people in it.
> When asked about where I wanted to be in my career by my boss (boss' boss actually), I was honest about having my resume out there and looking for other opportunities outside my current company.

I think that's a bad idea for reasons different than the ones you seem to have intuited. If you are asked where you want to be in your career by your employer, they are asking what you want to be doing (with a subtext that they are trying to find out whether and how they can be the employer for which you are doing it.)

If the focus of your answer to that question is that you are shopping around for opportunities outside of the company, you are basically answering that what you want is, above all else, to be somewhere else.

I don't think the lesson that should be learned from this is "keep lying", I think the lesson is "be honest, but -- in business dealings -- focus on the parts of the truth that the person you are dealing with can, at least potentially, act on in a mutually beneficial way". In this case -- if you are asked where you want to be in your career, you tell your boss what you'd like to be doing.
As someone with Crohn's and a curiosity for alternative treatments, did you use uBiome at all prior to this partnership?
Right, which is why I'm saying tech companies- huge economic producers (and tax payers)- should use their influence to lobby for such measures. It's a hard sell until someone with the means gets into the ring and starts fighting for it.

FWD.us agitating for immigration reform for potential future employees should take a backseat to lobbying for improving local living conditions in the Bay for current employees who already live in the Bay.
>"So we'll ask, 'What's the next job that you would like to have post-LinkedIn?' ... 'It brings some honesty to what is otherwise kind of a collective self-deception dance.'"

...Am I the only one who thinks this guy is self-delusional if he thinks that this brings honesty to the table? Now interview candidates are just going to have to lie about what they think the interviewer wants them to say. Is this going to turn into the next "tell me about your biggest failure"? Maybe we can roll the answers to those two question into one. "My biggest weakness is that I work too hard, sometimes forgoing sleep. In a sleep deprived stupor, I'll probably accidentally accept a middle manager job at ResumeCo.com, when trying to perform some corporate espionage as a double-agent".
Let's say you are working for a for-profit company that operates like you describe, and the business hits a rough patch. The owners tell you that the only way to prevent layoffs would be for everyone to agree to a 20% pay cut, and they back it up with hard data.

Knowing you could get paid more elsewhere, would you accept the pay cut to prevent layoffs or would you leave?

I'm not ashamed to say that I would probably leave. Loyalty shouldn't be expected on either side, and that's ok.
I don't know about carpenters, but my cousin who is a mechanic rails on and on about how this particular tool is better than the other, and only idiots would risk their lives lifting a car with that automotive lift.

Where there is choice people will complain about the choices of others.
Sounds like their efforts would be better spent on a ChromeOS-like OS that's only a Tor (or Astoria) browser at its core.
I disagree with his point about references. They tell you nothing and are a hundred percent of the time only going to tell you positive things about the employee, regardless of reality. No one with half a brain would ever give a reference out that wasn't going to be positive. Even if you don't have one positive reference, asking a friend to pretend to be one is easy and I don't doubt it happens even when people have qualified references. I'd much rather interview a potential employee than have to use references. The mere thought of references making any difference whatsoever in a hiring decision is rather angering in its stupidity.
can you add functionality to search by job title other than as a filter? great tool though!
Maybe it's not about missing but removing, like gate keepers and walled gardens.
>employer has already refused to invest in you, no?

Obviously you are omitting the myriad of cases that an employer would like to invest in you but can't (yet) from your statement. Plenty of things like a lack of funding, individual ability, market timing, etc. prevents them from investing in you.

If I was waiting for the cash flow to move someone from A to B, and was working diligently to do so, to then have them state they are looking elsewhere for the B position, I would clearly re-evaluate my candidate selection as they may be gone by the time I get the opportunity to promote.
Something like this?

http://demosthenes.info/blog/844/Easy-Masonry-Layout-With-Fl...
> Why would they have to be idiots?

Because when the employee was asked what they wanted to be doing in their career, their answer amounted to "be working somewhere else".

> Doesn't this just create a crummy atmosphere where promotions only go to people unwilling or unable to leave the organization?

There's a difference between "people who are willing to leave the company if it cannot provide them what they want" and "people whose desires appear to center around leaving the company".
I had been curious for a long time but just sent in my sample recently. I'm SO excited to get results.
It is only a partial Win2K and NT4 leak from Mainsoft (not a typo for Microsoft, Mainsoft leaked it). Kind of hard to find. Check normal piracy sites.
I would say that it's inheritance without polymorphisms or a sort of mixin.
I can recommend using Filement(filement.com) for that. It would be a sync interface with you and your data. While as you can add and manage your devices, you can also add your cloud accounts so you can move your backups around and intensify diversification.
That said, 50 yrs is a huge amount of time in tech and guarantee is hardly to be held against any business venture or even protocol.
But since you have not specified a requirement for automated, non-assisted backups over the time course, i believe that process will be organic and your data will find its way to the future hopefully intact.
> doesn't mean you advertise it.

OP: "When asked about where I wanted to be in my career [...] I was honest about having my resume out there"

He didn't "advertise" it -- he just gave a honest answer when questioned. If this is "advertising" for you, then your "default" behaviour would be "be economical with the truth", i.e. white lies, i.e. being fundamentally dishonest... which means OP is right.
At least JSSE Java uses random primes (generated at startup). However the Java 8 default of 1024 is rather weak (not to mention the 768 bit of java 6+7). Whats worse is, that clients accept down to 512 bit. (And the client side is harder to protect with ssl accelerators). But there is SunPKCS11-NSS as an provider.
Employers may want to believe their workplace really is
like a family, and, in that moment, they may convince
themselves it actually is like a family.

When I was an employer, I pretty much embodied this sentiment. To me, work was this great place where smart people meet every day to have fun and solve interesting problems. I couldn't fathom that employees were just there to make money and then forget about everything when they got home. In retrospect, there are two aspects to this:

1) An employee can actually do a 9-5 job AND have a good relationship with their colleagues, have fun at work, and apply themselves - fanatical devotion is not required and should not ever be a criterion for judging performance.

2) However, the "bad" employees I hired (which was totally my mistake in the first place) did all have in common that they didn't care about their work at all. Some even consistently lied, about the work they had actually done, about how much they cared (unprompted), and about how they dealt with customers.

There is a fine line between utter disinterest and having a healthy work-life distance. I'm not surprised so many managers have problems categorizing this.
Selling Solutions: The Ugly Side of Consulting ← Dennis Forbes
Also check out Applebaums Duraconf: https://github.com/ioerror/duraconf
Do you expect a non-bullshit answer? For better or worse, this sounds to me like one of "those" interview questions, and expecting a company to care about what I do next makes about as much sense as expecting the company to treat me like family.
At best, telling your employer you're thinking about leaving is childish, like folks in relationships who "break up" as a means of communicating their displeasure instead of talking about the actual issues. At worst it means the relationship is actually bad and one or both of you can't communicate well, so it's over.

The only time it's acceptable IMO is when you're thinking about leaving for an actual, offered role that's much different, eg, "I'm thinking of leaving to be CTO of Startup X, what do you think?"; in any event it's probably OK if the reasons are beyond the company's control (you're moving, etc).
The First Hoverboard Flight (1'02")
There's an active subreddit for discussing Financial Independence (FI) that often links to MMM and recommends his blog to people interested in learning about the topic.

If you liked the article, you might find the community there interesting: http://www.reddit.com/r/financialindependence
I would say the difference is one of declaration rather than deliberation.

The Embargo Act was a declaration. TTIP is a negotiation.

But let's collapse this conversation back to the top, shall we? My response (and the arguments contained in the conversation that ensued) was to the claim that the "founding fathers" would have liked for other nations to check-and-balance the US; that they would have liked there to be political interdependence, even veto power from other nations.

That commenter said "On the global scale, more countries need to say "no" to keep the US government in check. It's what the founding fathers would have wanted"

This is not the case. It is only past century of America has been okay with this. Before the turn, and as argued by the "founding fathers" themselves, America was against political entanglement.
Of course it's not. They want donations, I want a product under a free license that runs on my computer. Simple as that.

I will not donate money to fund the development of proprietary technology that does not run on my computer, even though I would donate money to fund the development of a free technology that does not run on my computer just because it's cool.
At my wife's firm, there's an unspoken protocol: short of wrongdoing, even if you're not good at your job you get two bad annual performance reviews, then you're given six months after that to find another job. That was true even when the shit hit the fan during the recession. The firm, unsurprisingly, has very loyal employees.

That said, writing the biggest checks to get the people chasing the biggest bonuses is also a viable, if potentially unstable, business model. So is hiring people that probably couldn't work somewhere better. The key is being honest to yourself about what glue keeps your organization together.
Yes, but then your payment is $4-5k a month, more than half of what you're bringing home every month. That's not really feasible and a terrible financial situation to be in.
SMALL TOWN GIRL HITS THE BIG CITY
video coming out soon~~ orginal song by LaurieAnne about the country meeting the city...not a new theme by any means but this farm girl is completely clueless

reverbnation.com/laurieanne
> to make up for the fact that an employee is not going to learn as much as they would at a smaller company.

I don't think that's true at all. Startups are all about reinventing the same wheels every time so you learn how to quickly bang out the same garbage iOS app skeleton for the 2nd dozen time but it's not like startups have cornered the market on new information. Plenty of big companies do really interesting things that you can learn a lot in
The Unexpected Policy Laundering Implications of the Garcia V. Google Dissent
Would you enter a contract with a small business when you knew the sole proprietor was actively looking for a buyer?
Unrelated, but while you are here, is Picnic still 4 people? I've been interested in applying for a developer position but am tied up with other obligations until late this summer.
What industry is your wife in?
While I don't have kids myself these types of experiments aimed at pushing kids in a certain beneficial direction. e.g. My dad had a policy that he'd cover the cost of all bookstore purchases. All other entertainment expenses get funded via allowance.

I wouldn't be surprised if small nudges like that have far reaching effects much later in life.
6 ultimate homemade drinks for your workout
Hackaday: Saw blade makes perfectly foldable joints
Excellent. I wonder whether it will include the Add Webapp to Homescreen functionality of Chrome. You can use Firefox for Android for some webapps which have been packaged up and put on Firefox Marketplace, but for unpackaged apps Firefox's 'Add to Homescreen' is much less functional than Chrome's equivalent (Firefox really just creates a shortcut to the website).
'What's the next job that you would like to have post-LinkedIn?'

I was not asked this question in my LinkedIn interview...
Handicapped it somehow so that Plan 9 might have taken off.
She's a lawyer.
Iio-sensor-proxy 1.0 is out
> shared by more people than are willing to speak up about it

I'll speak up about it. WinRM is cake, but the cake is a lie.

DSC has potential. Nano and DSC together with spdustin's request is nirvana.

@brendanp, you should have shared contact info in your profile. Since you didn't, check my profile, check my name in Microsoft press releases[1] for bona fides, then hit me up because we are working on this aggressively and have just recently been talking about reaching out to you on this topic.

And to anyone else who thinks this is a cool space, email me, I'm hiring.

1. Read between the lines of my second quote here: http://news.microsoft.com/2000/06/12/microsofts-new-digital-...
There are some things we've encountered that should have been relatively basic but turned out to be a nightmare. One is configuring a VM to have a public, static IP. I currently have a Windows VM running that somehow has no fewer than 3 different static IP's, depending on where you look. Yes, we followed the directions and had our dev ops guy give it a try.

Second, we deal with some third party vendors who require us to white list our IP's. We ended up having to config a VPN through Digital Ocean because even our dev ops guy and our IT guy together couldn't figure out how to route our traffic.
> He didn't "advertise" it -- he just gave a honest answer when questioned.

"I am actively looking for jobs at other firms" is not an answer to the question of "where do you want to be in your career", except insofar as it can be read to imply an answer of "not here".

So, it was honest, but not really (except indirectly) an answer to the question asked, and quite likely, in any case, not the most productive and relevant honest answer.

If the reason other opportunities were being sought is that those opportunities offered features X, Y, and Z that the employee's current position didn't, an honest but more direct and relevant answer would be "I'd like to be doing more of things like X, Y, and Z". That would directly answer the question, and provide something positively actionable by the employer, and be no less honest than "I've got my resume out and am actively looking at outside opportunities".

There's two possibilities (based on the scenario as described): either the employee was fed up with the company and really wanted out, and then the answer given was not only honest but reasonably relevant (if somewhat, perhaps diplomatically, indirect), or the employee had particular things they wanted in their career that they weren't currently getting, and failed to give the most relevant perfectly honest answer to the question asked, and instead gave an incomplete, tangentially relevant non-answer which implied an unfortunate and inaccurate answer to the question actually asked.
Ask HN: Struggling to get users. What is turning visitors away?
If the company didn't have operational reserves for that kind of rough patch I'd be pretty worried anyway - but I'd probably consider it, yeah. A lot of that would depend on my situation at the time though - if it meant defaulting on my mortgage, then no, it's not happening. I agree it's perfectly fine to make a choice like that.

I agree, it's not reasonable to expect loyalty in either direction. I think the key for employers is to remove as many reasons for leaving as possible; then who cares if employees stay out of loyalty or out of logic, they're still staying.

edit: typo
Hardly surprising.

As someone who has had it a while ago it has two real problems. App loading performance is terrible. It needs to be instant like glances. And most importantly there is no killer app.
Perhaps there's a middle ground? Interviews have a series of notorious problems. References can easily be shills, although note his recommendation to looks for references that didn't come from the candidate. Seems to me that the whole hiring process is a logically-flawed nightmare, so why not include multiple approaches?

I read the comments about only references with no interview to be jocular, not necessarily implying that he is against interviews.
The property of memristors having real values instead of 0 or 1, and the fact that their value can be path dependent, leads me to think that at least information density can be increased over conventional memory today.
From a quick skim of the paper, it doesn't seem like they mention how they acquired the data, other than some mention of how it's secured by their rate/count-limiting process.

I'd hope they're storing it all as one-way digests, and it occurs to me that their strength metric (% number guessable given X attempts) might in fact be them brute-forcing their own data. Or they could log the inputs and result of each attempt by actual users during their experiment.

Or they could be secretly parsing and storing it all, and consequently know enough about you to guess most of your other services, should they NSL^Wneed to.

" For example, it was estimated that it actually takes over
2^100 guesses to compromise an average password due to the presence of less than one in a million users choosing 128-bit random strings as passwords"

I'll be the one looking smug until I misplace my personal password database.
I like the idea of a spreadsheet. I suppose its ok to give your kids a 10% ARR, too bad we can't get that on anything as close to secure as "Dad's checkbook" :-).

But the key message which I really like is spending is your choice, and if you can't afford something you want to buy it may be because you chose to spend the money to buy it on something else instead. Recognizing that is what you are doing when you "spontaneously" buy that over priced beer at the ball game is a good life skill.
Which is why the appeals court decision was so shocking.
Last year, my entry for level0 of stripe3 was a tiny perl script with no tricks (http://pastebin.com/XLZmmPX7).

Using perl, you can not win speed benchmarks, but a C program significantly faster than the "normal" perl program, needs much much more development time.

I have already encountered a C project that was rewritten in perl because it was a maintenance nightmare. The client was very surprised by the performance increase.

I do not know what are your "commonly-occuring" tasks, but in my experience, perl performance was never the bottleneck.
yup! send along your info.
The scope is the qualia of color and what it is to behold color in your mind. With all due respect, you sound like Mary in the Mary's Room thought experiment. [1]

[1] https://en.wikipedia.org/wiki/Knowledge_argument
This was a pretty good article for helping to learn about PID. http://m.eet.com/media/1112634/f-wescot.pdf

It's about 15 years old, but still a pretty good intro to basic control systems for people without a background in the field.
I use the same setup XFCE on my Samsung chromebook. I code python on my machine but for things that won't run ARM I have a Mac Mini that has virtual box where I run headless virtual machines. I can reach my server from anywhere using OpenVPN as it is hooked to my home router and use dynamic DNS to reach the OpenVPN server. I am testing lots of projects with that setup. I use Docker, Ansible, Cloudier Hadoop and other projects :) my own private cloud server.