gregrata
Joined 13 years ago
Joined 13 years ago
I understand this is just subjective with a sample size of 1.
Anyone else find the same, or was it some kind of great movies social hub?
Huh? 18 months ago? I've been using it that long - it wasn't able to do that back then....
I've done a lot of this in the past - I built a platform and apps for consumer-focused location aware in the early 2000's, and another app that ended up with around 12 million users.
When I interviewed at Microsoft Research, we barely talked about my "day job" (fairly straightforward C#/.NET enterprise stuff). They ended up focusing on the side stuff - because it was just me doing the design/architecture/coding/company, it was innovative, it was interesting - and I was super passionate about it.
Today, everyone can use one. They are very powerful, do a lot of things, and are comparatively simple to use - I mean, my MOM can use the damn things, which she never could have done in the 80's and 90's. And with very little support for me!
> re-enter the stream of commerce for potential future criminal use.
Because of course if CASH re-enters the steam of commerce is somehow different?
All good - and I look back at my McDonald days (somewhat) fondly, and it was good experience at doing fairly unpleasant work - but my nights hack and phone freaking and coding had 100x more to do with my success then that first job :)
Personal music at the gym is not new or anything specific to phones
I get at one level a company might like this - it's a "good" way to keep people from leaving. In reality, this means you have people that really want to leave and can't - which does not make for a happy, good employee.
Let them sell at least a portion of the stock back to the company. Or sell some during a funding round, at least enough to cover their taxes so they can take their stock and go.
https://www.amazon.com/Whiteboard-better-hire-best-developer...
I've interviewed and hired a lot of people over the years, and have been interviewed a fair amount. The way a lot of companies do it didn't make sense to me, so 5+ years ago I decided to figure out a better way to do it.
My basic premise in the book is that in an interview when asking someone to show skill, it should be as close as possible to what the job is. Most interviews are just not anything like a whiteboard interview or algorithm question. I get that can show how someone thinks, how they ask questions, etc. - but to be honest I rather have them actually DO something as they would do if I hire them.
I've had a lot of luck with this way of interviewing. The reality is it can still be a crapshoot - you really don't know what someone is going to be like until you work with them for a while - but this at least gets closer to making a more informed decision ('cause you basically work with someone, in a small way!)
Past Principal Engineering Manager at Microsoft (working on HoloLens2/Mixed Reality Apps)
Principal Solutions Architect at Maana, Senior Dev Lead at Microsoft Research, Chief Architect at Affinity, Dev Lead at IBM Boca (on the OS/2 Warp dev team)
Founder/Owner of Ratajik Software - check out http://www.stationripper.com