seanconaty

This is awesome. I did this one time (not automated). I wanted to have an analog version of a video. It was a video of my baby daughter laughing. That was almost 10 years ago.

I used ImageMagik to make some stills. I bulk uploaded them to Walgreens photos. Thankfully they were all printed in order! I jankily bound them together somehow and it worked!

I always thought it would be neat to have this as a service. I will be ordering some of these for sure!

I love this site. I love browsing David Rumsey's map collection and I know that they have a georeferenceing feature, but I haven't used it.

How many HN readers are landlords?

I'm glad someone wrote this article. I used to work at an ad network and for that reason, I've ethically chosen not to use an ad blocker. But I do agree that consolidation of tracking, over-abundance of ad spots and nasty performance have reached new lows that I've considered using one.

I think it would be nice if publishers just went back to <img> tags. Script tags and iframes and flash give to much power and result in lots of performance issues.

You can still track and consolidate with an img tag but the tracking is limited to what's in the http headers.

For most companies, the amount of money represented by the difference in salary of 2 employees is negligible. (Definitely not negligible for the employees!) It's not even a blip on the cash flow statement. This is especially true of venture-backed startups whose operating model is going-for-broke.

What this means is that a person has a price that he or she can command and it's based less on their work experience/abilities and more on their experience of getting paid: they get used to a certain standard of living. If a company wants to hire a person, it will need to meet or beat that standard.

So yeah, the longer a person has been in the workforce, the more they are probably getting paid. But even this can vary from person to person, depending on how the person has been managing his or her salary and what companies he or she has worked at.

"Experience" is a proxy for technical ability and expected standard of living.

Usually a company will decide if it wants to hire a person, first. If yes, they start to negotiate pay based on a bunch of factors. Really, it's two parties trying to find each others' comfort zone; there isn't a formula. Sometimes there is no middle ground and no hire happens. Sometimes, to save time, recruiters will probe you to find your comfort zone before they even interview. Most of the time, if a company decides it wants to hire you, it will do what it can to make that happen. It's the desire to win.

If the candidate is a no-hire, there is no negotiation, he can't say "what if I work for less!"

Other factors that bear on salary:

* What are the current market conditions? When you were hired? * What is the rate of job churn? * Salary versus equity * Location * Employee demand: well known companies and probably pay less because more people want to work there. * What does your boss make? Can't make more than her * Name recognition on your resume. Did you go to Stanford? Did you work at Google? * Signing bonus?

When I was younger this used to upset me. I guess I got over it as started to get paid more. But I realize that getting paid a personal and psychological endeavor, not a simple mathematical formula.

I caveat all this by saying I'm an engineer in SF in 2015: shit's crazy.

> The end result is that developers contribute to open source in a vacuum; they develop, hoping — but never knowing — whether their library is being used at-large.

Is popularity is the main reason behind releasing and maintaining open source software?

I like iterative development but I also really like the author's "cauldron of soup" metaphor. I've definitely worked on projects where I feel like I'm rebasing/updating more than I'm actually doing work to add any type of new value.

Yet I will always remember the Aztek as the car that Walter White once drove.