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Comment yes (Score 1) 332

I work for a company that makes apps. We rushed to release an Apple Watch extension as quickly as possible after the Watch's release, for the sole reason that we wanted to be able to issue press releases about how we support Apple Watch and are super-innovative while our competitors are not. Nobody thought it would drive sales from a feature perspective, except insofar as it could create the perception that we're "cutting edge" and "innovative". Never mind the fact that our Watch implementation was extremely crappy; we got mentioned in a NYT article for being "first".

Comment yep (Score 1) 181

I used BBS's in the early 90s roughly like I do facebook now. Chatting/arguing w/ folks about religion and politics. Except, I also played door games (SRE/BRE and the Risk clone) and occasionally downloaded files (Wing Commander was 6 MB and took like 6 hours to download over 2400 baud).

Comment some stats (Score 1) 415

This Reuters article has more detailed info. Among U.S.-based tech employees the stats are 3% Hispanic and 1% black, vs. 4% and 2% respectively among Facebook's global workforce. 17% of its global tech employees are women.

As one data point of comparison, here is some demographic data for AP Computer Science test takers in California for the year 2012. Looking at students who take the AP exam may be a good proxy for identifying students who will one day be applying for top-tier positions. Among this group, 7% were Hispanic, 1% were black and 21% were women. If those stats are representative of the pool of top-tier talent in the workforce, then Facebook isn't far off in terms of its hiring of blacks and women. It seems further off with respect to Hispanics. Though, California has a higher-than-usual Hispanic population, so maybe nationally the % of Hispanic AP Exam takers is less than 7.

This article in USA Today also has some stats. They looked at the demographics of CS and CE graduates from "top" U.S. universities. Not sure what "top" means. They claim that 4.5% of such graduates are black, 6.5% are Hispanic. They didn't report on what % were women.

Comment Re:process per request (Score 1) 674

I recant the part about Apache then, and limit my answer to running Rails in process-per-request mode. Unfortunately the project I work on has a ton of legacy code that's probably not thread-safe, so rather than go through the pain of refactoring it it we've elected to just buy more RAM, i.e. have more instances in the pool.

Comment process per request (Score 2) 674

Was going to be sarcastic and answer "Ruby on Rails", but I'll go with "process per request" instead. That is, the Apache model, or for Rails the model where you keep a pool of instances that only handle one request at a time.

Terrible in terms of scalability, but generally works for small workloads. Plus it largely sidesteps developers having to understand how to write thread-safe code.

Comment Re:my solution: (Score 1) 264

No list, obviously. But it's easy to make a reasonable guess. I don't work on crypto. I don't have a lot of friends from "suspect" foreign countries. I'm not a terrorist. I don't associate with terrorists. I don't say incendiary things about elected officials. I'm not an "activist" of any kind. I don't traffic in protected IP, child porn, weapons or drugs. I'm not a black hat.

Basically, the NSA has no reason to care about me. I'm a nobody. And my online profile makes it extremely unlikely that I'd be tagged by an algorithmic solution.

Comment Re:Why "loyalty" ??? (Score 1) 224

Did you miss the part where I said I don't begrudge them their decision to leave for greener pastures? Employee loyalty to company is almost entirely dead. Company loyalty to employee is also dead. It's not fair to employers to expect them to be loyal to their employees when those same employees aren't loyal to their employer.

Comment Re:Good news! (Score 1) 224

Honestly, I'd rather my employer not risk spending money to train him (not to mention having to keep him on for another six months) only to have him perform exactly the same at the end of that period. I'd rather "we" as a development organization start to have actual hiring standards, and apply those standards retroactively to current employees based on the body of work we've already seen from them.

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