Author here. In the article there's some evidence that Ember is still at least talked a lot about in Rails job posts. Maybe I'll look into that more the next time I do this kind of digging.
Personally, I made a couple of attempts to learn Ember. Though it was well documented and looked great, I just bounced off of it both times. And I never had an urgent need for it, so...I eventually found Stimulus easier to pick up.
Remote is definitely a spectrum. On one end there's "you can be anywhere on the planet" to "you can work from home but we expect you to live in this city or state."
Employers know that remote is appealing to devs, so they're eager to claim they're remote employers. As folks elsewhere have said, read the fine print and get commitments in writing if needed.
For coding or any other project, I keep a running note called "Where I Was." Before putting down the project, I add a timestamped note that's as detailed as it needs to be. I find that this helps swap back context quickly, and it also has the benefit, for me, of swapping the project out! Clearing my mind like this helps me focus more on whatever I'm picking up, too.
ezCater is the #1 online - and the only nationwide - marketplace for business catering in the United States – a $22 billion market. Our 2M+ on-time ratings and reviews, our 60K+ caterers and restaurants, and our 5-star customer service make it superbly easy for business people to find and order great food for their meetings. We’re on a path to $1B in 2019, and we’ll get there - even more surely if you come help us!
We're experiencing insane growth while working sane hours.
ezCater is built with React talking to Ruby on Rails backend via GraphQL. We've begun migrating our monolith to services also built in Rails. We use Postgres and Redis as data stores. Services communicate with Kafka and Avro. Our data warehouse is built with Snowflake. Our deployment infrastructure is built on Kubernetes, Docker and AWS.
Is there a bug in the line computing Motive[mHappyWeek]? It seems like it should have Motive[mHappyDay] instead of Motive[mHappyNow] on the right hand side.
This topic is relevant to my interests. I've googled around a little bit on research on the topic of eliminating squatters, but haven't come up with much. I'd appreciate pointers to papers if anyone has them.
As a hiring manager I can never get too many questions from a candidate. If there's something specific I want to ask you, I'll make sure I get my question in.
Shameless plug: I've created a tool which helps engineering teams and their managers surface actionable metrics out of their GitHub-based pull requests. Basically, it surfaces some metrics about pulls which have been open too long or which are too large to be effectively reviewed.
Satoshi has a large position relative to the whole market. If he every wanted to convert those coins to US dollars or some other currency, I'm guessing the supply it would introduce would cause the conversion rate to crash unless done in a sophisticated way.
"As Wright told the Bitcoin Investor’s conference, he’s applying that second machine towards the mysterious task of 'modeling Bitcoin's scalability'[.]"
If he is Nakamoto, I wonder if he's using this computing power to test strategies for divesting of the "nine-figure fortune" of coins which is assumed to be controlled by Nakamoto.
As a hiring manager I have found that this adjustment already started occurring about two years ago.
Firstly, the market for technical talent is so competitive right now, that cash is an easy way to compete for people and salaries have been driven up.
More importantly, people have become far more sophisticated about options and what a payoff is likely to look like. Ten years ago I would never be asked a question like "how many shares are there outstanding on a fully diluted basis" but now I hear it essentially all the time.
Hiring velocity is one area where small companies can use their agility to advantage when competing against larger companies for talent. As a hiring manager, I always endeavor to make this process as streamlined as possible.
A couple of anecdotes:
I was able to hire an outstanding candidate simply because I got them through the process and extended them an offer. Our competition was a reasonably high-profile company in the area. In the end he joined us because after more than a week, the other company was unable to execute their paperwork to get an offer generated.
More recently, I saw a very big name West Coast company (think Google/Facebook/Uber) lose out on a great person because they had a third party do a reference check. In the time it took for that check to happen, the job seeker had lots of time to re-consider the offer and instead ended up working for a smaller company on the East Coast which kept in touch and was able to move blindingly fast.