Anything that breaks my concentration. As a developer, I'm being paid for my ability to concentrate and perform complex thought processes. Anything that impedes that ability costs the company money via the effort I require to rebuild any shattered mental frameworks due to interruptions.
That's one of the reasons I absolutely loathe open office plans. Open office plans are designed with the values of communication and cooperation in mind, but completely ignore that the reality of development work is usually all about how much information you can keep track of while working. If I have to rethink what I am doing every fifteen minutes because two coworkers nearby are taking a foosball break, then I am not being as productive as I can be. Open floor plans are a terrible idea, choosing to save money on real estate at the expense of quality of the resulting software. I've started using it as a sign of a place I would prefer not to work, though with the pervasiveness of this pernicious insult to developer productivity I highly doubt I'll be able to make it a serious filter on any kind of job search since everyone and their misguided brother feels like it's a good way to enhance development team dynamics.
I plan on revamping my personal site to run off AngularJS on the front end. It's more of a trivial project for me, as porting a resume to Angular doesn't exactly get at a lot of what makes the framework useful, but presenting my whole portfolio in Angular might make for a decent side project. Maybe abstract it into a generic portfolio template or something.
Fascinating read, and it touches upon a problem that seems to exist in every programming organization: you can't say why, but you just know who the best developers are. Sure, that statement is somewhat trivial when experience and ability vary wildly, but when the skill levels begin to converge there is a lot more self-organization among the developers such that they somewhat rank themselves.
To me the problem comes when looking for new developers to add to the organization. In the thirst to determine what a "good" developer is we've instead settled on choosing those who seem to have studied the hardest while learning how to program. The fact that this knowledge is rarely directly applied in most tech orgs (how many basic CRUD apps are hurt by poor algorithm choices, after all?), but is still the only thing approaching a reliable barometer of basic competence is a pain point for any programmer hunting for a job.
Programming is a creative endeavor in many ways, which means subjectivity is involved in the selection of "best" and "worst". Figuring out how to codify that into an objective ranking is something that, when solved, will take the computing job market by storm. Or then again, that could just be wishful thinking on my part.
Excellent information here, and it can be a fantastic resource for people learning AngularJS, but to be perfectly honest you really need to do some proofreading on your material. While I suspect that English may not be your first language, your target audience may not realize that. While we like to think that ideas should stand on their own regardless of packaging, the reality is that if your message can't be understood then it will never come through.
Why not tell them to install something like MalwareBytes, that automatically scans their machine? A lot of what they are looking for is peace of mind. I usually give family and friends the basic tips (don't open attachments you aren't expecting, be careful of the "seedier" sites you travel to, and so on) while also having them install a scanner that can catch most of the things that they'll end up contracting.
While I applaud the focus on diversity and think that it is important that organizations do not discriminate based on nationality/gender/whatever, I hardly think this is a serious concern for smaller companies looking to grow. While I don't believe that discrimination never happens, to me identifying a pattern of discrimination is something that is substantively more achievable with a larger organization than it is in a company with a size under 25.
Ultimately, what I'm getting at is that your question is approaching things from the wrong angle in my opinion. Companies should be choosing whomever best fits the role while ensuring they are not discriminating against minorities (either consciously or subconsciously). Setting out from the start to focus on diversity hires sounds a little too much like trying to fill quotas for my comfort.
Thank you for the information, but I strongly feel that your website could use a very hefty re-design. Additionally, based upon your prompt text, it seems as though this is being maintained manually. Companies come and go very quickly - how are you planning on coping with changes in the data? Do you pull from any local databases of employers, or are you simply posting companies that contact you?
In my experience it is great - I use it to store a lot of common documents I don't want to carry around on a thumb drive that is easy to lose. However, my use is primarily non-public facing - storing personal documents and the like. I particularly find the spreadsheet tool in Google Drive useful for storing quick calculations I want to access on the fly, such as notes on an ongoing task or budget projections for my personal finances.
For sharing personal documents, I tend to use Dropbox more than Google Drive, though. In my experience people without tech expertise tend to get a handle on Dropbox more quickly than on Google Drive, though it largely depends upon the people you are sharing with.
That's an excellent consideration that I think comes with any drop-in functionality - ultimately there's nothing we can do to control the quality of the code/stylesheet/HTML/whatever else that we're pulling in. In Rails you can get into a special kind of dependency hell like this if you aren't careful, though my thought is that one of the most significant concerns with bootstrap templates specifically is related to the general size of the template itself (assuming it is correctly implemented, of course). What do you think would be a way to improve the utility of these templates, taking as read that developer time to replicate the functionality is likely at a premium?
That's an excellent observation. I often feel that in the rush to acquisition the future of the product line can get lost. For example, one of the previous non-profits I worked with used myfamily.com for communications. Myfamily.com was bought out by Ancestry.com not too long ago, and progress on the MyFamily site - a completely separate but corollary product line - stagnated until they simply ended the product's run with just a few week's warning. After a while, when the acquired company's goals no longer apply for the new parent - or when they simply become too much of a hassle - they are simply left to twist in the wind.
That's one of the reasons I absolutely loathe open office plans. Open office plans are designed with the values of communication and cooperation in mind, but completely ignore that the reality of development work is usually all about how much information you can keep track of while working. If I have to rethink what I am doing every fifteen minutes because two coworkers nearby are taking a foosball break, then I am not being as productive as I can be. Open floor plans are a terrible idea, choosing to save money on real estate at the expense of quality of the resulting software. I've started using it as a sign of a place I would prefer not to work, though with the pervasiveness of this pernicious insult to developer productivity I highly doubt I'll be able to make it a serious filter on any kind of job search since everyone and their misguided brother feels like it's a good way to enhance development team dynamics.