Sure they do - if they have probable cause otherwise. The last few times I went through these checkpoints (in Texas) they ran dogs around my truck looking for probable cause.
Whether or not you've crossed the border recently seems like fairly ineffective criteria. Are you sure that's the case? Where did you see that?
I don't think there is any way to prove that this found all the required files. The more paths through the code, each with its own potential file accesses that can't be predicted with out run time information, the more likely one will be missed in this optimization stage.
I was under the impression that the missing Google Drive application for Linux is a desktop application. Is that not the case? What uses for it, beyond the desktop, are you referring to?
Most of my packages end up on my front door, right out in the open. Putting them in my car would be less obvious and more secure. It's a nice compromise between them having access to my house (more secure for the package, but less secure for my house), and leaving the packages on the front door step.
I've read this is Mark Zuckerberg's policy when hiring people to report directly to him. It makes sense when hiring management positions, but there is a lot of room in organizations for people that aren't going to manage others and don't necessarily need the skills, experience and interests that make good managers.
I don't think "would hang out with them outside of work" or "would make a good lunch mate" is the right way to think about personality fit when hiring. I've had many effective coworkers and employees that I didn't spend any time with outside of work. If you can't work with someone that doesn't click perfectly with you, shame on you, not them.
'That's the kind of person you don't want to hire to work on a PHP app.' Definitely. I would also be surprised if they were even technically capable of giving a good answer, given that attitude.
'You also don't want an arrogant know-it-all on your team, even if he is a genius with code.' Agreed. And since nobody else wants to work with someone like this, this type has a tendency either tone down their attitude or to get weeded out before they can really grow technical expertise. I've interviewed hundreds of people and can only think of a couple of examples that were close to that, and those were either for internships or people fresh out of college. Do you often run into people that are technically a great fit but are too arrogant to hire?
I think that's a false dichotomy. It's not simple to separate "personality" from "technical". A person's personality is what drives them to acquire technical skills. Candidates with a curious, open minded personality will spend more time acquiring technical skills than more passive or close minded candidates will. In my experience it's rare to see someone with solid technical skills that doesn't have passable interpersonal skills too. Learning is just too social.
This plays out at a larger scale too - some cultures are more open to borrowing from other cultures, and some are more closed. The more open ones utilize better technology than the closed ones.
According to the US Bureau of Labor Statistics in 2012, the number Sys and Network Admin jobs will increase by 12% between 2012 and 2022. (http://l.md/gr4)
That's a few years out of date now though. I wonder if there are newer statistics somewhere.
Just curious, have you seen any research on the efficacy (and cost efficiency) of those features you say should be required?