Has anyone done any research on how much 'energy' is stored in wind currents? How many wind turbines can we erect before we affect the climate by disrupting air currents?
I haven't seen this approach before, and I like the idea of it. Dunno if it fits for all goals though. Would it be effective if you just measured total hours?
Has anyone figured out how to deal with the issue of latency for space-based internet? Things like online games and video calls will just not work if the traffic hits space.
I could see an ISP offering a service where traffic that needs low latency gets routed on land, while web pages and the like get routed through space. At a cost, of course.
I wonder if there's any data on accidents/ traffic violations between the two companies. Tips are supposed to be for better service, and with driving the only way to provide better service is to be faster. My hypothesis would be that in attempts to be faster, drivers may be driving more dangerously, thus increasing accidents and/or traffic violations.
Your comment made me stop and think about all the times I've seen someone complain about 'coding' on a whiteboard during interviews. Did those people learn 'computer science' entirely in front of a computer, and so sort of 'trial and errored' they're way to the correct answer? Not trying to claim one way is better than the other, but rather trying to understand why the argument over coding in interviews is so polarized.
I've been following this project for five or six years now. Fascinating stuff that EvilDragon has been doing, and his determination and perseverance is admirable. (CircuitCo, who makes BeagleBoards, screwed ED/Craig out of 200k euro...)
First variation is with the candidates ability to solve the problem. Like you said, Microsoft and Google seem to have determined there's no correlation between that and job performance.
Second variation is with a panel of interviewers who propose the problem. Based on how the candidate responds, the panel chooses whether to 'hire' the candidate, based on their ability to reason about the problem and communicate, rather than on their ability to solve it.
I wonder if there's a correlation between the yes/no of the interviewers and the candidate's job performance.
But do you want your new employee to choke as soon as they see a new problem? To me, being able to solve the problem doesn't reveal anything; however, how they handle the problem can. I think its about context and what information you're trying to glean.