What domain is the API server at? If you need the cookie to be available there you have to set the cookie there.

I had our HR person get annoyed with me today because she found out that the candidate I want to hire is not a citizen, and I hadn't told her. I purposefully had not asked, because my understanding is that you can *not* ask prior to offering a job. She claims she's going to ask the external recruiter to provide this information for all candidates from now on. Sigh.

(I was fairly certain he was not a citizen, but also, he's from Canada and it's generally not very complicated to take care of, so I didn't worry about it)

I'm sure these laws vary by state, but from job listings I've seen I'm pretty sure the HR/legal approved way to ask is "Are you eligible to work in the US?"

I wouldn't ask the question that way either though.

Do you need sponsorship? Is on every application I’ve filled out, along with gender, veteran status, and disability status.

So like most HR type questions, asking them isn't illegal, but discriminating based on the answer is, so asking them opens yourself up to litigation. I'm not an expert but it seems like about the most you should do is let them know that you will be verifying eligibility to work on hire

https://quickbooks.intuit.com/r/hiri...enship-status/

But also it appears that it's OK if you ask a carefully worded question:
https://www.laboremploymentperspecti...efully-part-2/

That is the verbiage I've seen on pretty much all the places I've applied at recently.

I'm not sure I even know what this means. I've never interacted with like, a form or anything to get a job. I'm either going through a recruiter and everything is based on conversations, or I contact a company directly, I guess usually through someone I know, and they call me in for an interview. No one's ever set a piece of paper in front of me that asked any questions or said they were going to check my citizenship, etc.

I guess I should say that I pretty much exclusively have gone to work for small companies - 100-200 people at most. Low bureaucracy. A lot of them have become large after the fact, but not when I applied there.

Although I did apply at some fairly large places, like Indeed (not sure what their company size is but they have 2 large campuses in Austin alone) and basically never filled out a form or anything, just showed up for an interview.

I was asked if i was eligible to work in US. I’m one of the only US born citizens in my company

Yeah, the developer market is different from the non-developer job market. Even on referrals I've been pointed to the companies career page to start the process.

US Govt I9 Eligibility

Quote:

Form I-9 is used for verifying the identity and employment authorization of individuals hired for employment in the United States. All U.S. employers must ensure proper completion of Form I-9 for each individual they hire for employment in the United States. This includes citizens and noncitizens. Both employees and employers (or authorized representatives of the employer) must complete the form. On the form, an employee must attest to his or her employment authorization. The employee must also present his or her employer with acceptable documents evidencing identity and employment authorization. The employer must examine the employment eligibility and identity document(s) an employee presents to determine whether the document(s) reasonably appear to be genuine and to relate to the employee and record the document information on the Form I-9. The list of acceptable documents can be found on the last page of the form. Employers must retain Form I-9 for a designated period and make it available for inspection by authorized government officers. NOTE: State agencies may use Form I-9. Also, some agricultural recruiters and referrers for a fee may be required to use Form I-9.

Ok, cookies and react are working. Thanks for bearing with me on that.

I know what an I9 is. But you also can't make someone fill one out before you offer them a job

https://www.uscis.gov/i-9-central/i-...9-be-completed

"Form I-9 may be completed as soon as the employer has offered the individual a job and the individual has accepted the offer. Each newly hired employee must complete and sign Section 1 of Form I-9 no later than his or her first day of employment."

Damn Canadians.

#diversityhire

You react guys, how much testing do you actually have in production apps? We hired a couple front end devs back in May to make a new ui for a large internal part of our app.

We're starting our own new ui project and went to figure out how they do tests. Spoiler: they do not

We have ~850 unit tests and 60% coverage (jest) on our not-customer-facing application. Its mostly a metric to report to management..

To be frank I'd rather have all that time back to work on real dev/features/defect fixes. I don't see much value at all from it but it has caught a few things from time to time.

Like grue had done before, at my last company, we spent a spent a sprint doing tests after a bunch of productive feature building sprints.

We had a pseudo backend that we had integration tests against as well as standard jest/enzyme.

Do these jest tests fully simulate a browser rendering and clicking stuff?

Well enzyme does that yeah, those tests more or less are like "when you click on x component which is an abstraction around real html components, does y happen" which is usually the result of setState.

Can't imagine the pain that HOOX workflows will inflict on people who actually care about react unit testing though.

Oy we are setting up end to end tests with selenium, integration and unit tests with enzyme/mocha. Sounds like we are in for a world of hurt

Say you had to build something like Twitter and you knew it was going to get very large. You've got to know what every user has liked and you've got to know the total number of likes for any tweet. Like a perfectly normalized relational database would have a "liked" table that had user_id and tweet_id for what they liked and woudn't keep that info anywhere else. Then you would just add up the likes for any tweet whenever you needed it. But, that could be quite onerous with many tweets displaying at once and many many users.

So, you just keep the number of likes in the table with the tweet and separately keep the user and the tweets they liked and programmatically ensure as best you can that those two things remain in sync.

Right?

Thats a pretty common pattern utilized in NoSql land, especially on cloud dbs that charge by query.

Reminds me of this: https://hackernoon.com/how-we-spent-...rs-307490bd24d

Cool. It kinda is unpleasant to think that a code bug or even some kind of glitch in network or software could result in contradictory data, but I'm not working on a banking app or anything and I could always trust one part of the data and run a script occasionally that checks and repairs the other.

For this approach I'd probably create another table, with id_tweet and total_likes rather than add column to the tweets table. Neater, and allows for storage flexibility.

You could use a transaction to make sure the count table gets updated when a tweet is liked / like removed, then one can't happen without the other.

You could use triggers.

You could maybe use a functional index (index on expression)

Here's an interesting article that compares numerous approaches including your idea (though as usual, trying to sell things) https://www.citusdata.com/blog/2016/...t-performance/

Like you said, if implementing a caching system of your own design, the actual liked_tweets table would be a source of truth so you could periodically check and fix if required. Perhaps you could do that triggered by querying the likes, but only once every so often.

Also, remember perhaps YAGNI