So much may be the wrong term, but I think having a site that doesn't look like twitter bootstrap. I agree that it's much more about content/usability.

Maybe I should say that I'd like to do something while I have a smart, capable, talented designer willing to code out the html/css for me to help crank out a nice looking MVP quickly.

4-5h nonstop efficient coding is waaaay more than 8h normal office time. Probably closer to 16h

Good guy Lattimer - finds out the answer to his own question and reports back to the thread instead of leaving it hanging. Thanks!

Does anyone know how to share an application-level cache across node workers with Redis? More details in my first stack overflow post here: http://stackoverflow.com/questions/2...ers-with-redis

http://www.scottsbarlow.com/100-awes...deas-for-2014/

I like this one, though haven't done any research to see what's currently out there.

GradFolio: I love this idea and believe this will be a real winner if done right. Imagine a website launches called GradFolio (domain name available to purchase). A student is just entering his first year at University but signs up onto the site and starts putting his interests and also features projects on there. He likes to build drones and already Amazon’s HR team see this and start a dialogue with him. Over the years of his study they let him know what other skills and technologies they would like to be using in the next 3-5 years so he can also study towards these and land a dream job. The students can tailor and change their study here and there to work towards a specific company and project and can better his/her chances of landing the job. The companies can pay you a fortune for this access as they can start influencing their graduates who will be more than ready for their firm.

Where did this fear come from? I would assume that if you push up the codebase, the database wouldn't be affected.

Kidding me right? If that's the case, I do a month of work on a weekend and 2 weeks of work on the weeknights. With this logic,0 you are saying I am a 10x coder, which is clearly a load of bull.

Oh man, I'm going to be the h8er, but there are so many things that can go wrong here.

If there is going to be direct company -> student advice, then the company has to gain direct benefit from the student. In other words, you have to be able to force the student to join the company after graduating. In North Korea, this works wonderfully.

Company culture changes on dime. Just because HR Jessica uses the tool and loves to the tool doesn't mean that HR Johnny is going to use it at all. You are also assuming that HR has a somewhat clue of the companies needs and the students ultimate qualifications, so you can't use HR for this; you have to use someone higher up the food chain who knows the vision of the corporations future. This means you are asking for the rain-maker's time, which is already too busy and too expensive. Once again, the culture and desire must be extremely stable, or the person doing this must be extremely stable.

To illustrate. Exec. Alex wants to do this, but he considers the issue from a long-term perspective. A student is going to start college soon, so he picks up a little mentor and then assumes the absolutely best-case scenario, which is:

1- student graduates in 4 - 6 years with the same interests he originally entered with.

2- Student takes the job at the company.

3- Student works long enough at the company to make the initial investment of money, knowledge, and time, worthwhile.

4- Student actually accomplishes something that reflects what they were interested in 10 years earlier.

5- The company employee / exec who started the conversation doesn't quit or lose interest, and if he does, then the next guy will continue the conversation.

So, a 10 year possible pay off on the shoulders of one student. The man-power to support the interest from the students would be astounding. The math is astronomical and the probability of the best-case scenario is infinitesimal.

Glad to see you are thinking, though.

It's not that you're amazing, it's that there are millions of IT professionals making careers getting less done than 8 hours of good efficient coding is worth in their work weeks.

I use a similar idea for my lean startup talks. Basically the two related problems that need fixing (imo)
- Employer/employee contact needs to start a long time before graduation
- Employee needs to study and do stuff in a way that will be useful to the employer

Basically what I use is a two way market (sigh) for mentoring/stipendia/internships and the like. Alas you can concierge this pretty easily for starters.

"Contact graduates two years before the competition"or smth. like that
"Like dating site but for student/company"

etc. pp

[feel free to use it (with the obligatory gimme sick loot if you sell it for 10 million+), talk is in German unfortunately or I could send it+the filled out lean canvas :P]

yes there's similar stuff and competition but most of that is crap :P

"No strings attached" stipends of all sorts exist already. It's mostly banking on the fact that enough people will be subject to reciprocity. But I mean why wouldn't I want to work for a company that helped me out...I'd probably at least go to an interview.

What I'm saying is that if you code "flow style" for 4-5h you provide as much value as someone dong a 9/5 office job for two days. It's probably more tbh. You vastly overestimate how much work most people get done on a regular 8h workday imo

I don't get this mentality at all nor do I get why anyone would accept this from their employees, but carry on...

dave,

because professional software development is waaaaaay less about actually writing code and waaaaaaay more about communicating and solving problems as a team.

This is the basis of how it would work, but it still is a huge gamble for the other reasons I mentioned.

There is also the opposite coin. Why invest in a robotics kid if there is someone that just graduated with robotics available today? If the kid is seriously interested, they will do the robotics with or without guidance.

Would schools really go for this? Suppose I just joined school A and decided I really loved X. I see they offer a course in X, but what I don't know is that X from this school is about worthwhile as toilet paper. The employer will (correctly) advise me to switch schools. This is a major risk to the schools, so they won't want to jump on board. I would think more top-end schools are already well connected and in communications with what employers want and need in the future. If this communication is already there, then why bother adding another level of interaction? You can say this opens up opportunities for kids in lower schools, but this creates many more issues. The first being what I just mentioned, the second being that when said student can't get into something better, then what is the employer to do? They aren't going to bother dealing with the students that have no chance to go somewhere else, so they will look into the top schools who they are already communicating with.

Not sure if this is serious, but 36 hours of a work week is communication?

Oh man, I really have to discover this world. I mean, I'm a product of grind-house management and I sort of treat my underling the way I'm classically trained:

Him: "Hey, can you check this?"

Me: "What's the problem?"

Him (states the problem)

Me: "So, put it up and see what happens. If it breaks, then fix it."

Him: "Okay."

Just don't have time for it.

Well you can just pretend that the scholarship system is broken and fix it if you prefer. But I have a feeling the territory would be similar. You could also toss in some XP and have them sponsor pairs (for some nice socialist PR...opposite gender pairs or rich/normal+cashbroken pairs)

[what I really want to do is disrupt how schools work because they are broken but let's not go there]

Meetings -
--Team Building
--Planning
--Company
--Architecture
--Code reviews
--Interviews


Other non-coding stuff -
--Bull****ting
--Email
--Documentation
--Training
--Status reports
--Support questions
--Task switching

Next week is a light week and I have 10 hours of meetings, most of those are with developers. 4-5 hours of good coding a day is probably ball park, some places and developers will have more some less. At Accenture they figured 2 hours a day was task switching or other non-project specific tasks.

To also get right to the point (beyond the meetings and scheduling things that are being discussed), 4-5 hours of intense non stop development from Nchabazam is probably worth 2 days+ of "normal software engineers" because he seems like he has very deep knowledge in what he does and is intelligent, while tons of people use Google for everything they do and are idiots.

I figure about 2 hours of coding and 6 hours of werewolf is about right

How are the workers managed? It seems like this should work fine if you set up a single instance of Redis (clustered or otherwise) and have one master worker be responsible for querying and populating the cache.

I would assume this as well, and was 99% sure that would be the case, but my 4-month project would've been wiped out in a single re-deploy had I been wrong, so I was (understandably IMO) hesitant to do so without prior experience to fall back on.

Isn't most of what you describe closer to management? Do the low-hangers really get all of that to deal with?

(bull****ting is verboten)

As for emails, I generally don't care to look at it more than once day. Don't even get me started on the ultimate time vampire: AIM.

The standards for the status quo must be extraordinarily low if someone who started learning to program about 2 years ago can outgun the average developer.

This sounds about right.

This might be a good time to learn about backing up your data.

Ya this. You don't have to contend with stupid people asking for help or useless meetings.

Yup. It's my first app, still very much on a learning curve. It's all python and html/css. Something that is aggravating me now is how different the layout looks on PC vs Mobile - issues with improper spacing and font sizes and such. It's as if some of the CSS is applied incorrectly when viewed on a mobile browser.

Have you considered Bootstrap or Foundation?

I know it sounds counter-intuitive, but I learned much more about CSS from using Foundation that I could by doing everything by hand. Something about the immediate feedback of using grids makes things clear. Still takes a bit of work to get everything looking great on mobile, but it certainly makes life easier.

What are some good ways to organize/keep track of bigger projects? I'm building an OOP JS (web) app that has now ballooned into 800 lines and like 15 classes and **** me if I can remember all the prototype chains and all that without a map. Do people like do that? I need another 27" monitor that I can rotate vertically duh.

This hints at a bigger problem with your design. With good OO design, 800 lines is actually really small and easy to keep in your head. In fact, the ability to easily navigate your classes conceptually is arguably the most important benefit of good design. So you shouldn't be asking "What kind of app can I use to graphically illustrate the mess I've created on one big screen so I can comprehend it?" but instead "How can I refactor so that such an app wouldn't be needed?"

If the parts of your application are truly decoupled, you only ever have to be thinking about one of them at a time.

This is good advice, but in this case I think Grue just needs to spend more time programming until 800 lines doesn't qualify as a big project. Spending too much time trying to design things the right way without actual experience to guide your design can lead to analysis paralysis and cost you the practice reps to develop that sixth sense. So screw up to your heart's content and just code away.