dpdp_

5 ms·

1.
by dpdp_ 14y ago
Unfair advantage means: 1. Interview questions for fresh grads are very CS oriented. For example, I have seen candidates immediately dismissed for not being able to estimate algorithm complexity. Same for memory requirements. Same for varia
2.
by dpdp_ 14y ago
I am just telling you the truth. IT industry != Software Engineering industry. Event IT will favor Business, InfoSys, Accounting grads way above any other science disciplines. In Software Engineering, fresh CS grads get a pretty unfair adva
3.
by dpdp_ 14y ago
Change majors, do a second major, etc. "Assuming I know the relevant programming languages and have some experience" is a big assumption. Computer Science (or any science major) is very hard to pick up part time. For your first job you will
4.
by dpdp_ 15y ago
Comes with the territory. Ask yourself if you trust your partners. If you trust them, then don't even worry about head-hunters and recruiters. If you do not, then you should not be in the business together anyway.
5.
by dpdp_ 15y ago
Go 64-bit! A medium instance is actually a very nice option for small deployments. Micro instances are throttled - http://gregsramblings.com/2011/02/07/amazon-ec2-micro-instan... . I, personally, do not maintain any 32-bit AMIs. The offer g
6.
by dpdp_ 15y ago
There are so a lot more patterns of high availability architectures other than load balancing. Distributed Queues, Pub/Sub, Gossip just a few that come to mind. In your example, you are using what is called a classical three-tier web archit
7.
by dpdp_ 15y ago
But how an audition will improve anything? The marginal improvement in the new hire quality that you get from doing an audition is not worth the time and money spent on auditions plus the cost of lost candidates who took offers that did not
8.
by dpdp_ 15y ago
I absolutely agree, the trial period should be discussed up front. Full disclosure. There will always be special cases.
9.
by dpdp_ 15y ago
This is often times the case. However, you loose several weeks doing the audition and you loose a few good candidates who took the offers that did not require the audition.
10.
by dpdp_ 15y ago
Well, if you end up firing a lot of people, give recruiting to someone who's a better judge of character. Firing when things do not work out is an honest act. What does it have to do with disposability? Both parties will be better off movin
11.
by dpdp_ 15y ago
General Counsel gets a fat paycheck to take care of that. Avoiding litigations is simple too - do not hire dicks; ever. If you hired a decent person in the first place, and after two months things are clearly not working out, you can part w
12.
by dpdp_ 15y ago
Why do an audition project when you can fire candidates who do not work out within the first three months? My advice is to trust yourself and hire people you like. Take a leap of faith. If things do not work out - be quick to pull the trigg
13.
by dpdp_ 15y ago
Again, you say that you want to weed out prima donnas. Yet, you act like a prima donna yourself with "we're not equal". Do everyone a favor - don't even invite people to the interviews when you don't think they are your equals - you are was
14.
by dpdp_ 15y ago
This question says a lot about the interviewer too. To me, the interviewer who asks the biggest weakness question is either clueless or a dick. Nice HR ladies who have this question on their checklist for "leadership assessment" are an exce