448 karma · joined June 2, 2016
I was also suspecting that the cause might be because of the thinness of the keyboard.
Anyway you have any link that shows the fact that more keystrokes are on the left side? I would love to see the distribution
When “Agile” ideas are applied poorly, they often lead to more interference with developers, less time to do the work, higher pressure, and demands to “go faster”. This is bad for the developers, and, ultimately, bad for the enterprise as well, because doing “Agile” poorly will result, more often than not, in far more defects and much slower progress than could be attained. Often, good developers leave such organizations, resulting in a less effective enterprise than prior to installing “Agile”.
I can totally relate with this experience in a previous company I've worked with. They effectively starting the transition to Agile, but the execution was so poor and the general culture was so immature with a lot of chain of command and top-down that it ended up being a total toxic nightmare. I end up blaming Agile for this at first, but now i'm realizing that was not the tool.
At ThoughtWorks we do promote pairing, please let me know if there is anything I can do to help you out!
Anyway yes, the more i see this written down the less i like it
Companies should remind themselves to help out the candidate, give them prep material, and create a safe and relaxed space if they want to see really how a person will perform in their daily job. I think that a lot of this is driven by big company ego where a high rejection rate implies a higher reputation because of course: "we only hire the best, that's why so many didn't make it" this is a total bias IMO, a sane metrics for a smooth interview process should not be based on the result of the interview solely. You should ask your self how diverse are the profile that you are able to attract, how long did they stay and how good their annual/performance review goes after 1 year, what's the feedback of their coworker and leads after 3/6 months. Getting feedback out of this and tune the interview process interactively and in a data-driven fashion, because this is what it is, a process that can and should be improved, not a sort of fetish medal to show people and (falsely) say: "Hey look how cool I am, I hire only `the best`"
I think that you should work on these trust issues, the interview process is about hiring people not rejecting them.
Actually I prefer this future instead of a JS dominated world.
Very refreshing and insightful answer :)
It's the best formula to keep yourself accountable and keep going even in the less fun moment (because even in Greenfield hobby project there are shitty moment's)
If possible do it in pair programming, it's the best for sharing and learning from each other meanwhile
I think exactly this is the reason why many mans perceive the sexual harassment and the sexist argument has overkill sometimes, basically it's an issue cause by a low exposure to it.
Thank you for this comment, i'll use it as an argument in sexism discussions trying to help other fellow mans to understand it.
Workers (?) that are paid for talking good about their employer? What's the interesting bit here?
In the russian version becomes:
“According to estimates of the Washington Post newspaper, President Trump made more than 6,000 false public statements in the time after his inauguration.”
As an excuse he said: "To enable my ideas and messages to easily reach people from various countries".
This IMO is a pretty cheap excuse to cover the underlying fact that he changes that just to sell more books, because honestly i can't believe that an historian worth of his/her name would agreed on doing that on purpose.
I honestly love his books, but i expect a bit more integrity.