up_and_up

I am saying moonlight on the side in addition to the fulltime job and stash that money away.

Just start your own business and shelter the money in an i401K, SEP IRA or Simple IRA: https://investor.vanguard.com/what-we-offer/small-business/c...

"For the 2016 tax year, overall employer plus employee contribution limit is 100% of compensation with a maximum of $53,000"

Dude, my childless step-mother in-law is this!

A childless teacher is a pseudo-parent 8-3:30, 5 days a week, 9 months a year. They honestly havent got a clue. They can head home and chill. While parenting is an endless grind.

Kids will wedge into every spare moment and literally consume all the space, physical and mental energy.

Try spending all night up with 3 kids with the stomach flu then having your boss push you to meet a deadline the next day.

These teachers, including my mother in-law can keep their `advice`.

Awesome work! As a 34 year-old I can't believe I am faced with impending discrimination, but I guess its true. Thanks from my future self!

> But now that people have few or no kids they have plenty of time to tell other people how they are doing it wrong

These people honestly havent a fucking clue what they are talking about. As a father of three, I politely smile whenever someone like this tries to give me some advice. There might be some truth there, but there is a whole bunch of naiveté and ignorance as well. A battle-hardened parent actually does know whats best for their child, not some arm-chair person.

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All well and good, but why should the world trust China with that role?

> Yes, you get a big chunk of the profit.

Not as much as you think.

Not sure, but I know a full professor in Philosophy at a top public University that makes 70k

> potentially low-earning majors such as History

FYI, Lloyd Blankfein was a History major, amongst other Billionaires: https://en.wikipedia.org/wiki/Lloyd_Blankfein

It's what you do with the degree.

Business school professors even at Michigan make 200-600k. I know one of them.

As you are paying off your loans remember the high price of your education helped pay for not just a fancy diploma but also:

Shiny new buildings, Hotel-like dorms, Professors making 400k, Administrators making 700k, a moped for every football player ...

> Like, this is as good as it gets, guys. This is it.

Pretty sure they reference both Sequoia and Benchmarks as having 8x and 11x returns. So not sure this is really as good as it gets. I think it more points to the over hype of certain firms vs the ones who can actually deliver on investor money.

> Google ... loyal consumers

Name one physical consumer product that has garnered them loyal customers? Apple on the other hand...

> It is likely that Patanjali's sutras were largely general knowledge in ancient India as ways to stay fit and limber

You must be referring to the Hatha Yoga Pradipika or Gheranda Samhita since PYS doesnt deal with individual asanas/gymnastic yoga whatsoever?

PYS is split into 4 parts: 1. Details regarding superconscious states (samadhi), 2. The means of practice by which samadhi can be attained, 3. the supernatural powers associated with and attained via samadhi including their dangers and pitfalls, 4. how to transcend all the lower samadhis and attain final and complete liberation.

Asanas are only mentioned in the 2nd part and in that context only really mean how to sit properly to attain deep meditation. Gymnastic yoga is nowhere to be found in the book.

> To my knowledge Yoga has never been practiced as a form of combat

An ancient Indian martial art that includes yoga: https://en.wikipedia.org/wiki/Kalaripayattu

"The foundation of modern Asian martial arts is likely a blend of early Chinese and Indian martial arts." - https://en.wikipedia.org/wiki/Martial_arts#Historical_martia...

> Are self-driving cars able to handle rainy conditions?

Seriously? I pretty sure all current vehicles need to go through extreme weather testing before they can be brought to market. For example my dad worked on a project testing Ford vehicles in extreme cold and snow conditions in northern MN.

I would never work for a company that went to that level. In 10 years, I havent seen a company pull that. If you suspect that might be part of their hiring process. Just say "I need to make X" and evade all talk of current salary.

Feel free to tell them what you make just add 15-40% to that number. This has worked well for me. Employers seem happy as well.

Example:

Assuming your current salary is X. "So I currently make (X * 1.20), but in order to make the jump I need at least (X * 1.40)."

That way they get to feel out immediately whether they can afford you, you get the salary that would motivate you, and no one is wasting time in the hiring process.

Keep in mind many employers wont want to pay you more than 8-10% more than what you "currently make" unless they are incredibly motivated to hire you and you alone.

------------ FEATLABS.COM -----------

SEEKING WORK - Michigan / Remote

* Senior Developer with 10+ years experience and excellent communication skills

* Advanced Ruby on Rails product development, React and Backbone JS development, and Sys/Devops at a reasonable rate

* MVP's for innovative products and startups

* Maintain and refactor legacy apps

* Performance and Security audits

* Midwest billing rates (hourly, weekly, monthly)

* Fullstack Ruby/Rails development: frontend/backend/devops

* Portfolio: >>>>>> http://featlabs.com/ <<<<<<

------------ ------------ ------------

This. Always add on at least 15-30% if they ask. Has worked very well for me.

They cant demand that. If anybody tried to pull that I would be outta there.

> For dynamic workers that move about the company and immerse themselves in lots of projects and want upward mobility, I can't recommend it.

LOL. I work remotely and this is exactly what I do all day long. The problem lies with the companies communication processes. Thats all. If the majority of team communication is centralized in Slack, if documentation is stored in Google docs, if planning meetings are held on skype/google hangouts, if code reviews happen via github what is left? Given many companies use most of these tools already it seems really weird to me that they cling to this "Butt Seat / water cooler Culture" It is so easy to take ownership remotely if the team is remote, just IM the lead or executive and say so. Again, I think that companies the "Allow telecommuting" are to be avoided. "Remote-first" companies are where it is at.

Yeah, find out what the company policies are. Those might trump the job posting if they really want you.

In that case, I would slowing introduce pieces of this, see how it works etc. If you feel like you need more process or more ways to build team camaraderie act accordingly.

20 people, but the processes we have in place should be scalable to way higher.

This is the problem. I would never work for a company that "Allowed telecommuting". I try to only work for companies that have a "remote first" mentality. Everyone in the entire company should have the ability to work from home or be traveling and working and be able to remain 100% productive.

This is a culture issue at companies that will evolve over time. The focus needs to shift from "good their butts are in their seats" to "good they just delivered X number of features". The focus should be on the results.

I have worked for a 100% remote team for 4 years. Most of the concerns I see being posted here, I believe have more to do with the inability to hire well, the inability to efficiently communicate at the inter and intra team level, and the inability to operate as a remote-first company.

Below I document how to successfully run a remote company. I work for a successful startup receiving regular accolades for our product.

Hiring:

Never hire very junior unless the person shows extreme talent combined with superior communication skills. Generally you are looking for people that are: highly efficient, organized, responsible, disciplined and able to stay on task with limited oversight. They should be self-starters with numerous projects they can point to that they delivered on their own.

Product engineering:

Near all communication happens in Slack/Hipchat/etc. Group meetings, when including remote people, happen in skype / Hangouts. We use shared google docs to brainstorm product and document specs. We use Trello to translate those high level specs into actionable stories. Use github to organize code reviews. You need a results-driven mentality. What did a developer deliver this week? This month? Weekly standups on Google Hangouts + monthly 1-on-1's with each developer can give you a good sense of how well a person is performing.

Culture-building:

Have in-person meetups 2-4 x a year for beneficial face-time and for people to get to know each other better on a personal level. Have monthly video conf/hangouts on non-work technical topics where people rotate presenting. Have a separate monthly book club to discuss technical or nontechnical topics.

Onboarding new people:

First, never hire very junior people. When a new person is hired, have them do 20 min 1-on-1's with all team members to get to know each other and their job role. Pair them up with a another person to work on a shared project. Have them paired for several projects before releasing them on the own.

I am happy to answer any specific questions if you have any.

Maybe he should just take a year off? Keep working on this or other cool projects and apply next year. Might be worth it if he lands a serious scholarship from an elite school.

Speaking from experience, taking a gap year was the best decision I ever made.

How is this different then something like Heroku and their add-on ecosystem?