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Ask HN: As a Full stack developer how do you keep up with all the technologies
points by kiraken  35 minutes ago   2 comments top
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msie 21 minutes ago 1 reply      
I don't know how js developers deal with explosion of frameworks. The other day I was reading about React and someone was mentioning om, morearty, and omniscient and I had no idea. I was frustrated with reading HN at that point. Lots of learning and forgetting? What a waste. This is where one has to rely on some authority to pick the winners. I dunno. Ignore almost everything and just pick a framework?
Ask HN: Should I Downplay My Age?
points by mjones  9 hours ago   54 comments top 22
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sparkman55 6 hours ago 1 reply      
I've built a number of teams, and have repeatedly had the fortune of anchoring the back-end with a senior engineer over age 50. Experience matters, and it helps the entire team from a morale, design, and process perspective. You don't want to work for someone who doesn't recognize that anyway...

I wish I could be so lucky to attract senior candidates at my current gig; they're hard to come by at a trendy downtown-SF mobile commerce pre-series-A startup. Instead, I'm inundated with fresh code-bootcamp graduates. I'd be much more comfortable hiring those junior developers if I knew they would be able to sit next to a reliable senior teammate...

That said, if you're worried about being hired, start by building something on your own! You'll make yourself much more marketable if you show that you can pick up new technologies and actually release something.

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kls 8 hours ago 1 reply      
Also, outside of SF, the ageism is much much milder

Agreed, it seems outside the cultural bubble of the Bay Area the entire technical workforce seems to be aging. I see fewer and fewer of the younger generations entering tech outside of a few markets like the Bay Area and Austin.

I have a theory, that it is due to the work force being more mobile, as well as the younger work force having less to tie them down. There was also, consolidation of the start-up markets and a lot of other markets lost ground while the Bay Area gained. I think this creates a natural draw for the younger portions of our workforce.

Most of the individuals I run across outside of a few specific markets are mid-30's to mid 50's and age seems to be a less relevant factor.

3
fsk 9 hours ago 1 reply      
Don't give out SSN or Birthdate information until after an on-site interview when you're at the offer stage. Someone dishonest can use that information for identity theft.

I'm already starting to be concerned about age discrimination, and I'm only 40 years old! It's very disturbing when you go on an interview and you're the oldest person there by 10+ years.

The only way out is to start your own business. Do you have enough savings? If you do, consider trying to bootstrap your own thing instead of going back to being an employee.

4
BorisMelnik 8 hours ago 3 replies      
just gonna be straight here, there are older people that are the really smart, savvy engineer types that school all us young folks, then there are the older people that learned Pascal in 1978 and never stepped outside of their comfort zone. We have an older person working in our office that, if it wasn't for him would practically be a zoo. He constantly schools us on all things tech, and keeps everyone in line. You are gonna be just fine.

The fact that you are on HN and able to have this kind of insight proves you are capable of hanging with the youngins.

5
fecak 8 hours ago 5 replies      
Recruiter here. I would absolutely recommend you not include any obvious indicators of age on your resume, at least in many parts of the country. Graduation dates are not required, and perhaps your first few jobs can be eliminated from the resume. A resume doesn't have to be a complete biography.

With 40 years of programming (not sure how many were hobby vs paid), you are likely to raise questions as to how many more years you would need to work. You can trim the appearance of some years off to get in the door and avoid the possibility of discrimination.

6
hawkice 9 hours ago 2 replies      
My advice is to play up the experience, but play down some details of that experience. For instance, 40 years of COBOL and C++ has some signalling issues (not completely unreasonably, what with carpenters blaming shoddy tools). I'd probably not talk about the technical nature of the experience at all -- just say the industry it was for and what the tool was used for, and not name-dropping old technologies.

Also, outside of SF, the ageism is much much milder. I've had people who had the up/down control on me getting hired not know my age to within 15 years at the time they make that choice (and they consistently guessed _older_ than I am). But interviews in SF seem to bring this topic to the table almost immediately. YMMV.

In terms of being uniquely identifiable (and therefore having few secrets) in the job application process, this is essentially unavoidable. I wouldn't worry about it.

7
schlinb 5 hours ago 1 reply      
I have recently been involved in a project where we are analyzing employment offers from companies in different markets (SF bay area being one of them).

We have found that one of the biggest factors in getting employment offers is how you position yourself. For instance right now if you are an enterprise engineer with extensive perl or .Net experience this will hurt you if you want to get into a young web company. On the other hand if you are an iOS or Node engineer in SF or can position yourself as an engineering manager then you're likely to find it easier to get job offers.

In general, the data that I've seen suggests that new companies are basically not interested in older technologies. I believe that the problem a lot of older engineers have is that they try to enter the current market by relying on their old skills and that mis-match is interpreted as ageism.

In my experience having experience (and age) is very valuable IF you're a strong engineer and you can apply that experience to the existing technology landscape. Make sure that you're presenting yourself to the right companies with skills in the right technologies and toolsets though or they will not even look at you.

8
WalterBright 8 hours ago 0 replies      
As someone who has also been programming for 40 years (!), I find that although I don't work as hard, I get more done. I.e. one learns to program more efficiently, and make fewer mistakes. There's a lot less of uselessly thrashing about.
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blergh123 6 hours ago 3 replies      
For me, when I've interviewed older developers, my main concern is that they have too much experience for the role we are interviewing for and may be bored and want to leave.

It probably depends on the job description, but sometimes more experienced candidates get rejected for this exact reason.

I'd love to hear how other people handle this type of situation.

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err4nt 9 hours ago 2 replies      
I"m just a young guy here, not an employer, but I can share how I view your age in a candid way that might help you put your best foot forward.

My parents, born in the mid-1950s are currently in the job market looking for work, and they claim they feel the ageism/discrimination but it completely baffles me as a younger person.

As a person who celebrated Y2K in public school, now in the workforce blazing my own trail: I personally wouldnt have any issue with your age whatsoever. I gauge people based on results and performance, and so if you're an old dog I dont need to teach you any new tricks, you're probably a pro already!

I would be a little intimidated by your age, and it would be humbling and awkward for me to feel like you were my subordinate, but I would cherish your insight and experience (and hopefully mature reasoning skills) and I believe you may have a lot to offer!

I still prepare resumes and cover letters for my parents as they hunt for jobs, and I wish I could encourage you as well.

Age != youth

Age != ability

Age == how many pages have been turned in the 'Book of You'

Best of luck as you put yourself out there!

11
arisAlexis 4 hours ago 0 replies      
I'd like to express a somewhat different view while being in the same boat. I am 35 and working as a dev for years now. My recent teammates (small team) include a senior very experienced developer who started coding with punch cards for the British gov. That seemed cool at first but now I am trying to maintain some software he wrote from 2004-now. The software has really bad code in it, the kind you wouldn't expect some experienced guy to produce. It has no testing, it has serious OO flaws. Maybe its this particular guy that was just not very good, but its creeping me out when we talk about things and I realise he is comprehending much slower than the rest. I was wondering if that's just normal age degradation. I would love to code 40 years from now. I am just worried.
12
mocfive 6 hours ago 0 replies      
At 31, I feel like I am just now leaving the 'young talent' group, but not yet considered older. Standing in the middle, kinda, I think I can see both sides. To help deal with the agism issue, my hypothesis is that if you can zero in on the exact misconceptions they might have about you, or older programmers in general, and demonstrate that you don't fit that mold, you're in.

Some younger engineers will worry if older engineers lost their hunger for learning new technologies. In their position, they are well aware of what is fashionable, or even just current best practice. This is mostly because as new people they go straight to the new stuff. For example, new programmers don't learn SVN, they go straight to git, and github is a way of life.

So, right or wrong, it is a red flag to them if they see or hear about people advocating what they consider as outdated approaches.

But, importantly, they also read books by the folks who are 20-30 years older, but never lost that drive. They go to talks by these people and take notes, buy their screencasts, and brag about what they learned. They want luminaries to guide them. So, maybe, establishing expertise over what they consider important is a way around this misconception the youth has.

I imagine you could send positive signals by fixing or improving some popular open source project. Maybe write some interesting toy code, a game, or something that solves a development problem, and add that to a personal site or your github account. Any way to demonstrate what someone with 40 years experience can do, in a context they can see and interact with should do the trick.

13
nanoGeek 7 hours ago 0 replies      
I think you should not worry about your age, after all there is nothing you can do to end up younger. You should have confidence; you are much more experienced than the average 25 year old developer out there.

On the other hand, as others have stated, you better avoid making your age obvious.

In the end, you know what? In this life your time is limited and I think it's wise to avoid worrying about things you can't control. Don't make your age obvious but have confidence in your skills and experience!

14
sulam 7 hours ago 0 replies      
First of all, I have never... and I do mean _never_ had a recruiter ask me for my birthdate. I've been in the industry for 20 years now (not 40, congrats on almost hitting THAT milestone!), so it's not like I just have low exposure.

Secondly, my advice is to do nothing special. Yes, filter your resume for things you think the company would be interested in -- you would do that regardless of your age. In general a one-pager resume is greatly appreciated by everyone. If it comes up that you've been around the block more than most, fine. You don't want to work for companies that would discriminate against you based on age anyway -- they are probably going to fail due to stupidity like not appreciating expertise learned from experience.

15
hiou 6 hours ago 0 replies      
Honestly, it's more about finding a results based org. I've worked with a lot of different companies and some are very culture fit and some are very results oriented. You will never get a shot at the culture fit crowd so go for the results based crowd. Flood your resume not with experience as much as real results and value you have created.
16
bbulkow 7 hours ago 1 reply      
1. Where are you.

2. Don't be paranoid but don't play it up.

3. There's no way to hide your age, realistically. You have to answer questions like the year you graduated from college, the year of your first job.

4. There are a bunch of people that age I would kill to work with (35 year programmer), we have half a dozen people in our office with that much experience. We're a C shop and we write very, very high performance code. WORK YOUR FRIENDS, you must have friends, those friends have jobs.

17
sysk 8 hours ago 0 replies      
Have you considered freelancing or running a small consulting business?

I admit that if I was faced with the opportunity of hiring someone a lot older and experienced than me I'd have two immediate thoughts: "This guy would be a great asset, we need him" and "I think I'd be way too intimidated and nervous being his boss, can't do it".

Doing consulting work solves the second question since it changes the boss-employee dynamic to a more business-to-business like one.

Now, I am not in a position to hire anyone so take my introspection with a grain of salt.

18
maak 7 hours ago 0 replies      
No, of course you shouldn't downplay your age. If such prejudice exists, you are perpetuating it by downplaying your age.
19
frozenport 8 hours ago 0 replies      
>>I've been programming for nearly 40 years

Instead of being 59 you will be 49? I don't think it will help. Instead, put a spin on it and sell yourself as experienced in technical matters.

20
old-soft-man 8 hours ago 0 replies      
It's all poker, especially the part about not needing to have a strong hand to win. Play the game to win, your 40-year-old jack of all trades high notwithstanding. ;-)
21
austinwm 8 hours ago 1 reply      
The coin has been in hand 2 all along.
22
geuis 8 hours ago 1 reply      
I dunno, this is kind of creeping up on me. I just turned 35 at the end of January and I'm in the middle of a job search because my last startup is shutting down. I've only done a handful of onsites so far and I've been a little worried about perceptions. I'm overweight and because of genetics, I'm much greyer in hair and beard than a lot of other people my age. So far it doesn't seem to be an issue, even when I'm talking to people younger than me. I'd say the issue definitely exists, but so far it hasn't been an issue for me personally.
Ask HN: I have $25,000 to invest
points by blaincate  9 hours ago   15 comments top 13
1
jacobsimon 8 hours ago 1 reply      
If you only have $25,000 in savings, please don't invest it in a startup! Until you can write a check that you're okay with never seeing again, you should invest in more conservative assets.

Technically speaking, no private startup can legally take investment from someone who does not meet the SEC's definition of an "accredited investor." The Jobs Act was supposed to change this, but that part of it hasn't come into effect yet sadly.

2
sysk 5 hours ago 0 replies      
What is the best way to reach you?

I've been working on a Bitcoin related web-based/mobile software for the past few months and have a working MVP (Node.js, PostgreSQL, Angular stack although I'm flexible about using other technologies in the future - Go and React come to mind). I haven't publicly launched it yet (no traction :/) but I'm fairly certain there is a market for it and there are a few obvious paths to monetisation. The idea is novel, it's a white market (no direct competition at the moment) and the barrier to entry is reasonably high (mostly due to technical complexity and potential network effect).

I'm not sure if in its current incarnation the idea could scale to become more than a "lifestyle" business but I have some ideas. I've been thinking about the possibility of getting a co-founder and funding lately. One problem I'm facing right now is that on one hand, I want to give my potential co-founder a large chunk of equity (30-50%) so that (s)he feels motivated but on the other hand, I'd feel a bit uncomfortable about just "giving away" a few months worth of labor and expenses. Having a co-founder who is willing to throw in a small investment would solve that problem.

If you think you might be interested, shoot me an email at seekingcofounder@tempmail.de

3
smt88 5 hours ago 0 replies      
$25k in the Bay Area is NOT an amount you should invest. It's something you should save for a rainy day. Of course, savings should be put into something that yields more than a checking account, but that depends a lot on how liquid you need to be.
4
Sonicrida 1 hour ago 0 replies      
Do you have any interest in competitive gaming?
5
sova 3 hours ago 0 replies      
Which languages do you know and would you be willing to learn Clojure ? =)
6
coralreef 9 hours ago 0 replies      
$25k is obviously a drop in the bucket for angel investors. You'll really only be able to invest in one startup with this. Maybe your best strategy would be to hand pick projects with promise and make offers to invest.
7
CyberFonic 7 hours ago 0 replies      
Here's a different slant ...

Why not be a technical co-founder in a startup that you truly believe in. Then use the $25k to support yourself and get the startup to angel stage quickly.

8
bdm 9 hours ago 0 replies      
To invest in a startup, you need to be an accredited investor, defined here [http://goo.gl/aoKtaz].
9
pearjuice 1 hour ago 0 replies      
If you really want to invest it, invest it in yourself. Get a good suit. Get a gym membership. Buy educational material on a healthy lifestyle. Get a good pair of shoes. Or two. Maybe a watch. Consider upgrading your drivers license.

25K is barely a yearly salary, don't throw it away by investing it.

10
Ragu 8 hours ago 0 replies      
Great Idea. You can invest on Education Industry. So it never Get down.
11
BinaryAcid 8 hours ago 0 replies      
Bitcoin is low right now. Double your money in a few months.
12
dexcs 7 hours ago 0 replies      
Casino. All on Red. :)
13
viju0731 7 hours ago 0 replies      
hi, i would like to support fo this cause remotly from india regards,vijendra singhSkype ID:viju.s0731Mobile:7049276421
Ask HN: Where are the junior level dev positions?
points by hansy  13 hours ago   3 comments top 3
1
d4rkph1b3r 13 hours ago 0 replies      
The web. iOS is apps are often going to entrusted to senior developers who have multiple apps in the app store. If they want to write their own stuff and build a reputation, that's certainly one route they could go.

However, you'll find web apps have a high amount of folks of varying experience. The team I work on has maybe 10 college/right out of college interns that work on simple html/javascript type stuff. One of them recently transitioned into writing C# at an entry level (she's in college still).

2
techjuice 12 hours ago 0 replies      
Are they using the regular job websites to find employment (monster, dice, careerbuilder, etc.)? Bootcamps are nice but normally will not be able to prepare you for a real world developer job (or should we say the business and political side of things). The best way to get a leg up is for them to start creating high quality apps, deploying them live to the App Store and have some very nice things to show to potential employers. Would you hire an iOS developer who has no iOS apps to show you that they worked on(it is similar to saying you have work experience but do not have anything to put down on your resume)?

I would recommend having them think about applying to the iOS jobs to being similar to trying to get a job as a game developer. They will normally not give you a call and send your resume to the shredder if you do not have some quality work to show for. When they present their app it needs to be something of substance that the potential employer or even an HR person can enjoy to help them get their foot in the door. It does not have to be extremely complex but can be simple, fast and to the point.

Apps they can start off with are better quality feed readers then what is currently available in the App store for a specific site. If they are not at the point where they are comfortable doing full blown apps and publishing them, collaborating with someone on an app on GitHub can be a good alternative. This will help display their code quality which the person normally giving the green light to higher will be a developer.

If a developer sees someones good code and thinks that mentoring that person will be fun and a great challenge to spread the knowledge the interviewee can be hired before they even make it into the interview (interview being left to make sure the personality is good to go, there is enthusiasm and drive to learn new things and at times so the manager can get a feel for the guy.)

As always, sometimes when we are starting out all we needs is that small chance to grow into very competent developers with others to mentor us and help guide us in the right direction (learn from their mistakes so we don't have to make them all on or own or learn everything the hardway) just remember it just takes time, normally it is is hardest right before you get that chance.

3
joeld42 12 hours ago 0 replies      
They should write some small apps themselves and get them in the app store. That will get them interviews.
Moonman: 3 Years of Solo Gamedev and 2 Left to Go
points by eigenbom  15 hours ago   4 comments top 2
1
rajacombinator 13 hours ago 1 reply      
It looks pretty neat, good luck!
2
iwwr 14 hours ago 1 reply      
Have you considered getting some help to finish it faster? It looks great, by the way.
Ask HN: What is it like to work on pager duty?
points by cesarbs  17 hours ago   59 comments top 28
1
akg_67 16 hours ago 2 replies      
I did pager duty (on-call) for 8 years in my last job as part of professional services team. I actually enjoyed it as I thrive in stress situations. We had a good team and boss that also helped.

Some of the suggestions based on my experience:

1. Make sure there are enough team members are in on-call rotation so that you get your 1 week on-call every 6 to 8 weeks or more. If on-call is too frequent, it will be disruptive to your normal life and you and your family will resent the job.

2. If your on-call only requires remote phone/access support, make sure company picks the tab for your phone and mobile internet. If, like mine, on-call requires onsite visit, company is properly compensating for mileage and auto-expense. Also get company to pay for on-call either in cash or with time-off. You can also work these out informally within your team and boss. My company paid for my cell service, home internet, and provided auto allowance.

3. You should have a place in your house where you can quickly go, talk, and work in the middle of the night without disturbing rest of the family.

4. Make sure your team and boss are okay with you coming to work late or skipping days coming to office when you are on-call and receive calls in the middle of night. My worse on-calls used to be woken up between 2:00 - 4:00 AM when I was typically in deep sleep.

5. Avoid scheduling anything important during the on-call week. And, let everyone know that you may have drop everything else if you receive a call.

6. During the on-call week relax, don't take too much stress, don't do too much of regular work, don't force yourself to have a normal day-and-night, go with the flow.

7. Avoid going to places like movie theater where you can't take phone call and quickly get out of.

8. Don't get anxious during on-call week. I had co-workers who used to have panic attack during the on-call week.

2
taco_emoji 15 hours ago 1 reply      
It heavily depends on the quality of management. For a system that needs 24/7 uptime, off-hours support issues are inevitable and it's reasonable for a company to have the people with the best ability to troubleshoot (developers) handle that stuff when it comes up.

HOWEVER: Is management dedicated to making sure those issues are rare? Namely:

1) Do they give you the time and leeway to fix technical debt that causes these things to pop up?

2) Are there reliable code review, continuous integration, and QA processes that ensure that fewer bugs make it to production in the first place?

3) Is it easy to roll-back a deployment at 2am on a Saturday?

4) Is there a well-maintained schedule of IT and development changes, with impact assessments, so that people don't page you during a downtime they should've known about? And so that, after a failure, you can view historical data and determine the causes of a failure and effectively develop a plan for mitigating it in the future?

5) Can YOU page the DBAs at 2am on a Saturday when you need their help? Are they going to be rude when they call you back, or are they going to recognize that the health of the systems is their job, too?

6) Do devs willingly, openly own up to the bugs in their code, in front of their bosses, without fear of serious reprimand? Does the company recognize that mistakes are inevitable and that process and communication are better than blame-finding for preventing failures?

The answers to all of these questions (and more) will, directly or indirectly, indicate the frequency and overall stress of carrying a pager for a given company. (They're good questions regardless of pager duty, too.)

3
breckinloggins 15 hours ago 2 replies      
Interesting? Yes. It's probably a good experience to have at least once; just have an exit strategy in place going into it, even if that exit strategy is "quit".

In my experience it wasn't really the actual notifications and weird work hours that was the problem. The problem was that I was officially the end of the "it's someone else's problem" chain. It's a funny thing about moral hazards and shit rolling downhill: there's always someone at the bottom. If you're on pager duty, you're at the bottom.

So I liked feeling trusted with an important task and I liked ensuring that other people could sleep. But the pager came to represent every wrong thing with everything in the world. I stared at it in revulsion by the end of things. (Yes, I had an actual pager to stare at.)

That's just my personality, though. Your mileage will vary.

4
roeme 15 hours ago 2 replies      
Usually, there are practically no downsides to it, unless there is a fundamental problem in your $ORG.

1. First of all, it will get you connected to the users which depend on your $APP/$SYS. Hard. You will get to know their struggle/woes - it's not just some ticket you can work on at your leisure.

2. If it's your stuff that causes problems, you will get your shit together and make sure that it works, code defensively, and test thoroughly - whatever necessary. After all, you don't want to deprive yourself unnecessarily of sleep or others, after the experience.

3. If it's not your stuff that causes problems, you'll get the oppurtunity to yell at the people responsible for it. And they must act on it - nobody cares on the why or what, if people have to get up in the middle of the night, it costs the company, and everybody gets upset.

It only impacts your health if you get called up regularly, and no actions are taken to remove the root causes of it. Or you can't take any.

It's less of a technical problem, but more an organizational one, so as it already has been said in here you should talk to the people of the team, not HN.

) If it doesn't cost them, be wary.

5
protomyth 15 hours ago 0 replies      
Soul crushing, but it depends.

I have had good and bad experiences, but it really depends on how bugs are handled by the organization and do you have to wait on other people during the night.

I've worked at one place where any bug that triggered a page was unwelcome and fixed first and quickly. It was considered unacceptable to wake anyone and a possible problem to staff in the morning.

I've also worked at a place where management did not really seem to care when people had to be up every night of a pager rotation because of errors in the system. They wouldn't even prioritize bugs that would let people sleep through the night. It was hell and affects your attitude about everything. Also, the DBA team didn't exactly answer their pager in a timely manner which lead to some very dumb things.

I see the only value in going through pager rotation to learn how code correctness is important.

Hardware failures are a different story. Only thing I ever get paged about at my current job is that the power went out or the air conditioner in the server room broke.

6
ultrasaurus 13 hours ago 0 replies      
Disclaimer: I work at http://www.pagerduty.com so feel free to tar and feather accordingly.

Carrying the duty pager is a painful experience for some fraction of companies, BUT the long term trends are promising. Here's what I'd keep an eye out for (I've been on call for ~5 years):

* Does being on call affect your other commitments? At PD we scale back the number of predicted story points by ~50 for the devs that are on call.

* Are you empowered to permanently fix the root cause of whatever woke you up? (that's where that 50% of time goes) If you aren't, that's a big red flag. Not all developers take advantage of it, but the ones that do are much happier once they kill the root cause with fire.

* Are you compensated for on call? Among our customers, we have a few that pay $500/week for on call duty, that seems to be the rate at which you can easily find people to swap shifts with.

* Make sure you are off call sometimes. Seriously.

* Who owns the pain report? Someone needs to track how often (and when) people are disturbed and make sure that you are making progress as a team (Github's Ops team is amazingly good at this). If the house is always on fire, you're not a firefighter, you're a person who lives in a flaming house.

* Is it a NOC model, where you can write down common things to try to solve a type of problem (and then you're only paged as an exception) or are you paged for everything? (That's a severe over simplification)

* What is the expected response time? What is the required response time?

* How are you onboarded? The worst time ever to fix a problem is alone, with no context, while things are broken at 2am.

That's off the top of my head; there's good advice in this thread. if you're still lost though, feel free to reach out to me: dave@pagerduty.com

7
hiou 14 hours ago 1 reply      
If 24/7 uptime is important enough that it requires pager duty and the pager goes off more than once a month, someone should be working during that time. Otherwise it's a tell tale sign of an employer that does not respect their employees. When you think about it, if everyone is already working full time and the pager goes off 5 or 6 times a month and each incident requires about 2-3 hours across 3 people they are essentially wage stealing 20-30 hours a month. A quality employer puts those 30 hours into preventing it from happening in the first place and/or hiring someone to monitor things overnight.

Edit: I should also add one last thing. If you are knowledge industry professional, is working part-time graveyard shift something you spent all that time developing your skills for?

8
crpatino 13 hours ago 0 replies      
I have had the privilege of doing pager duty with a great team. Some of the things that made the experience great were:

1. Six people rotation. You need to put your personal life on hold for the duration of pager duty, make it as spaced out as possible.

2. The person on-duty had veto power over any deployment past 3pm in the afternoon.

2.b The person on-duty had veto power over any deployment on Fridays (24x7 means pager duty last the whole weekend).

3. Every person in the roll was a developer familiar with the systems. We had first responders - spread across timezones doing "follow the sun" scheme - taking care of the simple stuff, but when push come to shove, you need qualified people at the wheel.

On the other hand, I have done horrible shift work. While each situation is different, there are two common themes: Lack of proper training and understaffed team. The very worst of all was when management tried to solve the later inflicted the former upon two unrelated teams that found themselves having to support systems they knew almost nothing about. I don't know what was worse, the utter feeling of panic that came with every ticket of the other system, or the quiet despair of coming to office on Monday morning and finding out what sort of chaos had spawned out of your under-qualified peer's meddling.

9
iblaine 16 hours ago 0 replies      
>Does it impact overall health too much?Depends on how often you're paged. If you're waking up at 4 AM every other day then you can expect life to...not be fun. If you're rarely paged then it's fine.

Would you say it's an interesting experience to go through? Yes. You will appreciate good code, frameworks and systems that seldom send pager notifications.

My personal preference is to rotate weekends and weekdays within a team. That way someones entire 7 day week isn't impacted by being on call.

10
newobj 15 hours ago 0 replies      
Pager duty is a natural consequence of devops done right; fix your shit or feel the pain. So, it's a necessary evil in systems development, IMHO. But I was on pager duty for the 10 most recent years of my career, so may have a case Stockholm syndrome.

Everything stated below about disruptions to your personal life are true. When you're on-call, you should just forget about personal commitments. When personal commitments unavoidably collide with on-call, you're at the mercy of kind teammates swapping with you.

A good team will cover you the next day if you had a bad night, but I think during every bad night, a little part of you has to say "f### this job" and given enough bad nights, well... I'm a single dad w/ a kiddo, and I can tell you there is nothing worse in life than reading a kid his bedtime story, having the pager go off in the middle of it, and having to say "sorry, son," as he begins to cry and say "not again, Daddy!" (True, and awful story.) Like I said, "f### this job."

Anyway, a funny point about devops/fix-your-shit is that there's an effect here which parallels the Peter principle (getting promoted to your level of incompetence) in some ways:

If you fix everything that causes you to get paged, then eventually the only things that page you are things you can't fix (the network, power event, etc). And while those kinds of wake-ups at least lack the adrenaline/stress component (just sit there and wait for recovery), they further reinforce the "f### this job" thoughts - because now you're literally being woken up for no reason other than to "observe and report."

11
grouma 15 hours ago 0 replies      
I currently do pager duty (DRI) for a team within Microsoft. Like most teams that have this duty, we cycle a developer each week to have the responsibility to answer any escalations that might occur. The role of this developer is simply to mitigate the issue. Investigations into the root cause and potential preventative items are reserved for work hours.

The amount of escalations obviously varies from week to week. Some weeks I forget that I'm even on call (well that's actually not true as we have to carry a Lumia 1520 - the thing is a fucking brick) while other weeks are absolutely painful (waking up every couple hours in the middle of the night). Thankfully we have enough developers on the team that I'm only on duty every 6 to 7 weeks. What also helps is that my manager has no problem with me sleeping in and showing up late after a long night of escalations. Overall it isn't too bad and in fact sometimes can be fun to solve head scratching issues. Honestly, the worst part of being on call is not being able to make plans that would involve you being far away from a computer. You can turn this into a somewhat positive thing though by being productive at home whether it is cleaning, working on side projects etc.

12
IgorPartola 17 hours ago 0 replies      
It really depends on the team and the setup. Really, it comes down to how often the system goes down and how catastrophic it is, as well as what the response is after an outage. I have been in this type of situation before, but I always had nearly full control over the system, so any failure resulted in me creating some type of safeguard against future problems. This worked well: I had very few nights where I had to do anything.

Really, you should ask the people on this new team, not HN.

13
code_duck 14 hours ago 0 replies      
I imagine that not being too unlike a small startup where only one or two or a few people are responsible for making sure the service works.

In my case, I ran a startup for a few years which was quite profitable, but was set up in such a way that I often had to drop anything else I was doing and rush to respond to the service being down, at any time of day... In addition to already having more than enough to do between programming, sysadmin work and customer service.

Being up adjusting to a change in a data providers JSON or figuring out why MySQL is cripplingly more slow all of a sudden at 3:30 am isn't a pleasant experience, especially if you also have to be up again at 9 am.

In our case, there was little to do about it as the service provider we depended upon for almost everything frequently surprised us with breaking changes or temporary bugs. That led me to find the entire affair rather stressful.

So, like everyone else is saying... Depends on how often you're paged, and whether you have any influence over the root cause of the errors you're being summoned to fix.

14
mrbonner 12 hours ago 0 replies      
My last job has 24/7 on-call rotation once every 5 weeks with a duration of 1 week. That was the most stressful and frustrated path of my career: got paged several times a week, got paged during wee hours (2, 3AM) by business idiots from oversea, got paged when someone else's system was down.

I remember my first page was on the day before Thanksgiving around 5PM. And then the 2nd and 3rd one one came after that around 8PM adn 11PM. And then on Thanksgiving day I got paged around 9AM when I was driving to the airport to pick up my brother. I didn't know what to do at that point.

The worst happened when my wife gave birth and I got paged while waiting in the hospital. She gave birth 2 weeks earlier so it screwed up my on-call planning. I called my manager and said "you gotta get someone to replace me, I am at the hospital."

About 6 months later I quit.

15
jeletonskelly 17 hours ago 3 replies      
Ugh, pager duty... To me it seems like it exists solely because there is a more fundamental problem in the architecture of the system. Sure, sometimes things go wrong, but if it happens so often that there needs to be an official rotation to deal with it, then it means that something is fundamentally broken. I recently passed up a good job offer because they had pager duty, and this is for a well known .com.

I think you should ask the developers in the other team how often they get called during their rotation. You should also ask how much of a priority it is within their work scope to eliminate the issues that are causing the processes to fail.

I used to work for a small company that had nightly batch processing jobs on stock data from that trading day. If any one of those processes failed, then someone had to log in and fix it or the company wouldn't have a product for the next day. During the day we had other things to work on, things the business wanted and there was little importance given to fixing the brittle (broken) data processing. Management saw it as working software. They weren't the ones logging in at 3am for two hours to keep the business rolling the next day. That had a big effect on me. I felt like they didn't care about building good software, testing the software, and giving the developers peace of mind that what was in production was well tested and signed off. This is what ultimately led me to leaving that company and joining one which had solid processes: development -> staging -> qa -> production. Because of that process we haven't had a single outage in 3 years. I can go home at night and think about the software I'm currently building, not worrying if I'm going to get an email alert late at night because no one cares about fixing our broken software/processes.

In conclusion, take heed.

16
quanticle 16 hours ago 0 replies      
Like others are saying, the experience varies widely. One thing that I haven't seen in the thread is a discussion of whether you actually own the code that will be causing you to get paged. One of the worst work experiences I've ever had is being on a platform team where we were on the hook not only for the platform problems themselves, but also for errors in application code that manifested themselves as platform issues.

Yes, this was a problem with insufficient logging. However, when you have a platform used internally by dozens of other teams, it's nigh impossible to ensure that all of those teams are logging and handling errors sufficiently well to ensure that the platform team gets paged for only platform errors.

17
nadams 15 hours ago 0 replies      
I did rotation based IT for awhile and the questions that people ask are good but the #1 in my book is:

- Will you get any form of compensation if you have to work after hours?

Where I worked - that was a no. You were paid industry minimum and when you were on call - you were expected to be alert/on call 24/7 AND come in and do your normal 8+ hour shift. Now - I don't mean a 1-1 level of compensation but at least be flexible especially if you were on call.

The calls themselves weren't usually bad - but if you have to come in on a weekend anything you planned on over the weekend is now shot and that can be extremely stressful.

18
StylusEater 15 hours ago 0 replies      
I've held several jobs where I was required to carry a pager: NEVER AGAIN!

I've yet to find a company that doesn't abuse it to save money. Unless I own the company or have a significant share I no longer agree to help the bottom line by messing with my health.

I might have had bad experiences compared to most but since you're thinking about this option, wouldn't it make sense to think about why the company hasn't just shifted an existing resource to 2nd/3rd shift to help versus trying to save money by making you do another job on top of your day job?

Good luck with the switch!

19
huherto 15 hours ago 0 replies      
The main problem on rotating the pager like that is that people just try to survive the problems for a week and no one cares enough about finding and fixing the root causes of the problems.
20
HeyLaughingBoy 15 hours ago 0 replies      
It strongly depends on what's expected.

When we did it, the response times and time on the clock were clearly specified. Return the call/page within one hour between 8AM to 11PM. Later we scaled it back to 7PM and then finally to support only during normal working hours.

Whoever got the phone that week also got a small bonus for doing it to reflect the inconvenience of having to respond to calls on personal time. On average there was rarely a support call outside working hours so it really wasn't a big deal.

21
mastermojo 15 hours ago 0 replies      
I'm on call for 2 weeks every couple months, one week as secondary and then the next one as primary. It basically involves carrying my laptop (and a wifi dongle) with me everywhere I go. Some times a server needs to be power cycled, but theres never anything crazy. It also completely depends on how stable your infrastructure is and how much fire-fighting everyone is doing. I thought it was a good learning experience.
22
skorecky 15 hours ago 0 replies      
Pager Duty aside, being on support was really stressful for me and I'd never want to be in that position again. We were a small team so rotation was weekly and you would be on support every 4 weeks or so. I couldn't go to the gym after work without worrying about a call coming in and ruined weekends for me.

But I think it depends on your personality too. It just didn't sit well with me but it might for you. Just my 2 cents.

23
jrochkind1 15 hours ago 0 replies      
Depends, I think it's different everywhere. If the software is built properly, you pages should be pretty rare.

If the software and tema are small enough for you to have an affect on it -- this becomes a motivation to make sure things seldom go wrong enough to result in a page.

24
biot 14 hours ago 0 replies      
I've had some interesting experiences. Years ago in addition to our internal IT infrastructure I had to support a third party platform (effectively an appliance in our server rack) which would constantly need to be kicked just due to end users using standard features. That was a nightmare as back then I was too eager and diligent and strove to be available to deal with things promptly whether it was responding to a crisis caused by another developer's code or responding to a failure in the third party platform. I had all the responsibility and none of the authority to implement any definitive fixes. As you can imagine, the stress was not enjoyable and burnout was a factor.

Since then I've taken a fairly laissez-faire attitude to being on call. I'll pick up notifications on an as available, best effort basis. That means if I'm around and get an alert, I'll do my best to resolve the issue right away. However, if I'm with friends, my phone will be in my jacket pocket hanging in a closet somewhere while I might be drinking and I'll see any alerts when I'm leaving for the night. That could be many, many hours later. I make no effort to restrict my activities so that I'm always around. And if I leave my phone on vibrate and don't pick up any alerts while I enjoy a sound night's sleep, so be it.

If "as available, best effort" on my part isn't good enough, then the company will need to compensate me appropriately for the interruption that comes from a higher level of commitment. Some physicians get $100/day and cardiologists get up to $1600/day to be on call[0] as they need to limit their plans and avoid activities which make them unavailable.

In a nutshell, if getting paged at all hours of the day and night and having quick responses to issues is important enough then the company needs to pay for your time, lifestyle interruption, and mental energy at a rate you think is fair. I suggest a minimum daily/weekly/monthly rate based on making yourself available plus hourly compensation for the actual time you put in at a 1.5x or 2x hourly rate. This all goes out the window if you're in some scrappy underfunded startup, but if you're employed in a company which has graduated from shoestring budgets and has paying customers and decent revenue then you should be getting something for what is effectively overtime.

[0] http://medicaleconomics.modernmedicine.com/medical-economics...

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jtth 15 hours ago 0 replies      
Only worth it if you get paid while on duty above and beyond salary.
26
starb3ard 15 hours ago 0 replies      
Have an escalation plan in place. If you're caught short while on-call, it's good to have a 2nd or 3rd who can take over in emergencies. It also helps to have someone you can get to cover you for short periods so on-call doesn't have to stop you doing stuff, e.g, having a colleague take over for an hour while you go for a swim.
27
bobmagoo 15 hours ago 2 replies      
Good timing, I just left a company after being on their security incident response oncall rotation for 2 years, partly due to the oncall. akg_67 has some great points (https://news.ycombinator.com/item?id=9011293), but I'll add a few of my own:

1) When you're oncall, your time and priorities are no longer your own.

At your kid's soccer game? A date night? Planning on doing any of those things? Be prepared to get pulled out at any moment to deal with something that could take hours to resolve. This was the part that really got to me. As much as I'd like to do any one of those example things, I had made a prior commitment to be available and had to honor that.

2) Know the response time and physical location requirements for responding to a page

Is this something you can just fire up your laptop and an aircard and jam on, or do you have to be able to drive to the office within an hour. Don't forget about driving through places with less than great cell phone coverage.

3) It can be fun

There was a part of me that really liked the adrenaline rush of getting paged in on a legitimate security issue and having to run the call and pull the right people in to get the situation handled. It's a great test of how well you know the environment and where all the pertinent information lives.

4) Know the team size and oncall frequencyakg_67's estimate was spot on. Anything shorter than a month is crazy and you never quite feel like you normalize. Since it's based on team size, know what the optimal size of the team is and that there's funding for it? My team imploded and at the end there were only a few of us on the oncall rotation. Bear in mind that oncall duty doesn't go away because you no longer have the staff to make it manageable.

5) Vacations and sick time are now more complicated

Who has to be oncall during Christmas/4th of July/etc? What used to be some loose coordination with your manager is now a give/take discussion with your team about who covered the last holiday and who's turn it is. It's all completely fair and reasonable and if you have a good team dynamic you can make it work, but it's definitely more complicated than telling Aunt Edna that of course you'll be home for Christmas.

6) Get paid for it

Whether in flexing the hours for the time spend working a page off hours or by getting paid directly for off hours work. No reason to kill yourself for no additional compensation (and there will be those hellish pages or that automated alarm that goes off hourly starting at 3am).

7) Put the operational burden for supporting a thing in the hands of the people who have the ability to fix it

There should be a cycle of:Get pagedRoot causeFixPost mortemDeploy fix so that thing never happens again

If you don't have ownership over the thing that's paging you, you're at risk of getting paged all night every night for something you have to go convince other people to take time out of their schedules to fix to solve a problem that they don't feel. Not a great situation.

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arca_vorago 15 hours ago 0 replies      
Depends on what you are supporting. If the call volume is high due to a badly designed product, and it's not being redesigned or the fixes aren't incoming any time soon, it can drive you crazy. If it's just a stop gap for policy reasons and you don't get many calls, it's not bad at all.

One thing I would say is that while the (my) natural reaction when I get paged (sms) is to jump right up and get it done... but sometimes depending on what you are supporting and as long as you use discretion you need to know when they can wait 15,30,45 mins before you get back to them. This small leeway will help keep you sane.

Ask HN: How to manage developers who aren't very good?
points by marktangotango  23 hours ago   197 comments top 73
1
jonstewart 22 hours ago 6 replies      
Presumably this is your first time managing programmers. Without ill will, you are most likely a very poor manager right now. Management is a separate skill and, like programming, it takes a long time before you're proficient. So, the first step is to acknowledge that, right now, you are a total newb and to tell yourself that a few times every day.

From your description, it sounds like these programmers are not as efficient in their work, or as task/goal-oriented as you'd like them to be, but not that they're completely incapable. Sometimes you will find programmers who can't program; they're hopeless, you have to fire them. But otherwise good programmers can be awful at managing themselves... and you're the manager, after all, so it's your problem to solve. Of course, you don't want to micro-manage them every hour of the day; that's not scalable.

Not every aspect of Extreme Programming is applicable to every situation. But a quick morning standup meeting can be a very effective tool. First, you will find out when people get off track and are having problems. Second, it creates some accountability to advance the ball every day. Third, while you must actively work to have the team cooperate instead of compete, it will naturally create some competitive and evolutionary pressure, where the more focused members of your team provide a good example and, over time, can share some of their secrets. Finally, the standup helps reinforce teamwork. If someone is having a hard time with a task, you can respond and say, "hey, you know, Bob's in a good place with what he's working on, why doesn't he help you out today, see whether a fresh perspective can help?"

2
jkaunisv1 22 hours ago 5 replies      
I see a lot of comments here about having a daily standup. As somebody who has been the weakest developer in a team of stars, standups can be really intimidating and not a place I'd like to own up to the fact that I'm stalled on something.

A daily meeting/checkin is super valuable but don't expect your junior devs to pipe up with what's actually important. You may have to check in with them one-on-one, in private, to hear what's actually on their minds. And ask specific questions, not just "how's it going?"

3
wballard 22 hours ago 0 replies      
What works for me having managed 20 years now:

-accept that different folks work at different speeds, measure success on dollars made or saved -- real business metrics -- not are they fast vs your expectations-share the end goal and business metrics, don't 'task' people, give the a mental stake in the real problem -- otherwise you are not getting their brains, just their hands-if you have a strong preference for hands off and not guiding, hire for that, which is a longer chat but I can share how I do it-if you are willing to have 'dependent' developers, personally pair with them and see the real problem in real time, not a weekly or daily vignette

4
matt_s 22 hours ago 0 replies      
They might be bored. They might be in over their heads and see two co-workers knocking stuff out and not want to appear like they don't know what they are doing.

Do you have regular one on ones with them to shoot the breeze about what they're working on? Find out what motivates them. Maybe they don't believe in the work going on and think the lead/manager (aka you) is just giving them busy work. Explain the broader picture of what their contributions mean to the organization. Did they get "passed over" for the role you now have?

If you work in a big company, maybe they have seen where getting work done quickly doesn't get them ahead. Maybe there isn't any room for them to grow. What do they want to be when they grow up?

When assigning work, ask them about their approach to the task. Ask them to ask their coworkers or bounce ideas off them. Maybe they think building VM's will help with testing for future work.

You may not be their HR manager (hire, fire, raises, etc.) but talking with them about non-task related stuff may enlighten you with how to better work together.

5
Jemaclus 20 hours ago 1 reply      
Someone already mentioned Situational Leadership, but I'll just expand on that a little. There are four main methods of management in this paradigm, and it depends on how your team members work.

* Low competence, high commitment -- these guys don't know wtf they're doing, but they're happy to be there. They need direction and guidance, very hands-on. The strategy here is "I talk, I decide."

* Low competence, low commitment -- these guys don't know enough to work on their own (but maybe aren't totally incompetent), and they're discouraged. They need direction AND encouragement. The strategy here is "We talk, I decide."

* High competence, low commitment -- these guys know what they're doing and can work on their own, but maybe they're bored or intimidated or not confident enough to really take charge of their own schedules. They need encouragement and advice. The strategy here is "We talk, you decide."

* High competence, high commitment -- these are the ones where you say "Here's a problem, go solve it". The risk here is that they'll leave -- they don't need you anymore, right? The strategy here is "I trust you, you decide, but I'm here for advice if you need it."

That's just a really rough overview, but I suggest picking up some management books. Like my boss tells me, "if you're trying, you're one step ahead of the game."

Good luck.

6
acjohnson55 22 hours ago 1 reply      
It's going to be a process, but you have to break down the problem, and attack it piece by piece. I can identify a couple issues in your short description:

- Untimely completion of core tasks. There may need to be more frequent check-ins with more granular goals, along with accountability or at least retrospection for missed checkpoints. If a checkpoint is missed, the dev and you have to figure out the why of it and how the process can be improved in the next iteration.

- Lack of resourcefulness/grit. This can be taught. This is where it helps to pair someone with a strong developer or yourself. As a teacher, we modeled the learning process as I-do, we-do, you-do. It may be enlightening for an unproductive dev to see better habits in action. But you can't just show a skill and hope it will be replicated. You have to gradually shift more responsibility to the other party to transfer the knowledge.

- Misspent time. Not every subproject is useful for its own sake. Hold your team members accountable for demonstrating the value of tangential work beforehand, and put your foot down if you're not convinced. Everyone loves a side-project, but it's not a substitute for progress on the core goals.

Most people want to improve, but everyone has some mixture of compentencies where they will naturally self-improve and ones for which they will need mentorship. This isn't the sort of thing where you can make one exasperated speech and see overnight improvement. The goal should be gradual, consistent increases in productivity.

And don't forget, since just became a team lead, you also need guidance and continuous feedback. Be proactive in seeking it. Good luck!

7
kappaloris 23 hours ago 3 replies      
Either you follow them more closely or let them go.

As a lead is your job to put them on the right track, so you should try to understand their way of thinking and weak points.

If even after trying hard you still can't get them to perform properly, let them go. It might be that they're too "scatterbrained" or that you weren't able to find the right way to approach them, but, either way, if you've been through, it doesn't really matter.

YMMV, but the point is: you're the one supposed to 'bend' more to make the collaboration work. If you can't, you still should try to solve the situation (for the sake of all parties involved, not only yours) by letting them go, having them reassigned, or something else.

8
markbnj 21 hours ago 0 replies      
You can debate different ways of applying management theory and practices, but in the end there really are great differences in the ability of individuals to think clearly and work toward a goal. I have worked with and led many different kinds of programmers over the years, and I've run into this time and again. Some people will accept a goal, dig into every relevant aspect of the requirements, overcome the issues that arise, and create a solution that works and is robust. You learn to trust these people and their judgement because they produce good results. Others may have just as strong a grasp of syntax and tools. They are "programmers" too, but they simply don't think clearly, proceed logically, or arrive reliably at good solutions. This is always going to be the case. If you want to build a world class team then one of the things you need to do is identify the first type of person, rely on them more, and try to duplicate them as often as necessary. You also identify the second type of person and move them out. It may sound harsh, but you can't change the fact that humans are different, and that some perform better than others. There is a place for that person, but it doesn't have to be on your team.
9
joedrew 21 hours ago 0 replies      
Read this paper ("Set up to fail: How managers create their own poor performers"): http://www.insead.edu/facultyresearch/research/doc.cfm?did=4...

The paper's basic tenet is that managers, by over-focusing on "poor performers", actually cause their poor performance by interfering with their work and putting them on performance improvement plans. Are there measurable differences between these people and your high performers in terms of output, or are you simply observing that to be so?

And listen to jonstewart. Being a manager is very different from being a programmer. Be humble and introspective, and work on becoming better at your craft.

10
brucehart 22 hours ago 1 reply      
Develop a process that adds more openness and accountability. Hold a 15 minute daily standup meeting where each developer shares what they accomplished the previous day and what they plan on accomplish that day. Spend some time creating very distinct tasks for each developer that are 2-4 hours long. Tell the developers which tasks you expect to get completed that day and not to get sidetracked. They are providing the engine power, but you are steering the boat.

Many developers get sidetracked because they are afraid to confront the fact that they don't know how to do something. Make it clear that it's okay not to know something but it's not okay to just avoid a task in front of them. Find roles for them where they can excel. Imagine being a coach of a basketball team. Some players are good shooters while others might be good at defense and rebounding. It's up to you to find these strengths and use them together. A fast developer may get excited about doing new development but hate doing things they consider grudge work. These slower developers might like doing work like testing and documentation (and actually be better at it).

11
jleonard 22 hours ago 3 replies      
Setting up a vm may sound 'scatterbrained' to you but depending on the complexity of the environment they might see it as an essential task. Repeating what's been said: you need to consider that they are finding flaws in your DevOps/Engineering practices.
12
gokhan 22 hours ago 0 replies      
A week is a long time for feedback loop, especially for juniors (assuming the two lagging are juniors). Scrum's daily standup meeting is a nice way to shorten the feedback loop and eliminate blockers. A similar meeting in your schedule, even if you don't implement Scrum, might be helpful.

You may try pair programming. Might decrease productivity but increase quality. Or you can find another way of getting help from the two good guys like you on keeping an eye on them.

Whatever you do, a team of five is quite small. Just keep close to your team, move to a single room together, share a long desk with them etc. You may also want to divide work into smaller chunks so you can keep a better and timely track.

13
thirdtruck 19 hours ago 0 replies      
Let me emphasize the importance of patience and positive reinforcement.

I've worked with someone who had a reputation (previously unbeknownst to me) of being terrible to work with and inadequate to the task. However, I both enjoyed working with then and saw them make significant strides in understanding in less than a year. What was the difference?

Multiple factors:

* I made a point of working with them until they understood the problem at hand (easier to do as a fellow developer than as a manager, though, I suspect). This had the side benefit of often increasing my own depth of explicit understanding.

* I would rewrite code that they found confusing until it made sense to them. I also emphasized (sincerely) that their lack of understanding was an asset we could leverage to engineer more inherently clear code.

* Every bug of theirs was a learning opportunity.

* Praise for accomplishments, even small, was liberal.

All of the above might sound excessive and like "hand-holding," but it's things that everyone needs. A lot of us just lucked into receiving such reinforcement earlier in life, or were spared the negative reinforcement that can only be undone with larger doses of the positive. The more you invest in the "problem" developers now, the higher the dividends later.

Hoping that advice helps, and let me know if it does!

14
cronin101 23 hours ago 1 reply      
Pair the "junior" developers with the ones that you are more happy with and have them learn productive habits through collaboration and observation?
15
UK-AL 22 hours ago 1 reply      
They might have different values, maybe they come from environment where they do everything by the book, and "correctly"?

Your environment is get things out the door fast sort of environment? Doesn't mean their bad, just different values.

Should have worked out their values at interview stage.

In a different company they could be the stars, and your the guy close to being fired.

16
qvikr 22 hours ago 1 reply      
Your definition of "good" and "bad" is probably off tangent. As a manager, you take up a new role of being the "coach". It's your job to help your team play at the best performance they possibly can.

Letting go of someone is the simplest thing anyone can do... but if you look back at your own career, chances are you'll find more than a couple of instances when your peers put up, tolerated, and coached you to where you are today - just don't close the doors you walked through.

17
Panamfrank 4 hours ago 0 replies      
Daily development logs can replace alot of the what have you done? What are you struggling on? conversations that happen in standups. Given that development can be very reductive and introspective having to retell the problem post-fact when your understanding isn't fully formed is a major challenge for some. Create a shared Google drive folder and give each dev a log to prepend what they're doing each day as they do it. Then review and discuss solutions adhoc or in the stand-up.
18
DanBC 23 hours ago 0 replies      
You introduce regular feedback. During those feedback sessions you tell them that you noticed they sometimes repeat questions, and ask them if there's something you need to do differently to help them. Or you just tell them that they lack focus and that they need to knuckle-down.

You also introduce targets for them to achieve. Tell them what you want them to do, and ask them to focus on which-ever bit you think they need to focus on.

19
gumby 7 hours ago 0 replies      
Many years ago I was given a great explanation of (good) management: "the purpose of a manager is to eliminate uncertainty". Clearly for the good programmers you can do so: "we need to drain this swamp".

The less good programmers probably don't know how to evaluate what's important and so waste time. For them you'll need to dive down one level: "we need to drain this swamp, so go evaluate pumps and if you find one with X liters/minute for less than $Y, go install it on the north side." For the other you might need even more detail. Part of the art is picking the right level of detail so you aren't wasting a lot of time and so hopefully the recipient can learn from it.

If you have to dive down TOO low you have the wrong people.

And your managers: I hope they are eliminating uncertainty too: We need to get rid of the "mosquitos so get this swamp drained by the end of the month. You have $Z to spend on it."

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ghettoCoder 21 hours ago 0 replies      
As others have already stated, you're new. Most new managers try evaluating staff using their own personal measuring stick. Doesn't work that way. Never as, never will. Comparing others to what you believe your performance would be leads to frustrations for all. I have two personal rules I apply to any management situation.

1. The circle of trust starts big and shrinks every time you fuck me. All of my staff are aware of this. Aware of my expectations and it rarely requires a personnel meeting. I don't micro-manage unless I'm forced into it by someone's behaviour or performance.

2. Managing a team of devs is no different than coaching a sports team. You have varying levels of talent, ambition and inter-personal skills. The trick is to find the best fit for "players" where they feel they're contributing and others don't resent them for "messing up". Once you do that you can develop them.

As a team lead it is your responsibility to your staff, and the company, to develop those individuals. I guarantee treating staff like people instead of widgets pays in the long run. With that being said, sometimes a team member doesn't see acknowledge a lack of skill, etc... and they have to be let go.

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icedchai 22 hours ago 1 reply      
This is normal.

I managed to fix this by getting a new job where I didn't have to manage. ;)

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edw519 22 hours ago 1 reply      
1. Give direction with appropriate detail. Be prepared to give very detailed direction to junior people. I sometimes ever go as far as putting lines of code right into the technical specs. Most technical leads hate to do this. They say, "I might as well write it myself." That's because they look at it as an expense. I consider it as an investment because people learn from it. This should make things run much smoother. Important: the level of detail should decrease over time. In fact, your junior person should start pushing back: "I don't need that much detail anymore!" If this doesn't happen, then they're not learning fast enough. This is not normal.

2. You must have your finger on the pulse of everything going on all the time. Not every little detail, but you must know where each project is, plus or minus 10%. Don't let yourself lose track of anything; that's when problems start.

3. Reviews must be daily, not weekly. You don't need status meetings, emails, or project updates, just one minute reviews. 3 day old problems are 2 days too old.

4. Peer review everything your people do until you're absolutely certain you can let someone else do it. And even then, continue to peer review something they do every week. You are responsible for their work; peer review is one of the best ways to stay one top of it, insure quality, and teach. And always be brutally honest with peer review, never bashful. Tell them what's not good enough, what you want, and why. It may be uncomfortable at first, but it will save everyone headaches later.

5. Read "The One Minute Manager". Then do it.

6. Be nice, have fun, and get shit done.

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bonn1 20 hours ago 2 replies      
Most of answers here focus around management as a general topic and ways to handle the two weaker devs. Nobody recommends to fire them. I am also not giving this advice because I am not aware about the entire company and team situation and can't oversee all implications. And maybe you might be the problem for the two weaker devs.

I just know that the most important management skill is 1) to make the decision to fire somebody and to do this not too late and 2) then to execute it smooth and fast. And most managers are neither good at 1 or at 2 because of lacking practice.

It's a though decision, it doesn't feel good to fire somebody and often managers ask themselves if they made mistakes in their leadership.

But if you say that you just don't feel good how they do their work and if you don't see any potential for improvement then why don't you spend the budget for better engineers?

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brudgers 22 hours ago 0 replies      
Forget about focusing on what people can't do effectively and focus on what they can and will do effectively. Then work your ass off to make them even more effective.

Recognize that you're new to management. As a new manager the overwhelming odds are that you suck at it in ways that make the dictionary definition of "suck" say, "No really bro, that's not me."

Nothing personal. And even if I am totally incorrect and you are the immaculately conceived management prodigy, the best attitude you can have is that you totally suck and that the team goes home after work and tells their spouse dogs children and parents about the idiocy they deal with because of you.

If people are coming back a week later and demonstrating that they didn't understand last week's conversation that's an indication of less than effective communication on your part. [1] Never mind getting people to do what needs to be done, they're not even getting the what of it. A lost week means you haven't followed up.

To put it another way, how you would do it doesn't matter. You're just another snowflake. What matters is getting it done in the ways the people who you want to get it done will do it.

Favoring your doppelgangers means that other people's diversity prohibits them from ever being any good as far as you're concerned. You're the new boss and you're broadcasting closed mindedness. To the degree it's about who will tow the line and who won't.

It happens all the time. The PHB is a latent talent in everyone.

Good luck.

[1] And very effective communication to. You are effective at communicating "I don't think you are very good." And It flows as naturally as the title of this Ask HN. It's disrespectful and counterproductive.

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michaelochurch 20 hours ago 0 replies      
You haven't made a case that they're incapable, just that they're not comfortable coming to you for direction.

"Protect, direct and eject." You need to protect your top performers from the political conflicts that high performance attracts. You need to direct the people in the middle or those who haven't found a way to shine yet. We won't talk about ejecting, because you haven't made a case for that yet.

Middle management presents a weird conflict of interest. You're still judged on deliverables rather than intangibles (like an actual executive) but you're going to have to take interest in your reports' careers if you want to have credibility with them. You have to be a product manager (to get X done for some "X" that is larger than you can do yourself) and a people manager, and to manage up.

There's no silver bullet, but I think you need to humanize yourself and the relationship. You don't want your developers to see you as "The Boss", and you have to take interest in their careers and help them get where they're trying to go (which may be off your team, for the two who don't seem engaged). The difficulty of this depends both on your interpersonal skills and your credibility within the organization. Ultimately, if your managers (up the chain into the executive suite) don't care about your reports' careers and advancement, it's going to be a struggle to get for your reports the support and resources that they'll need to be motivated again. If your managers are bad, it's just a losing battle for you.

Ultimately, you're going to have to figure out what your reports (all 4 of them; don't just focus on the 2 who seem to be lagging) want and make sure they get it, and that they know they will have your support as long as they don't betray your trust. Then you need to come up with a strategy that meets your project-management targets but also engages them. That's not an easy thing to do and it's impossible to come up with a general-purpose solution.

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estava 23 hours ago 1 reply      
Maybe you need to pick your battles. Your question reminded me of this video: John Maxwell The 5 Levels of Leadership https://www.youtube.com/watch?v=aPwXeg8ThWI

See also this oldie article: Don't Let Architecture Astronauts Scare You http://www.joelonsoftware.com/articles/fog0000000018.html

Sometimes people have good ideas that may be a little overkill for your project. Running a VM could help with creating test environments. Although there may be alternatives to that. So maybe they just want to test more. Maybe they are more QA types.

Try to understand where they are coming from and give them some guidance. :-)

Cheers.

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leading_who_ 22 hours ago 0 replies      
This could be a problem of communicating expectations and a poor feedback loop from you.

Do they know that you aren't happy with their performance? How early in the process do you catch it and correct the action? It doesn't sound like it's very early at all if it's a week later and they are coming back at with the same questions.

I'm not saying to micro manage or even tell them that they are poor employees -- I believe both approaches lead to hostile work environments. The best managers I ever had largely followed the principles laid out in How to Win Friends and Influence People, and now that I'm transitioning to leading small teams I find that approach leads to far better results than the alternative.

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sukilot 19 hours ago 1 reply      
I bet you'll get great advice about making employees more productive, from people slacking off on HN on a work day.
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jules 22 hours ago 0 replies      
Before you can solve this issue you need to figure out why they are doing this. Here are three example possibilities:

1. Maybe they are not in the mindset of getting to the goal, but rather they are in the mindset that work is work. Or maybe they are doing it simply because it's a habit or because it's fashionable and they heard some celebrity say you should use a VM. Then explain to them that not all work is equal, and that it's important to do work that moves you in the direction of the goal, rather than busywork that will not pay off such as setting up a VM envirnoment.

2. Maybe they actually think that setting up a VM environment is worth it in the long term. If you don't think that is the case, explain why.

3. Maybe they don't know how to solve the problems that they are tasked to solve, and setting up elaborate dev environments is a way to procrastinate. Then make sure that they have enough guidance so that they know what concrete bit of work they can do right now to make actual progress. Ex: if they don't know how to make progress because they do not understand the database schema, then the next step should be to familiarize themselves with the database schema. You could even task them with writing documentation for the database schema to get this started. Or perhaps they procrastinate because they don't like the work that is assigned to them.

There could be many other reasons, but once you figure out why they are doing this, it's likely that the solution will be relatively obvious. Try to not fall into the trap of micromanaging them. If you don't understand why they are doing this you could simply instruct them not to set up a VM dev environment. That won't solve anything in the long term because they will just find something else. It's much better if they know why they should do or should not do a that, rather than simply following orders. Following orders kills motivation and orders don't generalize to new situations, but the right mindset does.

On the other hand, in some cases the issue isn't that a developer is not doing the right kind of work, but rather that the developer is doing the right kind of work but he is simply not very good at it. This can be improved to some degree with training but you have to make a business trade off here: is this developer making a net positive contribution to the business or not. Keep in mind that a developer does not have to be super productive in order to make a positive contribution. Otherwise it's time to move him to a different role or fire him.

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Thetawaves 17 hours ago 0 replies      
Firstly, I would be hesitant to label these developers 'scatterbrained' because you simply can not follow their thought pattern. I am likely to place blame with you if you can not understand the value in tangential tasks. This shouldn't really be an issue anyway because you should be in a position to veto efforts you deem unnecessary.

Secondly, I see a bunch of people suggesting you micromanage these people and I must advise you that nothing good can come from this. You need speak with and make your self available to people daily or several times a day but you MUST give them space to accomplish something on their own.

Thirdly, you must set expectations and required outcomes. You can only set expectations if you know the clear path from A to Z and if that isn't the case, you need to trust your employees when deadlines slip. You need to manage the expectations of your customers so that there is a wide buffer between when you expect employees to get it done, and when you expect to deliver to your customers.

Your inefficient employees aren't dumb. They know their peers are outperforming them. It is your job to provide a safe stable work environment where employees can relax when there is a lul, and strive for greatness when there is a deadline. You can not work your employees to death.

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eurekin 21 hours ago 0 replies      
Hey, I won't add anything relevant to the discussion.

Only wanted to say, that I've learned a lot from the answers presented here... Some of them made me really upset (as in my blood boiled), because I recognized some patterns as ones used by my old managers. The "make them do estimates" and "Make the penalty for missing their own deadline big" part is what I immediately recognized as the most often occurring one.

Nevertheless, there are some very fine tips which I will try to use in my personal time & task management. I see immediate benefits, even tough I have nothing to do with management role at all.

Thanks!

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endeavor 12 hours ago 0 replies      
This might be totally obvious to you, but it wasn't obvious to some junior managers that I manage. When you're an entry-level programmer and you get stuck on a tough programming problem for a while, you're supposed to go to your boss/lead for help. Now that you're an entry-level manager, don't feel like you have to solve this on your own. Go to your manager for help. They should have more experience dealing with this.

I think smart, experienced engineers who have been figuring everything out on their own for a while start a totally new role, then forget how to ask for help when needed.

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wallflower 21 hours ago 0 replies      
I constantly like this comment from an AskHN from jlcfly from a while ago. I hope most of us embrace this philosophy as the reality is programming as an art is much more important than programming as a rote skill. And teaching programming as an art is much more about understanding the individual than it is about teaching them like a soldier (Andersen Consulting bootcamps - are an outlier).

"Teach them to be better than you. That may seem counterproductive. I have a type A personality, and I have decent coding skills. I've been in your situation a number of times. I also know there's these mythical expert developers out there that I can't seem to find (or afford). So, what to do? A few years ago I realized that if I continue down this path, I'll end up with some serious health issues due to the stresses that come along with having a reputation for being a really good developer.

So, I decided that instead of searching for developers better than me, I would teach developers I work with how to BE better. It's taken a lot of patience. And it's taken me quite a bit to LET GO of my way of doing things. I had to take my ego out of the picture. (VERY hard to do.)

Nowadays, I realize that developers don't have to BE better than me. I simply have to ALLOW them to do what they do without being so obsessive about it. Turns out, even junior developers really CAN do good work. They just need a little guidance that only comes with experience, and then they need me to get out of their way."

https://news.ycombinator.com/item?id=8649415

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Simp 21 hours ago 0 replies      
The link lifebeyondlife submitted is actually quite a good read:

Set up to fail: How bosses create their own poor performershttp://www.insead.edu/facultyresearch/research/doc.cfm?did=4...

"I like how it describes the negatively reinforcing cycle of closer scrunity which results in worse performance etc. " -lifebeyondlife

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ap22213 22 hours ago 0 replies      
I recommend looking at it as a system problem. Think of your team as a whole body. Your job as the 'head' is to achieve the high-level goals. You make the best use of your team when they work together to multiply the effects of the others. Then, you achieve your goals more efficiently.

They're all individuals with their own interests, motivations, self-purpose. You have to understand who each of them are and how they all work together. Then, you must question if the issues are innate or only symptoms of something else.

Most likely (since they're hired and not fired) they're all able. So, are they bored, burned out, tired? Are they not being rewarded for their work? Do they not understand the high-level goals? Are you micromanaging? Do they not understand their roles? Roles are important - it must be completely clear that they have a singular set of roles and responsibilities.

Sometimes it's ok to have inefficiencies with one or more staff if it benefits the whole system. For instance, I kept a guy on my team simply because he was funny. He made the other teammates laugh and have a good time.

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bane 22 hours ago 1 reply      
It's ultimately about making them make the right decisions, and building up a non-broken mental model of how to do things. Lots of their actions are likely just from ignorance of alternatives, but it could also just be a broken decision making process.

The idea is to make them part of their own reformation:

- Don't set deadlines, make them set deadlines, document it, then hold them to it. Make the penalty for missing their own deadline big. Because you've documented it, if they make a pattern of missing their deadlines, work with them on learning to better gauge and estimate their level of effort. Review the cases where they miss the deadline, find out why, build up a pattern. It could be they just don't understand how some library works, or how the build tools work etc. It could be an external dependency they have no control over. Either data-point gives you tools to help them learn how to do this most basic of tasks.

- If you tell them something once, and they come back again, the second time make them write it down in a binder of notes, if they come back again, make them refer to their own notes. If they come back yet again, make them do a full report on the topic, put it on an internal wiki, and treat it like a High School writing assignment. It sucks for them so they'll never want to do that again, but it produces useful information for other people.

- Don't tell them what to do. But make them describe their strategy to tackle the task. When it sounds like they're doing something wrongheaded, ask them why they're doing it that way instead of the obviously better way. Maybe they have a good reason, maybe it's out of ignorance. Take it as an opportunity to make better ways available to them. But the decision for which way to go is up to them, so long as they hit their self-imposed deadline.

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protonfish 22 hours ago 0 replies      
No group of developers will ever be all at the exact same level of performance, there is no reason to freak out. Demanding that everyone work in the exact same way as you will probably do more harm than good. The important thing is how your team functions overall. Get to know the strengths and weaknesses of your team so you can better assign tasks and responsibilities.
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rglover 21 hours ago 0 replies      
Don't look at them as incompetent, look at them as needing to be taught how to do it correctly. As their leader, it's your responsibility to give them the resources (and environment) to learn what they need to do. What's more, it's also important to give them a process to follow. If you don't explicitly state your process and give them a means for learning and following it, you'll always be disappointed.

Accept that developers are a diverse set, mostly self-taught, and all have varying degrees of expertise. In order to find the people you'd like, sit down and define what an "ideal developer" looks like (irrespective of whether you're actively hiring). That way you can either hire people that match that description, or work to build up your existing team to match that.

It sounds like your first step is to document your process and to educate your development team on how to do things "your way," and why you do it that way.

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kyled 22 hours ago 0 replies      
Have them create a todo list. Make them write it down.

I was like them. I've been programming for over 15 years. I started when I was a kid. When I started programming as a profession, I kept the same habits I had when I was doing it for fun. Ie, find hard new stuff I've never done and learn how to do it! I was inventing new problems to solve because I enjoyed learning new things. Unfortunately this isn't a good model for generating money for a smaller company, you don't yet a lot done if you keep task jumping around. When I started to make a list of things to do I could refer to it and ask myself If the task I Wanted to work on was actually necessary.

Also, don't overload them with stuff to do. Before I if someone had a request for a change I would switch in the middle of a task and try and complete it. This goes back to the todo list, you learn to focus on one thing at a time.

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tenpoundhammer 19 hours ago 0 replies      
I have had this exact same problem, I mean exactly the same. I found out a few things:

1. It takes time, be patient

2. Get under people and push them up. Instead of standing over them and pulling them up. What's the difference ? In the first you are saying "I'm not too good too grab someones foot and boost them up", in the second you are saying " I have arrived now I'm going to drag up to my level of greatness".

3. Sometimes people are distracted and slow because they are a square peg being jammed into a round hole. Not every programmer thrives in the same environment, you have to tailor your management and help style for each individual.

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cubano 22 hours ago 0 replies      
It is quite possible that they are simply milking the job and really don't know how to complete the tasks you are giving them, and default to "hey, let's set up a unnecessary vm because we know how to do that easily and it will show we are not slacking" or something of that sort.

Or perhaps not; idk...no one here can, but it is your job to figure it out, quick. Use the same tenacity you showed as a developer to start learning management.

The daily stand-ups are a no brainer...accountability and progress need to be applied and shown, respectively, with consequences attached, unless you are happy to let things ride along as they are currently.

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ScotterC 20 hours ago 0 replies      
Introduce them to Pomodoro techniques [1]. I've seen this same problem with junior devs and they're not fully aware of it themselves. When you get them to track themselves using a tool like Vitamin-R [2], they'll be more aware of it and also want to fix it.

1. http://en.wikipedia.org/wiki/Pomodoro_Technique

2. http://www.publicspace.net/Vitamin-R/

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jpswade 22 hours ago 0 replies      
Letting them have free reign to solve a problem clearly isn't working for you.

It sounds like you need to manage them by breaking their tasks down into more bite sized chunks if you don't want them to go off task.

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unfamiliar 21 hours ago 4 replies      
I'm one of those "scatterbrained" people. Whatever I'm doing always seems important when I start it, but then I end up spending ages on it and once it's done I can't really remember why I did it. The end of the week comes and I'm exhausted and have to make up excuses about my poor performance.

How can I stop this behaviour? It's like I'm not in control, I just get carried along by the current.

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mjv 20 hours ago 0 replies      
How can anyone say anything definitive from this little information? Some manager dislikes a few of his employees. Scatterbrained appearances can be indicative of so many things: a poor work environment, terrible communication, lack of culture, or no team gelling. There's also just people unqualified for their job, but a 50% miss rate in hiring? That sounds unlikely. Or like your biggest problem.
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vpeters25 22 hours ago 1 reply      
Maybe you could try an agile approach where instead of assigning tasks you put them in a board and allow each team member pick the one they like to do.

Our experience is this makes each team member pick tasks that fit their strengths, or challenge themselves. You, as a team lead, can leave them along to handle it. They will ask for help, or mention they are stuck in the daily stand-up.

EDIT: I guess I didn't need to be that blunt, thanks downvoters for pointing that out.

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TeeWEE 21 hours ago 0 replies      
Firstly, asses the skills of the developers. If they are not on the skill level you demand of them (as junior), then you should think why they are hired. If they are on the right skill level, you should ensure to find the reasons why they are stalled.

One big problem of big companies, is hiring developers who actually cant even write a simple algorithm. Cranck up your hiring process to ensure only the good developers are hired.

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fsk 21 hours ago 0 replies      
You aren't someone's bosd if you don't have authority to fire them.

I've dealt with people like that. You explain something to them 5 times and they still don't get it. Some people just don't have the talent. The previous lead probably didn't notice or care.

Did you speak with your bosses about replacing them?

Even if the team lead is just being narrowminded, those two devs would be better off working with someone else.

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throwawayx 20 hours ago 0 replies      
The reality is that you need to micromanage the shitty ones. They need to be kept on track so that they were productive.

I'm a lead as well and one of our developers is a smart but scatterbrained programmer. She is a mess in terms of running a project and communicating with the rest of the company but if I give her a specific task, she does well.

So what I did was insert myself in any meeting she was a part of, and talked with her several times a day to check in. When I see her going off course in a meeting, I will correct it, and if she says anything incomprehensible in a meeting, I will translate for the others.

The good thing about this programmer is that she really wants to improve, so I give her very frank feedback. The feedbsck I orovide is along the lines of "you need to increase people's confidence in you, because right now it is low, we don't know if you can run a project on your own". She has gotten much better and a lot more productive, which I honestly believe is due to me. I don't take any credit for the work she does, and I constantly praise her in front of others, but I do know that without my micromanagement, she would not be nearly as productive as she is right now.

If her productivity didn't imorove with my micromanagement, I would have fired her because the last thing we need is a drag on the team due to an unproductive member.

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rbosinger 20 hours ago 0 replies      
Maybe you can somehow make them envious and inspired by how much work the other two developers are getting done. I've never managed developers myself but as a more senior developer I have definitely inspired junior ones to want to step up their game. It seemed to work well for the most part.
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zpool 21 hours ago 0 replies      
Your application has huge untested areas, which standard testing techniques can not adequately cover. You need integration tests, and you need to be able to run them locally so as not to trip up testers. In short you need a VM, since some of the dependencies can not be installed on your host OS.

When you are repeatedly asked the same question, ask yourself why? It is probably because you failed to answer adequately the question that was asked.

If they have less domain knowledge, they will be slower on technical tasks regardless of ability.

You as the lead should be providing the information your developers need to get the job down. Sounds to me like you are acting like and egotistical developer IC, rather than a team lead. You could probably find a way to help them if you tried...

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agounaris 22 hours ago 0 replies      
I tend to say there are no bad developers...only devs with no motivation. It's not only you who have to do something. Do they like the product? Do they enjoy the tools they/you use? Are they happy with the compensation? There are a lot of such questions you as a lead must figure out.
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vishalzone2002 21 hours ago 0 replies      
Actually,you are in an ideal situation. Encourage the better developers to spend time mentoring the other developers. Developers appreciate managers who help them getting better. Work on actionable and measurable goals for the developers to improve. I am pretty sure they will catch up. ATB
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dugfresh 20 hours ago 1 reply      
Is it just me or are there a lot of excuses made for these two developers? In every profession you have to do what your boss tells you. If you don't know how to do it you should speak to someone - a peer if not your boss. If you don't want to do your job (pass over for a promotion, the work is uninteresting, etc) then TS! It's irresponsible to slack off because you don't like some aspect of your job or work. If you're paid to do a job, then you should do it. These developers have the luxury of finding another job because the market is so red hot. A lot of other professions don't have this luxury.
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ProAm 20 hours ago 0 replies      
This is the sole reason why I have turned down every management and team lead position I have been offered. I have no idea how I'd deal with or handle people who work slow, or output what I would deem as low quality. Management is tough.
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PaulHoule 20 hours ago 0 replies      
Development environments should be a team function.

It makes sense to use virtualization, but you should also have a standard build that uses tools like Vagrant.

If a developer has to spend more than an hour to set up a development your process is broken by modern standards.

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jackgavigan 22 hours ago 0 replies      
How about pairing the the "other two" developers with the two first two (deliberately avoiding being judgemental here) with the aim of getting the other two to learn from the first two?
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moron4hire 22 hours ago 2 replies      
Fire them. If you don't have the authority to fire them, tell the person who does have the authority that you can't use them. Quit wasting your time on bad employees. Bad employees don't just fail to get work done, they make more work for everyone else. They are negatively productive.
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spot 22 hours ago 0 replies      
give the weaker developers tasks in smaller chunks.instead of just a goal, give them each step of the way.meet with them every day, or even twice a day, to confirm they are on the program and to answer any questions they have.
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reacweb 21 hours ago 0 replies      
Some developers have difficulties with environment or novelties, but are not so bad for routine tasks. If you can not fire him, you can try to give him simpler tasks.
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musgrove 22 hours ago 0 replies      
Team each one up with the producing, independent ones. See what they think. If it's a matter of anything other than needing to be more challenged, replace them.
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codecrazy 9 hours ago 0 replies      
Fire the two losers and ask the two good ones for friend references. Time is too valuable to have to deal with unqualified help.
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codecrazy 9 hours ago 0 replies      
Fire the two losers and get resumes of the two good developers' friends. Time is too precious to deal with poor help.
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gcb0 21 hours ago 0 replies      
you have a shitty development environment.

i bet the 2 fast developers and yourself never cared about unit tests. leaving the people that don't want to write temporary test cases completely lost. they probably sake their head every time they look at the code base, try to start to sanitize it, realize it will take forever now, give up in the middle, and end up just contributing to the mess.

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mariusz79 22 hours ago 0 replies      
Well, maybe it's not that they aren't very good but that you suck as a team leader? :)
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IgorPartola 19 hours ago 0 replies      
Congratulations and condolences. You are about to embark on a journey that is fraught with frustrating experiences. Having done something similar, here's what I can tell you, though I consider my experience at best a mixed success.

First, focus on fundamentals. Spend time with the guys who are having trouble getting stuff done. Pair program with them, letting them drive. Or pair them up with one of the people who do work well.

Second, create effort estimates. No, really. Sit down and have these guys explain to you what they will do and estimate the amount of time. Tally it up as you go, then double it, telling them you want a margin of error (make sure to double it again when speaking to your boss, but don't tell the developers that). Encourage them to speak with you immediately if they run into problems that will derail the estimate. This exercise will help a lot in terms of getting them to understand what they really should be doing.

Third, don't be a micromanager. Assign a task, support them and check in periodically, but don't push them to do things a certain way. I am really not a fan of the standing morning meeting. Instead, talk to them individually for 5 minutes every morning. It's more of a pain, but it's less stressful on them, which is good. At the same time, encourage them to talk to each other and do have an occasional team meeting (a quick one) explaining where you are heading.

Fourth, forget about programming. Sadly, you won't have time for it. With a team this size, you might still have some time, but it's best to lower your expectations dramatically. You'll be doing quite a bit more thrashing between different tasks aimed at supporting your team. You know work for them, and your job is to keep them focused and productive. This really means two things: (a) don't take on large or important projects or projects with major deadlines, and (b) don't seize control of the system architecture. Why? Because you won't have time for it, and will block the rest of the team while you do the research.

Fifth, and this is somewhat in conflict with #4, the buck stops with you. Example: my team wanted to switch from using Django's built-in template system for Jinja2 without any real need to do so (we made very light use of the templates anyways; their argument was more of a preference). I listened, but ultimately said no. We had much bigger fish to fry, and this would have been a costly distraction with no upside. This was not a popular move, but the issue was let go after a few weeks.

Sixth, be honest with everyone about how things are going. If the devs are not pulling their weight, encourage them to get better. Offer help, guidance, etc. If they don't improve, consider letting them go. If you are a team lead, chances are you don't have that power, but surely your boss will want to know that the company is paying good money to the people who don't do the work required.

Lastly, remember, as the lead, it's your job to move the furniture out of the way for your team to get shit done. Your priorities have shifted, and now you are in a different role. The sooner you adapt to that mode, the better.

P.S.: Take vacations, and often. Burnout sets in twice as fast for team leads.

67
kendallpark 20 hours ago 1 reply      
I guess I thought I put my two cents in as a smart but "scatterbrained" type of programmer. Prioritizing and focus has been my private war during my programming career. Here are some points I'd like to make.

1. Concrete, quantifiable goals. The first time I really ran into a wall with my issues prioritizing was during summer CS research after my sophomore year of college. I was given vague tasks that were basically "make the program better." This doesn't help someone that is prone to tangents. In the process of working on some part of the program I might discover a new thing that needed fixing, switch to working on that, and then down the crazy refactor rabbit hole.

2. Deadlines. Deadlines help a lot (as annoying as they are). I always did well in school because of deadlines. At my work we have a goal of completing X% of Q1's weekly sprints on time. It's a team goal, so if I don't get my tasks finished for the week, the whole team doesn't get clear the sprint for that week. I find the team aspect helpful. It also facilitates communication between team members. People that finish early often look at the sprint and check on members that aren't done yet, offering assistance.

3. Boredom. Boredom is a real issue for me. I do better on harder tasks than easy ones because they're interesting. This isn't something I think a manager can solve because I think it's on the programmer's end to learn how to do work when it's less-than-engaging. But you might find some of your scatterbrained programmers actually tackle hard problems better than easy ones. It really depends on the programmer.

4. Communication. I was pretty upfront with my manager about prioritization and focus issues. It's something we discuss every time we have a one-on-one meeting. How things are going, what strategies I'm using, etc. He's also great at pruning down my conceptions of tasks. I'll read a task and think, "Oh I need to get X, Y, and Z done" and he'll say, "No, you just need X, the task doesn't actually call for Y and Z."

5. The optimization struggle. This is probably the single largest contributing factor to my prioritization issues. I don't like doing things a way, I like doing them The Best Way. A lot of time is spent figuring out which way is The Best Way. I might waste several hours working out a linear time solution to something I could easily write polynomially all the while n is small and it doesn't really matter. Inelegant code bothers the hell out of me so I might start a small refactor which snowballs into a larger and larger refactor. This is something that your programmers will have to get a grip on--saying no to refactors in order to better focus on a task. But as a manager you can help by watching out for tangental refactors and putting a stop to them.

68
franze 21 hours ago 0 replies      
that book is a good starting point https://pragprog.com/book/rdbcd/behind-closed-doors
69
kyllo 21 hours ago 0 replies      
Go read Peopleware and then come back to this thread.
70
wojt_eu 22 hours ago 0 replies      
Give everyone in the team copies of the book "The Healthy Programmer". Problems focusing could be anything from blood sugar level or thyroid to food allergies.
71
monroepe 22 hours ago 0 replies      
That kind of dev drives me nuts.
72
datashovel 21 hours ago 0 replies      
Programming is an interesting thing to manage. It's not like you're managing a warehouse where you can tell the guy "You see that box over there? Pick it up, and take it over to the other side of the warehouse". Or a restaurant where you say "You see that pasta? Put it in the boiling water for X amount of time and when it's done take it out".

My feeling, especially when starting with a new group of people, is the amount of time you should allow them to struggle is inversely proportional to their years of experience.

In the end productivity is important, but not at the expense of creating a hostile work environment. Programmers need to be ok with creating imperfect things. Sometimes it's the only way they'll successfully iterate toward creating less imperfect things.

Another interesting thing about managing programmers is it's difficult to create objective metrics by which to assess performance, which you can then easily compare to other members of the team. In other words, I can't go find the box and say "why is that box still over here? I thought I told you to put it on the other side of the warehouse?". or "Why is that pasta not in the boiling water?" At best I've only ever had a clear "sense" of where each member of the team is. Nothing I can put on a chart that shows definitively that Team Member A is performing at a higher standard than Team Member B. In this case it's critical to give the slower guys the easier tasks, and the more ambitious guys the bigger tasks.

Create a tighter feedback loop for those who you see as having difficulties. And create opportunities for people to collaborate, and in the process compare themselves to others on the team. And every once in a while sit with them while they're working for maybe 15 minutes at a time. Don't expect them to do things your way, but by the end of the session offer a few suggestions. And make sure they set goals for themselves. "How long do you think it will take you to finish that?". Make a note of their goal. And then when the time is up ask them "So have you been able to finish that?" If not, what's wrong, and how can we help you? If so, then good job let's move on to the next thing. And I saw in other posts the suggestion that sometimes you should break down the tasks into smaller more digestible chunks instead of having them do that. Great suggestion.

Finally, it's not an infallible metric (and in fact probably not a good measure for anything performance-related), but lines of code committed is I feel a good "BS detector". I had a guy (arguably senior, and arguably unmotivated) on a team I managed a while back who managed to commit less than 100 lines of code in a month. That's as close to an "obvious sign" that something is wrong as you will probably ever see. Writing code is what programmers are paid to do, so if they're not doing it there's no way to assess their performance.

73
cphoover 22 hours ago 1 reply      
fire them?
Ask HN: Need advice for long-term data archival
points by samch  17 hours ago   2 comments top 2
1
trcollinson 16 hours ago 0 replies      
As I have mentioned on HN before I have been working in video and image data quite a bit over the last few years and, frankly, that's a LONG time. We usually think 18 to 36 months out. 20 years, now that's a problem. I honestly don't think any of the current solutions that are out there will work in 20 years without numerous iterations of upgrades in the mean time.

With that being said, I am quite willing to throw my own personal time and energy into coming up with a long term solution for this family. If you are interested, my contact information is in my profile. Feel free to reach out.

2
brudgers 16 hours ago 0 replies      
Twenty years is a really long time. In 1995 the choices would have been things like WORM drives, DAT, VHS, Floppies, IDE hard disks, etc.

Of those, VHS or Floppy are probably the most likely to be accessible today. And it would be painful. I would suggest multiple backups each in multiple formats. I'd look at .ISO formats in both several hard copy and cloud archives. And more native formats in the cloud.

The key is to have a team that is willing and capable of stewarding the material as technology changes and services break down.

My best wishes for all affected.

Ask HN: Designing CVs for software jobs
points by ejstronge  10 hours ago   3 comments top 2
1
mtmail 10 hours ago 1 reply      
http://resumes.livecareer.com/ has lots of anonymized examples. I've never seen a biology focused CV so I can't compare.
2
ejstronge 10 hours ago 0 replies      
Ask HN: Feedback on project idea (automated regression test generation)
points by sysk  7 hours ago   1 comment top
1
S4M 3 hours ago 0 replies      
There is something called quick_check.js [0] that looks similar to what you want. It's inspired by Haskell's QuickCheck library [1].

[0] https://github.com/gampleman/quick_check.js

[1] https://wiki.haskell.org/Introduction_to_QuickCheck1

Ask HN: What is the right way to learn Mathematics?
points by roansh  21 hours ago   16 comments top 5
1
wodenokoto 2 hours ago 1 reply      
This article hit the front page a few days ago, I think you will find it very informative.

https://medium.com/@warrenhenning/a-software-engineers-adven...

2
ChaitanyaSai 4 hours ago 1 reply      
It might also help to know what parts of math are intuitive and what parts aren't. Our brains just can't visualize tensors, but we can visualize quantities. Trying to relate tensors to the spatial geometry of the world around us -- the world we can perceive -- may not lead to much.

I found this book helpful

http://www.amazon.com/Number-Sense-Creates-Mathematics-Revis...

3
brudgers 20 hours ago 1 reply      
Learn the mathematics that's applicable to the area in which you are interested. That means it's recursive:

    function learn x        if x.prerequisties.know()        then study x        else learn x.prerequisites
Not iterative. So start with AI if that's what you want to know.

That's not to say that building up iteratively from foundations is bad. But if it's not directed from the top level, then it may not lead there.

4
brogrammer90 18 hours ago 1 reply      
Check out the book "The Calculus Direct" by John Weiss.
5
Mz 18 hours ago 0 replies      
1) Make sure you understand the concepts, not just how to crunch the numbers.

2) Make sure you understand how the math relates to the actual real world and is a means to model actual reality.

I know you did not ask for resources, but really good ones are hard to find. So I will note that a good source for good math articles (as well as good math answers) on HN is Colin Wright: https://news.ycombinator.com/submitted?id=ColinWright

Ask HN: Is tech support becoming a bad long-term career choice?
points by wishiknew  20 hours ago   8 comments top 6
1
petecooper 18 hours ago 1 reply      
No.

I started in tech support in '98. I worked my way from a trainee associate in Sophos's UK support team to managing a department of 30 in 5 years. I left Sophos in '06 to start my own business.

I am in a similar position to you in some respects. I started my own locally-focussed business as the tech guy. I placed an ad in the local parish newsletter for 25GBP (~40USD) for the year. That ad has paid for itself 400+ times over since then.

B2C support is tough. My demographic is adults, typically 40+. People are sometimes reticent to ask for help, especially with cheap laptops. Be approachable. Be a nice guy. Be professional. Be honest.

You'll learn about your area pretty quickly. I started out with an external hard drive and a screwdriver set. It's 90% laptops and tablets, and the repair side of my business is slow to catch on. The low purchase cost of laptops and tablets makes people less ready to commit to fixing things, instead choosing brand new. Sad, really. Apple device users tend to be more keen to get things fixed up.

Poke around on /r/computertechs[1] and start thinking about a software toolkit. Get a basic website and sign up with iFixit Pro[2]. Familiarise yourself with their store; they do good parts at fair prices. My website[3] isn't anything special (and isn't finished, either), but gives you an idea for what works around where I live.

[1] http://www.reddit.com/r/computertechs

[2] https://www.ifixit.com/Pro

[3] http://ex23.com

2
dpeck 17 hours ago 0 replies      
I wouldn't bank so much on younger generations being more tech-savvy. They might interact with it a lot, but they're also more used to it working as expected.

I find younger people I interact with to be more comfortable with technology, but on the whole more disinterested and frustrated with troubleshooting. Getting paid by them might be another story, but you'll see plenty of < 25 year olds waiting for hours at the Apple store to get their phone restored.

3
HeyLaughingBoy 19 hours ago 0 replies      
younger generations are more tech-savvy, too

Then they aren't your target market, but perhaps older people are.

As the world gets more technologically advanced, the result is that fewer people know what to do when their devices don't work. If anything, the number of people who need your services might be increasing, not going away.

4
PaulHoule 19 hours ago 0 replies      
I see a lot of people making money fixing phones and tablets. Many (but not all) mobile devices are easy to repair (enough that I don't mind it if I wear out the left stick on my PS vita every eight months or so)

With less than $50 of tools you can be in business.

5
debacle 17 hours ago 1 reply      
Younger generations are more text-adapted but they still have no idea how the machines they use work.
6
cmdrfred 16 hours ago 0 replies      
I'm 25 and a sysadmin myself and I feel like a sometimes old timer, most of the kids growing up today have never seen a command prompt, let alone ssh. They are used to consumer devices that you plug in and they just work. Those two click repairs are 80 percent of my day.
CNN trojan top story
points by speculum  18 hours ago   2 comments top 2
1
Bioto 18 hours ago 0 replies      
Somethings off on that page to, the headlines don't match up with the rest of the site.
2
MalwareMustDie 8 hours ago 0 replies      
is not only that page..
Ask HN: What is wrong with me?
points by gatocathon  1 day ago   72 comments top 39
1
Red_Tarsius 1 day ago 4 replies      
I'm younger than you, but I used to have similar issues. I think you have to realize that you're a worthy human being and don't need to seek approval in back-up friends. People "smell" neediness and low-self esteem: do something that makes you proud of yourself and stop listening to social pressures of any kind. You don't have to become a jerk, but seek balance.

Insecure men also struggle with their manliness. This is usually a taboo topic, but you need to address it and be sincere about it: do you feel emasculated? "Without saying it goes that I still don't have GF or wife. I am 29 and getting near 30 is a bit scary." There are more people than you realize in your same situation; worse, there are people who married early and are now stuck in a loveless, bleak marriage. one of my mentors I respect him so much! found the love of his life in his late 40s, after an awful, awful marriage.

You're a free, young man in his quest for manhood and respect. Just like everyone else. :)

Lastly, let me link you to a post where I addressed my insecurities: https://news.ycombinator.com/item?id=8745651

If you need an e-mail pal, reply to this post and I'll give you my contact information. :)

2
watt 1 day ago 5 replies      
This is in fact normal and nothing is wrong.

If you are throwing a party and invite 100 guests, only 10 will show up. 9 out of 10 will flake out. This is normal and that's how people work.

People don't initiate conversations. It's very rare to meet somebody who will initiate conversation, and keep it going. If you want to have good time, that's on you (to keep finding topics and jumping from theme to theme, have a lively back-and-forth going). It's a skill you can learn and is incredibly easy when you get in the groove.

People don't jump on it, when you invite them to something. For 10 attempts to do something, only 1 will succeed. The key is to keep going and simply have 100s of ideas and keep inviting people. If you are not inviting, nobody is and NOTHING ever will happen. People just keep waiting around, standing around and are incredibly passive in general.

And it's not like everybody is going to parties and you alone are not invited. Nope. It's a desert. In fact, if you yourself don't think of some activity, nothing is happening ever. And most people seem OK with this kind of quiet existence.

The only thing wrong with you is that you have higher expectations (and desires) than the baseline. The solution is - go and make what you want happen. The way to do it: keep having ideas and inviting people. 9 times out of 10 they will decline. That's completely OK, just keep having ideas. 9 out of 10 times when you actually go out and do something, it will not be very exciting. That's the reality and it's completely fine. But then during 1 out of 10 times magic happens.

3
andrewfong 1 day ago 1 reply      
Absent more information, it's difficult to tell. There are a bajillion possible reasons people aren't hanging out with you. Off the top of my head, some of the reasons I don't like to hang out with certain people include them being overly argumentative, saying racist things, leaning in too closely to me while talking, not taking things seriously, taking things too seriously, and body odor. It's also possible that you're over-analyzing your current situation.

You really should just try asking a close friend, family member, co-worker, classmate, or anyone you spend (or used to spend) a lot of time with (in a friendly capacity or otherwise). That said, the fact that you're asking HN rather than a close friend, family member, etc. suggests that doesn't work for you, for whatever reason.

So try this: go to a random meetup, chat with a stranger for 15-30 minutes, and then ask them if there's anything about you that seems off-putting. If you feel uncomfortable asking that kind of question or if you're concerned that you won't get an honest response, tell them you're gathering data for a study or something.

And if that doesn't work, you can always schedule an appointment with a professional therapist.

4
douche 1 day ago 1 reply      
Most people suck. I suck, you suck, we all suck. Modern western society does not improve matters, where many of us are uprooted from more local, traditional societies where there are strong community traditions that provide easy social defaults and a fairly limited, consistent group of other people to interact with.

Most social groupings are formed out of blood or forced closeness - small towns, religious groups, schools, the workplace, housemates, etc. These are people you spend a large percentage of your time with, and they tend to be non-transient factors in your life - i.e. continued social interaction with them is likely over a non-trivial timespan. You can count on these people being around in the future, so the investment of effort in cultivating relationships with them has a high expected payoff.

Compare this with the modern, post-collegiate experience for most 20-somethings. Seeking gainful employment often means leaving behind the familiar contexts one was born and raised in, abandoning familiar social nets, to move to more economically dynamic areas, with larger and more diverse populations. Turnover in employers and fellow employees is vastly higher than it was a generation ago. Tied with this, long-term home ownership is less of a realistic proposition, so the community of locality that comes with living with and getting to know one's neighbors is diminished. Other people are more transient and disposable in this world, and the general uncertainty makes it more difficult to focus the effort on building relationships, particularly when you are trying so hard just to get by, day to day, week to week.

I don't really have a solution, but this seems to me to be the problem.

5
schizoidboy 1 day ago 0 replies      
Two hypotheses:

1. Maybe nothing is wrong with you and the people that aren't reciprocating aren't the right people for you. In this case, consider ways to find new people, activities, etc., or try to be more comfortable with the fact that you're special and it may take some time to find the right people (but do as much as you can to increase your odds such as hobbies you love, etc.).

2. Maybe something is wrong with you in the sense that your brain is creating emotional pain in the same way that your body alerts you to physical pain. In this case, first be happy that your brain is trying to help you (even if the emotional pain is... well, painful). Next, consider exploring your emotional pains through philosophy, psychotherapy, positive psychology, exploring your childhood and close relationships, etc.

Each of these hypotheses branches out to many other hypotheses, most of which can be "tested." If one of them isn't yielding a good theory, move on to the next, and you may ultimately find something. Keep trying!

6
anigbrowl 1 day ago 0 replies      
'Desperation is a stinky cologne' - people pick up on your need for companionship, assume there must be some reason you don't have any, and so it ends up as a self-fulfilling prophecy. there's a good chance that nobody you know could articulate this and are just picking up on your anxiety subconsciously.

So, what you need is self-sufficiency. Once you get more comfortable being in your own company and doing stuff on your own then people will get more interested in you. Pick up some intellectual interest or activity outside of your work and preferably not related to it. Consider getting a dog - seriously It's surprisingly emotionally rewarding plus you get automatic entry to this whole secret society of dog owners and an automatic icebreaker/topic of positive small talk. I wasn't into dogs at all until I rescued one, but it turned out to be a big positive and well worth the required lifestyle adjustments. Also, women will size a guy up by how he relates to his dog. If your dog is chill and happy, then people will come over to tell you how cute it is, and this will reflect onto you.

7
chrisbennet 1 day ago 0 replies      
Here is the secret to making friends:

People make friends with friendly people. Friendly people enjoy the act "giving" friendship.

They give you fresh baked cookies just to you to see you smile - not because they expect you to do something in return.

They ask about how you are feeling ("How is your back these days?") because they actually care - not because they want your help moving.

Making friends becomes a by-product of being generous with your friendship.

8
bsdpython 1 day ago 1 reply      
As you get into your late 20s and early 30s most people are looking to get married if they haven't already. At that point social life is going to mostly turn into family, wife, kids and work related friends. I'm 32 and recently married and I find it very hard to justify spending much of my time socializing outside of those above contexts. It's often nothing personal and from my own perspective I would actually like to have more friends but after going through a lot of friends over the years it's proven to be rarely worth the long term investment. I'm not going to chase down others to get together and they likewise. There probably isn't a whole lot wrong with you and judging by the desperation at which people try to gain attention on social networks it seems like far more people are lonely then they openly admit - in other words you aren't alone. If you really want to give it a go to gain more friends I would suggest looking for social groups with shared interests, such as recreational sports teams, programming meetups, or whatever you personally like. Attend events that you have interests in, travel by yourself (I used to all the time in my early 20s) and in general just try to make yourself a bit more interesting. Learn to pick up on social cues better, focus on listening rather than talking and go out of your way to help people that you aren't even that close with in simple ways. Online dating is also a good way to meet new people and practice social skills without much risk (you can cut off contact at any point).
9
awjr 1 day ago 2 replies      
What you've written above comes across as the nightmare requirements spec from a client. You're being too vague. You need to deconstruct yourself and your life. Your personality, your habits, where you live and how you live. What you want out of life.

Consider NLP, consider getting involved in things that you find uncomfortable (e.g. amateur dramatics). Join meetup.com and locate groups in your area doing stuff and pop along. Talking to people is hard.

Smarten yourself up. Make yourself look great ALWAYS. Change the way you get to work. Consider cycling/walking. Exercise. Run a half marathon. Follow a passion. Get into local campaigning. Be involved in society. Join a debating society. Avoid MMORPGs as a social outlet ;)

Love yourself (but not in an arrogant way).

AND when you are ready, do something crazy.

You're almost 30. It's time you circumvented the world by train and boat. Consider backpacking around India. Go climb a mountain. Tour across America on a bicycle.

You're single. You have no dependents. You can go anywhere and be anyone. Telecommute from Vietnam.

I would say your statement about going to clubs indicates a way of thinking about getting 'hooked up' that probably does not suit you.

Also hanging out with work colleagues is not good. Going for a drink is fine. People have their own social lives and doing drunk stuff in front of work colleagues can be a very bad thing. People connect with people at work because of the interests they have outside of work, not because they share the same workplace.

Maybe suggest moving into a house with a group of people.

I would also say that from the way you state people don't talk to you is that you have a personality trait some people find uncomfortable.

10
thoman23 1 day ago 0 replies      
Hang in there buddy. As others have said it all starts with being content with yourself first. Focus on your hobbies, especially those that come with an "instant community". Get out and do new things and enjoy life. Everything you do gives you some new perspective and interesting new things to talk about with people. Try joining some new MeetUp groups and see if you click with anybody.

Also, make sure you have the basics all covered. I'm not saying any of these apply to you specifically as obviously I don't know, but the basics would include proper hygiene, good breath/dental care, dress in neat, clean clothes, etc.

Finally, you also might want to try reading some books on the subject of interpersonal skills. There are a lot of quick practical tips in the areas of body language and ways to communicate that make other people feel good about themselves when they are around you.

11
olalonde 1 day ago 0 replies      
Without knowing you personally it's really hard to say.

My personal experience with friendships/relationships is that it is a chicken and egg problem. It's a lot lot lot easier to make new friends when you already have many (same goes with romantic/sexual relationships). It probably has to do with social proof dynamics and the fact that you might be unintentionally signalling insecurity through body language and appear to be desperate. It's possible that a lot of the people you talk to think something like "there must be a reason this 29 year old guy doesn't appear to have any friends".

One drastic solution would be to move to a new city or country which would make it more socially acceptable for you to openly seek out new friends without appearing to be desperate. Another option would be to join a local sports team or other group activity where socialising isn't the central goal (poker, working out, hackatons, hiking, etc.).

Finally, HN is probably the wrong crowd to ask for this kind of advice. http://forum.bodybuilding.com/, http://boards.askmen.com/ and other similar "lifestyle" communities would probably yield more interesting results as a lot of the people on those forums are there specifically because they have gone through similar situations.

12
valevk 1 day ago 1 reply      
Just by using smalltalk as argument it's rather difficult to say what's wrong. Maybe (instead of listening to strangers on the internet) you should see a therapist. There might be things in your life, that _you_ think are completely normal though they aren't. What I've experienced from friends who went to see a therapist, was: "Wow, are you telling it's not normal to wake up and hate youself?".
13
O____________O 1 day ago 0 replies      
Assuming that you've checked that you're not actually repulsive (halitosis, habitual drooling or unchecked running nose, pants hiked up to your rib cage and smelly, unwashed shirts), then it's most likely that you're just not finding the kind of people with whom you have chemistry.

I felt rather similarly in my early and mid twenties. I didn't click with people, and it always felt like too much effort to socialize. Then I moved to the Bay Area and my life changed over the course of two months. I finally met people with interests and goals I could relate to.

For what it's worth, if I were doing it again now, I'd move to a great city and exploit things like Meetup.com, get out, and take up every class and activity that so much as caught my eye.

Remember: to be interesting, you have to be interested.

14
neverwrong 1 day ago 0 replies      
it's hard to say without knowing a lot more. who are you? how would you describe yourself? who are you trying to talk with? are they coworkers? are they people with similar backgrounds? how do you engage people? how sure are you people are interested in talking about what you want to talk about? how much do you care about other people? how much do you care about what other people have to say? do you think you're showing people you care (assuming you do)?

...

15
amgin3 1 day ago 0 replies      
You are not alone. I am 30 and have experienced the same thing my entire life. Several years ago I questioned it too and was told that it was MY fault for not initiating conversations with people all the time, even though nobody ever has put the effort into initiating a conversation with me, I always just get ignored, somehow I have to put in all the effort and everyone else gets a free pass. But even when I put in a lot of effort nobody gives a shit and eventually flakes out because we haven't been friends since kindergarten like the rest of their friends have been. Well, I finally had enough of this bullshit life and flakey bullshit people; I got rid of all my belongings and moved to South East Asia.
16
calbear81 19 hours ago 0 replies      
I tend to be the planner in my social circle and I've learned a few things in my many years of planning/organizing (I'm 33)

- If it's something casual, don't be too pushy. Like we learned in D.A.R.E, leave the door open. So if I ask someone if they'd like to come out to get drinks and they're not sure, I just say "No problem, text me if you want to come, we'll be there." For more formal events that require reservations, get a commitment well in advance.

- I find that if I'm doing something that the person I'm trying to invite hasn't done before they're more interested in coming. I do my best to make it easy on everyone so I lay out an exact itinerary, offer to do the group purchasing, and make sure everyone has a way to get to the event.

- I find that posting some post-event photos on Facebook help a lot as people see the fun they're missing out on.

- Don't be afraid to have fun by yourself. I enjoy rambling around new places by myself and the more I put myself in new situations, new places, the more often I find myself meeting new people.

17
eps 1 day ago 0 replies      
Who knows?

Perhaps appearance issues - from being overweight to having sweat stains to not smelling nice to having too long fingernails. Perhaps interaction issues - not making any eye contact, making too much of it, taking down to people, sucking up to them, etc. Perhaps personality issues - odd sense of humor, lack of overall confidence, over-confidence, pushy / boring / quirky personality, etc. It can be anything or a combination of thereof :-|

# That all said, I'd say the first impression you make and the overall confidence are the two most important things to pay attention to if you are looking to change things.

18
Jean-Philipe 14 hours ago 0 replies      
I am probably one of those people that keep cancelling appointments with friends. Nothing personal. I'm just busy (work, kids) or probably not organised well enough. Some of my friends understand, some are worse than me, but some take it personally. Interestingly, there's no relation between the time I spend with a friend and how mad they are with me.

Nobody should be hurt. It's my life, that's what it is, the day has only that many hours, things happen, and things will change one day. Right now, I don't even have time for myself.

19
cpursley 22 hours ago 0 replies      
I'm not sure about your specific situation, but it helps if you focus the conversations on them instead of you.

Be genuinely interested in other people and they will like you. Respect their opinions even if you disagree.

http://www.amazon.com/How-Win-Friends-Influence-People/dp/06...

20
sgentle 1 day ago 0 replies      
This is the wrong place to ask "what is wrong with me?" because we don't know you. Trying to answer without more information is going to be mostly speculation and projection.

That said, it's a good question to ask. I think most people who have trouble socially don't ask, and end up unhappy without realising why. I'm going to try to answer the related question: "how do I find out what is wrong with me?"

There are two people I think you should talk to:

Firstly, someone who would have been affected by your problem (if there really is one). You just need to ask them nicely and in a way that doesn't make it seem personal. If someone I knew said "Hey, I'm trying to improve myself. Could you tell me honestly if there is anything I'm doing that makes people uncomfortable?" I would do my best to help them.

Secondly, a therapist. They can listen to how you feel about social situations and help you figure out how to deal with it. Keep in mind that social anxiety is one of the most commonly reported mental health issues. There may be nothing wrong with you in social situations except the way you think about them. I can't say for sure because I'm not a therapist, but this kind of problem is exactly what they do.

Good luck and I hope you find your answers.

21
yoanizer 1 day ago 1 reply      
Don't worry about what others might think of you. But do worry about what you think about yourself. Aside from the facts that you mentioned what do you think about yourself right now? Are you happy with your body? are you happy with your career? are you happy with your hobbies? Do you eat well? Do you exercise regularly? Do you take care of yourself well? ...

Bottom line: Be someone YOU respect and like. The rest will take care of itself.

If you don't like yourself, nobody else will.

22
boyaka 1 day ago 1 reply      
There was a post on HN just today by an anonymous guy for his book 'Hacking Sex' [1]. I actually went ahead and checked it out, since it had a lot of positive comments from women on Amazon. I was intrigued that the author stated that luck with women has nothing to do with genetics, but my surprise/interest diminished when I skipped through the pages and found all sorts of sections on buying clothes and being in good shape. I was really turned off when he gave advice about actually making love, really starting to think this guy is full of himself. I'm a little bit disgusted by his attitude about needing to have sex with as many women as possible, but I also understand how it could be beneficial. I'm sure that his advice does indeed vibe with what women desire, and it would probably do me some good to be open to it (when I have the time/money to do so).

More on my opinion and less on this book (which as I said I have only skimmed for now so can't really judge), I believe in the LAMPS theory: girls tend to be interested in Looks, Athleticism, Money, Power, and Status. I think you can gain a lot of the last 3 just by working hard on improving your own life. That book says you can be yourself and that girls will like you even more for that, but maybe that's just signaling Power/Status, or maybe LAMPS is just not a good theory. Ultimately though, in today's society you really just need to look good/healthy, have a fulfilling well paid occupation, and give the ladies (or other people) exactly what THEY want; you can't be selfish. It's not about YOU becoming less lonely, it's about being interesting to other people.

[1] https://news.ycombinator.com/item?id=9005096

23
dalek_cannes 1 day ago 0 replies      
A few examples would help us understand the problem better. Based on just this description, it could be anything.
24
bonn1 1 day ago 0 replies      
There could be many reasons why people avoid you. I don't know you and it would be hard to find the real reason here but I give you this one advice:

Don't go out and look for friendsnever do this.

The problem is that people will smell it from the first moment you are around them. They will know when they see you looking at them, how you approach them and how you talk and how long you talk with them. You signalit's basically written on your forehead: 'I need friends. I want friends. I am lonely, I am needy and full of despair, please f*ing talk to me.' And this neediness makes you as a person very unattractive. It's not your looks.

I went through a similar stage for a long time but could get out, now I have again tons of friends, a lovely girl-friend and life is good. Let me know if you need more advice.

25
tim333 1 day ago 0 replies      
I don't know you but people skills are indeed a skill you can learn. Try reading How to Win Friends and Influence people and doing some of the stuff

review

http://www.amazon.com/How-Win-Friends-Influence-People-ebook...

pdf

http://www.yourcoach.be/blog/wp-content/uploads/2014/02/Dale...

Also toastmasters, meetups good. PUA types can be helpful but also can be rubbish. I think a lot of social types spend years on the social stuff in school uni etc so geek types can sometimes have some catching up to do.

26
INTPenis 1 day ago 0 replies      
A lot of people are late bloomers.

Then again, some people are just incapable of socializing. I know at least one person like that who is older than you, single, and gets looked over for a lot of activities at the community group we both frequent because people feel that he's incapable of holding a conversation.

Yet he's harmless and tries to be social but it just comes out wrong and in all his years he has never learned.

Then on the other hand I'm 30 and I just recently in the last 4-5 years started blossoming. I'm not saying I'm extrovert yet but I've realized a detail about being introvert and that is that we thrive in social situations as long as we can rest after and recuperate. Resting requires silence and alone time, or time with very close friends and spouses.

27
skreech 1 day ago 0 replies      
Why do you approach them in the first place? Are you genuinely curious about them as people, or do you want them to fill some need / ache / void in you?

If you think it may be leaning towards the latter, try to look deep within yourself and understand what it is you need. The next step would be to meet this need by yourself. Trying to use other people seldom works well, in my experience.

On the other hand, if it's the former, does it come across to them that you are genuinely interested? Do you keep eye contact most of the time? Do you pay attention when they are talking, and do you listen to what they are saying without thinking about what you should be saying next? Are you listening more than you are talking?

28
acqq 1 day ago 0 replies      
I guess a lot of programmers can at least partially identify with this:

"You see your report here says that you are an extremely dull person. You see, our experts describe you as an appallingly dull fellow, unimaginative, timid, lacking in initiative, spineless, easily dominated, no sense of humour, tedious company and irrepressibly drab and awful."

"And whereas in most professions these would be considerable drawbacks," in your profession "they are a positive boon." (You work in front of the screen the whole day anyway).

https://www.youtube.com/watch?v=azkFz1ZbXyU

29
bonn1 1 day ago 0 replies      
I have another advice:

Since many and me wrote that you should NOT go out and look for friends since it makes you needy and people smell the neediness it's is important to note that having a few good friends is the key to happiness. Just one or two is enough. People you can call anytime.

Now I said that you shouldn't actively look out for those but I am saying at the same time that they are the key for happiness. Without friends depression comes quick.

Let's dive into 'friendship', what are friends? Is there an abstract concept for it? Or what is more interesting herehow does friendship evolve? It's quite simple and we start with an anti example: imagine you met a guy some night you went out. He has some similarities like same interests und you guys both recognize that you need friends and decide to meet more often to do stuff together. You go a few times out and then you guys realize that you have nothing to talk anymore. So you decide to do some active stuff, you guys play tennis, it's fun but you guys are still not friends, after the match you head to your places without talking too much. You go out more often, chase girls together. Fun but you still no friends, rather competitors. So why did no friendship evolve here? You guys had the same interest, did many activities together and still feel awkward together and have nothing of significance to tell?

The answer in my experience is that the relationship I describes before is based on a voluntary setup that means that nobody forced you guys to be together. Every time you met you had to act to see each other, no external force brought you together.

A beneficial setup for evolving friendship is a forced community with a hostile participant or just somebody with more power. Friendship easily evolves there where people have a common enemy and the need to form alliances. School is the perfect example with the teacher as the enemy. The older the people get there are less forced communities. You office is also a forced community with managers as 'enemies' but since there is a lot of change and office politics involved friendships there are very prone to fall quickly apart.

The bigger/stronger/tyrannic the enemy is the stronger your friendship will be and once the enemy is away you friendship will slowly fade.

30
pengux 1 day ago 0 replies      
I'd suggest that you take some time off from your current life and go out travelling and see the world. You will definitely get some perspective on things.
31
nimrody 1 day ago 0 replies      
It's easier to connect when you have something in common.

So my suggestion is that you join some group doing things you like - be it art, music sport or anything else that you like and will introduce you to different people (suggestion: not some technical group).

My personal change came when I joined a sports group (triathlon in my case). I was never a good athlete but I did get a change to meet a lot of new people. Indirectly I have found my wife through that group.

32
prawn 1 day ago 0 replies      
If you get social offers, say yes as often as possible. Someone wants to go out but you're feeling a bit tired and sitting on the couch? Get off your butt. Short of money? "Watching my alcohol intake this month - will have a couple and then stick to waters if that's OK with you."
33
personlurking 1 day ago 0 replies      
Someone I know recently asked people via social networks what they thought of her (her good qualities and bad). She did it via a Google spreadsheet ('backend') while what people saw upon clicking the link was a form (preventing anyone from seeing other people's responses). Try this.
34
NumberCruncher 23 hours ago 1 reply      
Read the book "How to Win Friends and Influence People" from Dale Carnegie.
35
sneak 1 day ago 0 replies      
Your negative attitude and belief that you're not worth anything.

There are lots of books on self-esteem and social improvement. I suggest you read a few.

36
brogrammer90 1 day ago 0 replies      
Pivot. Tech has a way of turning viable men into old creepers. You will be 40 in 2-3 jobs.
37
normloman 22 hours ago 0 replies      
Do you smell?
38
vdaniuk 1 day ago 1 reply      
Disregard all definitive answers in this thread. You have provided so little information, it is impossible to answer your question with any reasonable degree accuracy.

The best way for you to receive an answer that is close to reality is to visit several psychotherapists and talk to professionals qualified to talk about your personal issues while maintaining your privacy. It would be also beneficial to learn more about meditation, self-awareness and psychology in general.

39
drydot 1 day ago 0 replies      
learn NPL, your social skills will improve ; >

i.e.http://www.nlp-secrets.com/nlp-seduction/how-to-talk-to-girl...

Ask HN: Is IT actually not for me?
points by wishiknew  1 day ago   13 comments top 7
1
mattdw 1 day ago 3 replies      
My first suggestion is to forget what you see on HN; it's totally not representative of most of the world's IT work.

Excel VBA and legacy business systems and nasty abandoned PHP and shitty Java monoliths are way more common out there than Angular and Node and the like.

"solved many business problems with languages I didn't previously know, such as Excel VBA" sounds like it would make you a fantastic employee for any number of small businesses out there, the trick will be finding them.

I lucked into my first gig via a short-term contract (through a friend) that turned into full-time employment. The job was a mix of Filemaker (which I'd never touched before) and PHP and weird CSV import/export formats (so, basically the most awful combination of technologies in existence), but I solved real problems and was of real value to my employer. Sounds like you could pretty easily do the same, you just need to look for the opportunities.

The stuff that gets talked about on HN seems to be a weird microcosm of cutting edge tech, too much money, and "we have to convince investors we're worth buying so we have to keep up with all the buzzword tech". Meanwhile the other 99% are just tucked away in small businesses solving boring business problems with boring legacy tech and keeping the world turning.

2
rifung 16 hours ago 1 reply      
Honestly I don't think companies expect you to really know anything about specific technologies if you've just come out of school. Most likely they just expect you to have strong fundamentals in CS, which hopefully you learned, though you say you "feel like [you] didn't learn much at school".

My only advice is to keep applying and work on something while you are still unemployed. You left out whether you've been getting interviews or not, which might be important to see whether it's your resume or interviewing that is the problem.

3
playing_colours 19 hours ago 0 replies      
You are either from Switzerland or Luxembourg, right? Maybe move to Berlin? There are a lot of English-speaking startups here, and you can eventually pick up some German as well. Learn say some Ruby on Rails / Javascript by building a website and then apply to jr. positions. Software development requires effort and time. You cannot just build something serious without years of learning and coding.
4
a3voices 1 day ago 1 reply      
Maybe you just need to write your resume better, and work on soft skills when talking to recruiters and hiring managers? Maybe secure an internship to collect even more job experience while looking for a better job?

Experience matters more than pay. Do anything to get a software or IT job, and then eventually hop to something better. Howard Stern (the super rich radio guy) used to make barely anything for a very long time.

5
lumberjack 1 day ago 0 replies      
You have a CS degree but you are applying for relatively simply web development jobs where you can easily be out done by less formally educated people who have more web development experience. That's a bad strategy.

You should apply for the less flashy jobs at bigger companies that tend to want people with a solid formal education.

6
FlopV 1 day ago 0 replies      
Have you applied to some of the relatively large corporations? Maybe something more IT oriented than development oriented?
7
codegeek 18 hours ago 1 reply      
where are you located ? How can I contact you ?
Ask HN: Where Can I donate a working computer?
points by crisnoble  17 hours ago   3 comments top 3
1
jeffmould 17 hours ago 0 replies      
Depending on where you are, you may try emailing Fred Wilson (@avc). I know he works with a lot of the schools in NY bringing technology in and may have some ideas. You can contact him pretty easily through his blog (http://avc.com).
2
brudgers 12 hours ago 0 replies      
Why wouldnt someone running the charity you imagine focus on getting new standardized hardware rather than fussing around with a hodgepodge of old machines?

There's probably a thrift shop who will take it to sell and put the money toward charity. It even could be sold yourself on Craigslist and the procedures used to support whatever cause exceeds Goodwill in merit.

3
tjr 17 hours ago 0 replies      
For the laptop anyway, you might take a look at: http://www.kidsoncomputers.org/needed
Ask HN: Is there a good place to trade domain names?
points by mmettler  1 day ago   5 comments top 4
1
mtmail 1 day ago 1 reply      
Have a look at https://sedo.com/us/. They do everything including escrow service (in case you already have a buyer but don't trust them)
2
brandonlipman 1 day ago 0 replies      
On ProductHunt I found a startup for selling domains. This is not exactly trading but it may help. https://namebox.io/
3
builtbybalance 1 day ago 0 replies      
Nothing really to be honest.The reason is because no one really trades domains.
4
Rhythm8 1 day ago 0 replies      
SedoAftermarket.comAfternic.com
Ask HN: As a contract to hire for a startup, how do I obtain equity?
points by adamwong246  18 hours ago   5 comments top 5
1
jasonkester 18 hours ago 0 replies      
You don't. The whole point of working on a contract is that you trade a (substantially) higher bill rate for all the standard benefits of working as an employee.

So no healthcare, no company provided machine on your desk, no paid vacation or sick leave, no retirement contribution, no invite to the xmas party, and no stock options or equity.

Negotiate your contract with that in mind, and charge accordingly. When and if you decide to do the "to hire" part of the arrangement, negotiate that bit knowing that equity and free cake at Stan's birthday party are now back on the table. (Favor the latter, as it's likely worth more).

2
mtmail 16 hours ago 0 replies      
Stock and stock options are also usually a means to keep an employee tied to the company (less likely to leave). I've done bonus payments at certain events, e.g. financing rounds (all written in contracts of course) and seen companies giving a fixed amount of stock to advisers. But a contractor owning any significant equity or stock options doesn't make sense for the employer.
3
trcollinson 18 hours ago 0 replies      
This may sound a bit short but, ask a simple question, get a simple answer. You'll want to negotiate that as a part of the hiring process as you move from contract to hire. Just as you would do with a purely hiring situation.

Do you have some further concern about making this happen?

4
lingua_franca 18 hours ago 0 replies      
get converted first, bargain then.
5
debacle 17 hours ago 0 replies      
Ask for it.
Ask HN: Transitioning from developer to team lead
points by uplikednldtrump  1 day ago   4 comments top 4
1
monadbonad 23 hours ago 0 replies      
Don't expect to get much coding done.

Your success is now measured by your team's success and their failure is your failure.

Deflect praise from you to your team. Attract criticism of your team to yourself.

You will have to make decisions your team don't like. Get used to it.

Each team member is different. Listen, communicate and coach.

2
playing_colours 19 hours ago 0 replies      
This was my first book when some time ago I started to transition to team lead role: http://www.amazon.com/Notes-Software-Team-Leader-Organizing/... . It was very useful.
3
ishanr 1 day ago 0 replies      
Be like Gregory House. Give the team their own thinking legs. Let the best ideas win. Always focus on evidence. Keep in mind what are the most important goals. Remember winning ideas and use them in the future. Do not let power get to your head. Most importantly, stop checking every single line of code. Your job is to get the best people in the team who can write code which you can bet your life on.
4
stevejalim 22 hours ago 0 replies      
Ask HN: Senior devs applying for junior position?
points by partisan  1 day ago   16 comments top 8
1
Fenicio 1 day ago 0 replies      
I'm the kind of person who tries to get a junior position in this case, and I don't know if I could be called Senior.

Let's say I've been working for almost 3 years in which i have developed fully on my own Android, Java Swing, Php, AngularJS, C and managed an apache server with FTP access and virtual domains.

I know half of the people I went Uni with would cry and weep at the prospect of doing my job, but still, there's nobody to say that I'm senior.

Maybe the person applying just doesn'ty know he's Senior, after all there's no Standard.

Maybe he's just unemployed and feeling the dread of poverty.

Maybe he has a shitty job and just wants to flee or get better opportunities of improvement.

2
danielki 17 hours ago 1 reply      
As others have mentioned, there's no real standard for "senior" developers in the industry. I ran into this problem back in July when I was job hunting - half the companies I looked at, I'd qualify as senior, and half of them I'd qualify as junior.

Their thinking (and I know some people who've found this) might be that it's easier to get hired as a slightly-overqualified junior developer and promoted to senior within a year than to get hired as an average senior dev.

3
chrisbennet 1 day ago 1 reply      
Once you've been laid off for a while it is hard to find work - they may be desperate. Ageism is very real.
4
fsk 17 hours ago 1 reply      
It might make sense for someone switching technology stacks.

Most of my experience is C/C++/PHP. Suppose I want to get a job using Python. I'm not senior, because I don't have 5+ years Python experience. I'm not really entry level either.

So how do I switch to using Python?

What happen when demand for my current experience dries up? I'd have to apply for entry level jobs in other tech stacks.

Am I really less employable than a recent grad? Is my experience really worthless? Was this a stupid career choice?

5
mrfusion 23 hours ago 1 reply      
Is it common to apply in hopes that the company has other positions that are a better fit? Could that be the case here?
6
pyb 1 day ago 1 reply      
What's your location ? It may be the case that the local job market's not very good at the moment.
7
smt88 1 day ago 2 replies      
1) Resumes/past experience might be BS

2) Might have personality issues

3) Might have been fired

In my experience, having someone over-qualified is a bad move. However in development, isn't there always "senior"-level work to do?

I'd say it's not worth following up if you're busy, as great people usually know they're great...

8
Armslong 10 hours ago 0 replies      
It's a tough market out there
Atom Remote Pair programming
points by luizbafilho  1 day ago   1 comment top
1
leading_who_ 22 hours ago 0 replies      
I like this, a lot. I think you will get better traction in show instead of ask.
Ask HN: Do you have a side project you want to sell?
points by anto210  1 day ago   5 comments top 4
1
adam_h 12 hours ago 1 reply      
I'm selling my SaaS project. It's profitable but I don't have time to focus on marketing. Link to the flippa listing is in my profile.
2
hornbaker 13 hours ago 0 replies      
This one needs more attention than I have time for: https://resumejoy.com
3
Jeremy1026 19 hours ago 0 replies      
I have a video blog that needs to go. homecookingrecipes.net.
4
Adminman 18 hours ago 0 replies      
Ask HN: How to learn language?
points by exelib  1 day ago   10 comments top 7
1
throwaway1184 20 hours ago 1 reply      
> One idea is to write some blog posts on mobile (n900, with keyboard and git, yeah) and then push it to github to allow pull requests. But I can't expect that some one will correct me.

Ah, but if you contribute to Wikipedia, someone DEFINITELY will correct your mistakes, AND in a way with rudimentary version control, so you can compare what you wrote to how it looks after the editors swarm in. Find a page on Wikipedia in your language about something that interests you and translate it into English. I personally use this technique to maintain & keep learning my (non-English) foreign languages, and if I can get a response from non-English wikipedia you can DEFINITELY get one from English Wikipedia.

2
b6 1 day ago 1 reply      
First of all, your English seems quite good. And English is a difficult language, especially the grammar. I wish I could express myself in Mandarin as well as you just did in English. Please don't be too hard on yourself. We're not language monks. The point is to communicate, and if anyone gives you a hard time about your ability while you're making a good effort, I think they probably need to get some perspective.

It's true, people are hesitant to make corrections. For one thing, although what you said might not have been completely correct, it was perfectly understandable. Another thing is that they might not know how best to make the correction without hurting your feelings or seeming pedantic. You just can't count on people to correct you.

One useful thing I did lately was to get on WeChat and start chatting with my Chinese friends. Many lines they send to me are goldmines of useful expressions, expressed naturally. Slowly but surely, I'm building up an arsenal of fragments I can use in situations that come up a lot. And I think each little fragment I master tunes my neural network to make learning the next fragment a little bit easier.

You say you can't learn from audio/video courses. I hope that's not true. I would think very carefully about why it's impossible. Maybe there's a way, and if there is, that would very very very useful.

3
anigbrowl 1 day ago 0 replies      
I used to teach English. You need to talk to a native speaker who can answer questions or explain the pattern of mistakes. And I do mean talk - doing it in writing is going to be much, much slower. On the positive side, your English is not great but it's not 'very bad' - I had no trouble understanding your sentence construction.

I fyou don't have access to a native speaker, the next best thing is to practice with movies. Audio/video courses are no good because typically you are dealing with isolated sentences or very artificial conversations - you don't care about any of the imaginary people or their situations, so your brain is not doing any work to imagine what things they would want to say. Pick some English-language films you like a lot (because you are going to have to watch them many times) and watch them with subtitles in your own language, then subtitles in English, then without any subtitles. Practice repeating the dialog to yourself, as if you were going to do the work of an actor. You can also practice writing out some of your favorite parts.

Repetition has value, in the right context. The story and characters are easy for your brain to engage with, so they will function as a mental anchor for the more abstract patterns of grammar and correct usage.

4
Joona 1 day ago 0 replies      
My suggestion has always been playing games. I learned English purely from playing Runescape. Pick a (multiplayer) game like World of Warcraft or Minecraft and find an English-speaking group to play with.
5
amacalac 1 day ago 0 replies      
Download duolingo. It's awesome, and you can set goals of 5, 10 or 20 minutes a day, which sounds like it would fit in perfectly to your schedule.
6
owly 1 day ago 0 replies      
What language do you speak? Maybe we can do some cross language chats? I teach you English, you teach me whatever. I know a fair amount of Spanish and Japanese.
7
Mz 1 day ago 0 replies      
Is it possible to get involved in some kind of online live chat situation during your commute?
Ask HN: What's wrong with the text on android on this page
points by o0-0o  19 hours ago   discuss
Ask HN: What are the differences between Influxdb+Grafana and ELK?
points by vukers  23 hours ago   discuss
New to App Development Objective C or Swift
points by ankit1911  2 days ago   4 comments top 3
1
dottrap 2 days ago 1 reply      
Since you already know C and are comfortable with it, start with Objective C. The hard part of app development is Cocoa and the other Apple frameworks (because they are huge), not the language. Because Swift is so new, most of the documentation and open source code are in Objective-C.

Additionally Cocoa was designed with Obj-C in mind. There are current learning pains with Swift on trying to understand how to best bridge Cocoa.

And Swift is a more complicated language than Obj-C. There are a lot more concepts to learn in Swift. (It seems like every other Swift article I come across is something about optionals.) Brent Simmons just posted this which expresses this issue:

http://inessential.com/2015/02/04/random_swift_things

And the performance of Swift is not at par with C in most cases. And debug build performance is terrible for anything realtime/multimedia/game centric. This was recently discussed by David Owens II:

http://owensd.io/2015/02/01/the-optimization-game.html

As for resources, I recommend Aaron Hillegass's (of Big Nerd Ranch) Cocoa Programming books. He has trained generations of Cocoa programmers well, since the NeXT days.

2
melling 2 days ago 0 replies      
Just start with the latest Stanford iOS class in Swift. First link under Getting Started: http://www.h4labs.com/dev/ios/swift.html
3
ghuntley 2 days ago 0 replies      
What about F#/C#? http://xamarin.com/
Ask HN: What is the most you've paid for a domain name?
points by mbarrett  1 day ago   69 comments top 41
1
Killswitch 1 day ago 4 replies      
Never paid much for domains, but the biggest loss was exgfs.com

I registered it in 2005ish before that whole niche in porn took off, some dude offered me $100 3 days later, being young and naive I took it thinking it was a great flip. Year later I watched him sell it for $100,000. I learned my lesson that day.

2
TaylorGood 1 day ago 0 replies      
Maybe 5-6 years ago I bought tgood.com for $300, negotiated down from $3,000. In 2014 I sold it to TGOOD Electric Co. out of China their market cap at the time was ~$7B and a co-founder messaged me via Facebook. I was set on never selling it; that TGOOD was to become my VIRGIN brands. Over the years I tested different blog concepts on it. However, their offer was one I couldn't refuse and has provided a nice personal runway. My cousins law firm handled the dialog and it took 3-4 months from start to finish since this nickname was originated by my birth name, I gave my parents about a third of the proceeds.
3
warp 1 day ago 1 reply      
I sold a four-letter .org for $5000 once, original offer was $500 which I didn't think was enough. Whatever the buyer wanted to launch on it never got off the ground, and a few years later I was able to grab it back when it lapsed.
4
jaredandrews 1 day ago 6 replies      
There is a domain I really want right now that is being squatted. Any advice HN? I already own the '.net' version so I don't really _need_ the '.com' version but I want it. I doubt it is a high value name and I am considering just sending the the admin listed in the WHOIS an email like "Hey, I will give you $50 for .com, let me know." Is this a good approach or should I try to go thru an 'appraiser' or something like that.
5
AznHisoka 1 day ago 1 reply      
Paid $7000 or so for dailysnap.com, and $400 or so for gotacrush.com . Both projects failed.
6
rcarrigan87 1 day ago 0 replies      
I really want to know how much the guys at RapGenius paid for genius.com
7
jacquesm 1 day ago 2 replies      
$70,000 ww.com, $50,000 camnow.com
8
rossover 1 day ago 0 replies      
I purchased myh2o.com for our SaaS billing platform (named H2O) in 2010 for $3500. I also purchased h2o.io sometime after that for $600. In 2009, an ISP client of ours, Rio Networks, sold rio.com for $450,000.
9
pkfrank 1 day ago 2 replies      
I purchased Texts.com while in high school (~10 years ago) for ~$15k. I had made a fair amount of money flipping domain names on sites like Namepros / DNForum / a few private forums. A mix of "tulip" LLL.com's, and then a few instances of snagging a name in the aftermarket and immediately flipping it to an "end user."

My biggest domain-fail was letting Naked-Celebs.com expire. I bought it for something like $300 in 2009 and forgot to transfer it to my main portfolio, and somehow let it drop... I still shudder thinking about that sometimes.

10
jblok 1 day ago 0 replies      
Are there any legal precedents concerning domain squatting in any parts of the world?
11
ilolu 1 day ago 0 replies      
I was once contacted by a hollywood musician to buy iSingr.com. I wanted to sell for $500. My Friends convinced me to ask for $15000. And the buyer stopped responding :).
12
mtmail 1 day ago 0 replies      
I think it was $2000. We were operating in several countries with the same brand and when entering a new country we needed that TLD. It was rightfully owned by a woman who happened to have the name as a nickname (registered years before our brand existed). Her website was static, outdated and of geocities type quality (stars background, animated icons). A friend of hers negotiated and I think we caught him off-guard on the phone. Our budget was multiple times that.

7 characters.

13
Gustomaximus 1 day ago 0 replies      
For a company I organised a $5k AUD purchase. The owner didn't counter offer and took the initial offer. I had $20k initial limit, and could have likely taken an increased premium back to the company successfully. If you get an offer treat that as an opening, not what someone is willing to pay.
14
jblok 1 day ago 0 replies      
Not my own purchase, but my previous employer paid somewhere in the region of 1-2 million (I forget the exact figure) for a 2 letter .com which was actively being used by a Brazilian company. They were using the .com and the .com.br and just used the .com.br as their main domain after the sale.

It was a huge amount of money but it made sense seeing as the buyer was a business with a 2 letter name.

15
vonmoltke 1 day ago 0 replies      
Never paid more than the standard registration fee for a name. Nearly all the names I have are .com; I have one .org and one .us. None of them are particularly interesting. I did get an email once inquiring about buying one of my domains, but I wasn't interested in selling so I never got an offer.
16
xist 1 day ago 0 replies      
Reading some of these replies, I have to shake my head at the people who are expecting 100x or 2000x "profit" on domain squatting.

I agree with supply and demand, and letting market forces dictate pricing etc etc.... but domain squatting is one of my biggest pet peeves out there.

17
tzury 1 day ago 0 replies      
$ 9.99
18
scottndecker 1 day ago 1 reply      
I submitted a request for quote for hdd.com They replied back and said they'd accept nothing less than $100k. Seems ridiculous based on the numbers I'm seeing here.
19
pathikrit 10 hours ago 0 replies      
I bought .tv for $50.
20
antidaily 1 day ago 0 replies      
I offered $15k for a 4 letter non-english word domain and was turned down. That was 10 years ago. Now they want $42k. Still sitting on it. It's some sort of broker.
21
jhonovich 1 day ago 0 replies      
$5,000 for ipvm.com 3 years ago, we started with ipvideomarket.info which was long and unwiedly and have been happy with what we paid to go to a 4 letter .com domain
22
icey 1 day ago 0 replies      
I bought pmn.org for 4k (my initials and username most places). I'd just sold a domain set (.com, .net, .org) for 10k and felt spendy :)
23
sauravt 1 day ago 0 replies      
Bought orch.in for 300$

Which left such a big hole in my poor little bank account (I am a college student)But one year later, turns out it was worth it, every penny of it. :)

24
alfredxing 1 day ago 0 replies      
I bought gpu.graphics soon after the new gTLD availability for around $35. Still looking for buyers but it was probably a bad idea.
25
allsystemsgo 1 day ago 0 replies      
Can you still make decent coin buying and selling domain names? Are there alerts you can setup for when one becomes available?
26
greggh 1 day ago 0 replies      
I paid $600 for 0v.org a few years ago. I was happy to get a 2 character .org for under $1000. I use it for my personal site now.
27
techusertwo 1 day ago 1 reply      
I was offered $700 for wikawika.com, I asked for $800 and all communication stopped. Domain buyers are a fickle bunch I guess.
28
kimura 1 day ago 0 replies      
I was offered $2000 for laptracker.com - I didn't sell it. Looking for 10 to 20x that amount.
29
ryan_j_naughton 1 day ago 0 replies      
Exponenti.al for $100. As a domain hack / shortener for our primary domain exponentialtv.com
30
rajacombinator 1 day ago 0 replies      
i considered paying 5k+ for a domain once. instead I just found another one that was unregged. very happy with my decision.
31
mbarrett 1 day ago 0 replies      
I bought joypath.com for 450, personal project.

purchases for employer

party-------.com for 5500

---force.com for 12000

-----lite.com for 11500

32
bitshepherd 1 day ago 0 replies      
bsd.io -- registered it for something like $120 at the time. It lapsed during hard times and the registration fees hadn't yet dropped. Now someone is squatting on it.
33
throw876away 1 day ago 1 reply      
500k+ for one .com domain with between 7-11 characters.
34
piratebroadcast 1 day ago 0 replies      
I recently sold pnthr.com for 9k.
35
yvoschaap2 1 day ago 0 replies      
13k xmt.com '0717k citytrip.com '08
36
johnhiott 1 day ago 0 replies      
partyinda.club is for sale :) Anyone have 50 Cent's contact info?
37
klinquist 1 day ago 0 replies      
My last name .com - $3500.
38
joyofdata 1 day ago 0 replies      
one Euro an fifty Cents
39
adventured 1 day ago 0 replies      
$500

7 letters, .com address, six or seven years ago

Solid domain name, and I had an interesting product for it. Didn't materialize the way I hoped, so I shut it down. I've kept the domain though.

I've occasionally run across domains in the $5k range that were quite good, but I still seem to find good enough .com addresses that I've yet to resort to buying one. I'm working on a new product now that is a 5 letter .com address, I bought it straight from a registrar, and it's exactly what I was looking for.

I've probably only owned one that was stand-alone valuable. I bought a domain in 1997 via Network Solutions, and have held on to it since then. It's a six letter .com dictionary term.

40
gesman 1 day ago 0 replies      
mensk.com for $50.

c.gg for $50 EUROs

41
ahmedzain66 1 day ago 2 replies      
I own growthhack.howHow much do you think it would fetch?
Ask HN: Where do you save code snippets or cli commands
points by Madawar  1 day ago   12 comments top 12
1
pjungwir 19 hours ago 0 replies      
I use the `man` system. When you invoke `man` you can pass an optional leading argument indicating which "section" of man pages you want to see, e.g. `man 1 open` and `man 2 open` give different pages.

You can add new sections by setting $MANSECT. So I added a new section named with my initials, pj:

    export MANSECT=1:n:l:8:3:2:3posix:3pm:3perl:5:4:9:6:7:pj
You can also change where the `man` command searches for manpage files using $MANPATH:

    export MANPATH="$MANPATH:$HOME/man"
Now you can just `mkdir -p ~/man/manpj` and start adding files with a `.pj` extension, like `postgres.pj` and `bash.pj`. Then it's super-fast to bring those up by saying `man pj postgres`.

Of course you would substitute all the above with your own initials or whatever.

You don't even have to write the files with the usual formatting macros. Most of the time a plain text file works okay. But it's kind of fun to learn enough of that to get by: probably less than a dozen macros for paragraph breaks, underlining, etc.

And then you can put your collection of notes on Github like here:

https://github.com/pjungwir/manpj

Here is a file with a few man macros:

https://github.com/pjungwir/manpj/blob/master/bc.pj

2
brandonlipman 9 hours ago 0 replies      
I use evernote, that way I can see contextual notes and past use cases.
3
mrfusion 23 hours ago 0 replies      
I've been using gists. Does that seem like an ok idea? My only complaint is that they don't show up in google searches or when someone looks at my profile in github so I don't really get to share them by default.

I also keep forgetting my password :-(

4
97-109-107 1 day ago 0 replies      
I'm using https://github.com/xolox/vim-notes and create files for each topic. Recently I could help my colleague by exporting my mongodb-related notes to markdown and publish it for him.
5
dserodio 17 hours ago 0 replies      
GitBox[1] which is a pretty web UI for Gists

[1] https://gistboxapp.com

6
forgotpasswd3x 1 day ago 0 replies      
I've created a .org file that I keep with useful commands / code that I reference pretty often. I keep it in my Dropbox folder so I can access and update it from any of the computers I work on. Seems to do the job.
7
1781 1 day ago 0 replies      
.zsh_history with no limit has served me well for a decade
8
victorstanciu 1 day ago 0 replies      
I use a simple personal Wiki that I made: http://wikitten.vizuina.com
9
somlor 1 day ago 0 replies      
I've been using https://snipt.net for the last 6 years.
10
rendambathu 23 hours ago 0 replies      
Notational Velocity. Using for past 4 years.
11
jhildings 1 day ago 0 replies      
many open notepad documents :D :D
12
Blackthorn 1 day ago 0 replies      
Google Keep.
Ask HN: How do I get ownership in US based company as a foreigner?
points by simplegeek  1 day ago   3 comments top
1
davidw 1 day ago 1 reply      
It's not that difficult to do, depending on the type of company: C corporations and LLC's can have foreign owners. I recall there being some restrictions with S corporations.

Make sure it's all done properly, in writing.

Can I ask for feedback on our rough draft website?
points by garyjames  1 day ago   5 comments top 5
1
mhoad 12 hours ago 0 replies      
I say this as someone who is actively interested in paying you money at this point but I have initial concerns about the credibility of it at this point.

Some assurance that you guys will be around in a few years time and that this is a solid model (well aware things like Bench.co would already validate this for you). Trust that you guys actually know what you are doing (I see you are certified accountants but it still feels off for some reason).

Actually, just contrasting what you have with Bench is a good example. If they did Australian bookkeeping I would sign up for them right this second despite the fact they are almost 3x the price of what you are charging.

If I could make an extremely crude attempt at summing up some of the things that stick out to me in the first 60 seconds it would be:

1. This looks like a generic theme from themeforest or something that had little customisation done to it out of filling the blanks. Fonts are all generic, images are all clearly stock photos.2. Who the hell are you guys? Show me some faces, give me some profiles of some of the accountants on your team.

Otherwise, for real I am a genuinely interested potential customer. Would be happy to chat further if you like. mark [at] afterwire.com.au

2
raquo 1 day ago 0 replies      
Quick rundown of my impressions:

Good:

+ "Bookkeeping Services For Your Business" The headline is short and stands out

+ "Request an invite" Call to action stands out and repeated on top & bottom. However, I'm not sure what this action will accomplish. Will I get access immediately? Will a sales rep contact me?

+ Listing partners and "featured in" makes you feel more important. But is Oracle really your partner somehow? (you mention OpenOffice.org) Also, perhaps add client testimonials?

Not-so-good:

- Font sizes are all over the place. Headline should only have one font size. The brief summary right under it should be bigger than the standard-sized text in benefits descriptions, etc.

- "Learn more" link is below the fold on my 15" laptop screen, and the page looks quite complete without it. Some people might not get the idea to scroll down depending on your audience.

- Instead of "Submit" and "Send" buttons, use descriptive labels like "Request invite" (bonus points: A/B test a few variations)

- Benefits are impossible to skim. The sections should be titled in a useful way, e.g. "Deep Analytics", "Low, predictable cost" etc.

- I've just noticed you have a dedicated "features" page with more content. And "prices" and some other stuff. But they're buried in the footer in tiny gray text. No one will see them. Also they open in a new tab? Boo... But good that you have the call-to-action on those pages too.

- Front page doesn't really address why I should choose your app over something else. It is a web app... right? I'm not sure because there are no screenshots, not even a teaser. That alone would be a dealbreaker for me personally, and I feel that unless you're selling something for $1000/month and do high-touch sales, you do need to at least show me your product, let alone let me register for it without invites or contacting sales.

- Please, please don't use puzzle (or humanoid) clip art. Even if it's custom-made for you... It's such an overused concept, my bullshit detector is screaming Full alert. This is not a drill every time I see it.

3
drchiu 1 day ago 0 replies      
It's not bad, but definitely feeling what it's like to be at Rough Drop Ver 1.0.

You can improve the overall design of your site by focusing a little on the typography.

For instance, your font stack is currently "Arial, Helvetica, sans-serif". I think a different font, eg. Open Sans, which is available from Google Fonts, may give your site a better appearance.

Also, pay attention to the line-heights and relative sizing between headers and paragraph contents.

These are enormous pain in the arses if you aren't a design-centric person, but are subtle differences between a website that looks polished enough to get the user to give up their e-mail address and not.

4
davidw 1 day ago 0 replies      
Another place you can talk about small, bootstrapped businesses is http://discuss.bootstrapped.fm/

I don't have much to say about your site because I'm not 1) a design guy 2) in the market for bookkeeping or 3) Australian :-)

5
shahocean 1 day ago 0 replies      
I am sure you can improve the template!
       cached 7 February 2015 13:05:01 GMT