ajepst

Oh of course, if you just want to practice sight reading on your own, correct pitch is irrelevant, but if you want to use an app like this and have it follow along and check if you’re accurate with your sight reading, you have to agree with the app on pitch!

Sight reading practice for voice is super useful, but not many of us have perfect pitch to pull a starting note out of the air! An option to get a starting note audible cue for vocal sight reading would be a great add-on (and hopefully not too difficult!)

I don't believe the parent is saying to hire on gender rather than meritocracy; I believe they are pointing out that 1) Women ARE a certain portion of good devs, so a true meritocracy would have some women (beyond an org of a certain size, of course) If a company of sufficient size has NO women devs, then something is likely off, whether in discouraging applicants, turning good applicants away, or causing people to leave. 2) Even the concept of meritocracy is complex, and success of the team, not just the individual, is worth something. For instance, at a consultancy(actually this probably holds true to some amount everywhere), there's a lot more to having a successful project than just how fast or accurately you code the algorithm (though of course, you have to be able to do that as a baseline). How well you present, how well you listen, how well you understand the client's needs, how well you can explain things, or mentor your fellow developers, or see around corners... Having a diverse team can contribute least a little value in these sort of non-code things that lead a project to overall success, rather than executing wonderfully right off a cliff. It's a factor to consider, among many, when hiring.

Typical is often larger than 250, and not having things like heat lists up online before the event would make people think you are not running things seriously, whether your event is over 250 or not. I hadn't looked at this web site, and haven't personally used the product. If this website is at all indicative of the user friendliness and modernity of the product itself, I can see why the event organizers complain.

All the ballroom dance competitions use this old, disliked software to organize and run the events. The guy who wrote it isn't interested in making improvements, (and it can certainly use improvements) and is happy living off the income from people's per event usage rights. I am sure if something modern and regularly updated came out, it would get a lot of uptake. Thing is, the portion of it that runs during the event needs to be able to run offline since venues don't always have reliable internet, and that also means you would be going to at least the first few events for support.. And your tests better be good, since time is of the essence if some does go wrong mid event. I thought about it, and decided I was not interested in dealing with all that when my job pays pretty well. Still, it's a real opportunity.

I too work at an open salary company. One great thing that happened was that other people noticed I was being underpaid compared to my actual duties before I did and spoke up for me (I just didn't bother to look at it much) Minorities can keep tabs and see that all is well... Or that adjustments need to be made before it becomes a bigger issue. We have a superstar or two, and everybody knows who they are, and they make more. People are fine with that. One thing that really makes all this work is that we hire not only for technical skill, but especially for low jealousy and defensiveness. This helps from client meetings to code reviews, and of course, to honest discussions about open salaries.

Not to mention that it's a great city for devs, especially considering its modest size. It's not Silicon Valley, but there's multiple developer events in town pretty much every night of the week every month. For instance: want to go to a python-specific event? Well, there's the Austin Python meetup, the Austin Web Python meetup, Austin PyLadies, Austin Learn Python, Python Pub Crawlers... all active groups. I'm probably leaving some out, too. At least 3 Wordpress groups in town, etc. Sit in coffeeshops, and you'll probably overhear details on someone's startup.

Nibbles = get the other party to feel like this is a done deal, then push them for further small concessions. (nibbles are one-way) example: "gee, that job offer sounds great!! but there is one thing- just caught that I have to pay for parking. Can you do anything there to make up for that?" Expanding the pie = find a compromise that benefits both parties: "I understand you're extremely short on office space until the new office space is built out, and your office will be a painfully long commute for me until my lease runs out and I can move closer to the office. How about I work from home for a while?"

Yes, they are necessary. I've seen "senior" people bomb on it. There's a segment of "developers" that are good at selling themselves as programmers, manipulating the interviewer so you talk yourself into thinking they are awesome. You've probably met some of these types at conferences, and think they'd be a worthwhile hire. But stick a simple programming problem in front of them, and they can't back it up. if you're not that great at spotting these people, they can slip by the average interviewer without something concrete like a FizzBuzz to show they can back up their talk. And once they make it into your organization, if you don't catch them early, they can be extremely destructive.