sgupta

Thanks for the heads up!

We'll be adding the ability to change when the email is sent, and it should be out by next week. Clever workaround though!

And thanks for the design compliment! We did it all in-house, so we really appreciate the kind words.

Thank you!

We don't have export yet, but we've definitely wanted to share some of our entries with close friends and family too. We'll be brainstorming around this!

Regarding past history: For your first week, we just send you your entry from the previous day. After you've been using it for a week though, and some history has built up, we'll show you entries from a week ago (and then a month ago, etc.).

Thanks for checking it out - really appreciate it!

Thanks for the kind words! We're currently working on encrypting the entries - this is an MVP and we initially wanted to see if people like the idea.

Hey HN - we made this in our spare time, just because it was something we wanted to use. When we told some friends about the idea though they wanted to use it too, so we decided to release it. Many thanks for checking it out.

On the top right of your meeting page are Print and PDF links. When you click the Print link you can customize the output, so you can choose to print the agenda or the minutes, or both. Also, on the bottom of the page is a link to add action items.

I'm happy to follow up more if you have any questions. Just shoot us an email at [email protected].

We might some day shift to a tiered strategy with different features/prices, but existing users won't be affected.

We want someone to see this and start using it without worrying about the cost. Before launching we met with managers to understand what prices they're able to expense without needing additional approval. We learned that this wildly varied depending on the company's size though, so we decided to go with the simplest model and price it at the lower end. Hope this helps!

Thanks for the kind words!

Tweaking the wording of your links is time well spent. Imagine if the same testing methodology was applied to the Sign Up button on a B2B app. You could drastically increase conversions with just a few small modifications!

Why is this being down voted?

This is the same guy that put up this very job posting - he's just describing what the company does!

I'm highly anticipating a 37Signals blog post titled "The Best Entrepreneurs Know How to Succeed Slowly."

Lost some credibility putting ValleyWag on the list - especially alongside Dharmesh Shah, Fred Wilson, Eric Ries, etc.

With technical matters it seems good to be relentless and focus on your needs. As you mentioned, the goal is to simplify code so that it's maintainable and satisfies you.

With social matters you usually need to be relentless and focus on other people's needs. The goal is to find out what's irking a friend or a customer and fix it to satisfy them.

Even if the grading system is arbitrary, it's usually fully transparent and disclosed ahead of time.

I knew that the cutoff for an A was 90%, and I also knew that the grade would be calculated based on my projects and exams. I knew the exact weight of each project and exam too, all within the first few days of class.

I knew what was expected of me in this situation and didn't deliver, so it was my fault for not getting the A - not the grading system's fault. But my 89.4% was so close to an A that I somehow felt entitled to getting one, but as his quote points out, I didn't really deserve it.

"Making the tenth of a percent from 89.4 to 89.5 worth immensely more than the 9.4 percent from 80 to 89.4 is idiotic."

I got an 89.4% in a CS class and asked the professor, whose office hours I frequented, if he could bump me up to an A since I was so close.

His response was: "If you truly understood the material and deserved an A, you would have earned an A by a large margin rather than missing it by a small one."

Friendly notice - if you're at work, this might be NSFW.

"What if the company fails? I would have lost this time."

You're going to learn a lot while doing this - more than you would have at any corporate job - so regardless of what happens I wouldn't consider your experience a failure. The financial outcome isn't the only metric involved in success.

1 week ago they announced their Virgin America site, and now categories? Wow, amazing back-to-back releases - keep up the great work guys!

"Share this" buttons gently remind people to spread the word, even if they don't use the actual button.

(referenced from Word of Mouth Marketing by Andy Sernovitz)

Completely agree that the team is very important in getting funded, but so are connections.

Yammer is Founders Fund backed. 3 of the 4 partners from the Founders Fund are PayPal cofounders (Peter Thiel is the big name, but there's also Ken Howery and Luke Nosek) - Yammer's CEO David Sacks was the COO at PayPal before its acquisition.

Reminds me of the Dunning-Kruger effect:

http://en.wikipedia.org/wiki/Dunning-Kruger_effect

"Across four studies, the authors found that participants scoring in the bottom quartile on tests of humor, grammar, and logic grossly overestimated their test performance and ability. Although test scores put them in the 12th percentile, they estimated themselves to be in the 62nd."

A new slinkset for New Year's resolutions: http://resolutions.slinkset.com/

iStockPhoto is amazing for large, professional icons. You can buy sets of icons (usually around 12 icons/set) for about $1 per icon. It's better than the alternative of having to shell out $100+ for a large icon set, when you really only need a couple out of the batch.

I like your strategy. Would you mind my pinging you for your thoughts in the future?

Your profile didn't have your email listed - if you could shoot me an email at gupta[at]ididwork.com I'd really appreciate it!

"The purpose of the review is to make sure the manager is doing his job with the employee, knowing what's going on in the employee's work, having an interest, offering to help, seeing where the employee and the company's interests can be aligned."

If performance reviews were that useful, why are they done only once a year? I feel like this should be a weekly conversation. Employee growth needs constant attention, but unfortunately it only happens for a handful of hours once a year.

My attitude is more pessimistic. I feel like these reviews are only useful for HR, so that they have a paper trail in place in the event that an employee needs to be terminated.

Edit: Just so my intentions are clear, I'm a cofounder of ididwork