| <?xml version="1.0" encoding="UTF-8"?> | |
| <!DOCTYPE plist PUBLIC "-//Apple Computer//DTD PLIST 1.0//EN" "http://www.apple.com/DTDs/PropertyList-1.0.dtd"> | |
| <plist version="1.0"> | |
| <dict> | |
| <key>Label</key> | |
| <string>litra-auto-on</string> | |
| <key>ProgramArguments</key> | |
| <array><string>/Library/LaunchDaemons/litra-auto-on.sh</string></array> | |
| <key>RunAtLoad</key> | |
| <true/> |
| ⌨️ Official Cursor-Resting Area: | |
| ╭―――――――—――╮ | |
| │ > 🐽 < │ | |
| ╰――――――――—―╯ |
I’m upgrading from a Mid 2014 MacBook Pro, so this isn’t a fair comparison to recent Intel machines, but if you’re like me and were waiting for a MacBook with a decent keyboard, you’ll see a big speed boost.
Non-scientific comparison - time to compile my ClojureScript project
We want PlanetScale to be the best place to work. But every company says that, and very few deliver. Managers have a role in creating an amazing work experience, but things go awry when the wrong dynamic creeps in.
We have all seen those managers who collect people as “resources” or who control information as a way to gain “power.” In these cultures, people who “can’t” end up leading the charge. This is management mediocrity.
What will make us different? At PlanetScale, we won’t tolerate management mediocrity. We are building a culture where politics get you nowhere and impact gets you far. Managers are here to support people who get things done. They are as accountable to their team as their team is accountable to them.
We evaluate managers on the wellbeing and output of their team, how skillfully they collaborate with and influence others, and how inclusively and transparently they work.
You can expect your manager to:
| #!/bin/bash | |
| # Generate a `:something-intensifies:` Slack emoji, given a reasonable image | |
| # input. I recommend grabbing an emoji from https://emojipedia.org/ | |
| set -euo pipefail | |
| # Number of frames of shaking | |
| count=10 | |
| # Max pixels to move while shaking |
We Gophers, love table-driven-tests, it makes our unittesting structured, and makes it easy to add different test cases with ease.
Let’s create our table driven test, for convenience, I chose to use t.Log as the test function.
Notice that we don't have any assertion in this test, it is not needed to for the demonstration.
func TestTLog(t *testing.T) {
t.Parallel()
This document covers how to setup netboot.xyz, a service that provides iPXE-based installation and live boot of a bunch of operating systems, on a Ubiquiti EdgeRouter.
I've made a few assumptions throughout this document that will probably be different for your setup:
JD Maturen, 2016/07/05, San Francisco, CA
As has been much discussed, stock options as used today are not a practical or reliable way of compensating employees of fast growing startups. With an often high strike price, a large tax burden on execution due to AMT, and a 90 day execution window after leaving the company many share options are left unexecuted.
There have been a variety of proposed modifications to how equity is distributed to address these issues for individual employees. However, there hasn't been much discussion of how these modifications will change overall ownership dynamics of startups. In this post we'll dive into the situation as it stands today where there is very near 100% equity loss when employees leave companies pre-exit and then we'll look at what would happen if there were instead a 0% loss rate.
What we'll see is that employees gain nearly 3-fold, while both founders and investors – particularly early investors – get dilute