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codewithstyle.info | ||
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technology.lastminute.com
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| | | | | In this third blog post of the series about our Tech ecosystem we look at the technologies that we adopted in the frontend and backend space, and explore the reasons behind our choices. | |
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aradaelli.com
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| | | | | [AI summary] The author discusses their experience with the programming language D, highlighting its features, advantages over C/C++, and reasons for preferring it despite its niche status. | |
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lethain.com
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| | | | | I once worked at a company that built most of their functionality on top of Facebook's advertising APIs. GraphQL was not publically a thing at that point, but the API design was more or less equivalent to GraphQL. Properties would appear and disappear without warning, and reacting to changes required frequent fire drills. | |
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adamsitnik.com
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| | | Interviewing people is not an easy job to do. You want to find the person which is going to get things done, enjoy working with given project, fit into the team and be happy about the money you can offer. As an interviewer, you are also being judged by the candidate. You very often create the first impression of the company. So you also need to make a good impression. Nobody wants to work with mean or incompetent people! In this blog post, I am describing my way of conducting the interview. In my career, I have interviewed a hundred developers and hired over a dozen of them. So my experience is not very reach, it's limited to "my sample". Disclaimer: After joining Microsoft I don't interview candidates anymore. This post is my personal approach build upon th... | ||
