Note:
When this guide is more complete, the plan is to move it into Prepack documentation.
For now I put it out as a gist to gather initial feedback.
If you're building JavaScript apps, you might already be familiar with some tools that compile JavaScript code to equivalent JavaScript code:
| navigator.serviceWorker.getRegistrations().then(function (registrations) { | |
| if (!registrations.length) { | |
| console.log('No serviceWorker registrations found.') | |
| return | |
| } | |
| for(let registration of registrations) { | |
| registration.unregister().then(function (boolean) { | |
| console.log( | |
| (boolean ? 'Successfully unregistered' : 'Failed to unregister'), 'ServiceWorkerRegistration\n' + | |
| (registration.installing ? ' .installing.scriptURL = ' + registration.installing.scriptURL + '\n' : '') + |
| #!/usr/bin/env node | |
| // Define hook in your config <hook src="scripts/cordova-google-services-version-gradle-fix.js" type="before_prepare" /> | |
| var sourceDir = ''; | |
| var platformDir = 'platforms/android'; | |
| var fs = require('fs'); | |
| var path = require('path'); | |
| var readline = require("readline"); |
Disclaimer: This piece is written anonymously. The names of a few particular companies are mentioned, but as common examples only.
This is a short write-up on things that I wish I'd known and considered before joining a private company (aka startup, aka unicorn in some cases). I'm not trying to make the case that you should never join a private company, but the power imbalance between founder and employee is extreme, and that potential candidates would
Hi Zach :D
Modals are funny beasts, usually they are a design cop-out, but that's okay, designers have to make trade-offs too, give 'em a break.
First things first, I'm not sure there is such thing as a "simple" modal that is production ready. Certainly there have been times in my career I tossed out other people's "overly complex solutions" because I simply didn't understand the scope of the problem, and I have always loved it when people who have a branch of experience that I don't take the time
| $('#container').highcharts({ | |
| chart: { | |
| alignTicks: true, // When using multiple axis, the ticks of two or more opposite axes will automatically be aligned by adding ticks to the axis or axes with the least ticks. | |
| animation: true, // Set the overall animation for all chart updating. Animation can be disabled throughout the chart by setting it to false here. | |
| backgroundColor: '#FFF', // The background color or gradient for the outer chart area. | |
| borderColor: '#4572A7', // The color of the outer chart border. | |
| borderRadius: 5, // The corner radius of the outer chart border. In export, the radius defaults to 0. Defaults to 5. | |
| borderWidth: 0, // The pixel width of the outer chart border. | |
| className: null, // A CSS class name to apply to the charts container div, allowing unique CSS styling for each chart. | |
| defaultSeriesType: 'line', // Alias of type. |
I was at Amazon for about six and a half years, and now I've been at Google for that long. One thing that struck me immediately about the two companies -- an impression that has been reinforced almost daily -- is that Amazon does everything wrong, and Google does everything right. Sure, it's a sweeping generalization, but a surprisingly accurate one. It's pretty crazy. There are probably a hundred or even two hundred different ways you can compare the two companies, and Google is superior in all but three of them, if I recall correctly. I actually did a spreadsheet at one point but Legal wouldn't let me show it to anyone, even though recruiting loved it.
I mean, just to give you a very brief taste: Amazon's recruiting process is fundamentally flawed by having teams hire for themselves, so their hiring bar is incredibly inconsistent across teams, despite various efforts they've made to level it out. And their operations are a mess; they don't real