It only seems to be the target market to you in your MS-centric world. It compares very well to C#/VS. Although I fail to see the relevance, yes, the IntelliJ IDE supports Python - https://www.jetbrains.com/pycharm/
Agreed. The second point definitely after reading his other blog posts. This also applies to the Diaspora coder who blamed MongoDb for her company's problems. And anybody else who's having a relational epiphany.
Internet commenting is a cesspool of idiocy.
>Small nitpcik to the author ifile, line and data have to be defined before the loop. ofile could be defined closer to usage, but I think it's much clearer where it is, grouping in and out defs together making it…
You've missed the point. In a company where everybody performs equally, the ratings would still have to be distributed between the following rankings, regardless of actual performance. Amazing Good Average Poor Judging…
I was a programmer a UK banks for 5 years where they used (and still do use) the bell curve performance rating system. High performing teams match the bell curve distribution, therefore match the employees to the curve…
It only seems to be the target market to you in your MS-centric world. It compares very well to C#/VS. Although I fail to see the relevance, yes, the IntelliJ IDE supports Python - https://www.jetbrains.com/pycharm/
Agreed. The second point definitely after reading his other blog posts. This also applies to the Diaspora coder who blamed MongoDb for her company's problems. And anybody else who's having a relational epiphany.
Internet commenting is a cesspool of idiocy.
>Small nitpcik to the author ifile, line and data have to be defined before the loop. ofile could be defined closer to usage, but I think it's much clearer where it is, grouping in and out defs together making it…
You've missed the point. In a company where everybody performs equally, the ratings would still have to be distributed between the following rankings, regardless of actual performance. Amazing Good Average Poor Judging…
I was a programmer a UK banks for 5 years where they used (and still do use) the bell curve performance rating system. High performing teams match the bell curve distribution, therefore match the employees to the curve…