MongoDB Export Collection to CSV

Yes, that's right I am using my blog to post a sticky note to help me remember how to export mongo collection data.

$ mongoexport --host localhost --db dbname --collection name --csv --out data.csv --fields node1,node2,node3

Yes, that's right I am using my blog to post a sticky note to help me remember how to export mongo collection data. $ mongoexport --host localhost --db dbname --collection name --csv --out data.csv --fields node1,node2,node3 …

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My Minimal Dock

No distractions - just a simplified mac dock.

  • Chrome - Always open.
  • Terminal - Always open.
  • Github - I used to only use terminal for git, but this works great now.
  • Atom - Bye bye Sublime Text, I no longer need you.
  • Slack - Always open.
  • Spotify - Not shown, but always open, although the web app is gaining attention from me.
  • Alfred - Not shown, but hands down one of my favorite apps ever.

What does your dock look like?

No distractions - just a simplified mac dock. Chrome - Always open. Terminal - Always open. Github - I used to only use terminal for git, but this works great now. Atom - Bye bye Sublime Text, I no longer need you. Slack - Always open. Spotify - Not shown…

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24 Hours with Calder (our newborn)

So let me begin with this - no matter what you've read about parenting, or how many kids you have or your sister has, or how many kids your mother had, no one can give you precise advice on parenting to a full extent. This golden phrase rings true: "Every child is different."

This is the breakdown of our daily routine with our seven week old newborn, Calder.

8:00am

Prepare a bottle of formula or grab a bottle of breast milk in the refrigerator, or hand him over to Maia so she can breast feed him. In any case, all solutions work, it comes down to whichever is most convenient at the moment.

8:15am

He's eating and calm. His eyes are wide open and he's fully aware it's morning time.

8:30am

He's beginning "phase two" as we call it of feeding - he starts to become fussy. He cries, spits out the bottle and squirms so much we can barely hang on to him. If the bottle ever so slightly leaves his mouth, he cries as if the world is ending.

8:35am

He's sleeping. Passed right out!

8:45am

He's awake and wanting his binky / pacifier. He's slightly more calm now, and offers us some bonding time. He genuinely smiles a few times and sticks his tongue out at us.

9:00am

He needs a diaper change. He cries some more. Sometimes he'll pee all over us, so it's best to keep him covered up down there.

9:05am

All clean and happy again, he's ready to be rocked / held / or played with. Soon he'll be sleeping, so we make sure the environment is quiet.

9:20am

try to lay him down in his crib, but he prefers our bed instead. He doesn't like to be swaddled anymore, so now we just place a light blanket over his torso and give him his pacifier and "sh, sh, shhhh, shhhhhhh" him to sleep.

9:30am

HE'S SLEEEEEEEEPING! Quick, now we can get some work done.

9:35am

HE'S AWAAAAAAAAAKE!! Pick him back up and hold him and walk around the house until he falls asleep again.

9:45am

He's finally sleeping. Gently place him in our bed with a light blanket on him again. Walk away... slowly!

10:45am

He's sleeping, but making some grunting and restless sounds. We check up on him. Quietly walk away...

11:30am

He's waking up again. Repeat routine from above starting at 8:00am - 10:45am

2:30pm

He's awake again. Repeat routine from above starting at 8:00am - 10:45am

4:30pm

He's awake again. Repeat routine from above starting at 8:00am - 10:45am

6:30pm

He's awake again. Repeat routine from above starting at 8:00am - 10:45am

8:30pm

He's awake again. Repeat routine from above starting at 8:00am - 10:45am - This time it's bath time! He loves bath time! We scrub-a-dub-dub him and we sing songs to him. He spends about 5 minutes in the bath tub and then it's time to dry him off. He HATES this part. He also generally pees all over his clean self and us. Clean him up again and diaper him up.

Now feed him some more... more...a little more than that... okay, that's enough!

9:45pm

He's awake again and playful. He doesn't want to go to sleep just yet, he wants to hang out with us. We play and sing and dance with him for about 30 more minutes until he starts to show signs of being tired.

10:25pm

Put him in our bed next to Mommy so she can breast feed him until he falls asleep. He's fussy, still doesn't want to commit to sleeping. Finally after 20 minutes he's out!

10:45pm

Sleeeeeeeeeping!

1:45am

He's awake again. Repeat routine from above starting at 8:00am - 10:45am

5:30am

He's awake again. Repeat routine from above starting at 8:00am - 10:45am

8:00am

Start the day over again!!

So let me begin with this - no matter what you've read about parenting, or how many kids you have or your sister has, or how many kids your mother had, no one can give you precise advice on parenting to a full extent. This golden phrase rings true: "Every…

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OS X Yosemite Preview‎ + iOS8 + Swift

I've been using OS X Yosemite Preview‎ + iOS8 + Swift for a week now and it's been wonderful. There are only a couple of bugs that stuck out for me, but nothing major enough to mention.

I'm excited to start building incredible apps with people.

I've been using OS X Yosemite Preview‎ + iOS8 + Swift for a week now and it's been wonderful. There are only a couple of bugs that stuck out for me, but nothing major enough to mention. I'm excited to start building incredible apps with people. …

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The Zip in Zipcodes...

...stands for Zone Improvement Plan.

fun facts.

...stands for Zone Improvement Plan. fun facts. …

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Why Your Startup Can’t Find Developers

Matt Mickiewicz runs a developer recruitment site called Hired. He sees startups making these same mistakes over and over.

In its first year of business, Hired organized thousands of developer interviews for companies trying to fill spots. It quickly became clear why some companies couldn’t hire. “Ninety percent of companies are bad at hiring, but it's particularly bad among seed stage companies and first time founders,” says founder Matt Mickiewicz. Here are the most common hiring mistakes made by employers on Hired:

Hiring In Your Own Image

Too many twentysomething founders look for employees just like themselves. “So you discriminate against anyone who is in their 30s or 40s or has a family,” says Mickiewicz. “But the most talented and experienced people will be in their 30s and 40s. I know one well-known startup who has been trying to fill a role for over four months, and has gone through two dozen candidates, simply because the founder mandates 80-hour workweeks.”

Founders typically look for candidates who have a similar educational background to themselves and live within 25 miles of their office. A CEO with a Stanford CS degree will often look down on anybody who doesn't, but this seriously limits the talent pool available to his startup. “We look a lot outside Silicon Valley,” says Mickiewicz on recruiting for Hired itself. “There are really talented people who don't live on the coast and there's a lot less competition for that talent.”

Another typical form of hiring self-sabotage is to concentrate on candidates from well-known companies like Google, Facebook, or Apple. “Don't just cherry-pick the Google engineers and the Stanford grads to work at your 'Uber for Laundry,'" says Mickiewicz. “Hiring Google engineers is generally a really bad idea. If you work at Google you have access to an entire set of tools and technologies that you won't have in a smaller startup environment.” Hired has also found that Google engineers are three times more likely than average to reject interview requests, simply because few companies are willing to match a Googler’s existing salary.

On the other hand, startup CEOs tends to be prejudiced against developers who work for less cutting-edge large companies, like Dell, Accenture, or Salesforce. Mickiewicz points out that Uber’s CTO was hired from VMware.

Programming Trivia Questions

Too many interviewers still rely on puzzles and programming trivia questions. Google stopped asking puzzle questions in interviews when it found that the fact that a candidate could calculate how many golf balls fit into a plane had no bearing on whether they could actually do the job.

Viewing the interview as a combat sport is another common pitfall. “Asking an engineer to architect Google Maps on the whiteboard when they work for a car-sharing startup,” Mickiewicz says, “just because the CTO worked on Google Maps. It becomes like a battle of wits. The CTO versus the applicants: Who's smarter?”

Mickiewicz suggests that Stripe’s interview process, which is based on setting more realistic programming tasks, is a better model to follow. Hired interviews its own engineers in a similar way. “Pair programming is something that we do ourselves. The engineer we are interviewing will work alongside one of our engineers for 2-4 hours to solve an issue that we are currently tackling.” Mobile consulting firm Mutual Mobile gives candidates broken code to fix.

The Need For Speed

The biggest variable between hiring companies, and the best way to compete with employers like Google, Facebook, and Apple, is simply speed. “You should be able to present a final paper offer within 5-10 days of first meeting someone,” says Mickiewicz. “Move the process as fast as the candidate allows versus as fast as is convenient for you. We have seen hundreds of cases where companies just forget to follow up with candidates or to reject a candidate. They'll reschedule interviews three times because of other priorities.” Series B companies are Hired’s best customers and they tend to have much more organized hiring processes, giving them another advantage over seed stage companies in the battle for talent.

Startups underestimate how much time they should spend on recruitment. “20-25% of your time should be spent interviewing,” says Mickiewicz. “It's a really good metric as to whether you have a hiring culture. If you view hiring as a core competency you need to develope in the business, then you'll do whatever it takes.”

You’ve Got To Pay If You Want To Play

You must pay market-rate salaries. “Don't ask people to take a pay cut when they live in San Francisco and have car payments or house payments,” says Mickiewicz. New graduates can command $100,000 a year in Silicon Valley. Hired has found that bumping the offer up to $120,000 gives you access to 30% more candidates. “There are definitely people who are 2 -3 times more productive than others and if you believe that, then paying them 20% more is a bargain.”

Most founders vastly overestimate the value of their equity. Don’t expect employees to take stock options or even equity to compensate for a lower salary. If you can’t match a Google paycheck, then offer flexibility instead. Many developers want to work from home or to work part-time.

Hiring bottlenecks can seriously stall a startup’s progress and even threaten its entire existence. “Even though we have only been around for a bit over a year, many of the companies who were really bad at hiring have already gone out of business or been acqui-hired,” says Mickiewicz. “Based on behaviors I see, I can predict who the next three or four companies to go under will be.”

Source: http://www.fastcolabs.com

Matt Mickiewicz runs a developer recruitment site called Hired. He sees startups making these same mistakes over and over. In its first year of business, Hired organized thousands of developer interviews for companies trying to fill spots. It quickly became clear why some companies couldn’t hire. “Ninety percent of…

Read More