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  • SQL Server Intellisense VS. Red Gate SQL Prompt

    Fabiano Amorim is hooked on today's Integrated Development Environments with built-in Intellisense, so he looked forward keenly to SQL Server 2008's native intellisense. He was disappointed at how it turned out, so turned instead to SQL Prompt. Fabiano explains why he prefers to SQL Prompt, why he reckons it fits in with the way that database developers work, and goes on to describe some of the features he'd like to see in it SQL Server monitoring made easy "Keeping an eye on our many SQL Server instances is much easier with SQL Response." Mike Lile.Download a free trial of SQL Response now.

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  • How do people charge friends for development projects?

    - by Crashalot
    A friend has begged our consulting firm several times to build an iPhone app. We are reluctant to jeopardize the friendship and charge market rates. At the same time, we're so busy it would be imprudent not to charge fairly. We tried referring her to other shops, but she doesn't feel comfortable with anyone but us. How do people charge friends? Since I'm asking about fees, I'm also curious to know if people charge on a fixed-price basis or hourly basis? Thanks!

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  • Streamlining granular recovery for SharePoint, with Red Gate and Metalogix

    We have recently found an elegant way to reduce the time, and disk space required for SharePoint administrators who need to perform granular recovery operations out of their SQL Server backup files. I used to get customer calls that would go something like this: Join SQL Backup’s 35,000+ customers to compress and strengthen your backups "SQL Backup will be a REAL boost to any DBA lucky enough to use it." Jonathan Allen. Download a free trial now.

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  • Desktop Fun: Feathered Friends Wallpaper Collection

    - by Asian Angel
    Birds can serve as wonderful sources of inspiration with their varied colors, song, and feats of flight. Today we have a beautiful flock of birds that you can add to your desktop with our Feathered Friends Wallpaper collection Latest Features How-To Geek ETC How to Enable User-Specific Wireless Networks in Windows 7 How to Use Google Chrome as Your Default PDF Reader (the Easy Way) How To Remove People and Objects From Photographs In Photoshop Ask How-To Geek: How Can I Monitor My Bandwidth Usage? Internet Explorer 9 RC Now Available: Here’s the Most Interesting New Stuff Here’s a Super Simple Trick to Defeating Fake Anti-Virus Malware Comix is an Awesome Comics Archive Viewer for Linux Get the MakeUseOf eBook Guide to Speeding Up Windows for Free Need Tech Support? Call the Star Wars Help Desk! [Video Classic] Reclaim Vertical UI Space by Adding a Toolbar to the Left or Right Side of Firefox Androidify Turns You into an Android-style Avatar Reader for Android Updates; Now with Feed Widgets and More

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  • Algorithm for grouping friends at the cinema [closed]

    - by Tim Skauge
    I got a brain teaser for you - it's not as simple as it sounds so please read and try to solve the issue. Before you ask if it's homework - it's not! I just wish to see if there's an elegant way of solving this. Here's the issue: X-number of friends want's to go to the cinema and wish to be seated in the best available groups. Best case is that everyone sits together and worst case is that everyone sits alone. Fewer groups are preferred over more groups. Sitting alone is least preferred. Input is the number of people going to the cinema and output should be an array of integer arrays that contains: Ordered combinations (most preferred are first) Number of people in each group Below are some examples of number of people going to the cinema and a list of preferred combinations these people can be seated: 1 person: 1 2 persons: 2, 1+1 3 persons: 3, 2+1, 1+1+1 4 persons: 4, 2+2, 3+1, 2+1+1, 1+1+1+1 5 persons: 5, 3+2, 4+1, 2+2+1, 3+1+1, 2+1+1+1, 1+1+1+1+1 6 persons: 6, 3+3, 4+2, 2+2+2, 5+1, 3+2+1, 2+2+1+1, 2+1+1+1+1, 1+1+1+1+1+1 Example with more than 7 persons explodes in combinations but I think you get the point by now. Question is: What does an algorithm look like that solves this problem? My language by choice is C# so if you could give an answer in C# it would be fantastic!

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  • It’s official – Red Gate is a great place to work!

    - by red@work
    At a glittering award ceremony last week, we found out that we’re officially the 14th best small company to work for in the whole of the UK! This is no mean feat, considering that about 1,000 companies enter the Sunday Times Top 100 best companies awards each year. Most of these are in the small companies category too. It's the fourth year in a row for us to be in the Top 100 list and we're tickled pink because the results are based on employee opinion. We’re particularly proud to be the best small company in Cambridge (in the whole of East Anglia, in fact) and the best small software development company in the entire UK. So how does it all work? Well, 90% of us took the time to answer over 70 questions on categories such as management, benefits, wellbeing, leadership, giving something back and what we think of Red Gate as a whole. It makes you think about every part of day to day working life and how you feel about it. Do you slightly or strongly agree or disagree that your manager motivates your to do your best every day, or that you have confidence in Red Gate's leaders, or that you’re not spending too much time working? It's great to see that we had one of the best scores in the country for the question "Do you think your company takes advantage of you?" We got particularly high scores for management, wellbeing and for giving something back too. A few of us got dressed up and headed to London for the awards; very excited about where we’d place but slightly nervous about having to get up on stage. There was a last minute hic up with a bow tie but the Managing Editor of the Sunday Times kindly stepped in to offer his assistance just before we had our official photo taken. We were nominated for two Special Recognition Awards. Despite not bringing them home this year, we're very proud to be nominated as there are only three nominations in each category. First we were up for the Training and Development award. Best Companies loved that we get together at lunchtimes to teach each other photography, cookery and French, as well as our book clubs and techie talks. And of course they liked our opportunities to go on training courses and to jet off to international conferences. Our other nomination was for the Wellbeing award. Best Companies loved our free food (and let’s face it, so do we). Porridge or bacon sandwiches for breakfast, a three course hot dinner, and free fruit and cereals all day long. If all that has an affect on the waistline then there are plenty of sporty activities for us all to get involved in, such as yoga, running or squash. Or if that’s not your thing then a relaxing massage helps us all to unwind every few months or so. The awards were hosted by news presenter Kate Silverton. She gave us a special mention during the ceremony for having great customer engagement as well as employee engagement, after we told her about Rodney Landrum (a Friend of Red Gate) tattooing our logo on his arm. We showed off our customised dinner jacket (thanks to Dom from Usability) with a flashing Red Gate logo on the back and she seemed suitability impressed. Back in the office the next day, we popped open the champagne and raised a glass to our success. Neil, our joint CEO, talked about how pleased he was with the award because it's based on the opinions of the people that count – us. You can read more about the Sunday Times awards here. By the way, we're still growing and are still hiring. If you’d like to keep up with our latest vacancies then why not follow us on Twitter at twitter.com/redgatecareers. Right now we're busy hiring in development, test, sales, product management, web development, and project management. Here's a link to our current job opportunities page – we'd love to hear from great people who are looking for a great place to work! After all, we're only great because of the people who work here. Post by: Alice Chapman

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  • Down Tools Week Cometh: Kissing Goodbye to CVs/Resumes and Cover Letters

    - by Bart Read
    I haven't blogged about what I'm doing in my (not so new) temporary role as Red Gate's technical recruiter, mostly because it's been routine, business as usual stuff, and because I've been trying to understand the role by doing it. I think now though the time has come to get a little more radical, so I'm going to tell you why I want to largely eliminate CVs/resumes and cover letters from the application process for some of our technical roles, and why I think that might be a good thing for candidates (and for us). I have a terrible confession to make, or at least it's a terrible confession for a recruiter: I don't really like CV sifting, or reading cover letters, and, unless I've misread the mood around here, neither does anybody else. It's dull, it's time-consuming, and it's somewhat soul destroying because, when all is said and done, you're being paid to be incredibly judgemental about people based on relatively little information. I feel like I've dirtied myself by saying that - I mean, after all, it's a core part of my job - but it sucks, it really does. (And, of course, the truth is I'm still a software engineer at heart, and I'm always looking for ways to do things better.) On the flip side, I've never met anyone who likes writing their CV. It takes hours and hours of faffing around and massaging it into shape, and the whole process is beset by a gnawing anxiety, frustration, and insecurity. All you really want is a chance to demonstrate your skills - not just talk about them - and how do you do that in a CV or cover letter? Often the best candidates will include samples of their work (a portfolio, screenshots, links to websites, product downloads, etc.), but sometimes this isn't possible, or may not be appropriate, or you just don't think you're allowed because of what your school/university careers service has told you (more commonly an issue with grads, obviously). And what are we actually trying to find out about people with all of this? I think the common criteria are actually pretty basic: Smart Gets things done (thanks for these two Joel) Not an a55hole* (sorry, have to get around Simple Talk's swear filter - and thanks to Professor Robert I. Sutton for this one) *Of course, everyone has off days, and I don't honestly think we're too worried about somebody being a bit grumpy every now and again. We can do a bit better than this in the context of the roles I'm talking about: we can be more specific about what "gets things done" means, at least in part. For software engineers and interns, the non-exhaustive meaning of "gets things done" is: Excellent coder For test engineers, the non-exhaustive meaning of "gets things done" is: Good at finding problems in software Competent coder Team player, etc., to me, are covered by "not an a55hole". I don't expect people to be the life and soul of the party, or a wild extrovert - that's not what team player means, and it's not what "not an a55hole" means. Some of our best technical staff are quiet, introverted types, but they're still pleasant to work with. My problem is that I don't think the initial sift really helps us find out whether people are smart and get things done with any great efficacy. It's better than nothing, for sure, but it's not as good as it could be. It's also contentious, and potentially unfair/inequitable - if you want to get an idea of what I mean by this, check out the background information section at the bottom. Before I go any further, let's look at the Red Gate recruitment process for technical staff* as it stands now: (LOTS of) People apply for jobs. All these applications go through a brutal process of manual sifting, which eliminates between 75 and 90% of them, depending upon the role, and the time of year**. Depending upon the role, those who pass the sift will be sent an assessment or telescreened. For the purposes of this blog post I'm only interested in those that are sent some sort of programming assessment, or bug hunt. This means software engineers, test engineers, and software interns, which are the roles for which I receive the most applications. The telescreen tends to be reserved for project or product managers. Those that pass the assessment are invited in for first interview. This interview is mostly about assessing their technical skills***, although we're obviously on the look out for cultural fit red flags as well. If the first interview goes well we'll invite candidates back for a second interview. This is where team/cultural fit is really scoped out. We also use this interview to dive more deeply into certain areas of their skillset, and explore any concerns that may have come out of the first interview (these obviously won't have been serious or obvious enough to cause a rejection at that point, but are things we do need to look into before we'd consider making an offer). We might subsequently invite them in for lunch before we make them an offer. This tends to happen when we're recruiting somebody for a specific team and we'd like them to meet all the people they'll be working with directly. It's not an interview per se, but can prove pivotal if they don't gel with the team. Anyone who's made it this far will receive an offer from us. *We have a slightly quirky definition of "technical staff" as it relates to the technical recruiter role here. It includes software engineers, test engineers, software interns, user experience specialists, technical authors, project managers, product managers, and development managers, but does not include product support or information systems roles. **For example, the quality of graduate applicants overall noticeably drops as the academic year wears on, which is not to say that by now there aren't still stars in there, just that they're fewer and further between. ***Some organisations prefer to assess for team fit first, but I think assessing technical skills is a more effective initial filter - if they're the nicest person in the world, but can't cut a line of code they're not going to work out. Now, as I suggested in the title, Red Gate's Down Tools Week is upon us once again - next week in fact - and I had proposed as a project that we refactor and automate the first stage of marking our programming assessments. Marking assessments, and in fact organising the marking of them, is a somewhat time-consuming process, and we receive many assessment solutions that just don't make the cut, for whatever reason. Whilst I don't think it's possible to fully automate marking, I do think it ought to be possible to run a suite of automated tests over each candidate's solution to see whether or not it behaves correctly and, if it does, move on to a manual stage where we examine the code for structure, decomposition, style, readability, maintainability, etc. Obviously it's possible to use tools to generate potentially helpful metrics for some of these indices as well. This would obviously reduce the marking workload, and would provide candidates with quicker feedback about whether they've been successful - though I do wonder if waiting a tactful interval before sending a (nicely written) rejection might be wise. I duly scrawled out a picture of my ideal process, which looked like this: The problem is, as soon as I'd roughed it out, I realised that fundamentally it wasn't an ideal process at all, which explained the gnawing feeling of cognitive dissonance I'd been wrestling with all week, whilst I'd been trying to find time to do this. Here's what I mean. Automated assessment marking, and the associated infrastructure around that, makes it much easier for us to deal with large numbers of assessments. This means we can be much more permissive about who we send assessments out to or, in other words, we can give more candidates the opportunity to really demonstrate their skills to us. And this leads to a question: why not give everyone the opportunity to demonstrate their skills, to show that they're smart and can get things done? (Two or three of us even discussed this in the down tools week hustings earlier this week.) And isn't this a lot simpler than the alternative we'd been considering? (FYI, this was automated CV/cover letter sifting by some form of textual analysis to ideally eliminate the worst 50% or so of applications based on an analysis of the 20,000 or so historical applications we've received since 2007 - definitely not the basic keyword analysis beloved of recruitment agencies, since this would eliminate hardly anyone who was awful, but definitely would eliminate stellar Oxbridge candidates - #fail - or some nightmarishly complex Google-like system where we profile all our currently employees, only to realise that we're never going to get representative results because we don't have a statistically significant sample size in any given role - also #fail.) No, I think the new way is better. We let people self-select. We make them the masters (or mistresses) of their own destiny. We give applicants the power - we put their fate in their hands - by giving them the chance to demonstrate their skills, which is what they really want anyway, instead of requiring that they spend hours and hours creating a CV and cover letter that I'm going to evaluate for suitability, and make a value judgement about, in approximately 1 minute (give or take). It doesn't matter what university you attended, it doesn't matter if you had a bad year when you took your A-levels - here's your chance to shine, so take it and run with it. (As a side benefit, we cut the number of applications we have to sift by something like two thirds.) WIN! OK, yeah, sounds good, but will it actually work? That's an excellent question. My gut feeling is yes, and I'll justify why below (and hopefully have gone some way towards doing that above as well), but what I'm proposing here is really that we run an experiment for a period of time - probably a couple of months or so - and measure the outcomes we see: How many people apply? (Wouldn't be surprised or alarmed to see this cut by a factor of ten.) How many of them submit a good assessment? (More/less than at present?) How much overhead is there for us in dealing with these assessments compared to now? What are the success and failure rates at each interview stage compared to now? How many people are we hiring at the end of it compared to now? I think it'll work because I hypothesize that, amongst other things: It self-selects for people who really want to work at Red Gate which, at the moment, is something I have to try and assess based on their CV and cover letter - but if you're not that bothered about working here, why would you complete the assessment? Candidates who would submit a shoddy application probably won't feel motivated to do the assessment. Candidates who would demonstrate good attention to detail in their CV/cover letter will demonstrate good attention to detail in the assessment. In general, only the better candidates will complete and submit the assessment. Marking assessments is much less work so we'll be able to deal with any increase that we see (hopefully we will see). There are obviously other questions as well: Is plagiarism going to be a problem? Is there any way we can detect/discourage potential plagiarism? How do we assess candidates' education and experience? What about their ability to communicate in writing? Do we still want them to submit a CV afterwards if they pass assessment? Do we want to offer them the opportunity to tell us a bit about why they'd like the job when they submit their assessment? How does this affect our relationship with recruitment agencies we might use to hire for these roles? So, what's the objective for next week's Down Tools Week? Pretty simple really - we want to implement this process for the Graduate Software Engineer and Software Engineer positions that you can find on our website. I will be joined by a crack team of our best developers (Kevin Boyle, and new Red-Gater, Sam Blackburn), and recruiting hostess with the mostest Laura McQuillen, and hopefully a couple of others as well - if I can successfully twist more arms before Monday.* Hopefully by next Friday our experiment will be up and running, and we may have changed the way Red Gate recruits software engineers for good! Stay tuned and we'll let you know how it goes! *I'm going to play dirty by offering them beer and chocolate during meetings. Some background information: how agonising over the initial CV/cover letter sift helped lead us to bin it off entirely The other day I was agonising about the new university/good degree grade versus poor A-level results issue, and decided to canvas for other opinions to see if there was something I could do that was fairer than my current approach, which is almost always to reject. This generated quite an involved discussion on our Yammer site: I'm sure you can glean a pretty good impression of my own educational prejudices from that discussion as well, although I'm very open to changing my opinion - hopefully you've already figured that out from reading the rest of this post. Hopefully you can also trace a logical path from agonising about sifting to, "Uh, hang on, why on earth are we doing this anyway?!?" Technorati Tags: recruitment,hr,developers,testers,red gate,cv,resume,cover letter,assessment,sea change

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  • Graduated transition from Green - Yellow - Red

    - by GoldBishop
    I have am having algorithm mental block in designing a way to transition from Green to Red, as smoothly as possible with a, potentially, unknown length of time to transition. For testing purposes, i will be using 300 as my model timespan but the methodology algorithm design needs to be flexible enough to account for larger or even smaller timespans. Figured using RGB would probably be the best to transition with, but open to other color creation types, assuming its native to .Net (VB/C#). Currently i have: t = 300 x = t/2 z = 0 low = Green (0, 255, 0) mid = Yellow (255, 255, 0) high = Red (255, 0, 0) Lastly, sort of an optional piece, is to account for the possibility of the low, mid, and high color's to be flexible as well. I assume that there would need to be a check to make sure that someone isnt putting in low = (255,0,0), mid=(254,0,0), and high=(253,0,0). Outside of this anomaly, which i will handle myself based on the best approach to evaluate a color. Question: What would be the best approach to do the transition from low to mid and then from mid to high? What would be some potential pitfalls of implementing this type of design, if any?

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  • Red Samurai Performance Audit Tool – OOW 2013 release (v 1.1)

    - by JuergenKress
    We are running our Red Samurai Performance Audit tool and monitoring ADF performance in various projects already for about one year and the half. It helps us a lot to understand ADF performance bottlenecks and tune slow ADF BC View Objects or optimise large ADF BC fetches from DB. There is special update implemented for OOW'13 - advanced ADF BC statistics are collected directly from your application ADF BC runtime and later displayed as graphical information in the dashboard. I will be attending OOW'13 in San Francisco, feel free to stop me and ask about this tool - I will be happy to give it away and explain how to use it in your project. Original audit screen with ADF BC performance issues, this is part of our Audit console application: Audit console v1.1 is improved with one more tab - Statistics. This tab displays all SQL Selects statements produced by ADF BC over time, logged users, AM access load distribution and number of AM activations along with user sessions. Available graphs: Daily Queries  - total number of SQL selects per day Hourly Queries - Last 48 Hours Logged Users - total number of user sessions per day SQL Selects per Application Module - workload per Application Module Number of Activations and User sessions - last 48 hours - displays stress load Read the complete article here. WebLogic Partner Community For regular information become a member in the WebLogic Partner Community please visit: http://www.oracle.com/partners/goto/wls-emea ( OPN account required). If you need support with your account please contact the Oracle Partner Business Center. Blog Twitter LinkedIn Mix Forum Wiki Technorati Tags: Red Samurai,ADF performance,WebLogic,WebLogic Community,Oracle,OPN,Jürgen Kress

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  • Getting list of Facebook friends with latest API

    - by Eric
    I'm using the most recent version of the Facebook SDK (which lets to connect to something called the 'graph API' though I'm not sure). I've adapted Facebook's example code to let me connect to Facebook and that works... but I can't get a list of my friends. $friends = $facebook->api('friends.get'); This produces the error message: "Fatal error: Uncaught OAuthException: (#803) Some of the aliases you requested do not exist: friends.get thrown in /mycode/facebook.php on line 543" No clue why that is or what that means. Can someone tell me the right syntax (for the latest Facebook API) to get a list of friends? (I tried "$friends = $facebook-api-friends_get();" and get a different error, "Fatal error: Call to a member function friends_get() on a non-object in /mycode/example.php on line 129".) I can confirm that BEFORE this point in my code, things are fine: I'm connected to Facebook with a valid session and I can get my info and dump it to the screen just... i.e. this code executes perfectly before the failed friends.get call: $session = $facebook->getSession(); if ($session) { $uid = $facebook->getUser(); $me = $facebook->api('/me'); } print_r($me);

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  • What are the best social places for programmers to interact?

    - by Chevex
    I know this is not really the right place for this type of question, but I figure it will get me started and hopefully won't be closed right off the bat. I love the programming industry a lot, but I don't have many colleagues that aren't introverted and/or anti-social, or self-centered. What are some good places online to find programming friends that I could share my adventures with? I love stack overflow but it is more technical and doesn't really allow you to put up a personal project just for people to see and critique. Any suggestions? A good forum would be great! The only ones I can find are usually full of inexperienced people who just "want" to be a programmer. I'm looking more for a place who's members are already programmers discussing programming topics.

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