1,634 karma · joined June 26, 2007
Also, the name-calling isn't necessary.
Which precedent would that be?
Sorry, but this is just completely wrong. The law regarding patentable subject matter is almost entirely judge-made. There are broad categories of inventions in software, medicine, business methods, and elsewhere that clearly were not eligible for patent protection in 1980 and are eligible for patent protection under recent court decisions. This didn't change because Congress passed new legislation. It changed because the courts (primarily the Federal Circuit) changed its mind. Given that fact, it makes sense to criticize the courts for continuing to expand the bounds of patentable subject matter, no?
The idea is to provide a platform for companies that aren't yet large enough to take advantage of visas that are available to larger firms. So startups that got traction would eventually transfer over to being normal SV companies.
I recommend reading about clean room reverse engineering. That's what you have to do to copy software without infringing its copyright. It's doable, but in most cases it'll be more, not less, work than writing your own software from scratch.
This isn't unusual. Constitutional concepts like "reasonable search," "cruel and unusual punishment" similarly invite courts to make policy judgments.
I'd love to see Congress fix the problem, but there'd be nothing improper about the courts doing it.
This is one of those statistics that will never be known with any precision, but even if the number of known exonerations is small (which I don't know to be the case) that doesn't prove that the number of innocents in jail is small.
Puzzle-based interview questions are meant to be a rough cut to weed out the people who are clearly unqualified for the position. They're not meant as a substitute for more in-depth discussion of skills, work experience, etc. If the filter is too time-consuming, it's going to weed out some of the best people who are confident they'll get offers from other companies. And a large company like Facebook doesn't necessarily want to test specific skills because they may not have yet decided which position you'd be hired for, and in any event you're likely to work on multiple projects during your time with the company. For entry-level positions (which is presumably what these questions are designed for), it's better to hire the smartest guy you can find and train him on specific technologies than to hire a guy who already has a specific skillset and then discover he's a one-trick pony.