So, you have a table and you need to modify a column's type. The problem arise when the column is filled and the type change is incompatible, for example, from string to integer, so how we can update the type and recompute the filled values to the new type? Don't worry, SQL is powerful enough to let you make the change in one sentence with .
In past years OpenAPI has arise as the preferred way to document APIs. In this article we will see how easy is document an API created with NodeJS and Express through the Swagger tools. If you are working in an REST API you more probably will desire to have some API doc where your users could find what are the endpoints of your API, what they do, which parameters they accept and which output they generate.
TLTR: This post is about Joppy, a new service I'm working on that tries to eliminate the pain currently exists in the communication among recruiters and tech professionals. Let me describe you the current scenario in the recruitment world and, please, any feedback will be welcome. Tech professionals: Wherever I wrote tech professionals I mean any kind of role related with tech companies: software engineers, developers or programmers, manager, product owners, QA, designers, ... It all starts... ...taken a beer and asking your friends: How many connection requests do you receive per week from LinkedIn? All three (two developers and a UI/UX designer) answer the same enough to be annoying. Every tech professional want to have his/her CV updated in LinkedIn, it is a great service, but no one agrees with the myriad of emails asking for connections from recruiters that has awesome job offers from awesome companies. Do you think the job of a recruiter is easy? Well, let me say you are completely wrong. It is not an easy job and often ungrateful. If you think in a more or less important city with many tech companies you can image the competition existing among companies to get tech professional. Currently there are two main things recruiters can do to arrive to candidates: Publish offers in some kind of board and wait candidates applies (we all have in mind web sites that crawls and shows tons of job offers) Make an active search of potential candidates. Recruiters need to use services like LinkedIn, where they can search techies in a given geographical area, that know about X, Y, Z skills and many other options. Once filtered they need to contact each of them where, probably, most of them are not interested in a change or in the position the recruiter is offering.