- 7 Posts
- 8 Comments
2·4 months agoNot sure if this changes anything for you but with the constraint on space for mobile plus the possible future inclusion of the up/down vote counts per post it would probably mean the user vote counter will have to be a general visualization like a user name color gradient to reduce the clutter.
Since we’re on the topic and you’re the admin/mod the Communities I post the most on I kinda curious how you guys keep track of people you’ve banned. I was skimming through my list of people I tagged and you guys banned like half of them. I’d imagine you be very favorable to it since it could make moderating a lot easier.
172·4 months agoXxxxx(redacted as per community rule) was $4.92 CAD to remove ads while Sync is $27.99. For the record I think Sync is the better app but like maybe 4-5 dollars better not nearly 600% better.
The Boost dev also didn’t abandon their app\platform for months during its infancy where it certainly needed the attention then comes back and drop more ads in the app.
This is my last month of Sync Ultra sub. It’s only a few bucks a month and Sync is relatively polished but I rather the money go towards a actively developed app.
6·5 months agoThis is the official answer :
Personally speaking I don’t think it’s suppose impact prices much. In fact they were so concerned about it they started adding in exemptions almost right afterwards.
In itself there is a lot of Canadian wealth tied to housing so unless there’s some magical situation where affordability happens in a vacuum people will fight hard to against any policy that hits their wallets. My proof for this is that in 2021 when we had a election 80% of people decided that having the two parties that brought us through decades of housing costs going up was who they wanted to run the country.
1·8 months agoFrom what I’ve seen OKC is giving up the worst out of the three 1st(LAC, HOU or OKC) they hold in 2026 in exchange for rights to pick swap LAC 1st in 2027
712·9 months agoMicrosoft’s pay guidelines for job offers:
Level 70:
Base pay: $231,700 to $361,500
On-hire stock awards: $310,000 default to $1.2 million with approval
Annual stock award range: $0 to $945,000
Level 69:
Base pay: $202,400 to $316,000
On-hire stock awards: $235,000 default to $1.1 million with approval
Annual stock award range: $0 to $750,000
Level 68:
Base pay: $186,200 to $291,000
On-hire stock awards: $177,000 default to $1 million with approval
Annual stock award range: $0 to $490,600
Level 67:
Base pay: $171,600 to $258,200
On-hire stock awards: $168,000 default to $700,000 with approval
Annual stock award range: $0 to $336,000
Level 66:
Base pay: $157,300 to $236,300
On-hire stock awards: $75,000 default to $600,000 with approval
Annual stock award range: $0 to $160,000
Level 65:
Base pay: $144,600 to $216,600
On-hire stock awards: $36,000 default to $300,000 with approval
Annual stock award range: $0 to $90,000
Level 64:
Base pay: $125,000 to $187,700
On-hire stock awards: $24,000 default to $250,000 with approval
Annual stock award range: $0 to $60,000
Level 63:
Base pay: $113,900 to $171,500
On-hire stock awards: $17,000 default to $200,000 with approval
Annual stock award range: $0 to $44,000
Level 62:
Base pay: $103,700 to $156,400
On-hire stock awards: $11,000 default to $125,000 with approval
Annual stock award range: $0 to $32,000
Level 61:
Base pay: $92,600 to $138,100
On-hire stock awards: $6,500 default to $75,000 with approval
Annual stock award range: $0 to $24,000
Level 60:
Base pay: $83,500 to $125,000
On-hire stock awards: $4,500 default to $50,000 with approval
Annual stock award range: $0 to $16,000
Level 59:
Base pay: $74,400 to $110,800
On-hire stock awards: $3,000 default to $30,000 with approval
Annual stock award range: $0 to $12,000
Level 58:
Base pay: $70,300 to $92,600
On-hire stock awards: $2,500 default to $20,000 with approval
Annual stock award range: “By career stage”
Level 57:
Base pay: $63,800 to $83,000
On-hire stock awards: $1,500 default to $10,000 with approval
Annual stock award range: “By career stage”
Level 56:
Base pay: $60,700 to $77,900
On-hire stock awards: $1,500 default to $10,000 with approval
Annual stock award range: “By career stage”
Level 55:
Base pay: $55,200 to $71,300
On-hire stock awards: N/A
Annual stock award range: “By career stage”
Level 54:
Base pay: $51,600 to $67,000
On-hire stock awards: N/A
Annual stock award range: “By career stage”
Level 53:
Base pay: $46,600 to $59,700
On-hire stock awards: N/A
Annual stock award range: “By career stage”
Level 52:
Base pay: $42,500 to $54,600
On-hire stock awards: N/A
Annual stock award range: “By career stage”
User tagging similar to Reddit Enhancement Suite. Specifically keeping a count of up/down votes of other users and displaying next to their comments. Also when tagging users it saves a link to the comment causing you to tag them.
The current user tagging feature is the largest reason I subscribe to sync Ultra. It’s really one of the only things that helped out with the spam aside from keeping to smaller communities.
I didn’t down vote you but to share the sentiment of why you’re getting down voted. While you make one of the best apps on the platform your pricing and availability is one of the worst.
Your time would be better spent improving those aspects your business. If you just want to be a niche high priced app that caters to people obscure feature requests and have erratic development cycles you should at least be transparent about it.