Summary Bill Parquette (LinkedIn; Website) joins Andrew (Twitter; LinkedIn) to discuss Denial and Deception. They discuss examples such as D-Day, the Yom Kippur War, and the Persian Gulf War. What You'll Learn Intelligence Denial and deception – what it is and why it matters Key examples of denial and deception Detecting denial and deception operations How to avoid seeing monsters everywhere Reflections How to counter denial and deception in everyday life (children, salespeople, etc.) Stumbling into new roles in new fields And much, much more… Episode Notes Sun Tzu said, “all warfare is based on deception” and so much of the natural world is also based on denial and deception: camouflage, feigning, mimicry, distraction. It is also a feature of our daily 21st century lives: spyware, trojan horses, catfishing, and spear phishing. With this week's guest we look at the Denial and Deception Committee, which aimed to discover and mitigate foreign denial and deception operations against the U.S. by coordinating efforts throughout the IC. Bill Parquette was a former Chair of the Committee. He joined the Committee in 2002 and left in 2015. He was formerly a Lt. Col. In the U.S. Army, starting his career with 10 years in the 82nd Airborne, and is currently Professor of Practice at Penn State University. And… The episode looks at deceiving others but the human capacity for self-deception and denial is VAST – from head in the sand, plugging your ears, living in denial, willful ignorance, and cognitive dissonance through to doublethink. Quote of the Week "If I have an audience of one or 100, I ask does anyone have children? And the hands get raised. And then I said, okay, did you teach your child deception or denial? And of course not. Do they conduct denial or deception? And they all said yeah, it's throughout nature, it's throughout society…it's a natural thing to deny. I didn't mom I didn't take that cookie." – Bill Parquette Resources Headline Resources “Countering Foreign Denial & Deception – Rise of Fall of a Discipline” – J. Bruce, Studies in Intelligence, 64/1 (2020) “Denial & Deception Issue,” American Intelligence, 32/2 (2015) Andrew's Recommendation “D-Day Would be Nearly Impossible to Pull Off Today,” D. Lupton, WaPo (2019) *SpyCasts* “Deceiving the Iraqis in Operation Desert Storm” – with BGen Tom Draude (2013) “Agent Garbo” – with Stephan Talty (2012) “Identity, Espionage and Social Media” – with Thomas Ryan (2011) -------------------------------------------------------------------------------------------------------------- Beginner Resources Deception at D-Day, Army Uni. Press (2022) [video] The True Story of the D-Day Spies, BBC (2014) [video] Operation Bodyguard Map, Eisenhower Foundation (n.d.) [map] Books History of the National Intelligence Council, Hutchings &. Treverton, eds. (OUP, 2019) Practice to Deceive, B. Whaley (NIP, 2016) The Watchman Fell Asleep, U. Bar-Joseph (SUNY, 2005) The Deceivers, T. Holt (Scribner, 2004) Deception 101, J. Caddell (Army War College, 2004) Strategic Denial and Deception, Godson & Wirtz eds. (Transaction, 2002) Deception in War, J. Latimer (Overlook, 2001) Videos The War in October, Al Jazeera (2013) Primary Sources US-PLO Contacts During War, Oct 26, 1973 Secretary's Staff Meeting, Oct 23, 1973 Sadat - Speech Calling for Arab-Israeli Peace Conference, Oct 16, 1973 Arab-Israel Tensions – Quandt to Scowcroft, Oct 6, 1973 Ultra – Marshall to Eisenhower, Mar 15, 1944 Overall Deception Policy, Jan 22, 1944 Deception Operations Around England, Dec 18, 1943 Overlord Cover Operation, Nov 20, 1943 *Wildcard Resource* Movies to explore on deception include Deception (1946), The Sting (1973), The Usual Suspects (1995), Donnie Brasco (1997), Female Agents (2008) and Operation Mincemeat (2021),
IN THIS EPISODE: - True Or False: Honky Tonk Man is the greatest IC champion of all time? - WWF 1985 Canon: Championship Wrestling 1/19/1985 Video version of the canon: https://www.youtube.com/watch?v=09MF-pE_i7Y For extra content: patreon.com/ovppodcast Website: ovppodcast.com Twitter: @ovppodcast
This week, the guys break down the week that was in professional wrestling by beginning the conversation with the NFL and Hard Knocks. Brad watched SmackDown and Raw this week, and Tyler knows that the WWE had shows. They discuss the promising change in the way mid-card titles are presented, and they dive into what old-school finisher could be used as a finisher by a current star.In AEW, Tyler gives Brad five plus one or two options to choose from, and Brad gushes over the Lionheart. Tyler also once again gives the simplest and best answer to how to fix taped Rampage episodes. In between all of this, Tyler gives us what's good in the world of the Bachelorette, including potential babyface and heel turns. They give us the state of the 19 Media Group, and they each share their gratitude, including a story about the impact that kindness can make. It's an ironic story, given how much Brad dislikes one Parker Boudreaux after he was unfollowed on Twitter. Petty? Yes. Entertaining? Probably also yes. Tune in to find out!Gimmick Infringement is a proud member of @19MGroup. Head to 19mediagroup.com to check out all of their content offerings. Be sure to also go to gimmickinfringementpod.com to find extra content from the guys. All sound effects and clips come from freesound.org. Stock video files are courtesy of pixabay.com. Twitter: @WindDuster, @TylerJMcDowell, @GIPod19Instagram: @therealwinduster, @tymcdowellb, @GIPod19Web: gimmickinfringementpod.com, 19mediagroup.com 0:00 Intro and the Week That Was6:16 Mid-card Titles are Important!22:49 What's Old is New Again31:54 A Rose from Tyler36:15 The Lionheart Returns!49:17 The State of 19 Media Group53:06 How Do They Fix Rampage?1:02:41 Gratitude1:10:56 Closing
募資簡報是新創企業在投資者與創投面前，建立第一印象時最重要的文件。對於新創企業來說，不斷琢磨募資簡報，是新創企業在每一個階段都應該用心的基本功。 但簡報該如何呈現才能緊緊抓住投資人的目光？線上簡報和實體簡報又有甚麼差異嗎？你知道隨著公司發展，不同時間點應該要在募資簡報中置入甚麼重點呢？如何進行簡報才是最有效的溝通呢？ 《矽谷為什麼》兩位主持人都有多次成功的募資簡報經驗，這次要來公開募資簡報的最重要的成功心法，務必收聽！ 討論大綱: ✅ 為何需要募資簡報來進行溝通？ ✅ 公司不同發展階段的募資，簡報中各別需要哪些重點？ ✅ 線上簡報？實體簡報？不同版本的重要性？ ✅ 募資簡報和企業簡介的差別? ✅ 十頁募資簡報，應該如何分配最精華的內容？ ============ 主持人介紹： 詹益鑑 IC 工程加商管背景。2004-2019 在台灣經歷三次創業、四種產業、五家創投，曾任 AppWorks 合夥人、BioHub Taiwan 助執行長、Startup Genome 台灣新創生態系大使，2020年初旅居矽谷，並於 2021年加入互貴興業擔任策略長，從事數位醫療與生醫產業的投資併購和國際市場開發。 Dr. IC 粉絲頁: https://www.facebook.com/dr.ic.page/ 謝凱婷 KT (矽谷美味人妻) 「矽谷影響力基金會」執行長, 亦是天使投資人, 創業家和料理作家，目前定居在矽谷，社群媒體追蹤數超過100萬人以上。「矽谷影響力基金會」有計畫的推動台灣人在矽谷科技界的活動和新創投資。 以慈善為目的，幫助台灣和矽谷連結，推動更多台灣人在美國的發展。創辦的美味生活HowLiving是全球華人料理家居網站，製作超過三千集的料理影音和直播節目，在華人料理圈有廣大影響力和知名度。曾擔任長榮集團媒體公關，國際企業產品經理，並接受過百家中外國際媒體專訪。 擅長社群行銷、數位內容、KOL孵化，協助許多台灣和美國公司進行數位轉型計畫。 矽谷美味人妻 FB: https://www.facebook.com/kthu1031 美味生活 全球華人料理家居平台 www.how-living.com ============ 歡迎與我們討論 「矽谷為什麼」 FB粉絲頁 bit.ly/39xLlDR 「矽谷創新趨勢交流平台」社團 bit.ly/3oBAFvM ============ 在這邊也能收聽到我們的最新節目唷！ Apple Podcast→ meetstartup.pse.is/QEX8Y Spotify→ meetstartup.pse.is/RFBKL Firstory→ meetstartup.pse.is/3fzp96 SoundOn→ meetstartup.pse.is/QQX2G Youtube→ meetstartup.pse.is/3e6f38 Castbox→ meetstartup.pse.is/QHQL6 ============ 感謝 #國發會 Startup Island TAIWAN 和 #數位時代 #創業小聚 Meet Startup 獨家贊助本節目！ Powered by Firstory Hosting
本周三美國又要公布7月的CPI以及周四的PPI生產者物價指數 所以本周的股市應該還是免不了震盪 先來看上週五美國勞工部公布非農就業人 今天還是請慕驊哥 還有飆股名師 朱家泓老師 看本周的股市會怎麼發展？ #生活選股達人阿格力 #阮慕驊 #朱家泓 #美國 #非農業就業 #失業率 #升息 #3碼 #Fed #梅斯特 #聯準會 #利率 #全球 #晶片 #銷售 #GDP #半導體 #景氣 #SIA #市場 #CPI #勞動 #薪資 #費城半導體 #那斯達克指數 #全職人員 #兼職 #勞工 #英飛凌 #超微 #恩智浦 #車用晶片 #中光電 #台光電 #敬鵬 #華通 #燿華 #仲琦 #奇鋐 #建漢 #物聯網晶片 #行動晶片 #通訊基礎設施 #安森美 #標普500 #德州儀器 #世界 #環球晶 #譜瑞 #旺宏 #世界股價 #裴洛西 #國安基金 #台灣 #加權指數 #台股 #股票 #權值股 #台積電 #啟碁 #藥華藥 #日月光 #廣達 #元宇宙 #台亞 #億光 #鼎元 #百鴻 #富采 #惠特 #聯亞 #低軌衛星 #IC 載板 投資最給力粉絲團：https://reurl.cc/9Xb2zX Podcast 收聽位置：Apple https://reurl.cc/N6Nk5m Spotify https://reurl.cc/LdQ8Y7 Soundon https://reurl.cc/4mbA2Y
In episode 33 of The Product Design Podcast, Seth Coelen interviews Jess Brown, Staff Product Designer at Faire. During her career, Jess has worked as the Head of Design and Director of User Experience. Still, she decided to switch up her career path and head back into working as an individual contributor.Jess shares why she decided to return to IC after working in management and her insights on how her work experience still applies to her current role. Seth and Jess also discuss the difference between the two career paths and how you can decide which route is best for you.During our interview with Jess, you will learn:
It seems today, the entire world is experiencing supply chain challenges in nearly all product categories. In the electronic assembly industry, the focus has been within the semiconductor market, especially in North America. Why is this? How did the US allow this to occur? Was it short sightedness, greed, an over-reliance on foreign suppliers, other factors, or a combination of all these factors? What would it take to finally address this issue and are we doing anything about it? My guest today is Matt Kelly, Chief Technologist at IPC, one of our leading industry trade organizations. IPC recently published a report on the chip shortage and, perhaps most importantly, came up with a list of 28 recommendations our industry can consider to remedy this issue. As I stated, Matt Kelly is Chief Technologist at IPC and is focused on driving next generation technology advancements and supply chain transformation across the electronics industry. He works within the association's executive leadership team to identify and develop new strategic initiatives, meeting member and industry needs. He delivers influential thought leadership, research, and advocacy to industry and governments. He leads IPC's Chief Technology Council to continually drive the electronics industry forward. His focus areas include Industry 4.0 – Factory of the Future digitization, modernization, adoption, and implementation; IPC expansion into new advanced packaging technologies including IC-substrates and OSAT manufacturing; and next generation electronic systems design methods. When I first met Matt he was with IBM. Matt comes to IPC following a 15-year career at IBM Corporation, holding several senior technology and engineering leadership positions within IBM Systems Division. His technical contributions include 25 patents, 85 publications, and numerous industry awards. Matt is a licensed Professional Engineer with a degree in Chemical Engineering from McMaster University and holds an MBA in Strategic Management from Sir Wilfrid Laurier University. Download the referenced article from IPC: AN ANALYSIS OF THE NORTH AMERICAN SEMICONDUCTOR AND ADVANCED PACKAGING ECOSYSTEM An IPC Summary Report — Rebuilding U.S. Capabilities for the 21st Century Download Link: https://emails.ipc.org/links/IPCadvpack-ecosystem-report-final.pdf More information on the upcoming IPC Advanced Packaging Symposium: Building the IC-Substrate and Package Assembly Ecosystem https://www.ipc.org/event/ipc-advanced-packaging-symposium-building-ic-substrate-and-package-assembly-ecosystem
- 수도권에 기록적인 폭우가 쏟아지며 서울 곳곳이 물에 잠기고 교통이 통제되는 등 비 피해가 잇따랐습니다. 내일까지 수도권과 강원에는 300mm 이상의 비가 더 내리겠습니다. - 올림픽대로 여의하류와 상류 IC가 통제됐습니다. 서울 지하철 9호선 노들역에서 사평역 사이 구간 운행도 중단됐습니다. 출근길 대란 우려 속에 일선 공무원들의 출근 시간이 오전 11시 이후로 조정됐습니다. - 여름 휴가에서 복귀한 윤석열 대통령이 국민의 뜻을 잘 받들겠다고 말했습니다. 박순애 교육부 장관이 사실상 경질된 가운데 대통령실에 대한 인적 쇄신 가능성이 대두되고 있습니다. - 광복절 특사를 위한 법무부 사면 심사위원회가 오늘 열립니다. 경제인 사면은 유력하지만 이명박 전 대통령 등 정치인 사면 전망은 엇갈립니다.
Joining us today is the Head of Talent Acquisition at Buf, Ben Caggia. Ben started by studying medicine, even going as far as taking the MCAT, before realizing that he is actually more passionate about talent acquisition. We get an understanding of Ben's love for the trenches, why you should find a job aligned with your passions and interests, how to make the shift from individual contributors to management, and what he believes are the attributes of a great manager. As a bonus, Ben tells us why it's important to ask the right questions at interviews and how you should trust your gut to guide you towards the right company. This conversation goes against the grain compared to previous episodes, in the best way possible! Key Points From This Episode: How he is spending his office time: hands-on with roles. What recruiters struggle with when not completely backed by the company. A combination of building the pipeline and understanding exactly who you are looking for. How he is grateful for all the support he received at Buf. What Buf as a company does, and Ben's role in it. Buf as a utopia for engineers. Ben's professional background and how he ended up in talent. His love for being in the trenches. How he made the decision that medicine wasn't for him. Finding a job that aligns with your passions and interests. Making the shift from individual contributor to management. Wanting to help people as the cornerstone to the decisions he's made. The attributes of a good manager, according to Ben. Whether there's a cap on being the IC if you don't want to pursue management. How to know if you are speaking to the right companies: trust your gut. Why it's important to do the research and ask the right questions at interviews. Tweetables: “I'm a little bit spoiled at Buf. The team is incredibly involved in recruiting. They recognize how valuable it is as a function.” —@BeNYCtech [0:01:50] “There's elements of it that just aren't fun. That's why you get paid to do the job. But it's about finding the job that you're most excited in that aligns with your passions and interests, where it doesn't actually feel like work. Even the bad parts are bearable.” —@BeNYCtech [0:16:54] “I knew pretty early on that I had my sights set on management. I think it's the hardest leap to take in your career.” —@BeNYCtech [0:18:11] “I think a good manager is ultimately one that's a servant to their reports, and somebody that's a shield, and is constantly looking at ways to improve their workflows and make their lives a little bit easier.” —@BeNYCtech [0:19:32] Links Mentioned in Today's Episode: Ben Caggia on Twitter Ben Caggia on Instagram Ben Caggia on LinkedIn Buf Talk Talent to Me Hired
Today Robby sits down with Stephen Jumper, who is Area Coordinator Vice-President for North America International Commission. Listen as they discuss IC's plan to focus even more of their mission work right here in their back yard. Bringing even more souls to God's great work here in the states.
主題書籍：《地海巫師》 本週的經典也青春，再度邀請到Readmoo讀墨電子書執行長龐文真女士，為聽眾朋友們領讀奇幻經典「地海六部曲」的首部曲——《地海巫師》。 有些作品，經過歲月的淘洗之後，仍能讓讀者產生不同的理解與體會；有些奇幻作品，他之所以經典，不僅僅是因為宏大的世界觀，更多的是字裡行間之中，帶給跨世代讀者的無限幻想與迷離。 本集節目要介紹的《地海巫師》，是奇幻經典「地海六部曲」中的第一部，也是為這個奇幻世界揭開序幕的重要起源！ 領讀人文真描述，「地海六部曲」簡單來說就是主角格得的成長故事。然而他在旅途中所經歷的、學習的、以及與人產生的連結和情感，都是這部作品中最重要也最發人省思的地方。 《地海巫師》是什麼部分打動了文真，讓他頻頻推薦給同事們閱讀？ 為什麼故事看似是一部成長小說，卻能產生跨世代的共鳴、至今仍被譽為所有人都必讀的經典奇幻作品呢？ 本週就讓讀墨電子書執行長龐文真，為聽眾朋友們領的娥蘇拉．勒瑰恩鼎鼎大名的「地海六部曲」中的首部曲——《地海巫師》。 更多精彩內容，請收聽本集的經典也青春。 延伸閱讀： 《地海巫師》 電子書 https://readmoo.com/book/210118518000101 「地海六部曲」電子書 https://readmoo.com/installment/1761 經典也青春EP250：臥斧談娥蘇拉．勒瑰恩的《風的十二方位》 https://podcast.readmoo.com/ohclassics/detail/20191107 經典也青春EP327：吳在媖談約翰．克里斯多夫的《三腳征服者》 https://podcast.readmoo.com/ohclassics/detail/20210527 經典也青春EP193：莊慧秋談《閱讀奇幻文學》 https://podcast.readmoo.com/ohclassics/detail/20180920 經典也青春 EP33：林家任談《失去影子的人》 https://podcast.readmoo.com/ohclassics/detail/20150813 經典也青春 EP21：莊培園談《納尼亞傳奇》 https://podcast.readmoo.com/ohclassics/detail/20150521 本節目由 IC之音竹科廣播與 Readmoo讀墨電子書 聯合製播。 「經典也青春」網站：podcast.readmoo.com
Spokeo 成立於 2006 年，總部位於美國加州，是畢業於史丹佛大學經濟、電機雙學士與電機碩士的臺灣留學生湯京曄 Harrison Tang 和三位大學朋友一同創立的公司，目前是全美前三大尋人搜尋引擎公司中排名第二的網站。 湯京曄因經營Spokeo的成功經驗，榮獲安永（Ernst & Young）大洛杉磯地區顧客服務類傑出企業家獎， Spokeo 則在2015年及2016年連續兩年，被知名會計師事務所Deloitte ，評選為成長最快的前500名科技公司，是繼雅虎（Yahoo）創辦人楊致遠、Youtube創辦人陳士駿後，來自台灣最成功的網路創業者之一。 Spokeo 在創業兩年後就達到損益兩平，並逐年成長，2015 年的年營收更達到7千8百萬美元；公司也從最初的4人發展到200餘人，成長到現在每個月約1800萬用戶。 你也好奇 Harrison 是如何取得如此亮眼的創業成績嗎？或是你想了解他如何在美國市場努力的過程呢？歡迎收聽《矽谷為什麼》！ 討論大綱: ✅ 具備完美學歷，卻放棄高薪選擇創業的理由？ ✅ 如何募集到最初的創業夥伴？ ✅ 當個人隱私越來越受到重視，尋人網站該如何突破？ ✅ 在 Web 3 的時代，有甚麼新的機會？ ✅ 如何掌握企業用戶，維持產品的穩定訂閱？ ============ 講者介紹： 湯京曄 Harrison Tang 畢業於史丹佛大學經濟、電機雙學士與史丹佛電機碩士，也是 Spokeo (https://www.spokeo.com/) 的 Co-founder 與 CEO。Spokeo 是個人資訊搜索平台，協助將近 1500 萬名用戶搜尋很久不見的朋友或是家人的資訊，讓人能夠避開詐騙訊息。Harrison 對於打造企業版使用的商用軟體也充滿熱情。 ============ 主持人介紹： 詹益鑑 IC 工程加商管背景。2004-2019 在台灣經歷三次創業、四種產業、五家創投，曾任 AppWorks 合夥人、BioHub Taiwan 助執行長、Startup Genome 台灣新創生態系大使，2020年初旅居矽谷，並於 2021年加入互貴興業擔任策略長，從事數位醫療與生醫產業的投資併購和國際市場開發。 Dr. IC 粉絲頁: https://www.facebook.com/dr.ic.page/ 謝凱婷 KT (矽谷美味人妻) 「矽谷影響力基金會」執行長, 亦是天使投資人, 創業家和料理作家，目前定居在矽谷，社群媒體追蹤數超過100萬人以上。「矽谷影響力基金會」有計畫的推動台灣人在矽谷科技界的活動和新創投資。 以慈善為目的，幫助台灣和矽谷連結，推動更多台灣人在美國的發展。創辦的美味生活HowLiving是全球華人料理家居網站，製作超過三千集的料理影音和直播節目，在華人料理圈有廣大影響力和知名度。曾擔任長榮集團媒體公關，國際企業產品經理，並接受過百家中外國際媒體專訪。 擅長社群行銷、數位內容、KOL孵化，協助許多台灣和美國公司進行數位轉型計畫。 矽谷美味人妻 FB: https://www.facebook.com/kthu1031 美味生活 全球華人料理家居平台 www.how-living.com ============ 歡迎與我們討論 「矽谷為什麼」 FB粉絲頁 bit.ly/39xLlDR 「矽谷創新趨勢交流平台」社團 bit.ly/3oBAFvM ============ 在這邊也能收聽到我們的最新節目唷！ Apple Podcast→ meetstartup.pse.is/QEX8Y Spotify→ meetstartup.pse.is/RFBKL Firstory→ meetstartup.pse.is/3fzp96 SoundOn→ meetstartup.pse.is/QQX2G Youtube→ meetstartup.pse.is/3e6f38 Castbox→ meetstartup.pse.is/QHQL6 ============ 感謝 #國發會 Startup Island TAIWAN 和 #數位時代 #創業小聚 Meet Startup 獨家贊助本節目！ Powered by Firstory Hosting
In this special episode of the Product Thinking Podcast, Melissa Perri invites three graduates from her CPO Accelerator program to share their stories, insights, and advice about moving into the C-suite. Amy Carmichael of Crowdcube, John Martin of Housecall Pro, and Simone Dive of Clir Renewables all recently took on the Chief Product Officer role in their companies. They tell Melissa what it was like to make the jump, how the job differs from other product leadership roles, how to start practicing for the job now as an IC, and the skills they recommend strengthening if you hope to land a CPO job in the future. Here are some key points they will be discussing: Amy, John, and Simone talk about their journey from entering the product field to becoming CPO. [2:16] Melissa asks the guests to reflect on the most surprising aspect of the CPO role. Simone highlights the human element of the product; for Amy it's taking the time to plan product strategy, and John talks about going to market. [5:21] When transitioning into a CPO, you may need to finetune some skills to succeed in your new role. [8:29] Being a CPO is not only about managing teams and setting strategy – it's about understanding how your product and company fit into the larger market. [10:00] Although financial skills are important as a CPO, John believes that learning to invest in people was the biggest skill he needed to hone. He explains that product managers and product leaders are sought after, so it was important for him to develop his people skills and relationships with his team so they're likely to stay with the company. [12:32] Melissa asks her guests how they managed to build relationships and foster collaboration with their new team. [14:20] Melissa asks her guests how IC roles can prepare a person to become CPO, and what they can do to put them on that path. [18:52] Simone advises aspiring CPOs to get comfortable not taking credit and to build relationships with the people who make executive decisions. [20:53] Amy, Simone, and John talk about how to evolve into a great CPO [25:11] Resources Amy Carmichael on LinkedIn John Martin on LinkedIn Simone Dive on LinkedIn
日経電子版「マネーのまなび」のPodcastです。アメリカ出身タレントのREINAさんがリスナーと一緒にお金のイロハを学んでいきます。解説は日本経済新聞マネーのまなび面編集長の宮田佳幸です。 今回のテーマは「マイナポイント」です。6月から「マイナポイント事業」第2弾の申し込み手続きが始まりました。マイナンバーカードを新たに作り、「公金受取口座」の登録と、健康保険証として使えるように手続きをすれば、合計2万円分のポイントがもらえます。すでにカードを持っていて5000円分のポイントをもらっていた人も、追加で1万5000円分がもらえます。ではどうすればポイントをもらえるのでしょうか。またポイント以外にマイナンバーカードのメリットはあるのでしょうか。 2万円分といえば無視できない額ですが、まだマイナンバーカードを作っていない人の中には「手続きが面倒くさそう」という人もいるようです。しかしカード発行後、全国に約7万カ所もある「手続きスポット」を利用すれば意外と簡単。カードのICチップ読み取りに対応したスマホを持っていれば、自宅でもすぐ手続きできます。第2弾の申し込みは来年2月末が期限ですので、お早めに。 また「カードを作ること自体がなんとなく不安」という人も多いようですが、そうした不安には「誤解」もあるようです。カードを作ることによるデメリットは基本的に無いと考えてよいでしょう。一方でメリットは、身分証明書として使えることや、確定申告が簡単にできるようになることなど、いろいろあります。今後も少しずつ、マイナンバーカードが暮らしの役に立つ場面が増えていきそうです。 番組後半の人気コーナー「American Money Life」では、「日米の『笑い』の違い」について話し合いました。REINAさんがアメリカで暮らしていた子どものころ、日本に住むおばあさんが明石家さんまさんの大ファンだったので、彼の出演するテレビ番組を録画したビデオテープを毎週送ってくれていたそうです。アメリカのシットコム、スタンダップコメディーなど日本のお笑いとはちょっと違うスタイルについて触れながら、「日本のお笑いには『今のとこ、ちょっとわかんないな』と思うこともあります」とREINAさん。最後は日本の古典落語の話になり、お金にまつわる落語として落語好きの宮田が「千両みかん」を紹介しました。
This week I talk with Brittany Modell, Intuitive Eating RD. Brittany helps people break free from yo-yo dieting and heal their relationship with food and body. We chat about food fear created by the IC diet. We discuss the importance of mental health, what food rules or beliefs are, how to unlearn patterns and behaviors with eating disorders and so much more. Again, we can't stress it enough on these episodes but there is no size fits all, what works for someone may not work for you so it's important to work with a Registered Dietitian to help you through this journey. If you believe you have an eating disorder and don't know where to turn, the best thing for you is to reach out to a Psychotherapist and/or a Registered Dietitian who specializes in eating disorders. Connect with Brittany: Instagram: @nofoodfears TikTok: @nofoodfears Podcast: https://podcasts.apple.com/gb/podcast/the-food-therapy-podcast/id1568370208 Website: www.brittanymodellrd.com Mini Course: https://callieknutrition.kartra.com/page/ICMinicoursecheckout Road To Remission Program: https://www.callieknutrition.com/road-to-remission IC Summer Cookbook (Use code “ICYOU” for 30% off): https://www.callieknutrition.com/shop Connect with me! Instagram : https://www.instagram.com/callieknutrition/ Facebook: https://www.facebook.com/callie.krajcir.9 Pinterest: https://www.pinterest.com/callieknutrition/_created/ Website: https://www.callieknutrition.com/ Email: firstname.lastname@example.org Apple Podcast: https://podcasts.apple.com/us/podcast/ic-you/id1604016381 Spotify: https://open.spotify.com/show/6a4lQrKBcA31b5uAQpKNPf
Interview with Ritendra Datta, Director of Engineering at Meta. He gives valuable advice on improving cross-functional collaboration by holding empathy sessions and scaling cross-functional teams mindfully. https://codingsans.com/engineering-management-newsletter?utm_source=Podcast&utm_medium=platforms (Sign up to the Level-up Engineering newsletter!) In this interview we're covering: Different cross-functional roles Cross-functional collaboration in practice Tips to improve cross-functional collaboration Encouraging respect among cross-functional partners Cross-functional empathy sessions Common mistakes during cross-functional collaboration Scaling cross-functional teams Involving management in growing cross-functional teams Hiring leaders for scaling Excerpt from the interview: "We have cross-functional empathy sessions, where people get together for 4 hours and represent all cross functions. The key tech lead, an IC, a manager, a product manager, a data scientist and a UX researcher will meet somewhere outside of the office, and spend the day talking to each other. They could discuss what they do on a daily basis, and what's frustrating about it. The representatives of each function gain a better understanding of the different positions, and why the work of each function is valuable and challenging in its own way. Every time we have these cross-functional empathy sessions, everyone goes home humbled by what others are doing and the struggles they're facing. They realize that everyone is working hard. They often describe it as “an eye-opening experience.” " https://codingsans.com/blog/cross-functional-collaboration?utm_source=Podcast&utm_medium=platforms (Click here to read the full interview! )
Let's learn about astrocartography! In this week's episode, we talk to Helena Woods, astrocartographer and astrologer, author and YouTuber. She lives abroad in France and helps people find their soul home using astrocartography. Her first book on slow living will be published spring of 2023. I found her through all of YOUR recommendations on Instagram, so thank you! Go to astro.com, click "travel" into the search bar and pull up your own astrocartography chart to follow along! Helena and I discuss: -what is astrocartography and why looking at it makes our lives better; -what are AS, IC, DS, and MC lines? We all have these in our charts and they can show us SO MUCH about where we are emotionally right now; -a brief synopsis of the planetary energies attached to each line in our charts; -I share what my ideal location was, and Helena explains why astrocartography worked so well for me there; -the importance of lining up your astrology natal chart with your astrocartography chart; -an introduction to zodiacal releasing, an ancient, Hellenistic practice to figure out our cycles in career, love, family and more! SHOW NOTES Adalina's free Harness your Gifts course Adalina's YouTube channel Book a session with Adalina here Apply for Adalina's Mentorship Program here Book a reading with Helena here Helena's YouTube channel The astrology podcast Helena recommends: https://theastrologypodcast.com/
Editör: Egemen Gök TBMM'nin tatile girmesi nedeniyle grup toplantısı yerine her hafta salı günü bir ilde toplantı düzenleme kararı alan CHP Genel Başkanı Kemal Kılıçdaroğlu, 128 milletvekili ile birlikte ilk toplantı için Erzurum'a gitti. 11. Cumhurbaşkanı Abdullah Gül, siyaset ve ekonomi gündemine dair Karar gazetesine açıklamalarda bulundu. Mersin'de yapımı devam eden Akkuyu Nükleer Güç (ANG) Santrali'ndeki tartışmalar bitmiyor. Projede yer alan yerli şirketlerden IC İçtaş A.Ş.'nin sözleşmesinin feshedilmesi Akkuyu'da yaşananları yeniden gündeme getirdi. Usame bin Ladin'in ölümünden sonra El Kaide'nin liderliğini üstlenen Eymen el Zevahiri öldürüldü. Afganistan'da düzenlenen drone saldırısı sonucu öldürülen el Zevahiri, bin Ladin'in sağ kolu ve El Kaide'nin baş ideoloğu olarak biliniyordu. Asya ziyaretine devam eden Amerika Birleşik Devletleri (ABD) Temsilciler Meclisi Başkanı Nancy Pelosi‘nin uçağı Tayvan‘a indi. Tayvan halkı ile dayanışmanın ABD için her zamankinden daha önemli olduğunu söyleyen Pelosi'nin ziyaretine Çin'den tepki geldi. Gökçe Çiçek Kösedağı'nın sunduğu “Güne Bakış”ta, Medyascope Ankara Temsilcisi Hıdır Göktaş ile Kılıçdaroğlu'nun Erzurum temaslarını, gazeteci Mehmet Ocaktan ile Abdullah Gül röportajını, siyasetbilimci ve Medyascope yorumcusu Ülkü Doğanay ile Gül röportajının yankılarını ve siyasi etkilerini konuşacağız. Yayını izleyebilirsiniz: bit.ly/3bnQe9C
Episode 036: With our gaze fully fixed on both the beasts and the beauts, what does it take to bring our furry form forward into each magic moment? In this episode, Bess and Sandy inhabit the now—using astro and tarot to immerse with immediacy and fill the room with good-to-be-here glow. The convo covers mindfulness; paying attention; showing up; full-bodied participation; holding space; creative flow; and facing emptiness with hereness. Come closer to the cosmic current and put your hands directly on whatever's pulsating! Inside Your Cosmic Snack Pack: The Fixed Signs: Using these four elemental “heavy pours” of the zodiac to close the gaps between us and what's unfolding—digging down to the root and learning to handle the dance between absence and presence. The IC + the MC: Traveling along this spinal axis during the creative process to equilibrate the give-and-take between going inside to spark our soul's hereness and turning it out to share generously with the world right now. The Tarot's 5s: Harnessing these hungry bump n' grind archetypes to explore how patterns of having and losing live within us, and to learn to stay with cycles of emptying and filling. Hypnosis for Conscious Creating: A meditation for embracing creative nowness—returning to the making as you're making, and communing deeper with the current moment. Star Party Podcast Website: https://starpartypodcast.com Bess Matassa: http://bessmatassa.com Sandy Sitron: https://www.sandysitron.com Sound Editor, David Freund: https://www.skywolfmusic.com/
這張闊幅相片是 2022 年 6 月 20 翕--ê。視野內底 ê 彗星 C/2017 K2 (嘛叫做 PanSTARRS) 就 kah 開放星團 IC 4665、閣有明亮 ê 恆星 蛇夫座 β，做伙出現 tī 恆星滿滿 ê 銀河邊界。PanSTARRS 這粒彗星，是頭一擺 ùi 太陽系 遙遠暗淡 ê Oort 雲，行到內太陽系來--ê。伊 5 年前頭一擺去予咱注意著，彼當陣是 2017 年 ê 5 月。伊是目前為止咱所知影 活動力足強 ê 彗星內底 上遠--ê。上開始 ê 時陣，伊是 tī 離太陽 24 億公里遠 ê 所在去予咱發現--ê。彼差不多是 tī 天王星軌道 kah 土星 軌道之間 ê 距離。Hubble 太空望遠鏡 ê 觀測表示講，這粒彗星有一粒足大粒 ê 彗核，直徑差不多比 18 公里較短淡薄仔。等到 7 月 14，彗星 C/2017 K2 會行到離地球上近彼位。12 月 ê 時陣，伊會離太陽上倚。時到咱就會當用 細台天文望遠鏡 看著伊矣。咱已經會當看著伊膨獅獅 ê 彗鬚 kah 長-liù-liù ê 彗尾矣。伊這馬離咱干焦 2 萬 9000 萬公里遠，差不多是 16 光分 ê 距離。 ——— 這是 NASA Astronomy Picture of the Day ê 台語文 podcast 原文版：https://apod.nasa.gov/ 台文版：https://apod.tw/ 今仔日 ê 文章： https://apod.tw/daily/20220630/ 影像：Jose J. Chambo (Cometografia) 音樂：P!SCO - 鼎鼎 聲優：阿錕 翻譯：An-Li Tsai (NCU) 原文：https://apod.nasa.gov/apod/ap220630.html Powered by Firstory Hosting
** This is an unlocked episode. For access to full-length premium episodes and the SJ Grotto of Truth Discord, subscribe to the Al-Wara' Frequency at patreon.com/subliminaljihad. ** Dimitri and Khalid continue to STOP AT NOTHING exposing the complex geopolitical/religious intrigues at play in the Kony saga, including: the shadowy Evangelical group “The Family” and its recruitment of Museveni in 1986, Uganda receiving conspicuous amounts of (literal) USAID, Internally Displaced Persons camps as neocolonial weapon/target rich environment for Evangelicals, the overtly Evangelical 2006 documentary “An Unconventional War: How Kony and His Satan's Resistance Army were Defeated”, the importance of spiritual warfare in the Museveni/Kony conflict, the Holy Spirit Movement in northern Uganda, a leaked US embassy document describing the “American intelligence officer” spirits who guide Kony and give him SITREPs, sus Bridgeway hiring South African mercenary Eeben Barlow of Executive Outcomes infamy to get Kony, the rise of humanitarian espionage, IC working directly with AFRICOM to provide intel, Museveni launching Operation Gideon to conduct mass spiritual warfare against Kony's shrines, multiple child sex abuse scandals at Christian Youth Theater, similarities between Jason Russell and Josh Harris, Invisible Children's High School Musical/Captain Eo promo video from 2006, and SJ's plan to STOP John Train and the ghost of Michael Aquino by selling lots of red t-shirts.
The Intelligence Community (IC) is made up of 18 elements that each focus on different aspects of a common mission. Dr. Sebastian Gorka has deep knowledge of the inter-workings of the IC. In this episode of Patriot Games, Dr. Gorka shares the who, what, when, why, and where of the IC. We learn what works and doesn't work as we seek to build the Ground Fusion Center.https://www.sebgorka.com/Warpath Coffee Creating gourmet coffee is what we do, our coffee provides customers with the ultimate satisfactionStratusX StratusX is a Cloud managed Cellular router. Perfect for remote employees, tourists, and students.Support the show
Only 3 episodes of Investing in Cannabis left! Yes the rumors are true, after 7 years iC podcast is coming to an end. I need new challenges and nobody makes money in the cannabis industry. Over the next few weeks, I'll be talking more about the decision, what I learned, and my predictions for where the industry is headed. For now, enjoy the final remaining eps! This week we take a look at #Oklahoma . Although still only a medical market, a large percentage of the population hold medical cards and tax revenues have been substantial for an otherwise slow state economy. It is a tiny but mighty case for cannabis across the country. I had the chance to connect with Arshad Lasi of the The Nirvana Group. At only 23, Arshad is wise beyond his years. He has successfully grown the family business into one of the major players in OK. We talk: - vertical integration - genetics - licensing vs building brands - Taxes and what most states are doing wrong - The price of top shelf is shockingly low.
After what happened at D-Generation X In Your House, Shawn Michaels wants Owen Hart in the ring. DX won't leave until Owen shows up, so they decide to play a game of poker while waiting Hart. Vince McMahon orders Steve Austin to wrestle The Rock on Raw; if Austin refuses, he must forfeit the IC title. On Nitro Disco Inferno gets serious and he gets a shot at the TV title. Diamond Dallas Page wrestles Scott Hall in the main event, and Ric Flair sends a message to Bret Hart in regards to being "The Best There Is..."
主題書籍：《自轉公轉》 本週的經典也青春，邀請到Readmoo讀墨電子書執行長龐文真女士，為聽眾朋友們領讀日本粉領族代言人、直木賞得主山本文緒的長篇小說——《自轉公轉》。 山本文緒大學時期就讀經濟系，工作之後持續創作，於1999年獲得新人賞，從此投入專職寫作，並在2001年以《渦蟲》獲得直木賞，著有《戀愛中毒》、《有家可歸的戀人們》等暢銷代表作。 本集節目中介紹的《自轉公轉》，是睽違7年之久，山本文緒在2020年推出的長篇小說。而在本書出版後一年，山本文緒因胰臟癌逝世，享年58歲，留下讀者們無限追憶。 儘管《自轉公轉》並不符合本節目出版15-20年以上的經典準則，然而山本文緒出道35年的生涯當中，留下了眾多撼動讀者心靈的作品，重要性堪稱經典。在她的作品中，總是富含對於女性的關懷、勾勒出不同處境女性們的遭遇以及掙扎，更被譽為粉領族的代言人，引發跨世代讀者的共鳴。 山本文緒擅長描寫女性的際遇，是如何一步步成為國民暢銷作家？ 《自轉公轉》所蘊含的深意是什麼？ 本週就讓讀墨電子書執行長龐文真，為聽眾朋友們領的山本文緒留給讀者們最後的作品——《自轉公轉》。 更多精彩內容，請收聽本集的經典也青春。 延伸閱讀： 山本文緒 作品 電子書 https://readmoo.com/contributor/34476 經典也青春EP354：蔣亞妮談山本文緒的《渦蟲》 https://podcast.readmoo.com/ohclassics/detail/20211202 經典也青春 EP11 ：李金蓮談《泰芮絲的寂愛人生》 https://podcast.readmoo.com/ohclassics/detail/20200423 經典也青春EP343：李靜宜談向田邦子的《女人的食指》 https://podcast.readmoo.com/ohclassics/detail/20210916 經典也青春EP283：楊憶慈談張愛玲的《小團圓》 https://podcast.readmoo.com/ohclassics/detail/20200723 經典也青春EP289：陳芝宇談吳爾芙的《燈塔行》 https://podcast.readmoo.com/ohclassics/detail/20200903 本節目由 IC之音竹科廣播與 Readmoo讀墨電子書 聯合製播。 「經典也青春」網站：podcast.readmoo.com
Join me in this episode as I chat with Randy Kern, CTO at Marqeta about “bringing quality to your technology and your teams”. From code quality (Randy is a fan of strong typing and static analysis) to the value of early mentorship and the benefits of spending longer as an IC before moving to the management track. We also chat about what quality is in architecture, operations, and teams. It's a great, wide ranging discussion with some fun takeaways for any engineering leader.PARTNERThanks to our partner CloudZero — Cloud Cost Intelligence Platform. Control cost and drive better decisions with CloudZero cloud cost intelligence. The CloudZero platform provides visibility into cloud spend without the typical pitfalls of legacy cloud cost management tools, like endless tagging or clunky Kubernetes support. Optimize unit economics, decentralize cost data to engineering, and create a shared language between finance and technical teams. CloudZero helps you organize cloud spending better than anyone else.Join companies like Drift, Rapid7, and SeatGeek by visiting cloudzero.com/ctoconnection to get started.
Anna Spearman is the Founder of Techie Staffing, which connects high-quality technology talent with high-caliber clients. Chad talks with Anna about founding and growing the company, immediately after graduating college, during a pandemic, reputation building, and facing skepticism around her lack of track record in recruiting, and finding and providing talent for clients as a white-glove service. Techie Staffing (https://techiestaffing.com/) Follow Techie Staffing on Twitter (https://twitter.com/StaffingTechie), Facebook (https://www.facebook.com/techiestaffing), Instagram (https://www.instagram.com/techiestaffing/) or LinkedIn (https://www.linkedin.com/company/techie-staffing/). Follow Anna on LinkedIn (https://www.linkedin.com/in/annaspearman/). Follow thoughtbot on Twitter (https://twitter.com/thoughtbot) or LinkedIn (https://www.linkedin.com/company/150727/). Become a Sponsor (https://thoughtbot.com/sponsorship) of Giant Robots! Transcript: CHAD: This is the Giant Robots Smashing Into Other Giant Robots Podcast, where we explore the design, development, and business of great products. I'm your host, Chad Pytel. And with me today is Anna Spearman, the Founder of Techie Staffing, which connects high-quality technology talent with high-caliber clients. Anna, thanks so much for joining me. ANNA: Thank you so much for inviting me, Chad. CHAD: In theory, at the surface level, Techie Staffing is probably fairly straightforward in terms of what you do. But I'm curious how you got started. ANNA: Yes, of course. So I can't believe I'm saying this, but it's been two years. Two years ago, I was, during that time, attending the University of Virginia, where I was majoring in computer science with a minor in entrepreneurship. And in the spring of 2020, I was planning on coming back home to...I was born and raised in Los Angeles, and I was planning to come back home for spring break. And I was finishing out my second semester of senior year. So I was planning my [chuckles] victory lap of going back home, taking a little bit of a rest time, and then coming back to UVA to finish my degree, graduate, and move on to a new job in Los Angeles. But unfortunately, as my plane was landing in Los Angeles, we kept hearing about COVID. And so the pandemic hit in the middle of my spring break. And during that time, I had to finish my second semester of senior year remote. It was very stressful, but when I finished the degree, I was so fulfilled. But unfortunately, there was a rapid dwindling of entry-level tech and product roles. I initially either wanted to be a software engineer or a product manager or be a software engineer that transitioned into a technical product manager. But unfortunately, once the pandemic hit, companies weren't willing to ramp up entry-level talent. Companies didn't really know what was going to happen in the future, and everybody was remote. So it was just a really confusing time. But while I was searching through different job boards trying to find new opportunities, especially entry-level opportunities, I found just a wealth of senior tech jobs, specifically with companies that were thriving due to the pandemic. During that time, companies like Peloton, Discord, Zoom, they were all soaring due to the pandemic. So I had heard about contingent recruiting in the past. My biggest dream for a new opportunity for myself graduating out of college was just to learn something new every day because I've always had a very much an interdisciplinary background. I've never been able to stay in one area. I've always loved to try different things. So with a little bit of a background recruiting at a past summer internship as well as wanting to utilize my entrepreneurship minor...I'm actually a fourth-generation woman entrepreneur. So definitely, growing up, creating my own business was my dream. So really, that was my main goal. I thought I was going to transition from a current role into entrepreneurship, but I had my back against the wall. So I just thought, why not start now? So I created Techie Staffing, a technology staffing agency specializing in direct hire placements nationwide. I basically had my virtual graduation; then I took a week. And then, I got started creating the website, establishing the business paperwork, as well as developing strategic partnerships with senior technical recruiters that had full candidate pipelines to fill incoming job requisitions. And I basically started off with nothing. I had no contacts, no network, just nothing at all. And I was really starting just fresh. So I really had to really spend a lot of time networking and developing relationships as well as just learning and mastering full lifecycle recruiting, especially with engineering since there's such a supply and demand issue for software engineers. So you're just consistently following up and contacting people that could potentially be interested in your companies. But it really blew up. As I was establishing everything in 2020 from summer to the end of 2020, it was 2021 when it really blew up where I contacted this founder during the time they had raised a Series B 50 million, which was amazing, and they were going through a hiring sprint. So we got connected fairly quickly. And with just great team synergy, we were actually able to place five people in one month, and it was frontend, backend, and full-stack developers. So that really jump-started Techie Staffing. And then after that, we worked with...we're now working with Fortune 500 companies as well as high-growth startups and really building a diversified portfolio, and we're also a certified woman-owned business which I'm so proud of because there aren't really a lot of women or even just women of color that are founders. So I was really happy to get that certification, really proud of that as well. I always say all the time to everybody it's super stressful, but it's so rewarding at the same time. And I do believe that it's honestly, you know, I know the pandemic has been super hard on people. And it's been such a change and such a shift. But there is still a part of me that is so grateful for making that pivot because I really found something that I feel like I really enjoy doing every day. CHAD: That's great. I really commend you on everything you've done so far. And I'm excited about what you're going to do in the future. You now have grown where you're multiple people on your team. ANNA: Yeah, so we actually hired two new people fairly recently. I did have one direct hire recruiter working with me. So now it's officially a team of four. I did develop the strategic part. I do still have some strategic partnerships as well because on that part, at first, I was partnering with recruiters that were independent, so who were a little bit more entrepreneurial so that we could split the placement fee. But it's still better to just have full-time employees. I'm so excited to have two new additional hires, and it's still new for me. So I'm really looking forward to growing together in terms of growing Techie Staffing and growing into being a full life cycle recruiter because it wasn't that long ago when I was in that same exact spot. And it's so amazing. It still blows my mind to this day how two years ago, thinking about interviewing candidates or selling to clients, and now what I've evolved in. It's been absolutely amazing. So I'm so happy to see their journey and seeing them transition into being technical recruiters and also making a pivot in their career as well, which that's still blowing my mind a little bit. I'm sure you know founding thoughtbot and really building that from the ground up. So it's just amazing seeing that infrastructure. It just really brings a brighter future as well. CHAD: So what kind of people do you look for when you're looking to add to your team? Are you bringing on people who have experience with recruiting? Or are you bringing on people who are transitioning into it? ANNA: I would say for Q1 and Q2 of 2022 and even a little bit beforehand, since there was a surge in demand for everything and tech companies were just scaling like crazy, there was very much a competitive market for recruiters, specifically technical recruiters. Because that's what companies were really looking for to scale their engineering and product teams. So it was very, very competitive to recruit for a technical recruiter. So now you see agencies now who are hiring people who can have the DNA for a technical recruiter but not necessarily have direct experience, which I think can be really, really cool. Because like I said, like two years ago, I knew absolutely nothing, and now I feel very much confident in the full life cycle. So I think that's really cool to have people be able to pivot into a really cool industry where you're really learning something new every day, and you're speaking to really interesting people. We specialize in senior up until C-suite, so yeah, learning from people who are senior all the way up to Director, VP. So it's really interesting. So when I was approaching hiring, I really wanted to find someone who had that DNA that can potentially transition to being a technical recruiter. And that DNA would be, you know, it doesn't have to be personality but just really interacting with engineers, just maybe being a self-starter. I would say great communication, and lastly, I would say just really hungry. Yes, I would say hungry. Because if you're really hungry and you're really willing to learn and be open, so openness as well, then you can really understand the rules or just the lifecycle and the process of being a recruiter, and then you can change people's lives. I actually had one...It was about a year ago, I was working with a Fortune 500 company, and I recruited this guy, and I led him through the process. And it was about maybe a month later when he told me I had basically changed his life. Him and his family were now moving to Atlanta, and it was a new role, and it was just a fresh start. And he was just telling me how appreciative he was of me, and so that really hit home. So I think for those two new hires, I'm so excited to have them get super engaged and be able to change other people's lives as well under the Techie Staffing name, of course. CHAD: You mentioned early on that you're contingent recruiting. So correct me if I'm wrong, but that means that you get paid when you place somebody, when someone gets hired from the company that hires them. ANNA: Yes. CHAD: But then you also mentioned that these people who you're bringing onto your team are full-time. So how does the compensation structure typically work for them? ANNA: Oh, compensation, we have them on salary, but they do have commission. So we wanted to really give; like I said, I want us to grow together. So I do provide commission for each placement they'll place just to really provide incentive. Like I said, it's so early. I want us to think of each other just as teammates and a team because we're all building towards the same goal. So just really wanted to provide incentives where they're really feeling like they're almost owning it full life cycle as well. Because like I said, it's early on, and these can be really strong pillars in the future. So there is salary, but there's also that commission as well to just really provide that incentive. And I know for me personally, incentive can be awesome, so definitely trying to provide that motivation and having them really feel like they're an integral part. CHAD: What's the harder part of your business? Or are they equally hard, finding new clients versus finding people who want to work with you on the candidate side? ANNA: On the business development side, I would say it was harder perhaps in the beginning because I just so was starting with nothing, really. I had just graduated from college. And a lot of agency owners they previously have maybe worked at a really cool tech startup, or maybe they've been working on their agencies for the past 5 or 10 years. They have previous years of experience, but I didn't have that. So I had to convey another method of just really networking, really meeting people, and just really knowing my stuff and having a handle on it. I know maybe a lot of people say, like, just fake it until you make it because then once you make it, and then you get that experience, then you can transfer that experience to new experiences as well. So at first, it was really just building myself up and building the Techie Staffing brand so that we could acquire those clients. In terms of the candidate side, I would say Techie Staffing, and one of the things and part of our brand that we love to portray is that we are the agency that has the companies with the best employer branding. Because like I said, with the supply and demand issue for the software engineers, it is so competitive to attract them to new opportunities. There are just so many companies that are contacting them multiple times a day. So there has to be at least a little bit of a shine or a little bit of a differentiator for companies that you're recruiting for. So we actually specialize in companies that are Series B and above that do have that established employer branding where engineers are really interested in joining that company, so that's just the thing. It's like really having companies that have strong employer branding and being able to follow up. Follow-ups are really, really important when it comes to engaging engineers because, like I said, it's just a super competitive market and just trying to provide them a great white-glove experience. There are some agencies that fall a little bit too close to the client-side where the client is always right. And there are some that fall too much to the candidate side where the candidate is right, but we really want to be a balanced middleman where we're just trying to find the compromise and find the best solution for everybody. So that's the real important part of it of just really providing them with a great experience and showing them that we care and that we're rooting for them. Because it sometimes does surprise me when candidates can be a little...maybe this is a part of me being new. But that's kind of an advantage, too, because I'm still paying attention to detail. That's where my computer science major comes in. It's like constantly trying to stay in tune with candidates and what they need, so just trying to provide a great experience in general. And I'm sure you feel that way with your clients. You're a consultancy as well where you're trying to be B2B and contact these different companies. So how do you conduct business development and really differentiate yourself? CHAD: We focused a lot on reputation building, so blogging, creating open source so that we don't need, fortunately, to cold contact people. And when we do, we're fortunate enough that they might already know about us. And so it's an easier conversation to have because they may already be reading our blog, or they may already be using some of our open source in their product. And so it becomes an easier conversation to have. But the majority of our clients actually come to us when they have a need because we're fortunate enough to have worked to be at the top of the list. ANNA: Definitely, yeah. And I'm still doing that, just reputation building. With one of our Fortune 500, we're doing incredibly well with them to the point where we're filling their pipelines, and we have majority of our candidates in their pipeline. So that's what we're really working on right now is just consistently...and I know like with any business, you have to just constantly build that reputation. So I especially just try to provide a great experience for candidates because they can also be hiring managers as well, so just really providing that white-glove experience. And also, a cool differentiator we always like to showcase is like, I'm a computer science major. And actually, the two people that I just hired have a tech background. So it's not like tech is entirely foreign to us. We've engaged with programming languages. We've coded projects. So we do have some form of understanding when it comes to certain technologies or certain projects that certain engineers are working on. And that's what really gets me excited to speak with engineers because it's so cool and interesting hearing about them working on their projects and working on projects that directly affect me and the products that I'm interacting with. So it's so cool to hear about their...I can understand a bit. And so that's another thing we have with Techie Staffing is really finding people who have a bit of a tech background so at least they have a little bit of knowledge or an understanding of what projects and can be able to really share and convey that to clients that are looking for this talent. CHAD: You mentioned it's a really competitive market now. And as a company who probably has multiple clients, how do you minimize or how do you deal with the potential competition for the limited supply among your own clients? ANNA: Among my own clients, I will say that right now we don't have...for the roles that we're working on for each client, they're not very similar or too, too similar, which is a good thing. We would like it in the future where we could have the same role, but we can understand how that can be a little tricky as well. CHAD: And how do they differ then? Are they differing by the technology experience that they're looking for or the sort of level of the role? How are they different? ANNA: It could be technology, difference of the role. So, for example, for a Fortune 500 company that we're working with, we'll work more with UX, data science, data science roles, as well as...so UX, data science. And then for high-growth startups, mostly with them, they're really looking for back-end engineers, but overall just engineering so frontend, backend, DevOps. We are working potentially to do engineering or more engineering-heavy for our Fortune 500 companies. We have recently been working on a VP of engineering. So for Fortune 500 for now, we've been working more with leadership roles especially, and for high-growth, it's been more engineering IC. But we would like to transition that in the future to have it kind of...or have roles that maybe some candidates could go to this company, and some candidates can go to that startup. And then another differentiator could be or what makes our clientele different from each other is for high-growth startups, especially for engineering ICs, they're really looking for candidates that come from high-growth startups who just understand the current company where they are, and how they're scaling during that period of time around that series B and series C. That's the time to really scale. And Fortune 500 companies they can be open to startups, but for the most part, especially sometimes for leaders who need to have a certain amount of direct reports, they're more looking for people from larger companies. So that would be one way to kind of separate it and so we're not having candidates almost be where they have to compete with candidates within our own company. Because with the difference in the leveling of companies, there's just a difference in what kind of candidates that they're looking for. Mid-Roll Ad: Are your engineers spending too much time on DevOps and maintenance issues when you need them on new features? We know maintaining your own servers can be costly and that it's easy for spending creep to sneak in when your team isn't looking. By delegating server management, maintenance, and security to thoughtbot and our network of service partners, you can get 24x7 support from our team of experts, all for less than the cost of one in-house engineer. Save time and money with our DevOps and Maintenance service. Find out more at: url tbot.io/devops CHAD: When I was first starting thoughtbot, I really felt like I needed to take every client that we could get because we were just starting out. We needed to make money. We needed to build a reputation. And so, I felt like we needed to say yes to every client. Over the years, I learned that that was actually watering us down, and it made us less successful. And the more we were clear about who we were, and what we did, and what clients we were best for, the more successful we were. Have you gotten to the point where you needed to turn down clients? ANNA: Because I do such targeted biz dev, we will contact companies that we personally want to work with. But I will say in the beginning, there were some companies that were a lot smaller that, just like you said, you just felt the need to want to rack up a client list. And you just are ready to go and wanting to work with someone. It really motivated me to really take a look and really go deep into the type of clients that we want. So, for example, really, really early-stage companies can have a really, really hard time hiring because, like I said, employer branding is so, so important. And so usually what they'll have is maybe like mission, but they won't really have salary. Or they won't really have the employer branding of the company of candidates either knowing about the company or being able to search the company really quickly and seeing the platform that the company is building and seeing how strong it is. So it's really, really hard to recruit for those stages. I mean, it is possible, but it's just really hard. And then at the same time for these early-stage companies, they really want to, which I totally understand, you know, when you're having your probably 8th, 9th, or 10th engineer and being on the founding team, you really want a strong engineer because that's your platform, that's your baby. You don't want anybody that, you know, it could potentially maybe cause problems, or they really want somebody there they can trust. And so it's hard, you know like I said -- CHAD: But they might not be able to afford that. [laughs] ANNA: Yes, they might either not be able to afford it, or they also cannot interview fast enough in order to just get the offer in their hands. Because I understand they really want to have them speak to the entire team and have them have an in-depth process because it's very much an important role. But these candidates and startups are moving so fast right now where I will speak to a candidate one day, and he or she or they'll probably say, "Oh, you know, I'm passively looking. I'm not really actively looking." And maybe a week and a half to two weeks later, they're like, "Oh, I actually have two offers in hand." So it goes really, really fast versus earlier stage; it can just go a little bit slower because they're just really taking the time to go more in-depth and see if this prospective candidate is the right fit, which is totally understandable. But it was just really hard for us as contingent trying to find that candidate, that perfect candidate for them as well as trying to keep candidates warm and keep them interested when some companies just have like mission. So now, in the future, I've just really, like I said, Techie Staffing, we specialize from Series B and above. And I really just make sure during business development exploratory chats that I'm really going in-depth and making sure I understand the roles that they're prioritizing their time to hire. So if they have a long, long interview process and a really, really low salary in terms of the competitive market, then I may not be as interested in that startup as opposed to another startup whose interview process timeline could be about a week and a half to two weeks. And it doesn't have to be absolutely amazingly competitive base salary but just a fairly competitive salary with a great timeline for time to hire. So that's been my way of just condensing or just being a little bit more pickier in terms of clients in the future. Were there any certain clients for you where you started working with them, and you were like, "Oh, maybe I shouldn't have," that's now caused you to be a little bit more pickier for clients in the future? CHAD: Part of it was the kind of work. So we really wanted to be writing software. But just starting out, I also had a background in sort of IT support. And so, when I was reaching out, particularly to past clients, they might say, "You built our website. Now can you help us with purchasing a computer or setting up a computer network in our office?" I felt compelled to say, "Yes," because I felt like we needed all the work we could get. But by doing that work that wasn't really what we wanted to be doing, we were not only less happy in our work, but it was taking time and attention away from the work that we really wanted to be doing. The other was values and practices, which took a little bit longer to form a real understanding of what our values were and the practices that we believe in. But now there's a pretty clear list of the kinds of companies that...what we say at thoughtbot is that we want to work on things that deserve to exist in the world. And so there's a whole bunch of industries that they might not even be actively doing harm in the world, but they are the ones that we wouldn't work in. But even if it's just not a positive contribution to the world, it's probably not going to be something that we're excited to work on. ANNA: That's been an exciting trend, actually, to speak with engineers about. I've started seeing that trend where engineers are saying, "I don't want to create anything evil," or "I just want to do good." And that's been a really awesome selling point for some teams. It definitely is a cherry on top where engineers are really looking for social impact. And the cool part is they have so many opportunities that are coming towards them that they can really pick and choose which one. So to find people who are really looking for social good and just really mission-driven products is amazing to see. And I'm really happy with the work...I'm actually working with a data science team for AI ethics. And that's been really interesting hearing some people talk about their projects and hearing about how data can really not only just strengthen bias but also can just really produce results that can harm certain groups of people, which is so interesting. And it can be something so, so small that I haven't even noticed at all, but that can lead to a big difference. CHAD: Yeah, we've had several episodes about that. ANNA: And it's amazing. And it really is just a huge difference with something so small. And as a woman of color, I'm always aware of what's going on in terms of just ethical practices or just fairness and seeing bias. But in terms of data, seeing something so so small can affect just a whole group of underrepresented people is just amazing to see. But it's also amazing that people or data scientists are now aware of it, and now they're changing it so that it no longer...at least they'll be able to alleviate that bias. CHAD: I want to ask a little bit more about that, and then I want to talk about some market trends. But if you're comfortable, I'm curious; you already mentioned you were just out of college when you were getting started. So there was skepticism around your lack of track record in recruiting. And you've mentioned that you are a woman of color. And so I think as engineers, as people in the market, we probably have this image in our head of what a typical recruiter looks like in terms of attitude, and values, and demographics. And you don't fit that mold in almost any way, basically. Is this actually a positive for you now, or is it actually still hard? Are there companies that are actively seeking out to work with you because they want that different approach? Or are you still facing that skepticism? ANNA: I'm still facing that skepticism. I actually created Techie Staffing around the time of summer 2020, where Black Lives Matter, where George Floyd happened. And it was really interesting because I was entering the corporate workplace. I went to a really wealthy private school in Los Angeles. And I went to the University of Virginia. So I survived two PWIs which means predominantly White institutions. So I thought I had not seen it all, but I thought I had maybe experienced those experiences of bias and understood it a little bit more. But when I went to the corporate workplace and the diversity inclusion campaigns were happening, it was just really confusing because it's hard specifically for engineering and product specifically because it's so new that there is a really, really hard time to find diverse talent. That's why I honestly believe that it's just really trying to educate underrepresented communities to understanding all of the different diverse types of roles and opportunities that you can encounter in the tech industry so, for example, like UX, UX design, UX research, data science, machine learning, all of that. So I think I was more contacted or maybe was engaged in business development companies who were looking for me to do diversity which I think it kind of...and I am such a huge proponent for diversity. But it also kind of had my heart drop a little bit because I just felt like people were contacting me because of who I am instead of just thinking like if it was just any other agency, would I be contacted specifically for that? It was more just for exclusive searches, which can be very, very hard for products and engineering. I think in diversity and inclusion, we really need to focus on different departments and the different problems that underrepresented communities encounter with different departments. So it was just really hard, but in terms of companies contacting me because I am a woman of color owning an agency, no, that didn't really...and it's never really helped. I do wear it as a badge of honor because, like I said, I started out with nothing. So to start out with nothing and have to fight through everything to sit at the table and create something is amazing. My background didn't really help me. It was really just me, just constantly contacting people. And I was prepared for this because, in my entrepreneurship minor, they said, "You're going to encounter a lot of nos," and so I did. I encountered so many nos, but eventually, I was able to turn those nos into yeses. So now that I turned some of those nos into yeses...and I'm still encountering nos, but I still keep going and still building and building. And now I do feel a sense of pride now two years later where it is like, wow, I really did have to fight through to make it, and that's where I hold just a huge sense of pride. But no, it was not my background that really...the only thing that my background was maybe appealing was thinking like, oh, okay, I think you can do diversity and inclusion, which I don't want to be profiled in that way. I just want to be a founder who happens to be a Black woman instead of a Black woman founder. And so, I don't want to be contacted to feel like my race is a part of it. And that was interesting in the corporate workplace, especially when I was trying to navigate different, you know, how to speak, how to build rapport, or how to navigate corporate workplace conversations. And that's very hard to do with diversity and inclusion because you're fighting with, like, that's racism and misogyny. That's something really deep-rooted, and that has been here for years and years. So it's a really heavy, heavy topic. And that's not some really, really heavy topic that you really want to bring or a lot of people don't really want to bring into the workplace. So that was just hard to encounter. But overall, I so, so support diversity and inclusion. And the cool part is because I have this awareness and I know that diverse teams are better teams, whenever I'm sourcing, or one of my recruiters is sourcing, I'm just making sure that they have that in the front of their mind, and they're just trying to diversify their candidate pipeline as much as possible. CHAD: Well, taking it from the candidate side of things, I, unfortunately, I'm of the belief that the hiring process is really ripe for extreme, subtle unconscious biases or conscious ones even to have an impact on the hiring process. So, how have you navigated that on the candidate side? I'm sure you don't want to say anything negative about any of your clients. It's not about, oh, this company is racist. But I think do you agree with the premise that the hiring process at a lot of companies is ripe for some bias to creep in? ANNA: Of course. I mean, all of the time. And the part that's so, I would say, scary about it is that bias is something that you feel. It's not really tangible. You can't really grab it. I mean, it can be in writing, and [laughs] there has been stuff in writing. But it's very much kind of yeah; it's non-tangible. So it's hard to really call it out specifically of like, hmm, this candidate I don't know why all of a sudden nice to haves become must-haves. Why is there a shift? Like I said, there are different problems with different departments, but there are also different problems in terms of leveling systems, so leadership roles versus individual contributor roles. There can be a little bit more, you know, maybe there's a little bit more openness on the IC side, but with leadership, it can get a little interesting sometimes. But the hard part is it's not really tangible. So I really have to give it to diversity like DEI specialists because to have to navigate those conversations and really articulate a non-tangible thing is so, so complicated. So there are tangible things you can do, like having a diverse panel. But what happens if the company doesn't even have the numbers for diversity to have that diverse panel in the first place? So it can get really complicated in terms of trying to navigate the bias within the interview process, and we do try to do our best there, just trying to provide on our side because that's all we can do. It's really up to the companies in terms of their interview processes and how they are going to change it or maintain some stages. But for us, we're just trying to just submit diverse talent and really just try to provide that white-glove service for them and hope that that bias doesn't seep in. But like I said, it's such a heavy topic. And like I said, with corporate workplace politics, it can be so fragile and really interesting. So it's just hard to really take that and understand where it comes from or being able to even verbalize it. So that's where it gets really interesting. And so, I do hope that in the future, interview processes are changed where there is able to be a diverse panel, or there is a way to really be able to understand that bias. Because like I said, it's very complicated. And we don't want to claim that any company is specifically racist, but it's just understanding bias and maybe why there's a difference for one candidate versus another candidate, which can be really interesting. CHAD: I think the first part is recognizing that everybody has biases, and it could be anything. It could be, well, what happens when you come across a resume of someone that went to the same school that you did? What happens to that resume, then? And does that subtly influence how you review that resume? It has nothing to do with their race or the color of their skin or anything. So those biases can creep in, and you need to decide as a company is this something that actually matters to success at the company? Is this something that we want to be using when we make hiring decisions about who gets that first interview or who continues on in the interview process? For us, we've decided it's not, so we have a completely anonymous screening process where we don't even show the names of schools. We don't show the names of the companies that you worked at previously. We only show the positions that you held at those companies because we've decided that whether you have a degree or not doesn't matter, and the companies that you worked at previously don't matter. It's what you were actually able to do with that experience. ANNA: Oh yeah. I think that's actually amazing. That's a really great way of doing it. I always just try to tell hiring managers also to just open that candidate pipeline as much as possible because the number one way to really understand someone isn't really through just a piece of paper. Yes, we want to make sure that the resume is at least a bit aligned. And they have, if it's an engineering role, for example, the right tech stack or maybe the right technologies or the right kind of projects that they've worked on. But other than that, you'll be so amazed what can happen when people just hop on a call with each other. You can really find just that hidden genius in people. So usually, when it comes to just diversity, it's like just hopping on a quick call with someone, anybody. Like you said, there are so many biases, but just being able to talk to them and see them as a human being can really just surprise you and surprise everybody. So really just, I always say just find that hidden genius through engaging with someone. CHAD: Yeah. So you've mentioned time to hire is a really important thing moving quickly in today's market when candidates have a lot of opportunity. What are some other ways, either trends or things that are happening in the market or things that you see changing? ANNA: Well, honey, I'm sure, as you know, there's been a huge amount of layoffs that have happened. Like, recently, about 17,000 workers were laid off from more than 70 tech startups globally in May, and that's been about a 350% jump from April. So I will say it's just due to inflation as well as just the slowing of demand. Startups right now are just really trying to just cut corners and just really trying to just hone in on their runway and their burn rate. CHAD: Are the candidates that are being laid off finding new work quickly? ANNA: I'm not sure because it depends on the departments. We're working with engineering mostly in product. So it's really funny because as we are tracking the layoffs, we will contact candidates to see if they're interested in another opportunity. Because fortunately, for our client list, we haven't had anyone have a massive amount of layoffs which has been...we're so happy about that, fortunately. But we've actually contacted engineers. And it's amazing how strong the engineering department is. It does not seem like they really are...that's not a department where there's like significant layoffs because they just have to uphold that platform. So yeah, so it still is in terms of engineering surprising with all these layoffs. It still is just very much competitive because even the people who have or the companies that have encountered a large amount of layoffs those engineers are still wanting to stay or don't...there are some that may feel the need to depart at a certain point. But for the most part, they are staying. But in terms of how quickly, I'm not entirely sure in terms of for people that are laid off how quickly they are being hired because this is also within early-stage startups or not early-stage; they also have Fortune 500s too. But yeah, I'm not sure about that part. But in terms of engineering specifically, the jobs are still just growing. The projected growth rate for software engineers is like 22%, and data scientists is 22%, as well as web developers is 13%. So fortunately for us, as an agency who primarily specializes in engineering, there hasn't been a huge difference. But like I said, specifically with engineering, that time to hire is still super important because these candidates are still encountering offers quickly. And it's just a way to be competitive because if you're just the first offer, you're the first offer in their face instead of, let's say, they have two offers from another company and you're like at the last offer. It's such a big difference there. CHAD: Are you seeing a lot of remote positions versus in-person positions? ANNA: Yes, remote is still going strong. I have seen that now there is a little bit of a trend of some startups or companies where you know because I research companies every day...I'll go on Crunchbase, Morning Brew, VentureBeat, TechCrunch, Built-In. I'll go on all of the websites, and I'm seeing who got a fresh new round of funding or who's highly growing, or any new products that companies are offering. CHAD: You're seeing some companies say that they're hiring hybrid or in person. ANNA: I am seeing that on startups and companies' career pages, once they've acquired a new round of funding or they're scaling, that on the job boards, you'll start seeing only the headquarters, so just San Francisco or just maybe Boston instead of remote. So it's been a little bit more of a quiet transition because I remember when bigger companies were announcing it like, oh, we're going to transition in the office in February of 2022 or December of 2021, then there would all of a sudden be a mass exodus of people who were seeking remote opportunities. But I do still feel that remote is still going strong, especially for high-growth startups, you know, yeah, still going strong. There is the option of hybrid. With these engineers that do have these choices, 100% remote is really becoming a great selling point. I mean, I don't even know if it's really a selling point but just standard now. CHAD: So that's what you're hearing from candidates. Candidates want that. ANNA: Definitely, candidates want. There's been plenty of candidates that we've interviewed where they've said in terms of their...because we'll ask them what would be their motivation for considering other opportunities and potentially leaving, and then they'll say, "X company is anticipating us to transition into the office, and I just don't want to do that." Their commute may be an hour, and that can be two even maybe three hours out of your day where you're spending your morning driving and then spending your evening driving. So people just prefer to be remote. Or people are located now in the Midwest. They're going back to their hometowns where they're able to instead of like these big metropolitan cities where now it's really hard to afford a house, so they're going back home and being able to enjoy their family there. So definitely it is a standard and people are really interested in it. And for companies that are having employees transition back into the office, we've consistently heard that there's just a mass exodus of people leaving. CHAD: What have you seen compensation do over the last year-plus? ANNA: I would say for compensation, I mean, in my personal opinion, when it was super competitive, it was definitely increasing. Now I feel like we're working with a Fortune 500 company, so compensation hasn't really been too, too much of a problem. So yeah, it hasn't been as competitive. But I do remember when it was maybe around Q1 and Q2 2021 where there was almost this great rehire. And everybody was scaling, and demand was soaring where the salaries were just like, it just increased or were just consistently increasing. We were just so shocked at what some software engineers were making. But now, it seems to have potentially tamed a little bit. It's not as high as it probably used to be because we were working with that series B Company and their salaries were pretty good, pretty competitive. But all of a sudden, with the demand soaring and these engineers, it started getting even more competitive. Then that's when all of a sudden, you know, the first few placements were fine. And then, all of a sudden, each candidate, like I said, they would say they were passively looking and then the next week... And this startup their time to hire was actually really great. But even with this competitive market, it was still hard because, like I said, a week later, they would already have an offer. And their salary would probably increase like 20,000-30,000 from their initial target base that they were seeking to now what they were being hired from other companies. So it would definitely increase. But I haven't seen that recently as much. CHAD: Yeah. I think also the trend to remote changed compensation, too, because it leveled it out. There were people who if you were trying to find a job in Kansas and you were going in an office, that market is very different than the U.S.-wide hiring market. But now, candidates are on the U.S.-wide hiring market. And I think that that brought up the lower end of salaries. ANNA: Oh yes. Because at first, it was like okay, we can look for...it was 100% remote, which was great, and so they were like, we can look for people in the Midwest. But during that time, companies were paying San Francisco and New York salaries, and they were offering those salaries to people who were located in Kansas and Iowa. So you would have engineers who were deep, deep in the Midwest who were asking for in terms of target for those metropolitan city salary budgets. And they would get it, which I think is great as well, just they are doing the same work as someone who is located in San Francisco or in New York but maybe with less overhead, of course. But it definitely was a little bit more of a challenge. And you can no longer assume that somebody located in the Midwest that may have lower salary bands aren't at those metropolitan city salary budgets now. CHAD: Anna, thanks much for stopping by and sharing with us. I really I'm impressed by what you've accomplished so far. And I'm excited about what you're going to be able to do in the future. ANNA: Thank you. Thank you so much, again, for inviting me. I had a great time speaking with you, and it was so interesting hearing about your time being a consultancy. Because I know being an external vendor, it's really interesting interacting with clients when you're not internal. So that was really interesting hearing about the difference of clients that you're encountering at first versus now. CHAD: Yeah. If folks want to get in touch with Techie Staffing or get in touch with you, where are the best places for them to do that? ANNA: So in terms of contacting me, I'll say the best way would be either our website so www.techiestaffing.com. Or you can contact me on LinkedIn; my name is Anna Spearman, A-N-N-A S-P-E-A-R-M-A-N. I'm always active on LinkedIn. So if you're seeking a new opportunity either on the candidate side or either meeting, help and engaging Techie Staffing as a scaling company to fill your engineering, design, UX, and product roles, you can contact me on LinkedIn as well as filling out the forms on the Techie Staffing website. And we also are on Twitter @StaffingTechie. So definitely contact us, and we'd be happy to hear from you. CHAD: Wonderful. You can subscribe to the show and find notes and a complete transcript for this episode at giantrobots.fm. If you have questions or comments, email us at email@example.com. You can find me on Twitter at @cpytel. This podcast is brought to you by thoughtbot and produced and edited by Mandy Moore. Thanks so much for listening, and see you next time. ANNOUNCER: This podcast was brought to you by thoughtbot. thoughtbot is your expert design and development partner. Let's make your product and team a success. Special Guest: Anna Spearman.
天使投資是投資的一種形式，最早源於紐約百老匯，用在那些最早投入特定劇本與劇團的富商，在八零年代後開始於美國普及。天使投資人通常是產業界中具有一定經歷和影響力的投資者，對具有巨大發展潛力的新創企業，直接給予關鍵的投資。 由於天使投資所面對的是非常早期的企業，因此投資也往往伴隨必然的高度風險，因此也出現了全新的模式：「天使投資俱樂部」和「群眾天使投資」。天使投資俱樂部集合了眾多會員的資源，相互幫助，尋求案源也相互分享經驗，讓會員之間能夠有所交流。 天使俱樂部很多是知名大學或是組織所發起的，相當仰賴由校友或會員所形成的人脈網絡，這樣的人脈網絡某種程度上確保了天使投資人與新創企業間有較為相同的價值觀，減少磨合的時間。 你也想要了解天使俱樂部、群眾天使投資與SPV架構嗎？那務必收聽這集的《矽谷為什麼》。 討論大綱: ✅ 參與天使俱樂部是甚麼樣的體驗？ ✅ 美國名校的天使投資俱樂部的有趣體驗。 ✅ 甚麼是群眾天使投資？ ✅ 甚麼是SPV架構？ ✅ 天使投資的方向與目標？如何出場呢？ ============ 主持人介紹： 詹益鑑 IC 工程加商管背景。2004-2019 在台灣經歷三次創業、四種產業、五家創投，曾任 AppWorks 合夥人、BioHub Taiwan 助執行長、Startup Genome 台灣新創生態系大使，2020年初旅居矽谷，並於 2021年加入互貴興業擔任策略長，從事數位醫療與生醫產業的投資併購和國際市場開發。 Dr. IC 粉絲頁: https://www.facebook.com/dr.ic.page/ 謝凱婷 KT (矽谷美味人妻) 「矽谷影響力基金會」執行長, 亦是天使投資人, 創業家和料理作家，目前定居在矽谷，社群媒體追蹤數超過100萬人以上。「矽谷影響力基金會」有計畫的推動台灣人在矽谷科技界的活動和新創投資。 以慈善為目的，幫助台灣和矽谷連結，推動更多台灣人在美國的發展。創辦的美味生活HowLiving是全球華人料理家居網站，製作超過三千集的料理影音和直播節目，在華人料理圈有廣大影響力和知名度。曾擔任長榮集團媒體公關，國際企業產品經理，並接受過百家中外國際媒體專訪。 擅長社群行銷、數位內容、KOL孵化，協助許多台灣和美國公司進行數位轉型計畫。 矽谷美味人妻 FB: https://www.facebook.com/kthu1031 美味生活 全球華人料理家居平台 www.how-living.com ============ 歡迎與我們討論 「矽谷為什麼」 FB粉絲頁 bit.ly/39xLlDR 「矽谷創新趨勢交流平台」社團 bit.ly/3oBAFvM ============ 在這邊也能收聽到我們的最新節目唷！ Apple Podcast→ meetstartup.pse.is/QEX8Y Spotify→ meetstartup.pse.is/RFBKL Firstory→ meetstartup.pse.is/3fzp96 SoundOn→ meetstartup.pse.is/QQX2G Youtube→ meetstartup.pse.is/3e6f38 Castbox→ meetstartup.pse.is/QHQL6 ============ 感謝 #國發會 Startup Island TAIWAN 和 #數位時代 #創業小聚 Meet Startup 獨家贊助本節目！ Powered by Firstory Hosting
在元宇宙和NFT之後，聽友敲碗的展望科技新生活系列第三集來了。Web 3.0是什麼？為什麼常跟元宇宙、NFT放在一起討論？當生活、工作、交易都展現去中心化的趨勢，對我們的生活會帶來什麼影響？這麼多科技新概念，自己都不懂，怎麼幫助孩子接軌新世界？>> https://cplink.co/ywb2aAhs 來賓：矽谷為什麼Podcast 主持人詹益鑑博士（IC） 寧夏璐社團傳送門>>https://www.facebook.com/groups/ninghsialu66cw/ 好讀推薦 1.《矽谷為什麼：科技、新創、生醫、投資，矽谷直送的最新趨勢與實戰經驗》 2.《錢進加密貨幣：掌握金融變局，彎道超車搶先機！》 3.美國的後疫情時代：來自史丹佛醫學教授的觀察 - 泛科學 寧夏璐好讀推薦→ https://cplink.co/PgUzPM1X 想聽我們聊什麼？許願池開放中>> https://reurl.cc/9XLMAd Apple Podcast、Spotify記得五星讚一下！ 找不到五星讚嗎？>> https://reurl.cc/0jeLlA #寧夏璐66號茶坊 #元宇宙趴三 #去中心化 ↓下集關鍵字↓ #回應聽友 #人生的各種困擾
Located within the Local Group, the dwarf galaxy IC 1613 has been popular with professional astronomers for a variety of reasons, and it is also a notable albeit difficult-to-see amateur astronomy object as well.
The final WWF PPV of 1997. Steve Austin defends his IC title against The Rock, Triple H takes on the WWF's commissioner Sgt. Slaughter in a Boot Camp match, and Shawn Michaels main events the show in a match with Ken Shamrock.
超巨星 天鵝座 γ（天津一）是佇北十字座 ê 中心遐。這个有名 ê 星群，就敢若是一隻天鵝飛佇北半球熱天懸懸 ê 夜空中。In 就是 天鵝座，佇銀河盤附近遐。天津一佇英語內底正式 ê 名 就號做 Sadr。這幅彩色影像是 ùi 闊頻 kah 狹頻影像資料來--ê，天津一就佇這幅 望遠鏡景色 中央倚下跤遐。伊佇天頂 ê 視野範圍差不多是 3 度闊（6 粒月圓 ê 大細）。內底閣有發射星雲 IC 1318 kah 開放星團 NGC 6910。相片倚頂懸咧發光--ê，看起來敢若是去予長長 ê 塗粉帶分做兩爿 ê 宇宙翼股。所以 IC 1318 才會叫做 蝶仔星雲，這嘛誠好理解。天津一 ê 正爿是一陣少年、實櫼 ê 星團 NGC 6910。咱到天津一 ê 距離 差不多是 560 秒差距，按呢差不多是 1800 光年遠。咱估計 IC 1318 kah NGC 6910 到咱 ê 距離，差不多是 2000 到 5000 光年遐爾遠。 ——— 這是 NASA Astronomy Picture of the Day ê 台語文 podcast 原文版：https://apod.nasa.gov/ 台文版：https://apod.tw/ 今仔日 ê 文章： https://apod.tw/daily/20220618/ 影像：Min Xie, Chen Wu, Yizhou Zhang, and Benchu Tang 音樂：P!SCO - 鼎鼎 聲優：阿錕 翻譯：An-Li Tsai (NCU) 原文：https://apod.nasa.gov/apod/ap220618.html Powered by Firstory Hosting
One of UNC basketball's favorite sons finally hung up his playing shoes this summer as Jawad Williams announced the end of his 17-year career. That doesn't mean he stopped being involved in the hoops scene. In fact, he has barely slowed down. IC's Joey Powell talked one-on-one with the 2005 Captain and National Champ about everything from his next career move to "old man strength" in a special podcast for Inside Carolina subscribers. Learn more about your ad choices. Visit megaphone.fm/adchoices
This week, we share our tips for writing better self-reviews during performance review season.The Sidebar:The Sidebar is an exclusive weekly segment for our Patreon supporters. You can subscribe starting at $1 per month for access to bonus content going forward! Sign up at patreon.com/designdetails.Latest VIP Patrons:Samuel Ong Mun KeongNicole OMalleyLauren MelenudoPer KarlssonTrang Minh NguyenGabe de la MoraLena LamRadek BerkaDan V PetersonYurong ZhengMain Topic:This week, we share our tips for writing better self-reviews during performance review season.Guarang Alat asks on GitHub:It's performance review season again! Would love to hear from you two about strategies, frameworks and tips you typically use while writing self-reviews, especially when you are aiming to level up to the next level as a product designer. Beyond using metrics, how can I effectively present the overall impact of my work as an IC?Writing better self reviewsJob Board:We're curating the best product design roles from the world's most design-forward companies.
本集主題：翁鬧 本週的經典也青春，再度邀請到於國立臺北教育大學擔任散文課老師、同時也是自然書寫、女性主義作家 方梓女士，為聽眾朋友們這位作品量少、卻如流星般燃燒生命的台灣作家——翁鬧的生平與其作品。 作家翁鬧於1910年出生在彰化，並於1940年死於東京。他出生在日本殖民下的台灣，他本來會成為一個師範教育體系下的老師，為殖民者培養下一代習於殖民意識型態的臺灣人。但他卻從這個體系出走，成為東京街頭的一個浪人，成為一個站在邊緣的日語作家。 翁鬧前往日本之後，立志要得到日本的小說獎，最後卻英年早逝，僅留下少數的作品。他的作品在當時被視為情慾的代表、也是異端。即使現在看來內容並不露骨，在那個年代卻被視為禁忌。 在本集節目要介紹的〈天亮前的愛情故事〉中，翁鬧闡述了自己從小到大對於情慾的故事，其中手法特殊、文筆含蓄，現在看來仍是非常特殊的書寫手法。領讀人方梓與主持人不約而同的希望聽眾朋友們可以直接閱讀文本，感受翁鬧那令人念念不忘的作品魅力從何而來。 翁鬧的作品曾引起什麼樣的討論？ 為何作品量少的翁鬧，至今仍被許多讀者記著？ 特殊的時代背景下，造就了一位台灣作家何等特殊也短暫的一生？ 本週就讓作家、老師 方梓女士，為聽眾朋友們領讀台灣作家翁鬧的作品。 更多精彩內容，請收聽本集的經典也青春。 延伸閱讀： 《破曉集──翁鬧作品全集》電子書 https://readmoo.com/book/210076548000101 經典也青春EP317：朱賢哲談七等生的《我愛黑眼珠》 https://podcast.readmoo.com/ohclassics/detail/20210318 經典也青春EP370：陳瀅如談陳柔縉的《宮前町九十番地》 https://podcast.readmoo.com/ohclassics/detail/20220324 經典也青春EP358：朱宥勳談《他們沒在寫小說的時候》 https://podcast.readmoo.com/ohclassics/detail/20211230 經典也青春EP180：張文薰談《牛車》 https://podcast.readmoo.com/ohclassics/detail/20180607 經典也青春 EP143：黃崇凱談《玫瑰玫瑰我愛你》 https://podcast.readmoo.com/ohclassics/detail/20170921 本節目由 IC之音竹科廣播與 Readmoo讀墨電子書 聯合製播。 「經典也青春」網站：podcast.readmoo.com
Icíar Carrasco es fotógrafa. Colabora habitualmente con distintas cabeceras como Vogue, Glamour y Hola Living. Hoy viene al Hotel para hablar de los pequeños placeres del verano: los días largos, ir con el pelo mojado, las guías de viaje, los amores efímeros, los baños en el mar, el tartar de gamba, las duchas al aire libre o el olor a higuera. También hablamos sobre fotografía, libros, los Strokes, Sum 41, Cher, las gemelas Olsen, Mischa Barton y Lindsay Lohan. Y brindamos por las malas decisiones que acaban en buenas situaciones.
華威國際(CID Group)合夥人羅文倩 Lisa 畢業於台大電機系及政大企管所，對於台灣、北美與中國的直接投資具有豐富的經驗。 Lisa 在中華開發工業銀行工作6年期間，先後就職於直接投資部和海外事業部，參與了台灣和北美地區涉及PC、半導體、通訊和材料等產業的大量投資項目。1998年，Lisa被派往美國矽谷設立中華開發工業銀行美國投資管理公司，擔任執行董事並管理1.5億美元的資金，負責投資和融資的同時還出任多家被投資公司的董事。2004 年，加入 CID Group 並開始負責中國直接投資團隊的布建、擬定並執行相關策略，具有台灣、美國及中國的跨國職涯。 想了解更多關於 Lisa 的跨國工作經歷嗎？想了解她如何解析台灣、美國及中國市場的投資經驗嗎？歡迎收聽《矽谷為什麼》，開啟你對創投與投資的新觀點！ 討論大綱: ✅ 回顧台灣電子業起飛，對後來創投業的影響？ ✅ 矽谷這幾年來產業的變化有哪些不同？ ✅ 經濟風暴期間，採取的投資策略是甚麼？ ✅ 派駐中國期間，深入網路與教育產業的心得是？ ✅ 對於下一代有意從事相關行業的企業經理人與創投有甚麼建議？ ============ 講者介紹： 華威國際(CID Group)合夥人羅文倩 Lisa 畢業於台大電機系及政大企管所，對於台灣、北美與中國的直接投資具有豐富的經驗。 ============ 主持人介紹： 詹益鑑 IC 工程加商管背景。2004-2019 在台灣經歷三次創業、四種產業、五家創投，曾任 AppWorks 合夥人、BioHub Taiwan 助執行長、Startup Genome 台灣新創生態系大使，2020年初旅居矽谷，並於 2021年加入互貴興業擔任策略長，從事數位醫療與生醫產業的投資併購和國際市場開發。 Dr. IC 粉絲頁: https://www.facebook.com/dr.ic.page/ 謝凱婷 KT (矽谷美味人妻) 「矽谷影響力基金會」執行長, 亦是天使投資人, 創業家和料理作家，目前定居在矽谷，社群媒體追蹤數超過100萬人以上。「矽谷影響力基金會」有計畫的推動台灣人在矽谷科技界的活動和新創投資。 以慈善為目的，幫助台灣和矽谷連結，推動更多台灣人在美國的發展。創辦的美味生活HowLiving是全球華人料理家居網站，製作超過三千集的料理影音和直播節目，在華人料理圈有廣大影響力和知名度。曾擔任長榮集團媒體公關，國際企業產品經理，並接受過百家中外國際媒體專訪。 擅長社群行銷、數位內容、KOL孵化，協助許多台灣和美國公司進行數位轉型計畫。 矽谷美味人妻 FB: https://www.facebook.com/kthu1031 美味生活 全球華人料理家居平台 www.how-living.com ============ 歡迎與我們討論 「矽谷為什麼」 FB粉絲頁 bit.ly/39xLlDR 「矽谷創新趨勢交流平台」社團 bit.ly/3oBAFvM ============ 在這邊也能收聽到我們的最新節目唷！ Apple Podcast→ meetstartup.pse.is/QEX8Y Spotify→ meetstartup.pse.is/RFBKL Firstory→ meetstartup.pse.is/3fzp96 SoundOn→ meetstartup.pse.is/QQX2G Youtube→ meetstartup.pse.is/3e6f38 Castbox→ meetstartup.pse.is/QHQL6 ============ 感謝 #國發會 Startup Island TAIWAN 和 #數位時代#創業小聚 Meet Startup 獨家贊助本節目！ Powered by Firstory Hosting
This week's New Generation Declassified looks back at monster push given to Ahmed Johnson in the summer of 1996. From his IC title victory vs. Goldust at KOTR to his domination in the 1996 Kuwaiti Cup, the man from Mississippi peaked at a time when WWF was on the ropes.
In a rare iC episode, Matt Hawkins of Entourage Effect Capital joins the show for the 2nd time! Matt has been very busy since we last chatted. Through 3 funds, the firm has invested in 60+ companies since 2014. He is truly one of the best and most experience minds we have in our industry.
In this episode of the B2B Leadership podcast, best-selling author and leadership coach Nils Vinje speaks with Craig Blum, Vice President of Customer Success at Midaxo. Podcast highlights: 0:26 - Craig's background - Craig explains his role at Midaxo. 2:46 - Merging of companies and ideas - What did Craig gain from the company merger that he wishes he had access to before? 5:29 - First leadership position - Craig started out of college as a software engineer. 8:22 - From code to customers - What prompted Craig to move to a more customer-facing role? 11:57 - Navigating team building - How did team building change when Craig had a team of people doing the work alongside him? 15:14 - The discovery process - Craig outlines the things that helped him most with his transition from IC to VP. 19:39 - Taking a step back - What were the circumstances around Craig going from VP and stepping backward to Senior Director? 24:47 - Journey back to VP - What was consistent across all the experiences Craig went through that got him back into a VP position? 31:16 - Keeping a leadership perspective - What did Craig keep front of mind while undergoing a big company shift? 36:14 - Craig's advice to himself - What advice would Craig give his younger self? Connect with Craig Blum: https://www.linkedin.com/in/craigblum/ Learn more about Midaxo at https://www.midaxo.com/ Learn more about your own leadership style at: https://www.30dayleadership.com/ This episode is brought to you by the B2B Leaders Academy The cost of not consistently developing your leadership skills is enormous. At the B2B Leaders Academy you can gain access to monthly leadership training and live coaching. Being a great leader isn't hard, you just need a guide and the right set of tools. Head on over to b2bleadersacademy.com and become the leader you have always wanted to be.
In this episode, Dave and Jamison answer these questions: I'm on a team of two. My manager/teammate is young (under 30, less than 5 years total work experience), minimally experienced with anything other than writing code, and has an inflated self-assessment of their own coding skills. They have a habit of either asking for (or simply changing on their own) every little thing to be their own way. This can be as unimportant as renaming all the variables to a different word with the same meaning (think $largeCar instead of $bigCar) or as bad as - after a discussion between two techniques for a feature in which their preferred method wasn't chosen, - going in later and changing the code to how they wanted to do things. I'm feeling burnt out by the lack of control over my work and feeling like what I'm doing doesn't make a difference.. Where and how should you draw lines in order to balance writing good software with showing respect for your team members? How do you deal with people who think their actions are justifiable because they are “improving” the code but really can only defend this by claiming it is “more readable” or some other subjective measure? I work at a well-funded startup and am likely going to be promoted (into another IC engineering role) in the next few months. I'm pretty clear on the leverage I have when negotiating salary before accepting a job offer, but I'm wondering how I should approach negotiation and raise expectations when it comes to receiving a promotion. Obviously, my company wants to retain me, otherwise I wouldn't be getting promoted, but I don't feel confident in negotiating when I'm already being given a raise and my only alternative to accepting it would be to leave and find another job. Additionally, I'm on great terms with my company and manager and I would not leave over a 5-10k difference in raise expectations. Just want to better prepare myself for the offer. My manager has also told me that when/if I receive a raise, I can negotiate (it's not too late). That came up because I told him I assumed raises and promotions are long processes that need to be decided way in advance, but that is not the case at my company. Show Notes Tweet about engineers' puzzle obsession: https://twitter.com/ryanflorence/status/1534951668214771721