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The world of cryptocurrency is one that is constantly changing, growing, and evolving. As such, those who want to work in the field must be willing to constantly update their skills and knowledge. But with such a dynamic field, where do you begin when looking for a crypto developer? There are so many different aspects of this field that it can feel overwhelming. To help break things down, we’ll be focusing on how to hire a crypto developer. Keep reading for more information on what makes someone a great fit for this role and what skills and knowledge they should have. What Is a Crypto Developer? A crypto developer is someone who programs or creates applications that use cryptocurrency. If you’re looking to hire a crypto developer, you’ll want to hire someone who has experience building applications or with blockchain technology. software A crypto developer is focused on the technical side of things, such as the architecture of the project and building apps that are secure and scalable. Crypto developers can work for a variety of different companies. They can work for blockchain startups, financial institutions, as well as in other industries that use blockchain technology. Crypto developers create systems that store and process data using blockchain technology. In the future, blockchain technology will be used in more and more industries, including supply chain, healthcare, insurance, and even voting. Important Skills for a Crypto Developer While there are a number of possible skills that you can look for when , there are also some that you’ll want to prioritize above others. Here are some of the most important skills to look for when hiring a crypto developer: hiring a crypto developer Feasibility Analysis – Before diving into any technical aspects of a project, a crypto developer will first conduct a feasibility analysis. This will help them evaluate the goals of the project and determine if they’re even possible to achieve. If the goals aren’t feasible, the crypto developer will let you know and explain why. This is critical to avoid wasting time on projects that aren’t realistic or possible. Technical Architecture – The technical architecture of a project is one of the most important aspects to consider. A crypto developer will need to consider every aspect of this before even beginning actual . development This is because you don’t want to build a project that will be scalable and secure. The more scalable and secure the architecture is, the easier it will be to scale the project. This will help you avoid needing to hire new developers (and spend more money) to update the project in the future. Why Is It So Hard to Find Good Developers? As we mentioned above, there are a number of different skills you want to consider when hiring a crypto developer. But there’s one skill that is often overlooked. Communication. In the tech industry, there is a big emphasis on skills, such as how many languages a developer knows. While that is important, communication is often overlooked, yet is even more critical to success. If a developer doesn’t communicate clearly and effectively, it can lead to missed deadlines, misunderstandings, and more. If there is miscommunication, it can cost you more money and time to fix things later. Communication is important for any type of project, but it’s even more important when you’re working with a team, remote developers, or outsourcing work to a in a different country. You need to be able to clearly communicate your goals and expectations. company If you can’t communicate effectively, you won’t be able to hire the right developers for your project or let them know when they’ve done a good job. This can lead to a lot of misunderstandings and miscommunication, which can lead to project delays and unnecessary costs. How to Find the Right Developers for Your Company Finding crypto developers to hire for your company can seem like an impossible task, but it doesn’t have to be. Before jumping into the hiring process, you’ll want to figure out how many developers you need to hire and for what projects. This will help you know what skill sets you need to hire for and how much you should be spending on each hire. Once you’ve figured out how many crypto developers you need to hire for your company, you’ll want to look for developers on job boards, such as Indeed, Crypto Jobs List, or Skillnet, or look to hire through a third-party hiring company like . Borderlesshr You can also look to hire from companies that specialize in hiring remote developers. These companies will help you find developers and manage the hiring process. They’ll also help find developers with the skills you’re looking for. Conclusion The world of cryptocurrency is constantly changing, growing, and evolving. As such, those who want to work in this field must be willing to constantly update their skills and knowledge. But with such a dynamic field, where do you begin when looking for a crypto developer? Fortunately, we’ve broken things down for you and outlined what skills and knowledge are most important when hiring a crypto developer. Now, there’s no better time than now to get started on hiring crypto developers for your company.

How to Hire a Crypto Developer: Key Skills and Knowledge to Look For

Cómo contratar a un desarrollador de criptomonedas: habilidades y conocimientos clave que debe buscar

Comment embaucher un développeur de crypto : compétences et connaissances clés à rechercher

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暗号通貨開発者を雇う方法: 求めるべき重要なスキルと知識

Como contratar um desenvolvedor de criptografia: principais habilidades e conhecimentos a serem procurados

Cách thuê một nhà phát triển tiền điện tử: Kiến thức và kỹ năng chính cần tìm kiếm

如何聘请加密货币开发人员：需要寻找的关键技能和知识

Announcing jobCent by nCent The answer to this question is something of a for startups. A has shown, for example, that companies with effective recruitment strategies of their competition. How do you find the best person for a job in the fastest way possible? holy grail recent study double the profit margins The flip side of this is many people don’t have the opportunity to be in fulfilling careers— instead merely clocking in and clocking out of their jobs for a paycheck. The result is a broken labor market that operates with a large output gap from the efficient case where everyone has the best job for them and companies with the best ideas are properly resourced. The most popular recruitment strategy involves storing applications from past job postings and sorting through them each time a position opens. This requires retaining and rereading thousands of resumes for each new hire, which is simply a waste of time and energy. It works sort of like an employee referral program but with some interesting new twists. . At nCent, we’ve dreamed up a recruiting program that replaces this model Our idea is to treat recruitment as a , which essentially calls for an optimized to find the best candidate for the job. needle in a haystack problems search Suppose, for example, that a company called is developing self-driving tricycles. They need to hire ten developers to implement a new deep-learning based vision controller, but they can’t exceed a fixed budget. They want to recruit a diverse group of the highest-quality candidates, avoid being buried in unsuitable resumes, and leverage an external because they don’t have the critical mass to rely on internal referrals. startup Trike Drive network Their solution is to purchase NCNT in the form of 100 trikeCents, which they distribute to an initial group of graduating computer science majors at a research university nearby. Alice is a student who receives a devCent, and she reasons as follows: Alice can apply to Trike Drive, and if she’s hired while holding a trikeCent, she gets a 10k NCNT bonus. Alice could also send the trikeCent to Bob. If Bob gets hired while holding a trikeCent, he gets a 10k NCNT bonus while Alice gets a 5k NCN bonus as the direct referrer. Bob could also send the trikeCent to Carol, and if Carol gets hired, she gets a 10k NCNT bonus, while Bob and Alice each get a 2.5k NCNT bonus. If no one applies to Trike Drive holding Alice’s initial trikeCent, it expires and can be reseeded to another student. Once all ten positions are filled, all of the tokens expire. nCent promotes better recruiting through external referrals Recall that Trike Drive will hire ten developers, and each hire through the devCent program costs them no more than $15k of NCNT. This puts an upper bound (of $150k of NCNT) on the cost to run the program — which is quite competitive with traditional headhunting strategies. The expiration date of the tokens also limits the amount of time that the program can run — accelerating the recruiting process and allowing the company to discharge its financial responsibility for the program after a predetermined time. at most Furthermore, if Alice knows Bob is not interested in trikes, but is fascinated with self-driving mopeds, she can exchange her trikeCent for mopedCent to give to Bob — all via distributed exchange and without Trike Drive and Moped Drive being in a trust relationship with each other! The recruiting mechanisms in place today are absurdly inefficient. Fixing these inefficiencies could dramatically decrease unemployment, wasted time, energy, and money. nCent is proud to announce our launch use case, , which enables companies to find the best candidate in record time. Indeed, this referral dynamic has jobCent already been successfully used to recruit all but one of our team internally at nCent! To learn more contact me at kk@ncnt.io or visit jobCent To stay in the nCent loop, hear me tweet and join our international telegram channel .

Can Careers Find the Right People?

Founder Advice By , Founder and CEO at Washlava (2015-present). on . Todd Belveal Originally published Quora There isn’t a lot of room for error. Your team will make or break your startup. When I began working on my second startup, Washlava, I knew I wanted partners. Once I decide to do a startup, I immediately team up. Why? Because I don’t like to be alone in my pursuits. Loneliness kills ventures. And I don’t mean that in an emotional sense. I just mean that you need other ideas. You need to stay inspired. You need to get more done. You need a broader network. Most of us like to work with people we know. You gradually keep an eye out and look for people in your network that can help. Depending on who you select, you can either improve the likelihood that you’ll move through the gates of the startup process, or you can hurt that likelihood. A great team, armed with a really solid foundation, is a powerful force. As an entrepreneur, you aren’t going to be hiring like you would at a major corporation. It’s a different process. But each hire is critical. You want to make sure you’re coming at it the right way, that you have the right perspective. What You’re Up Against Having confidence in a management team is critical, especially when you’re going through rounds of funding. A lot of VCs have their own in-house recruiting team. They don’t have a problem coming in, kicking the founders out, and bringing on a new management team that they’ve personally selected. Obviously, you don’t want that to happen, but it’s a reality you may have to face. Every person is examined down to the smallest level of detail. VCs scrutinize your team members’ skill sets, their talents, their abilities to take the business forward at the planned scale. So, if you want your team to remain intact, you have to bring on people who are going to be confident and capable enough to get through that level of scrutiny. It’s not necessarily a deal-breaker to have a weak link on your team, but it sure doesn’t help. It’s not so much a question of people wanting to be involved. The question is whether they’re willing to take that risk. Do they have the chops to stand up to that pressure? Is this a person you can put in front of an investor with confidence that they’ll help you move forward? “We Can Work With These People” Even more than their particular skill set, it’s crucial that your team members have presence, confidence, and the ability to reasonably answer questions during the due diligence process. You don’t want someone who’s going to get nervous. I make a point to push that forward in our decks when I’m presenting to VCs. I’ll tell them: “Look, this is a good idea. I wouldn’t be here if it wasn’t a good idea. But what’s even better, here’s the team that’s executing on it.” I can go through and talk about each person on my team to show that they have experience, ambition, desire. They’re smart. They have good chemistry. It’s powerful to be able to talk like that about your own team. People want to work with a smart, experienced group. Once the door closes behind you, you want them to say: “That’s a solid team. We can work with that.” It’s all going to come down to who you hire. Populating your team with people who are confident and smart — and can stand up to scrutiny — is crucial. Look For Talent You Can Develop That all sounds like a pretty tall order, and it is. Here’s the thing, I don’t have anyone on my current team who would have been ready to present on day one. Not many people have been on that stage before. You’re not going to find a lot of potential hires who’ve been involved in raising $10 million for a startup. That’s fine. They may not know what to expect in that particular case, but their background should give you a good idea of whether or not they can handle it. Have they been through other situations where they had to face a similar pressure or accountability? Look for someone who’s had their mettle tested, who has some real character. That person is going to be capable of going into uncharted territory and coming out fine on the other side. But it’s up to you to build up their confidence. There’s this myth that there is no employee development at startups. And while it’s not like the development programs you’ll find at a Fortune 500 company, there is development. If you can find that raw talent, it’s up to you to develop it. They’re the rookie quarterback, and you’re guiding them through their first year in the NFL — teaching them the plays, talking them through situations, expressing the expectations. It’s all about their belief in the concept, in the company, in themselves. So when they get into that situation — when they come under scrutiny during that next round of funding — they have the confidence to answer the tough questions and keep you moving forward. By , Founder and CEO at Washlava (2015-present). on . Todd Belveal Originally published Quora For more trending tech answers from , visit . Quora HackerNoon.com/quora

It’s All Going to Come Down to Who You Hire

Companies suck at . As many as 95% of companies admit to a bad hire each year, according to a report by Glassdoor and Brandon hall Group. Why? They compromise. hiring , chairman of N2Growth The #1 reason companies make bad hires is they compromise, they settle, they don’t hire the best person for the job. Compromise has its place in business , but it has no role in the acquisition of talent. — Mike Myatt They compromise because each hire isn’t critical, businesses underestimate a bad hire’s effect and costs. Bad hires can cost you over $100 million When companies total the costs for a bad hire they only consider direct costs: the price of a flight and hotel, relocation fees, training, severance. Two-thirds of businesses estimate the cost of a bad hire as approximately $50,000 or less, according to a . This is looking at the costs through a pinhole. study by CareerBuilder The biggest costs are indirect: lost productivity and low morale. More than 270 CFOs were asked in a by Robert Half, “Which one of the following, in your opinion, is the single greatest impact of a bad hiring decision?” survey Their responses: Lower Staff Morale: 41% Lost Productivity: 34% Monetary Cost: 19% Other/Don’t Know: 6% Greg Scileppi, president of staffing at Robert Half, explains why: A bad hiring decision can often cause a negative ripple effect through the organization. Hiring a bad fit or someone who lacks the skills needed to perform well has the potential to leave good employees with the burden of damage control, whether it be extra work or redoing work that wasn’t completed correctly the first time. The added pressure on top performers could put employers at risk of losing them, too. At a startup I worked at, one bad hire wiped out the core engineering team that’d built the company to a 300+ million-dollar valuation. The guy was an ass nobody wanted to be around and did the kind of shoddy work that’s easier to delete and redo than to fix. One half of the team left because they were sick of the prick (I was in this group). The other half left because hiring this guy was the last straw in losing faith that management knew what they were doing. And then when management hired replacements, it wasn’t long before they quit too. Viewing the problem from the top, considering the ripple effects, Zappos CEO Tony Hsiesh estimates the cost of bad hires for his company is “Well over $100 million.” Companies suck at hiring, bad hiring is a huge cost, what habits can companies kick to improve? “We’re at a headcount of 125, we want to get to 250 in six months, but want to keep the hiring quality high.” In other words, in Canadian hoser vernacular, as one yells before jumping a 30 foot gap with a 30 dollar snowmobile, . Unless you’ve sent Obi-Wan out there looking for a Dennis Ritchie clone army, this is a shit hiring guarantee. Knock it off with the head count quota bullshit. BUD WE’RE JUST GONNA SEND IT Nearly half the time the cause of a bad hire is the need to fill the job quickly, according to a . And a great hiring opportunity is a rare thing, that is, if you wait for them to come by playing the matching game with other companies, matching compensation and benefits. But you don’t have to play that game. study by CareerBuilder Companies complain about how competitive and hard it is to hire exceptional people. But what do they offer that’s exceptional? Market matching compensation, market matching benefits, in other words, the exact same shit every other company offers. So why the fuck would anyone exceptional join your par-for-the-course company? They wouldn’t and they don’t and it’s nobody’s fault but your own. Matching is for losers. FYI recruiters whose companies don’t do remote: Every email you send goes straight in my trash. . Use the HELL YEAH or no test. Ask yourself how you feel about the person, and how you feel about them being a part of your team, and follow : DO NOT COMPROMISE Derek Sivers’ advice No “yes.” Either “HELL YEAH!” or “no.” If you’re not saying “HELL YEAH!” about something, say “no”. When deciding whether to do something, if you feel anything less than “Wow! That would be amazing! Absolutely! Hell yeah!” — then say “no.” – Please say hi at . @travisjeffery Hit the 👏 if you found this useful, and feel free to share. Thanks for reading.

Hiring woes: the costs of bad hires and how to avoid them

Having recently joined a small , I’ve been trying to learn as much as I can about building teams from ( ). startup Stripe you can see a list of posts and videos by Stripe at the bottom of this article along with my notes I chose to focus on Stripe because I really admire their team’s quality and their emphasis on showing rather than telling. You’ll rarely hear Patrick or John Collison say “we hire rockstars” or “we only take the best of the best” or some derivative of that phrase. Instead, they that they hire great people through every little detail on their product, website, and blog post they write. show Stripe’s Connect landing page is a great example of how they show their quality and attention to detail. In addition to the animations being fluid and beautiful, the physics of simulation is incredibly accurate! Moreover, Stripe is also unique in how long-term minded and deliberate the founders are in building their team. and the first few hires went through weeks of interviewing before joining. This to me is particularly unique in an environment where companies can easily slip into using headcounts as a proxy for progress. Stripe took nearly 2 years to recruit their first 7 people So what then can we learn from this original approach to team building? Below are the high level lessons I’ve picked up. Note they are just my opinions and not fact. Lessons Learned 1. Build a Brand For Your Team Apple is the preeminent example of how great branding can complement great products. Building a great team requires building a brand. You and your team can’t just be good. . In fact, for their first few hires, Stripe focused on people who were known amongst their friends to be great so that those people brought that brand with them. You have to be known to be good If you want an authentic brand, you need to rather than tell. The best ways to do this is through your product, writing (high leverage), talks, and providing value to a community (open source, hosting competitions etc.). Stripe does this through their fantastic core product, landing pages, , blog posts, and Capture The Flag competitions. show open source retreats To build your brand, start by writing down 3–4 simple things you want your team to be known for. Try to go beyond generic things like “smart”, “passionate”, etc. Branding is about being . Stripe’s brand is different in that it focuses on the following unique things - being engineering driven, detail oriented, and developer focused. different 2. Talk To People Regardless of Whether They’re Looking There is to start talking to a great person you want to hire. The likelihood of you pitching a person to join your team right when she is looking is really low so you need to ! For instance, it for a new job. no good time talk to people who aren’t looking consistently ’s clear that Patrick Collison spent time talking to Patrick McKenzie about joining even when the latter was not looking This requires you to take a and patient perspective. When the person is ready to leave what she is doing, you want to make sure that your team is the first one she reaches out to. long-term 3. Building Structure vs. Plugging Holes Great teams view hires as a way to build a long term structure and hope to keep each hire well past the original role for which they hired them. These teams are about finding such hires and don’t wait for specific needs to seek them out. proactive Others view hires as a way to plug holes. They notice they are missing a certain role and go out to the market to find someone to plug that specific hole without wondering about the long term role of that person. Their mindset tends to be . reactive 4. Good Hiring Reinforces Itself Good hires allow you to do far more with fewer people and thereby give you a lot more time to search for your next hires. This to me is how Stripe was able to hire so slowly in the first place. Each person they brought on initially was so strong that they had the ability to take on longer hiring horizons and really be patient about finding great people. 5. Think About Your Team Like a Product The product development process can be applied to team building. Building a team is a creative process much like building a product. As such, you can leverage a lot of the same things you use to build a great product to build a great team, including the below points: Assume that your first attempts at building a team are imperfect (a first draft of sorts). See what metrics and signals you can use to improve so that you can converge to a more optimal solution. Just as with products, see how you can constantly get honest feedback both internally and externally about the quality of your team so you can improve it. And that’s it! Those are the main things I’ve gleaned so far along with a few of my own thoughts. Below are a few of the resources I used to learn about Stripe along with a few notes I took. If you’re interested in helping build a great team at the intersection of Biology and Machine Learning, reach out to me at dhruv@getathelas.com! References Patrick Collison’s talk with Keith Rabois of Khosla Ventures Notes (my own) 2. YC’s StartupClass lecture on hiring w/ Patrick Collison, John Collison and Ben Silbermann Notes (my own) 3. FirstRound interview with Greg Brockman (Stripe ex CTO) on how Stripe built its team . 4. Patrick McKenzie’s blog post on why he joined Stripe . Thanks to Pranav Ramkrishnan and Troy Astorino for help on this post.

Stripe and Lessons on Team Building

Dan Abramov’s recent comments and blog post, really proves that you can’t get a gauge on a potential developer’s value with the kind of one-size-fits-all tech interview that’s become conventional from Google, and more sadly, from companies who they are Google but only solve smalltime problems. think A couple of years ago I had a coffee with a former coworker who was in charge of hiring in a startup who had recently raised a $12 million Series A. I was lukewarm about the product they were building, but she was trying to get me to apply regardless. She went on to tell me about their interview process, and that it’s incredibly complicated because “good developers love being challenged”. I remember thinking that’s kind of a misconception. Developers love challenges, but they also love building something of high value — if the interview questions don’t match the skillset that has made them provide value, they’re not going to like it. Developers don’t tend to like challenges for the sake of challenges. They do however, love being challenged to building something of high value. Whether that’s a highly used open source library, an innovative feature, or a revolutionary new product with a large user acquisition rate. I remember leaving that coffee thinking that there was no way I wanted to apply there! It’s a shame, because I’d love the chance to work with her again. along the road Back to Dan Abramov, his blog posts and contributions to React have helped me in learning React Native, as they have the whole industry. His knowledge on React and JS, often comes across as unmatched in my opinion — it is the benchmark. Yet he probably would’ve been passed by a Facebook/LinkedIn/Uber clone startup all because he couldn’t implement an interview problem they asked for but 100% don’t actually need. a ton Then they would’ve missed out on someone who could exceed their expectations in building a breakout product, with outstanding UX, and the user adoption to match. I regularly swing between thinking that the state of the tech industry in this regard is either hilarious, or truly sad. Because I can’t stand criticizing without offering solutions, the 2 most qualifying metrics that I’ve come across that have been absolutely flawless in deciding on new hires, or when working with the best developers are: How they are. Do they write things off before trying? Or do they approach things with a “maybe” point of view, rather than an absolute black & white view? Are they ok with being wrong at any moment, and by contrast, have they thought of something that nobody else has? open minded What is their like? Not passion as in American Idol passion — they don’t have to have fireworks coming out of their mouth every day. But do they regularly build or contribute to, things on the side? passion That’s it. When shaping my interview questions, even technical questions, stem from the above 2 assertions! Although my experience is limited in hiring, I’ve also noticed the same qualities in standout coworkers I’ve worked with. they all Perhaps these assertions will need refinement some day, if I ever find them to be untrue. These are not concrete, and I try to embrace the open minded mindset of the best developers I’ve been influenced by. But so far they haven’t been untrue, and they only came from the patterns I observed first. I’m not sure where this arrogance comes from in the startups, banks, and obsolete tech monoliths who are delusional in thinking they’re creating first-time globally innovative solutions. I’ve if you’re not building an operating system from scratch, you rarely need a deep knowledge on DS and algorithms, and so have countless others. made the case before How many times do new hires have to pass these interview questions before realizing they’re working on nothing but button bugs for weeks at a time, before the joke becomes an embarrassing stain? The only good that comes from this is that they’ve now become a strong indicator on whether a company is infested with B players — if they care more about hazing rituals designed to turn off the A players and protect the gatekeepers, than the product they’re actully building, it’s a redder flag than any red state red flags in the US.

Smalltime startups hiring like they’re Google

The tech industry may seem like an unattainable giant in comparison to other industries when searching for a job, however, this is far from the truth. In fact, by simply following three principles as a student, you can easily find positions that are stable and profitable without much work in exchange. As I discussed in of this article, the financial stability, healthcare benefits, and job security that come into play with the tech industry are not only enticing, but absolutely perfect for young students looking to create a bright future in an industry that will never fade. Because of this, however, it is important to know exactly how to make yourself stand out when looking into tech positions, and this informative three-step plan will hopefully help you get well on your way to that comfortable spot in a company that you know will respect you and give you the opportunity to be successful as well. part 1 1- All Good Things Take Time As a young student, you probably know that time is an integral component when it comes to success. After all, the old saying “Rome wasn’t built in a week” still holds true. In fact, the average students spends a whopping $32k just to go to college, and this doesn’t include the time they spend studying, the money they spend on , or the cost of , the rental of , and . textbooks living lockers transportation Furthermore, many students have a hard time balancing their college courses with their regular jobs. Unfortunately, part-time work doesn’t pay enough for these students to afford all of their living expenses. However, the tech industry not only provides for young individuals going through college, but often accommodates them in far better ways than other industries do. While many other industries, such as hospitality and retail, tend to care very little about employee retention — and often consider their employees expendable in nature — the tech industry chooses to encourage employee input and creative thinking. This makes the tech industry a leader of the in every way. future of employee engagement However, to become a part of this amazing industry, it will most certainly take time and patience. Many positions you may need to take in the beginning might not be as exhilarating as the future in tech that lies ahead of you. However, every job counts, and the time you put into these jobs are crucial. On top of this, in order to move past the proverbial fork in the road of , you must first analyze the position you want and recognize that, although most tech companies pay well, you may not make as much as another person in your field. big money versus job satisfaction However, this could simply be because the position they need to fill requires much more work and time and, with this, your relationships and life simply must come second. This is in contrast to other positions, which may pay a tad bit less in the long-run, but provide you with the job satisfaction you’re longing for. Furthermore, as you go through your education, you must also understand that the courses you will be taking, to prove you are capable of the tech job of your choosing, may not be as fun and exciting either. However, it is important to understand that everything you learn is crucial to your future, and, no matter how long and tedious each project may be, it will only help you grow as an employee and be more prepared for the job that is in your near future. With this said, time is not the only important factor in ensuring you stand out; hard work is the key to making that time you spend well-worth it in the end. 2- Hard Work is Key When it comes to a position in the tech industry, the work you put into it directly determines the outcome you will receive. Because of this, the best way to receive a positive outcome is to put your nose to the grindstone. Do everything you can both in and out of your university to make yourself stand out, and ultimately prove to your future employer that you are exactly the kind of worker they need by their side. For instance, being able to balance multiple things at once shows you are both . Many of the largest corporations in the world began with one multitasking individual who had a dream for more, meaning you could also prove your worth to investors by creating your own startup. Therefore, showcasing you can balance work, clubs, committees, or even sports along with your schooling proves you are capable of doing more than one thing at a time, and it also shows job recruiters or investors that your outside life will not affect your work ethic. This demonstrates that you are comfortable putting yourself in confronting situations and are able to redefine your comfort zone as well. determined and dedicated In fact, when discussing this very subject in his article, “ ”, Alex Dreiling, CEO of the successful tech company, Clipchamp, had this to say: “I learned how valuable putting yourself in confronting situations is — you automatically grow as a person. The ability to quickly assess situations in a fast-moving environment is also something that applies daily in running a startup.” Since Drilling began the startup company, Clipchamp has been highly successful and are currently looking towards a bright future ingrained in technology. How I Went From Competitive Swimmer To Tech Startup CEO From video games and social media all the way to transportation and insurance, technology is slowly transforming our world into a better and more connected one full of opportunity and constant growth. In fact, , VR/AR investments reached over $2 billion last year alone, and the first autonomous cars are nearly complete. investments into insurance tech startups are growing With this comes a plethora of opportunities for the young adult to make an impact in the world, and to make a name for themselves in the tech industry. But hard work and time are only two-thirds of the equation. Although taking the time to show you can balance various other things alongside your schoolwork is a great way to showcase your strengths, it is important that your grades do not falter because of this, as knowledge is the foundation with which your power in the industry is built. 3- Knowledge is Power When it comes to a university, the time you spend and the work you do are both extremely important, but your grades are typically the first thing a potential recruiter sees. Therefore, your grades and the knowledge you obtain throughout school are highly important. It simply isn’t good enough to just memorize things for the sake of a test, and then forget them — due to the fact that this information is crucial to the future position you hope to have. However, despite this, studies show that in school only three days after the fact. students forget 95 percent of what they learn Therefore, the best thing to do is to ensure you are retaining this information by studying with other students, , getting a tech job that specifically deals with the computer studies you are taking, and going back through your previous semesters after the fact. By doing these things, you can recognize areas where you need work and keep the information in your mind for after you graduate, or when you are looking for that position in the tech industry. finding a private tutor Furthermore, this process will also prove to your new employer or investors that you are capable of listening to and retaining information, which will make them feel more assured of your capabilities as an employee or CEO. However, it is equally important to know what information is so you can focus on the information you actually need to go over and study heavily. To do this, you must figure out what position you are looking for and exactly what this job entails. From there, you can begin to build the foundation of a bright future for yourself, and have the three most important aspects of your schooling taken care. This will make you stand out above the rest, despite the onslaught of various other capable candidates. not worth remembering After all, the tech industry is one that prides itself on creativity and unique thought, so these tiny steps to show you are more than just the average tech student are exactly what is needed to prove you belong in this bustling industry, alongside the best and smartest in our modern world. See Part 1, Millennial Students and The Allure of the Tech Industry, for more information on the tech world and how it provides more for its employees …

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