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For many knowledge workers, remote working has cemented itself as preferential over the last five years. However, in the U.S. not all locations are created equal. Those looking for remote work are currently working against geographical roadblocks; while some jobs are remote, they can only be found in a specific state or states. So despite being able to complete your work anywhere in the world with an internet connection, the state you primarily reside in is considered in the application process. There are several reasons for this, but essentially employment laws, taxes, business licenses, and regulations all differ from state to state, and the people power required to ensure interstate compliance is considerable. For this reason, organizations limit applications to people residing in particular states. No matter where in the U.S. you're looking for a job, you can discover a great fit on the HackerNoon Job Board. Worst WFH states New data analysis conducted by web hosting provider Hostinger, using U.S. Census Bureau information from January 9th to February 5th this year, reveals that Mississippi has the lowest number of people working remotely, at just 11.38%. The Magnolia State is closely followed by Wyoming (15.6%) and North Dakota (17.8%), New Mexico (18.53%), and Louisiana (18.75%). Also in the lowest ten states for WFH figures are Oklahoma (20.13%), Alabama (20.25%), Indiana (20.83%), Arkansas (21.03%), and South Carolina (21.44%) A spokesperson from Hostinger commented: “It is fascinating to see such a big difference in the number of remote workers in each state. Many states with fewer remote workers, such as Mississippi, have economies that heavily lean on industries such as agriculture, manufacturing, and services that require physical presence. “This limits opportunities for remote work compared to sectors like technology or finance, which are more prevalent in states such as Maryland.” The Top Ten WFH States in the U.S It was America in Miniature that topped the list, with 44.2% of the working population in Maryland working from home, followed by Colorado (38.6%), Vermont (38.2%), Utah (37.2%), and Massachusetts (36.6%). Completing the top ten are New Hampshire (35.8%), Virginia (34.9%), New Jersey (33.8%), Minnesota (33.4%), and Washington (32.7%). “For many, the idea of remote work began during the COVID-19 pandemic, which forced workers to stay at home. Since then, more and more companies have started to embrace it permanently,” says the web hosting service spokesperson. “The shift towards remote work has spotlighted its many benefits, particularly the increase in work-life balance. It eliminates daily commutes, allowing workers to reclaim valuable time. “Additionally, working remotely offers the flexibility for individuals to design their own workspace, which fosters a more personalized and comfortable work environment.” If you’re nodding your head in agreement and want to find a remote role, visit the HackerNoon Job Board. There you can search and choose ‘Remote, USA’ instead of choosing a city, and that’ll take you to remote tech roles on offer, like these three: Site Reliability Engineer - Client Platform, Coinbase, Remote Help build the future of finance and Web3 for Coinbase users across the world as a Site Reliability Engineer - Client Platform. This role involves partnering across the organization to build and maintain performant, reliable, and secure system architectures to support a diverse fleet of macOS, iOS, Windows, ChromeOS, and Android clients. You’ll need at least two years’ experience managing enterprise fleets at scale and have relevant experience in configuring and implementing modern open-source endpoint management tooling such as Puppet, Munki, Autopkg, NanoMDM/MicroMDM and Crypt. A full list of duties and requirements is available to view on the job spec. Read all about it. Senior Cloud Security Engineer, Credit Acceptance, Remote Join the Engineering Security function at Credit Acceptance, and you’ll be protecting cutting-edge web applications built on public cloud such as AWS and Azure. Now advertising for a Senior Cloud Security Engineer, the ideal candidate should possess strong cloud security skills, hybrid/multi-cloud network concepts, a deep understanding of secure software development life cycle methodologies, and have a keen eye for detail. Helpfully, the job spec details how you’ll be successful in this role, and provides a list of outcomes and activities. Find out more. Java Developer, Blue Origin IT Staffing, Remote If you’re a Java software engineer who enjoys working on complex problems and solutions, and you’re not afraid of learning something new on a daily basis, take a look at this Java Developer position at  Blue Origin IT Staffing. Currently in the process of transforming its large Clojure application into a more modern Java/Spring Boot architecture, this role will help the organization transcribe and work through the details of the Clojure app, and work alongside the Java team to build this new application. You’ll need five to eight years of experience, and this remote role is available anywhere in the U.S. Apply here. Want a great new tech role? Discover it on the HackerNoon Job Board now By Amanda Kavanagh For many knowledge workers, remote working has cemented itself as preferential over the last five years. However, in the U.S. not all locations are created equal. Those looking for remote work are currently working against geographical roadblocks; while some jobs are remote, they can only be found in a specific state or states. So despite being able to complete your work anywhere in the world with an internet connection, the state you primarily reside in is considered in the application process. There are several reasons for this, but essentially employment laws, taxes, business licenses, and regulations all differ from state to state, and the people power required to ensure interstate compliance is considerable. For this reason, organizations limit applications to people residing in particular states. No matter where in the U.S. you're looking for a job, you can discover a great fit on the HackerNoon Job Board. No matter where in the U.S. you're looking for a job, you can discover a great fit on the HackerNoon Job Board . discover a great fit on the HackerNoon Job Board discover a great fit on the HackerNoon Job Board Worst WFH states New data analysis conducted by web hosting provider Hostinger , using U.S. Census Bureau information from January 9th to February 5th this year, reveals that Mississippi has the lowest number of people working remotely, at just 11.38%. Hostinger Hostinger Mississippi The Magnolia State is closely followed by Wyoming (15.6%) and North Dakota (17.8%), New Mexico (18.53%), and Louisiana (18.75%). Wyoming North Dakota New Mexico Louisiana Also in the lowest ten states for WFH figures are Oklahoma (20.13%), Alabama (20.25%), Indiana (20.83%), Arkansas (21.03%), and South Carolina (21.44%) Oklahoma Alabama Indiana Arkansas South Carolina A spokesperson from Hostinger commented: “It is fascinating to see such a big difference in the number of remote workers in each state. Many states with fewer remote workers, such as Mississippi, have economies that heavily lean on industries such as agriculture, manufacturing, and services that require physical presence. “This limits opportunities for remote work compared to sectors like technology or finance, which are more prevalent in states such as Maryland.” The Top Ten WFH States in the U.S It was America in Miniature that topped the list, with 44.2% of the working population in Maryland working from home, followed by Colorado (38.6%), Vermont (38.2%), Utah (37.2%), and Massachusetts (36.6%). Maryland Colorado Vermont Utah Massachusetts Completing the top ten are New Hampshire (35.8%), Virginia (34.9%), New Jersey (33.8%), Minnesota (33.4%), and Washington (32.7%). New Hampshire Virginia New Jersey Minnesota Washington “For many, the idea of remote work began during the COVID-19 pandemic, which forced workers to stay at home. Since then, more and more companies have started to embrace it permanently,” says the web hosting service spokesperson. “The shift towards remote work has spotlighted its many benefits, particularly the increase in work-life balance. It eliminates daily commutes, allowing workers to reclaim valuable time. “Additionally, working remotely offers the flexibility for individuals to design their own workspace, which fosters a more personalized and comfortable work environment.” If you’re nodding your head in agreement and want to find a remote role, visit the HackerNoon Job Board . HackerNoon Job Board HackerNoon Job Board There you can search and choose ‘Remote, USA’ instead of choosing a city, and that’ll take you to remote tech roles on offer, like these three: There you can search and choose ‘Remote, USA’ instead of choosing a city, and that’ll take you to remote tech roles on offer, like these three: Site Reliability Engineer - Client Platform, Coinbase, Remote Help build the future of finance and Web3 for Coinbase users across the world as a Site Reliability Engineer - Client Platform . This role involves partnering across the organization to build and maintain performant, reliable, and secure system architectures to support a diverse fleet of macOS, iOS, Windows, ChromeOS, and Android clients. You’ll need at least two years’ experience managing enterprise fleets at scale and have relevant experience in configuring and implementing modern open-source endpoint management tooling such as Puppet, Munki, Autopkg, NanoMDM/MicroMDM and Crypt. A full list of duties and requirements is available to view on the job spec. Read all about it . Site Reliability Engineer - Client Platform Site Reliability Engineer - Client Platform Read all about it Read all about it Senior Cloud Security Engineer, Credit Acceptance, Remote Join the Engineering Security function at Credit Acceptance, and you’ll be protecting cutting-edge web applications built on public cloud such as AWS and Azure. Now advertising for a Senior Cloud Security Engineer , the ideal candidate should possess strong cloud security skills, hybrid/multi-cloud network concepts, a deep understanding of secure software development life cycle methodologies, and have a keen eye for detail. Helpfully, the job spec details how you’ll be successful in this role, and provides a list of outcomes and activities. Find out more . Senior Cloud Security Engineer Senior Cloud Security Engineer Find out more Find out more Java Developer, Blue Origin IT Staffing, Remote If you’re a Java software engineer who enjoys working on complex problems and solutions, and you’re not afraid of learning something new on a daily basis, take a look at this Java Developer position at  Blue Origin IT Staffing. Currently in the process of transforming its large Clojure application into a more modern Java/Spring Boot architecture, this role will help the organization transcribe and work through the details of the Clojure app, and work alongside the Java team to build this new application. You’ll need five to eight years of experience, and this remote role is available anywhere in the U.S. Apply here . Java Developer Java Developer Apply here Apply here Want a great new tech role? Discover it on the HackerNoon Job Board now Want a great new tech role? Discover it on the HackerNoon Job Board now Want a great new tech role? Discover it on the HackerNoon Job Board now Want a great new tech role? Discover it on the HackerNoon Job Board now By Amanda Kavanagh By Amanda Kavanagh By Amanda Kavanagh

The Best and Worst States for Remote Work in the U.S

মার্কিন যুক্তরাষ্ট্রে দূরবর্তী কাজের জন্য সেরা এবং সবচেয়ে খারাপ রাজ্য

Die besten und schlechtesten Bundesstaaten für Remote-Arbeit in den USA

Los mejores y peores estados para el trabajo remoto en EE. UU.

Les meilleurs et les pires États pour le travail à distance aux États-Unis

अमेरिका में रिमोट वर्क के लिए सबसे अच्छे और सबसे खराब राज्य

米国でリモートワークに最適な州と最悪の州

미국 원격 근무에 대한 최고 및 최악의 주

Os melhores e piores estados para trabalho remoto nos EUA

Лучшие и худшие штаты для удаленной работы в США

ABD'de Uzaktan Çalışma için En İyi ve En Kötü Eyaletler

Các bang tốt nhất và tồi tệ nhất để làm việc từ xa ở Hoa Kỳ

美国远程工作最佳和最差的州

Digital Forensics and Incident Response (DFIR) is a specialized field within information security focused on managing cybersecurity incidents. It involves identifying, mitigating, and investigating these incidents, which is known as incident response. Additionally, the field includes the application of forensic techniques, referred to as digital forensics, to analyze and gather evidence. Digital forensics typically begins with an incident, but sometimes, merely detecting signs of unauthorized scanning of a company's IT infrastructure can thwart an attack. Hackers often infiltrate systems in phases and might remain inactive for a while, only to strike a critical digital asset suddenly. For this reason, it is highly effective when digital forensics teams collaborate closely with threat monitoring teams to intercept and block hacking attempts early on. Paths to a Digital Forensics Career This profession demands extensive practical knowledge of IT, encompassing everything from operating systems to mobile apps, telecommunications solutions to IoT devices, and from databases to hardware configurations. A digital forensic expert must not only have a deep understanding of how IT systems function - ideally at an admin level - but also grasp how these systems are protected and how exactly they can be compromised. The transition of someone from a job in cybersecurity, IT administration, or a backend development job into digital forensics can be incredibly valuable. There is no quick training method; the most effective approach is "learning by doing," where individuals learn on the job by tackling specific practical tasks while addressing real-world problems. While there are now excellent courses on digital forensics that can significantly enhance this hands-on learning experience, they should only serve as a supplement, not a replacement. Main Tasks in Digital Forensic Investigations The role of incident responders is to analyze traces of intrusions to answer practical questions: What exactly happened? After a cyber incident, it is vital to determine exactly how hackers gained access and what actions they took. This detailed understanding helps to more accurately assess both the direct damage from the incident and the potential reputational risks. How did this happen? It is necessary to reconstruct the entire sequence of the attack. This knowledge allows information security specialists to mitigate future cyber threats by addressing vulnerabilities that were exploited in the attack, preventing hackers from using the same or similar tactics again. What should you do at the moment? Sometimes, digital forensics specialists need to be actively involved in responding to an incident, not just analyzing the traces. There are situations where hacker activity within a company's IT infrastructure is ongoing. In such cases, it is important to respond carefully, in coordination with all members of the security team, to contain the threat. New challenges are emerging. For example, digital forensics is now used to perform compromise assessments, which involve identifying traces of IT infrastructure compromise. Detecting signs of past breaches can lead cyber investigators to uncover unpatched vulnerabilities or weaknesses in the information security framework. Often, discovering such previously unnoticed issues necessitates thorough investigations. How Long Investigations Last Usually, after a cyber incident, the investigation lasts about two to three weeks. While there are complex cases that require significantly more time, these are quite rare. Most of the time is devoted to the investigation itself, which includes all its stages and the analysis of data collected. Sometimes, this also involves actions to contain the attackers. Please remember that several days are also spent on writing detailed reports. Documentation is crucial: it is necessary to provide comprehensive information for the management of the client company, its security service, and external cybersecurity providers. In some cases, this information is also vital for law enforcement agencies, as digital forensics plays an important role in the apprehension and exposure of cyber criminals. Investigating a company's infrastructure for signs of possible intrusion is a time-consuming task due to the extensive amount of work involved. This process can take anywhere from a month to two months, depending on the size of the customer company's IT infrastructure. It is noteworthy that traces of intrusion, such as 'fingerprints' left by malware, backdoors installed by attackers, or suspicious traffic typical of specific post-exploitation frameworks, are often found. All these findings necessitate further research and detailed analysis. Evaluating a Digital Forensics Profession Strengths

Weaknesses



[+] This is interesting and creative work that requires a blend of competencies, practices, and intuition.

[-] Entering the profession involves a multistage, lengthy, and complex process.



[+] The specialty is rare, which typically means the average salary is higher than that of cybersecurity officers and admins.

[-] The working day can be irregular - for example, when it is necessary to detain malefactors, one might have to spend the night at the client's office.



Opportunities

Risks



[+] Continuous learning about the latest developments in IT, cybersecurity, and forensics keeps you sharp and well-informed.

[-] Switching fields of activity can be problematic due to technical specialties and psychological factors. Investigations are adrenaline-driven, making it difficult to easily walk away from forensics. The Ever-Learning Digital Forensic Expert A digital forensic specialist needs to engage in continuous learning, constantly updating and expanding their knowledge in IT and cybersecurity. This includes not only general IT development but also specialized knowledge in forensics, such as new findings, current challenges, and new cases. This practice introduces new techniques and tools while fostering proficiency in identifying malicious acts. For example, over time, forensic experts begin to recognize the distinct "styles" of different hacker groups. Attribution is crucial as it helps quickly untangle the chain of evidence and traces. A forensic expert continually develops their skills through practical experience and theoretical study. Specialists often need to learn independently, access information from free and paid courses, read articles and books related to their field, watch videos, and attend infosec conferences. They regularly consult specialized information resources such as This Week In 4N6,, The DFIR Report, and Sentinel Labs, along with Mandiant, Red Canary, and TrustedSec blogs. YouTube is another rich source of information, featuring channels like SANS Digital Forensics and Incident Response, 13Cubed, and John Hammond's channel. Additionally, X (formerly Twitter) is a valuable platform where tags like #DFIR and #DailyDFIR provide timely and helpful information. Conclusion The demand for digital forensics is growing along with the expansion of the cybersecurity market, but still exceeds the average for the segment. Most businesses do not require specialists with these skills; instead, digital forensic experts are often employed by specialized firms that offer various information security services. The cost of hiring a forensics specialist is usually open to negotiation and heavily relies on their qualifications and hands-on experience in handling incidents. These specialists have always been and will continue to be in short supply because there are no quick paths to becoming proficient in digital forensics. Digital Forensics and Incident Response ( DFIR ) is a specialized field within information security focused on managing cybersecurity incidents. It involves identifying, mitigating, and investigating these incidents, which is known as incident response. Additionally, the field includes the application of forensic techniques, referred to as digital forensics, to analyze and gather evidence. DFIR Digital forensics typically begins with an incident, but sometimes, merely detecting signs of unauthorized scanning of a company's IT infrastructure can thwart an attack. Hackers often infiltrate systems in phases and might remain inactive for a while, only to strike a critical digital asset suddenly. For this reason, it is highly effective when digital forensics teams collaborate closely with threat monitoring teams to intercept and block hacking attempts early on. hacking attempts Paths to a Digital Forensics Career This profession demands extensive practical knowledge of IT, encompassing everything from operating systems to mobile apps, telecommunications solutions to IoT devices, and from databases to hardware configurations. A digital forensic expert must not only have a deep understanding of how IT systems function - ideally at an admin level - but also grasp how these systems are protected and how exactly they can be compromised. The transition of someone from a job in cybersecurity, IT administration, or a backend development job into digital forensics can be incredibly valuable. There is no quick training method; the most effective approach is "learning by doing," where individuals learn on the job by tackling specific practical tasks while addressing real-world problems. While there are now excellent courses on digital forensics that can significantly enhance this hands-on learning experience, they should only serve as a supplement, not a replacement. backend development job excellent courses on digital forensics Main Tasks in Digital Forensic Investigations The role of incident responders is to analyze traces of intrusions to answer practical questions: What exactly happened? What exactly happened? What exactly happened? After a cyber incident, it is vital to determine exactly how hackers gained access and what actions they took. This detailed understanding helps to more accurately assess both the direct damage from the incident and the potential reputational risks. How did this happen? How did this happen? How did this happen? It is necessary to reconstruct the entire sequence of the attack. This knowledge allows information security specialists to mitigate future cyber threats by addressing vulnerabilities that were exploited in the attack, preventing hackers from using the same or similar tactics again. What should you do at the moment? What should you do at the moment? What should you do at the moment? Sometimes, digital forensics specialists need to be actively involved in responding to an incident, not just analyzing the traces. There are situations where hacker activity within a company's IT infrastructure is ongoing. In such cases, it is important to respond carefully, in coordination with all members of the security team, to contain the threat. New challenges are emerging. For example, digital forensics is now used to perform compromise assessments , which involve identifying traces of IT infrastructure compromise. Detecting signs of past breaches can lead cyber investigators to uncover unpatched vulnerabilities or weaknesses in the information security framework. Often, discovering such previously unnoticed issues necessitates thorough investigations. compromise assessments unpatched vulnerabilities How Long Investigations Last Usually, after a cyber incident, the investigation lasts about two to three weeks. While there are complex cases that require significantly more time, these are quite rare. Most of the time is devoted to the investigation itself, which includes all its stages and the analysis of data collected. Sometimes, this also involves actions to contain the attackers. Please remember that several days are also spent on writing detailed reports. Documentation is crucial: it is necessary to provide comprehensive information for the management of the client company, its security service, and external cybersecurity providers. In some cases, this information is also vital for law enforcement agencies, as digital forensics plays an important role in the apprehension and exposure of cyber criminals. Investigating a company's infrastructure for signs of possible intrusion is a time-consuming task due to the extensive amount of work involved. This process can take anywhere from a month to two months, depending on the size of the customer company's IT infrastructure. It is noteworthy that traces of intrusion, such as 'fingerprints' left by malware, backdoors installed by attackers, or suspicious traffic typical of specific post-exploitation frameworks, are often found. All these findings necessitate further research and detailed analysis. Evaluating a Digital Forensics Profession Strengths

Weaknesses



[+] This is interesting and creative work that requires a blend of competencies, practices, and intuition.

[-] Entering the profession involves a multistage, lengthy, and complex process.



[+] The specialty is rare, which typically means the average salary is higher than that of cybersecurity officers and admins.

[-] The working day can be irregular - for example, when it is necessary to detain malefactors, one might have to spend the night at the client's office.



Opportunities

Risks



[+] Continuous learning about the latest developments in IT, cybersecurity, and forensics keeps you sharp and well-informed.

[-] Switching fields of activity can be problematic due to technical specialties and psychological factors. Investigations are adrenaline-driven, making it difficult to easily walk away from forensics. Strengths

Weaknesses [+] This is interesting and creative work that requires a blend of competencies, practices, and intuition.

[-] Entering the profession involves a multistage, lengthy, and complex process. [+] The specialty is rare, which typically means the average salary is higher than that of cybersecurity officers and admins.

[-] The working day can be irregular - for example, when it is necessary to detain malefactors, one might have to spend the night at the client's office. Opportunities

Risks [+] Continuous learning about the latest developments in IT, cybersecurity, and forensics keeps you sharp and well-informed.

[-] Switching fields of activity can be problematic due to technical specialties and psychological factors. Investigations are adrenaline-driven, making it difficult to easily walk away from forensics. Strengths Weaknesses Strengths Strengths Strengths Weaknesses Weaknesses Weaknesses [+] This is interesting and creative work that requires a blend of competencies, practices, and intuition. [-] Entering the profession involves a multistage, lengthy, and complex process. [+] This is interesting and creative work that requires a blend of competencies, practices, and intuition. [+] This is interesting and creative work that requires a blend of competencies, practices, and intuition. [-] Entering the profession involves a multistage, lengthy, and complex process. [-] Entering the profession involves a multistage, lengthy, and complex process. [+] The specialty is rare, which typically means the average salary is higher than that of cybersecurity officers and admins. [-] The working day can be irregular - for example, when it is necessary to detain malefactors, one might have to spend the night at the client's office. [+] The specialty is rare, which typically means the average salary is higher than that of cybersecurity officers and admins. [+] The specialty is rare, which typically means the average salary is higher than that of cybersecurity officers and admins. [-] The working day can be irregular - for example, when it is necessary to detain malefactors, one might have to spend the night at the client's office. [-] The working day can be irregular - for example, when it is necessary to detain malefactors, one might have to spend the night at the client's office. Opportunities Risks Opportunities Opportunities Opportunities Risks Risks Risks [+] Continuous learning about the latest developments in IT, cybersecurity, and forensics keeps you sharp and well-informed. [-] Switching fields of activity can be problematic due to technical specialties and psychological factors. Investigations are adrenaline-driven, making it difficult to easily walk away from forensics. [+] Continuous learning about the latest developments in IT, cybersecurity, and forensics keeps you sharp and well-informed. [+] Continuous learning about the latest developments in IT, cybersecurity, and forensics keeps you sharp and well-informed. [-] Switching fields of activity can be problematic due to technical specialties and psychological factors. Investigations are adrenaline-driven, making it difficult to easily walk away from forensics. [-] Switching fields of activity can be problematic due to technical specialties and psychological factors. Investigations are adrenaline-driven, making it difficult to easily walk away from forensics. The Ever-Learning Digital Forensic Expert A digital forensic specialist needs to engage in continuous learning, constantly updating and expanding their knowledge in IT and cybersecurity . This includes not only general IT development but also specialized knowledge in forensics, such as new findings, current challenges, and new cases. This practice introduces new techniques and tools while fostering proficiency in identifying malicious acts. For example, over time, forensic experts begin to recognize the distinct "styles" of different hacker groups. Attribution is crucial as it helps quickly untangle the chain of evidence and traces. cybersecurity A forensic expert continually develops their skills through practical experience and theoretical study. Specialists often need to learn independently, access information from free and paid courses, read articles and books related to their field, watch videos, and attend infosec conferences. They regularly consult specialized information resources such as This Week In 4N6 ,, The DFIR Report , and Sentinel Labs , along with Mandiant , Red Canary , and TrustedSec blogs. YouTube is another rich source of information, featuring channels like SANS Digital Forensics and Incident Response , 13Cubed , and John Hammond's channel. Additionally, X (formerly Twitter) is a valuable platform where tags like #DFIR and #DailyDFIR provide timely and helpful information. This Week In 4N6 The DFIR Report Sentinel Labs Mandiant Red Canary TrustedSec SANS Digital Forensics and Incident Response 13Cubed John Hammond's Conclusion The demand for digital forensics is growing along with the expansion of the cybersecurity market, but still exceeds the average for the segment. Most businesses do not require specialists with these skills; instead, digital forensic experts are often employed by specialized firms that offer various information security services. The cost of hiring a forensics specialist is usually open to negotiation and heavily relies on their qualifications and hands-on experience in handling incidents. These specialists have always been and will continue to be in short supply because there are no quick paths to becoming proficient in digital forensics.

The Journey into Digital Forensics: Exploring Career Opportunities (Revealing Insights)

On the 1st day of 2022, I took a giant leap into a new career. Against limitations, I secured a job by the 10th month. The key to my success? Goal setting. It was the first time I stepped into a new year with daylight clarity on what I wanted to achieve and a roadmap for achieving it. But guess what? I didn't realize this until last December when I was reflecting on how I spent 2023. Despite achieving some feats, seeing how I shot my arrows aimlessly made me know I would've done better if I had a goal. With 2024 in sight, goal setting became a no-brainer. To do this, I demystified my 2022 goal to find the elements that made it work. I also drew inspiration from some successful entrepreneurs. All of which I'm excited to share with you in this article. So, keep reading if, like me, you believe 2023 would've been better with a clearer focus, and you're ready to rewrite the narrative in 2024. 9 Elements of an Effective New Year Goal 1. Choose the Right Goal Choosing a goal is the first and fundamental step in goal setting. And so, deserves more thought than it often gets. This is because the wrong goal will collapse any hard work you build on it. Just as the Bible states, "If the foundations be destroyed, what shall the righteous do?". The telltale sign of a wrong goal is when you choose it based on necessity. Such goals stem from the "I can't be left out/I can't appear unserious" mindset. They're fueled by societal expectations rather than intrinsic motivation. As such, it will make it hard for you to stay resolute when the journey gets murky. The best way to choose a goal is based on—Needs. Because they emanate from genuine reason, which increases your likelihood of committing to them. 4 Steps to Choosing a New Year Goal Based on Needs: Identify your Most Crucial Needs (MCN) Step 1: If you already know what they are/it is, skip to the next step. Assign them a mark on a scale of 10 to identify the parts of your life you're performing the least. And prioritizing the ones with the most significant impact on your current stage in life. Choosing your MCN is important to ensure focus and optimum results. In 2022, my MCN was building a career that would give me creative expression and a high income. List out possible solutions to your crucial needs Step 2: If the solutions you already know don't seem good enough, research more. In my case, baking was the only solution I knew. I had to talk to someone who introduced me to skills like Google quality rating and content writing. Identify your Low-Hanging Solution (LHS) Step 3: Your LHS is the solution with the highest probability of meeting your needs using your existing resources (skill, money, people, energy, time). This involves choosing a solution not just based on its chance for success but also considering whether you have the resources to implement it. In my case, I went with content writing because it gave me the highest chance of creative expression and high income. For resources, I already had a basic knowledge in writing and I could commit the time needed to advance the skill. Note: If none of your listed solutions are low-hanging, be open-minded and do more research to discover better ideas. Define your goal Step 4: Match your most crucial need with your lowest-hanging solution to define your goal. Simply put: MCN + LHS = Goal My goal was—to gain creative expression and increase my income through content writing. 2. Assign Specific Timeframe The benefit of having a new year goal is that it gives you a natural start and end time. But that doesn't mean it must start on January 1st and run through the year. It's ok to know what you want to do and not be ready to start it till later in the year. Only ensure you set a specific start and end date to keep you accountable. When setting your end time, ensure it's neither overstretched nor too short and leave a margin of error. How do you leave a margin of error? Set a deadline earlier than the year's end to accommodate unforeseen situations. This increases your chance of achieving your goal before the year ends. For example, I set my 2024 goals to end in the 3rd quarter of the year. This way, I can handle spillovers in the last quarter. In the absence of any spillover, evaluate your goals and plan for the next year. 3. Set Specific Outcome The truth is that setting a specific outcome can be intimidating because it leaves you no choice but to succeed. But the flexibility of vague goals makes it hard to stay committed and focused, which increases the chance of failure. So, which do you choose? If you go with specificity, keep reading to learn how to set it. Renowned entrepreneur , recommends expressing clear outcomes in absolute numbers devoid of signs like - +>/ Vusi Thembekwayo This means you should be wary of expressions that make your goal appear vague and uncertain. Such expressions often appear as phrases like: Between X and Y I'm trying to I'd like to at least more Or Here are some examples of how to take your goals from vague and uncertain to specific and confident. ❌ I'd like to improve my presentation skills. ✅ I'll enhance my presentation skills by completing a public speaking course within the next two months. ❌ I plan to learn between 2 to 5 languages this year. ✅ I'll learn Spanish and Arabic by taking online language lessons 3x a week. ❌ Maintain at least a 90% customer satisfaction rate. ✅ Achieve a customer satisfaction rate of 90% by addressing feedback and implementing improvements. ❌ I want to visit more countries. ✅ I'll visit three new countries every two months starting in April to broaden my cultural experiences. Still need a reason to set specific outcomes? According to Vusi, it enables you to give a straightforward yes or no answer when evaluating the success of your goal. This makes it easy to know the next step to take. More about it in element 9 (goal evaluation). 4. Create an Action Plan If you know your destination but don't know the route that leads there, it’s certain you'll never get there. Your goal is the destination. Your action plan is the route to achieving it. To create an action plan, identify the elements you need to achieve the goal. These elements include resources, habits, milestones, contingency plans, and scheduling. If, for instance, you have the goal of reading 15 books in various genres over the next six months, an action plan example for you will be: A list of book names, highlighter, and jotter. Resources: Process: Find book recommendations on Amazon Buy them Read them Read 20 pages daily before going to bed, except on Sunday. Habit: Complete one book every month. Milestone: If I miss a day, I'll make it up the next day by reading 40 pages. Contingency plan: Block 1 hour before bedtime on my calendar. Scheduling: Note: Before creating an action plan, conduct adequate research to know what's achievable. For instance, in the example above, it's essential to check the total pages of your book to determine the daily reading target required to meet your deadline. 5. Make it Ambitious An ambitious goal stretches you beyond your limit and makes you feel more fulfilled. For instance, you usually save $50k annually, but this year, you decided to save $100k by streamlining your expenses. But, be careful not to mistake overambitious for ambitious goals. Over-ambitious goals are impossible to achieve. E.g. Aiming to become the CEO of a Fortune 500 company within one year of starting your career. OK. This clearly looks over-ambitious, but sometimes they're not that easy to recognize. This is why you need a framework to determine the ambitiousness of your goal. The framework requires you to answer these three questions: Do you need to step out of your comfort zone or establish limits to achieve it? Yes - ambitious No - under-ambitious Despite difficulties, do you have a clear roadmap for achieving it? Yes - ambitious No - overambitious Is the reward worth the risk? Yes - ambitious No - overambitious Kindly note that the effectiveness of this framework is reliant on how well you did your research and the sincerity of your answers. 6. Develop an Adaptable Mindset After setting my 2024 career goal, I discussed it with an expert who found faults in my process and offered suggestions. It was a hard pill to swallow initially because I believed in my process. But after two days of thinking through it, I became convinced that adhering to her advice was the best decision. This underscores the importance of approaching your goal with an adaptable mindset. Certain things could distort the direction of your goal, such as: Expert advice, like in my case Unforeseen situations during implementation. Government regulations Environmental factors like the COVID pandemic It may be difficult to change your original idea if you have an affinity for it, invested efforts/resources in it, or the process of changing it is challenging. To make a rational decision, Don't settle for the first choice that comes to your mind. Instead, ponder on it. Weigh the risk of sticking with your existing plan and the advantages of adjusting it. If it's advice, like in my case, consider the person's experience and understand the reason for their suggestion. Get the opinion of a third party. Check in with your intuition. Does adaptability negate the importance of setting a specific timeframe and outcome for your goal? No! They complement each other. While the latter helps you stay committed and focused, the former keeps you attuned to reality. 7. Define Your "Why" Two months into my content writing career, I felt trapped in muddy ground. I hadn’t made a dime. I was feeling intimidated by other people's work. My family thought I was wasting my time. But I remained steadfast, and this is because I had a “why,” which is this: Writing gives me the joy of seeing my ideas breathe life. And it has the highest chance of giving me the money I need to live the life I want and make a social impact. This thought kept me motivated. This is the power of having a “why.” It motivates you to keep going, especially when the journey gets tough. Like kinetic energy is required to set an object in motion and sustain it, your "why" gives you the intrinsic energy to kick start your goal and keep the momentum. What is your "why"? It's the strongest benefit of achieving your goal. Emphasis on the word "strongest" because the stronger it is, the more steadfast you’ll be. If you choose your goal based on need, it'll be easy for you to define your "why.” When you do, keep it handy (in your subconscious mind or writing) so that you can easily refer to it when it's needed. 8. Keep it in Sight Out of sight is out of mind, they say. If you can't see your goals, there's a high chance of forgetting them. This goes beyond writing them down but embracing systems that make it easy to remember them. Tools for Keeping Your Goals in Sight: Design vision boards and hang them on prominent walls in your office or bedroom to provide motivation and help you maintain focus. Block dates in your calendar to remember what you plan to do at certain times. Establish review rituals, e.g., dedicate a day of the week or month to evaluate your progress. Write on sticky notes and place them in prominent places, such as your workspace or mirror, to serve as reminders. Share with others like friends, family, or colleagues who can provide support and hold you accountable. Use goal-tracking apps like Goals Wizard, Hatch, and Goalify for easy access, keeping track of your progress, setting reminders, and enriching your evaluation with analytics insight. 9. Evaluate Your Goal In the last quarter of the year, ask yourself this question: Did I achieve my goal? If you set a precise outcome, you should be able to answer… Yes or No If your answer is No. Don't feel bad, especially if you did your best. Rather, identify the milestones you achieved and celebrate them. And go further to assess why you couldn't hit the intended outcome. Did you choose the wrong goal? Was it overambitious? Was your action plan flawed? Were you not adaptive? Were you lazy? Did you procrastinate? Did you lose motivation? Did you forget it? I understand that it could involve a more nuanced problem. The point is for you to probe your process thoroughly to uncover mistakes and draw insights to set better goals for the next year. But if you achieved your goal, bravo 👏👏 So… What Next? There are three things you can do: Set another goal: If, after reaching this new height, you feel unsatisfied and believe there's a better chance of achieving more if you keep the momentum, set another goal. Just so you know, this is why I should have set a goal for 2023. Focus on another bucket: You can pick another bucket of your life that needs some love and set a goal for it. Don't set a goal at all: I understand that continuous goal setting can feel like an unending rat race. It's the reason the start of this article encourages you not to set goals based on necessity but on needs. So, if you feel satisfied with your current state in life, there is no pressure. Live unbound 🕊️ And know that you can always set a goal within the year if you find a need to do so.

From Failed to Achieved: 9 Proven Elements For Setting New Year Goals

Introduction In today’s data-driven world, where corporations gather and leverage vast quantities of personal information, the importance of customer cannot be overstated. Preserving the confidentiality of clients is not solely a legal requirement but also a fundamental ethical obligation. A method of sharing data that describes patterns in a dataset while hiding personally identifiable information is called differential privacy. For example, a variety of organizations may release statistical or demographic information, but due to differential privacy, it is hard to determine the precise contribution of any given person. The concept is that regardless of whether a certain piece of data was included in the dataset or not, a researcher would still get the same query answer. If a data scientist is unable to identify a specific person using the data, then the system has differential privacy. In this article, we will learn more about differential privacy and how to safeguard customer privacy by integrating Differential Privacy with . privacy Versatile Data Kit (VDK) Understanding the Need for Differential Privacy In the modern digital world, we need more data than ever to help make and validate business decisions. Without data, no business will thrive in the digital landscape; using data, we can train machine learning models, predict user choices, and even serve advertisements. Users are not feeling safe due to access given to businesses of their private data. To gather huge amounts of data from users, we need to provide better privacy guarantees and meet law enforcement standards (e.g., HIPAA, GDPR) to assure users that their data will be safeguarded. When people try to hide or disguise personally identifiable information (PII), they may unintentionally leave behind other identifying elements in the data. These additional elements are known as quasi-identifiers. So, merely obfuscating PII may not be sufficient to protect privacy if these quasi-identifiers (see image below) can still be used to identify individuals. To solve this problem arrives as the better solution. It is a mathematical framework that offers robust assurances regarding the privacy of an individual’s data, even when integrated into extensive datasets or merged with other data sources. This technique involves introducing random noise to the data before analysis or sharing, significantly increasing the complexity for potential attackers to pinpoint the specific data of an individual. The noise is strategically incorporated to maintain statistical accuracy, ensuring that the outcomes of the analysis remain meaningful and valuable despite the introduced noise. Differential Privacy There are three main actors in differential privacy: the curator, owner, and analyst of the data. As you can see in the image below, global differential privacy is where we can trust the curator but not the analyst, whereas in local differential privacy, we don’t trust anyone. Techniques to Implement Differential Privacy It is used when the datatype we are trying to obfuscate is Boolean. When a query about a Boolean attribute (such as whether an individual has a given characteristic) is made using this approach, the result is randomized to introduce uncertainty. Random Response: Check or see the example below: here class DifferentialPrivateRandomResponse:

    def __init__(self, random_response_frequency: int):
        self._random_response_frequency = random_response_frequency

    def privatize(self, value: bool):
        # first coin flip
        if np.random.randint(0, self._random_response_frequency) == 0:
            # answer truthfully
            return value
        else:
            # answer randomly (second coin flip)
            return np.random.randint(0, 2) == 0 It is used to add noise when we are trying to add privacy in Enum-type data types. Unary encoding is a way of representing categorical data in a vector. Unary Encoding: Check or see the example below: here def _perturb(self, encoded_response: List[int]) -> List[int]:
        return [self._perturb_bit(b) for b in encoded_response]

    def _perturb_bit(self, bit: int) -> int:
        sample = np.random.random()
        if bit == 1:
            if sample <= self._p:
                return 1
            else:
                return 0
        elif bit == 0:
            if sample <= self._q:
                return 1
            else:
                return 0 Implementing Differential Privacy Using VDK With the increasing complexity of data management, the open-source Versatile Data Kit (VDK) empowers organizations to handle and secure sensitive data. Leveraging VDK’s capabilities, we can address the challenges of implementing Differential Privacy. Learn more about the Versatile Data Kit ! We will dig deeper into each and every step required to implement Differential Privacy in detail. We will work with a patient dataset commonly used by researchers as an example to understand the implementation of Differential Privacy using VDK. VDK provides a clean interface for ingestion. here Data Ingestion: Enabling Differential Privacy: VDK is modular and highly extensible, it has the concept of plugins that can be installed like any other python packages. Once they are installed, we can plug them into a VDK job by quickly changing config. To enable differential privacy, we need to intercept data at pre ingestion step so we can add noise before we sync it. VDK plugins can intercept data at many different points in the data streaming lifecycle. Let’s see an example of how we can configure and add random response noise to Boolean data type. Consider a study being conducted by some researchers to determine the influence of smoking on cancer. They must study data from various patients while also protecting the patients’ privacy through the use of differentiated privacy and VDK. Check code . To install and configure our new plugin Random Response, we need to run the following: Random Response Plugin: here pip install vdk-local-differential-privacy After installing the Random Response plugin, we need to update the config file: # update config
[vdk]

ingest_method_default=SQLITE

#add preprocessing step
ingest_payload_preprocess_sequence=random_response_differential_privacy

#set property specific to this plugin
differential_privacy_randomized_response_fields='{"patient_details": ["is_smoker"]}' ) Follow the above code and see how we can add a preprocessing step in the config file. In the next step, we set properties specific to this plugin, and the fields we want to randomize or add noise to are located in the “ ” table, and the name of column “ ”. patient_details is_smoke from vdk.api.job_input import IJobInput

def run(job_input: IJobInput):

#60 people who are not smokers
    for _ in range(60):
        obj = dict(str_key="str", is_smoker=False)

#setup the configuration
        job_input.send_object_for_ingestion(
            payload=obj, destination_table="patient_details", method="memory"
        ) As you can see in the script above, we took 60 patients who are not smokers and saved all their information to the database. It generates a dictionary and sends it for ingestion into a data table named “patient_details” using the “memory” method. Since everyone is not a smoker(is_smoker=False) in the dataset, there is always the same amount of noise in the dataset. As you can see in the histogram of noisy and randomized data, there are ~45 non-smokers and ~15 smokers. We are using a random response plugin, so the genuine value can be reported with a specific probability, whereas the false value can be reported with the complementary probability. VDK helps to create noisy data. We can move from noisy data to actual distribution before the noise is added to the data. Moving from noisy data to understandable data involves managing and filtering out the noise. Understandable data: To achieve this, a few points need to be considered: Approximately half of the data consists of pure noise. - About one-fourth of the data is composed of “yes” responses generated from random noise. To determine the number of real “yes” responses in the data, you subtract the noise-generated “yes” responses from the total number of “yes” responses. Mathematically, this is expressed as: real yeses = total number of yeses — (1/4 x dataset size) Since half of the data was discarded due to noise, it’s necessary to adjust for this loss when estimating the actual count of real “yes” responses. Doubling the number of real “yes” responses compensates for the elimination of half the data: Actual Count of Real Yeses = 2×Real Yeses This process helps in obtaining a more accurate representation of the true positive responses within the dataset, accounting for the presence of noise and ensuring a better understanding of the underlying information. By doing these steps we can get real distribution. Check right histogram in image below, we achieved the number 60 and has very less or no margin of error likely to happen. This can help the researcher to complete studies easily on the impact of smoking on cancer. This also helps to preserve individual user privacy because only half of the responses in the database are honest responses not generated by noise. Know more . Unary Encoding Plugin: here A similar method will be used as a random response in implementing differential privacy using the Unary Encoding VDK Plugin. To install and configure our new plugin, Unary Encoding, we need to run the following: pip install vdk-local-differential-privacy After installing the Unary Encoding plugin, we need to update the config file: # update config
[vdk]

ingest_method_default=SQLITE

#add preprocessing step
ingest_payload_preprocess_sequence=unary_encoding_differential_privacy

#set property specific to this plugin
differential_privacy_unary_encoding_fields='{"patient": {"blood": ["A","B","AB","O"]}}' Follow the above code and see how we can add a preprocessing step in the config file. In the next step, we set properties specific to this plugin “ ,” and in the next step, we want to add unary encoding on the “patient” table in column “blood” with blood groups as Enum values. unary_encoding_differential_privacy from vdk.api.job_input import IJobInput


def run(job_input: IJobInput):
    for _ in range(50):
        obj = dict(str_key="str", blood_type="B")

        job_input.send_object_for_ingestion(
            payload=obj, destination_table="patient", method="memory"
        ) In the above script, you can see that we have 50 patients with blood type “B” and save it to the database. Implementing unary encoding using the Versatile Data Kit plugin to implement differential privacy is somewhat similar to the random response plugin method. Basically, random response introduces randomness to protect privacy in statistical data, while unary encoding is a binary representation method commonly used for categorical data. Conclusion In concluding this article for safeguarding consumer privacy with Differential Privacy and the Versatile Data Kit (VDK), we emphasize the critical importance of ethical data practices. Balancing privacy and creativity needs collaborative efforts, and the combination of these tools provides a strong framework for responsible data management. As organizations negotiate this changing world, they must embrace openness, adapt to legislation, and prioritize privacy. The integration of Differential Privacy and VDK not only protects client privacy but also lays the groundwork for a trustworthy and responsible digital future. VDK is also working on providing support for differential privacy in SQL queries and global differential privacy. This article is co-authored by and , combining their expertise to provide a well-rounded perspective on the topic. Astrodevil Paul Murphy Additional Resources 💡Check Versatile Data Kit GitHub Repo 💡Check YouTube Video Tutorial 💡Check the of VDK to learn more Getting Started guide 💡Check VDK plugin files Also published . here

Preserving Customer Privacy: Integrating Differential Privacy with Versatile Data Kit (VDK)

What erodes credibility at work and what builds it? Most employees don’t think about credibility consciously which prevents them from taking the right steps to build it. They think that if they keep their heads down and keep doing good work, someone will take notice and good opportunities will land their way. But workplaces aren’t designed to lift people with good intentions and good skills. Working hard doesn’t necessarily translate into recognition and promotions. This mismatch between what employees expect and what they get is often the biggest root cause of disappointment, dissatisfaction, and frustration at work. But it doesn’t have to be this way. By incorporating simple habits and practices into their daily work, employees can do more impactful work that not only generates value for the organization but also gets them the attention they need. Building credibility requires earning the trust of people who work with you—your colleagues, manager, stakeholders, and others. It requires more than just competence and knowledge. Being an expert in your domain or enthusiasm and motivation about your job can only take you so far when you lack credibility with your team and others. With credibility: Your ideas are heard and valued. Others approach you for guidance and advice. You’re entrusted with higher-level responsibilities and better opportunities. You get a sense of progress, purpose, and belonging mitigating and keeping you happy, satisfied, and fulfilled. burnout Here are a few practical strategies that I have used throughout my career to become a more credible team member and employee: 1. Do things without being asked Completing assigned tasks, delivering good quality code, and meeting deadlines and expectations establishes you as a sincere employee—someone who will do the job they’ve been asked to do. But waiting for tasks to be assigned doesn’t make you credible. To establish credibility, do work without being asked. Identify your stakeholders and customers' unmet needs. Which areas will deliver the biggest impact? What important things have been pushed aside that need time and attention? How can you contribute? For example: Resolve a bug that’s a pain point for customers. Create dashboards for the team to see all tech metrics in one place without wasting time looking it up in multiple systems and places. Automate reports for stakeholders that makes it easy for them to get data without raising a tech request each time. Credibility comes with doing work that no one is paying attention to, not by simply meeting expectations. Excellence comes from an internal standard that asks, “How can I deliver beyond what’s expected? ― Brendon Burchard 2. Never say it’s not your Job What do you do when your manager asks you to work on things that don't directly fit your job profile or appear boring? For example: Picking up another employee's slack. Working on a task that you’ve done many times before. Coordinating an event at work. Do you turn them down saying “it’s not my job” or do you roll up your sleeves and get the job done? Showing resistance towards certain kinds of work and preference towards others makes you inflexible. Others can’t judge what you’ll accept and what you’ll deny which makes it hard for them to consider you when a new opportunity opens up. Credibility isn’t built by working on fun stuff or doing work that always matches your interests. It’s built by gauging the need of the hour and making yourself available to contribute where your presence will matter. 3. Have a strong sense of agency How do you respond to obstacles and challenges? Do you wait for your manager to unblock you or do you find creative ways to solve the problem and move forward? When you blame, complain and sob and pass the responsibility to people above you, you may feel that you’ve done the job by informing the right people, but absolving yourself from responsibility does not build credibility. Others find you credible when you approach problems with high agency. When you push through in the face of adversity and find a way to get what you want without waiting for the conditions to be perfect or otherwise blaming the circumstances, others come to rely on you for problems with unknowns and uncertainties. Challenge and adversity are meant to help you know who you are. Storms hit your weakness, but unlock your true strength. ― Roy T. Bennett 4. Proactively identify problems and create a plan to tackle them upfront Most employees react to problems as they surface. They don’t take the time to think about challenges and obstacles that might get in the way. Unexpected events throw their balance off a bit. Not having sufficient time to think through the problem leads to poor choices and bad decisions. Throwing bad news at the manager at the last minute also breaks trust. People who build credibility at work aren’t reactive. They proactively anticipate what might get in the way. Thinking through the risks and problems upfront mentally prepares them to deal with the challenges as they arise—even if it’s something unexpected they aren’t surprised. To build credibility, use the premortem technique—place yourself into the future and look back. Visualize the project, task or whatever you intend to do has gone horribly wrong. Work backward to identify what mistakes might cause it to fail. Create a plan to solve these issues—address the risks and obstacles thereby increasing your chances of success. The only guarantee, ever, is that things will go wrong. The only thing we can use to mitigate this is anticipation. Because the only variable we control completely is ourselves. — Ryan Holiday 5. Be a problem solver When something catches your attention, do you simply state the problem or do you also suggest a few ways in which it can be solved? Rejecting ideas, pointing out flaws, and stating what wouldn’t work is easy. It’s what most employees do. They limit their contribution to finding problems and consider the job done. Credible employees don’t work this way. They’re experimenters, strategists, and ‘solutionists’ who look for different ways to solve a problem. Instead of simply stating the problem, they also do their homework and come prepared with solutions. Approaching problems with a solution mindset helps them draw valuable insights. They’re able to think creatively and find unique ways to address concerns. They build credibility by solving hard problems. 6. Take responsibility When things don’t go as expected, where do you focus—other people, external circumstances, and conditions that prevented you from getting the desired outcomes or do you hold yourself accountable for it? When you don’t feel in control of your outcomes, your mind switches to a problem mode. You obsess about the problem and fail to take action when it’s needed the most. Employees who build credibility operate from an internal locus of control. They think about what they’re capable of doing instead of wasting time worrying about things outside their control. Stepping up and taking charge kicks off the solution region of their brain. They’re able to evaluate the situation from an objective point of view, consider different possibilities, and think creatively on the steps to take. Once people stop making excuses, stop blaming others, and take ownership of everything in their lives, they are compelled to take action to solve their problems. They are better leaders, better followers, more dependable and actively contributing team members, and more skilled in aggressively driving toward mission accomplishment. But they’re also humble—able to keep their egos from damaging relationships and adversely impacting the mission and the team. — Jocko Willink 7. Be a team player What is your intention when working with others? Do you think about your self-interests or do you think about adding value to others? When you think only about yourself, you make decisions that benefit you while ignoring how they may harm others. You act based on what you like and dislike without considering how your actions add value to the organization or its people. Credible employees don’t act solo. They’re team players. They work based on their team's needs or where their contribution will matter the most. Not trying to personally gain from every situation helps them keep a balanced perspective—they do work that matters to the organization while also contributing to their learning and growth. 8. Share knowledge If you’re an expert at something or knowledgeable in a specific field, you’ll have the capability to find solutions that others didn’t know existed. But having domain knowledge or expertise is not enough. What you do with that knowledge matters as much. Do you refuse to share knowledge with others or do you find opportunities to lift others up with it? You build credibility when your knowledge has an impact beyond projects and tasks. Helping others acquire your expertise even in small ways builds trust. They come to rely on you for guidance and advice. Lifting others up also has another advantage—they’re able to do your job which creates an opportunity for you to take on more challenging and complex tasks. 9. Be willing to change and adapt to the future needs Things change at a very fast pace in our work environments. When you stick to things you’ve always done before or choose a safe path, you may get the job done, but staying within your comfort zone also limits your growth. Ignoring future needs or not adapting to them makes your skills obsolete. You keep getting lower-level responsibilities that keep you busy but do not lead to growth. Employees who build credibility don’t lose sight of the future. They analyze what the future demands and constantly invest time in keeping up with it. Adopting a learning attitude helps them build new skills which keeps them prepared to tackle whatever comes their way. Efficiency remains important, but the ability to adapt to complexity and continual change has become an imperative. — Stanley McChrystal 10. Show up on time When you’re invited for a discussion or a meeting, are you most likely to be late? Do you even miss the clock when it’s you who invited others? You may think that a few minutes here and there don’t matter, but they do. Coming late makes others feel that you’re taking them for granted. Every additional second of waiting adds to their frustration and anxiety. People who build credibility are very conscious of time. They not only utilize their time well but also care for others' time as well. They don’t waste time in pointless debates, unnecessary meetings or by making others wait. Respecting other people’s time is what builds trust and respect. Summary Credibility isn’t built by fulfilling your job role and description. It requires mastering simple habits and incorporating them into your daily work and life. Doing a good job of the assigned tasks makes you sincere, not credible. To build credibility, do important work without being asked. Saying yes to only certain kinds of work and no to others makes you inflexible. You can’t be inflexible and credible at the same time. Pushing responsibility up the chain of command prevents you from taking control. Relying on others to fix the situation does not build credibility. Instead of waiting for things to go wrong and then reacting to it, credible employees proactively identify risks and make plans to address it. Credible employees simply don’t state problems. They also think through multiple ways to solve it. While most employees waste time worrying about things outside their control, credible employees look internally to their own behaviors and actions. Credible employees prioritize their team over their personal interests. They seek a balance between interests, opportunities and doing work that matters. Instead of withholding knowledge, credible employees share it with others. Helping others do well lifts them up as well. Sticking to old methods feels safe, but it also limits your growth. Build credibility by expanding your comfort zone and taking a step outside it. Turning up late to meetings kills credibility. How can others respect you when you don’t respect their time? This story was previously published . here Follow me on or here for more stories. LinkedIn

10 Effective Tips for Building Credibility at Work 

The market is tough these days - just look at all the CS doomsday posts on Reddit and the hundreds of other applicants ahead of you on LinkedIn. Landing a job can prove to be an uphill challenge, especially if you aren’t from a traditional CS background. In this post, I will share my journey of how I managed to secure three offers as a (including one at a social media tech giant, which I eventually chose) despite not having a traditional computer science background. Frontend/Software Engineer The Beginning My forays into coding and web development began when I first took the CS50 and CS50 Web courses by Harvard as enrichment modules in my first year in university (where I majored in Communications). After completing a few initial personal projects, I ventured into freelance work to further hone my skills. Following an internship and an assortment of more polished projects, I believed I was ready to start searching for a full-time job. By The Numbers Applications Sent Out: 33 Heard Back From: 7 Did Not Pass HR: 4 Did Technical Interviews For: 3 Total Rounds of Technical Interviews: 8 Offers: 3 (1 startup, 1 mid-sized firm, 1 big tech firm) Total Preparation Period (before first offer): 1.5 months Setting The Stage Before starting to look for a full-time job, I would advise any non-CS applicant to begin by getting your feet wet. The grind doesn’t start when you prepare for interviews. It starts the moment you decide to take this path. Learn the basics (through courses and such), get some projects done – and be sure to finish them! After that, seek out exposure. And by exposure, I mean both in the work sense (through internships/freelancing / contributing to open-source) and the networking sense (getting to know people from the industry, actual CS students, and other developers). Exposure is important because this is a big part of what I’m missing out on without a CS degree. I think I’ve been really blessed to know some really smart and talented people over the years, and they have helped me a ton in my journey. The Training Ground Grind75 for Leetcode Before diving straight into the grind, I went through a couple of online courses and books on algorithms and data structures (if you’re a beginner, I highly recommend course as well as the book ). After gaining confidence in my foundational knowledge, I tackled the Grind75 on Leetcode, completing over 100 of 169 questions. Heaps and recursive patterns like backtracking and top-down dynamic programming were particularly challenging for me. Although my interviews mainly focused on arrays and stack/queue structures, knowledge of tree/graph/linked-list traversals proved invaluable, especially for domain-specific understanding like DOM traversal and how React hooks are implemented. Overall, while Leetcode-style questions only appeared during my first rounds, practicing daily honed my problem-solving skills and got me used to those mind-boggling coding challenges. Stanford’s Design and Analysis Grokking Algorithms Utilizing GreatFrontEnd For , I used extensively. It’s like a Leetcode for frontend engineers, except that it comes with a wealth of knowledge that helps you both in interviews and in becoming a better developer. I began with the JavaScript utility questions and tried to complete every single easy and medium question. This really helped me solidify my JS fundamentals. In hindsight, starting here was probably the best choice I made. anything front-end related GreatFrontEnd I think as job-seekers, we’re incredibly fortunate to have such carefully curated resources like these at our fingertips. But sometimes, it can leave us stranded with the . When I set out to find the best prep material (for myself) and weighed all the different options, two main things informed my decision: paradox of choice Credibility (whether the people behind the source have the necessary credentials to be teaching others). Organization (whether the platform/site is organized in a manner suitable for structured, disciplined learning) GreatFrontEnd checked these two boxes, and I decided to use it as my main platform for learning. It was still essential to supplement my learning with complementary resources. Bridging Knowledge Gaps While working through the exercises on GreatFrontEnd, I became aware of specific areas in JavaScript where my understanding was lacking (such as promises, async-await, and various ES6 features). GFE’s structured exercises served as a mirror, reflecting to me the areas where I needed to improve. To bridge these gaps, I engaged in focused and targeted study sessions. I scoured through documentation, online tutorials, and coding exercises, practicing extensively until I felt confident in each area. This wasn't just about solving problems; it was about understanding the ‘why’ and ‘how’ behind each solution. System Design I really wanted to study both backend and frontend system design (see the differences ) to get a more holistic overview of how software architecture works. Daily concerns we face, such as performance, latency, reliability, and data transfers, stem from system design principles. here Understanding the mechanics behind these interfaces often led to enlightening 'ohhhh' moments for me. I began my preparation with a foundational study of databases, delving into various types, from relational to NoSQL, and key concepts like indexing and sharding. This foundational knowledge served as the backbone for my next step: understanding the broader architecture of software systems. I immersed myself in overall system design, learning about component interactions, load balancing, caching, and microservices to grasp how all the pieces of a system fit cohesively. With a solid understanding of general system design in place, I shifted my focus to frontend-specific design patterns, utilizing the resources provided by GreatFrontEnd. These materials guided me through topics such as rendering patterns in React, performance optimization, and accessibility best practices. To supplement my learning, I used sources like patterns.dev, which offered invaluable insights into and best practices. front-end design patterns Practicing building User Interfaces in JavaScript When time permitted, I tackled user interface questions on GreatFrontEnd to apply the concepts I had learned in a practical context. I did not manage to get much done here, but I read through many of the provided solutions. Finally, The Actual Interviews These were some of the topics tested for me: System Design (e.g., URL shortener, GraphQL and REST APIs) Object-Oriented Programming (e.g., Todo list, Interface design) Leetcode Mediums Frontend Knowledge (e.g., JS utilities, React, Async JS programming, CSS, React hooks, Redux, Rendering patterns) Practical Challenges (e.g., Design a 3D editor) In my experience interviewing for frontend roles, Leetcode questions generally don’t appear past the first round. Frontend knowledge and mastery over JavaScript fundamentals proved to be the clinchers. Also, I do believe that questions will be more tailored toward your job scope. Suppose you’re applying for a role in the e-commerce team (i.e., if you’re applying for a role in an e-commerce team, you might expect more async JS questions). The three companies that I interviewed for had very different business objectives and scope, so I faced a wider variety of questions. Testing OOP principles was surprising to me, but it made a lot of sense as it serves to demonstrate your understanding of structured programming, design patterns, and how to effectively model and organize complex software systems. Insights Along The Way Be Consistent Consistency is key. I think I put in around 8 hours on a good day and 3 hours on a bad day. It’s better to study a little every day than to cram all at once. Spaced repetition helps in retaining information. Revise and Review Even if you’ve studied a topic thoroughly, go back and revise. Memory is fleeting, and regular revision helps to reinforce your knowledge. Aim for Understanding, Not Memorization Strive to deeply understand concepts instead of rote memorization. This understanding will shine through in your interviews and in your work. Always Ask for Help Use all the resources at your fingertips. Whether it’s asking on Reddit/Discord/Github/Stack Overflow/ChatGPT, never be afraid to ask and look for help. I’m thankful for these resources at my disposal, for the help from the geniuses at GreatFrontEnd and a couple of awesome friends (and brother) who gave me mock interviews and curated feedback. Acknowledge Your Knowledge Gaps It’s important to recognize and admit what you don’t know. This is not only a sign of humility but is also crucial for your learning process. It also helps in interviews, where you can demonstrate self-awareness when asking questions and solving problems. Be Confident While it’s important to be humble and aware of your weaknesses, it’s equally important to be confident in your skills and the work you have done. Know your worth. Luck Matters Who you meet, the type of interviewers you get, how successful your projects are, etc. – there’s a small element of luck in everything. Recognizing this allows me to not dwell too heavily on my setbacks and instead focus on the things that I can control to further improve my chances. Some Concluding Thoughts The last four points were especially important for me, as I struggle a lot with imposter syndrome. Benchmarking myself, my skills, and my projects against my peers and the wider industry, I find myself falling short every time. In this ever-changing field, what you know almost always feels like a speck of dust in an infinite universe. Yet, pushing through the doubts and putting in the work, I still managed to land multiple offers and a job package that I'm happy with in a tough market. If you’re someone looking to embark on the same path but intimidated by the uphill battle against the odds, I hope my journey can inspire you to push forward.

How I Received 3 Front End Engineer Offers in a Tough Market as a Non-CS Graduate

Personal Recollections of Joan of Arc — Volume 1 by Mark Twain, is part of the HackerNoon Books Series. You can jump to any chapter in this book . Joan Makes Cowards Brave Victors here Joan Makes Cowards Brave Victors THE NEXT day Joan wanted to go against the enemy again, but it was the feast of the Ascension, and the holy council of bandit generals were too pious to be willing to profane it with bloodshed. But privately they profaned it with plottings, a sort of industry just in their line. They decided to do the only thing proper to do now in the new circumstances of the case—feign an attack on the most important bastille on the Orleans side, and then, if the English weakened the far more important fortresses on the other side of the river to come to its help, cross in force and capture those works. This would give them the bridge and free communication with the Sologne, which was French territory. They decided to keep this latter part of the program secret from Joan. Joan intruded and took them by surprise. She asked them what they were about and what they had resolved upon. They said they had resolved to attack the most important of the English bastilles on the Orleans side next morning—and there the spokesman stopped. Joan said: “Well, go on.” “There is nothing more. That is all.” “Am I to believe this? That is to say, am I to believe that you have lost your wits?” She turned to Dunois, and said, “Bastard, you have sense, answer me this: if this attack is made and the bastille taken, how much better off would we be than we are now?” The Bastard hesitated, and then began some rambling talk not quite germane to the question. Joan interrupted him and said: “That will not do, good Bastard, you have answered. Since the Bastard is not able to mention any advantage to be gained by taking that bastille and stopping there, it is not likely that any of you could better the matter. You waste much time here in inventing plans that lead to nothing, and making delays that are a damage. Are you concealing something from me? Bastard, this council has a general plan, I take it; without going into details, what is it?” “It is the same it was in the beginning, seven months ago—to get provisions for a long siege, then sit down and tire the English out.” “In the name of God! As if seven months was not enough, you want to provide for a year of it. Now ye shall drop these pusillanimous dreams—the English shall go in three days!” Several exclaimed: “Ah, General, General, be prudent!” “Be prudent and starve? Do ye call that war? I tell you this, if you do not already know it: The new circumstances have changed the face of matters. The true point of attack has shifted; it is on the other side of the river now. One must take the fortifications that command the bridge. The English know that if we are not fools and cowards we will try to do that. They are grateful for your piety in wasting this day. They will reinforce the bridge forts from this side to-night, knowing what ought to happen to-morrow. You have but lost a day and made our task harder, for we will cross and take the bridge forts. Bastard, tell me the truth—does not this council know that there is no other course for us than the one I am speaking of?” Dunois conceded that the council did know it to be the most desirable, but considered it impracticable; and he excused the council as well as he could by saying that inasmuch as nothing was really and rationally to be hoped for but a long continuance of the siege and wearying out of the English, they were naturally a little afraid of Joan’s impetuous notions. He said: “You see, we are sure that the waiting game is the best, whereas you would carry everything by storm.” “That I would!—and moreover that I will! You have my orders—here and now. We will move upon the forts of the south bank to-morrow at dawn.” “And carry them by storm?” “Yes, carry them by storm!” La Hire came clanking in, and heard the last remark. He cried out: “By my baton, that is the music I love to hear! Yes, that is the right time and the beautiful words, my General—we will carry them by storm!” He saluted in his large way and came up and shook Joan by the hand. Some member of the council was heard to say: “It follows, then, that we must begin with the bastille St. John, and that will give the English time to—” Joan turned and said: “Give yourselves no uneasiness about the bastille St. John. The English will know enough to retire from it and fall back on the bridge bastilles when they see us coming.” She added, with a touch of sarcasm, “Even a war-council would know enough to do that itself.” Then she took her leave. La Hire made this general remark to the council: “She is a child, and that is all ye seem to see. Keep to that superstition if you must, but you perceive that this child understands this complex game of war as well as any of you; and if you want my opinion without the trouble of asking for it, here you have it without ruffles or embroidery—by God, I think she can teach the best of you how to play it!” Joan had spoken truly; the sagacious English saw that the policy of the French had undergone a revolution; that the policy of paltering and dawdling was ended; that in place of taking blows, blows were ready to be struck now; therefore they made ready for the new state of things by transferring heavy reinforcements to the bastilles of the south bank from those of the north. The city learned the great news that once more in French history, after all these humiliating years, France was going to take the offensive; that France, so used to retreating, was going to advance; that France, so long accustomed to skulking, was going to face about and strike. The joy of the people passed all bounds. The city walls were black with them to see the army march out in the morning in that strange new position—its front, not its tail, toward an English camp. You shall imagine for yourselves what the excitement was like and how it expressed itself, when Joan rode out at the head of the host with her banner floating above her. We crossed the five in strong force, and a tedious long job it was, for the boats were small and not numerous. Our landing on the island of St. Aignan was not disputed. We threw a bridge of a few boats across the narrow channel thence to the south shore and took up our march in good order and unmolested; for although there was a fortress there—St. John—the English vacated and destroyed it and fell back on the bridge forts below as soon as our first boats were seen to leave the Orleans shore; which was what Joan had said would happen, when she was disputing with the council. We moved down the shore and Joan planted her standard before the bastille of the Augustins, the first of the formidable works that protected the end of the bridge. The trumpets sounded the assault, and two charges followed in handsome style; but we were too weak, as yet, for our main body was still lagging behind. Before we could gather for a third assault the garrison of St. Prive were seen coming up to reinforce the big bastille. They came on a run, and the Augustins sallied out, and both forces came against us with a rush, and sent our small army flying in a panic, and followed us, slashing and slaying, and shouting jeers and insults at us. Joan was doing her best to rally the men, but their wits were gone, their hearts were dominated for the moment by the old-time dread of the English. Joan’s temper flamed up, and she halted and commanded the trumpets to sound the advance. Then she wheeled about and cried out: “If there is but a dozen of you that are not cowards, it is enough—follow me!” Away she went, and after her a few dozen who had heard her words and been inspired by them. The pursuing force was astonished to see her sweeping down upon them with this handful of men, and it was their turn now to experience a grisly fright—surely this is a witch, this is a child of Satan! That was their thought—and without stopping to analyze the matter they turned and fled in a panic. Our flying squadrons heard the bugle and turned to look; and when they saw the Maid’s banner speeding in the other direction and the enemy scrambling ahead of it in disorder, their courage returned and they came scouring after us. La Hire heard it and hurried his force forward and caught up with us just as we were planting our banner again before the ramparts of the Augustins. We were strong enough now. We had a long and tough piece of work before us, but we carried it through before night, Joan keeping us hard at it, and she and La Hire saying we were able to take that big bastille, and must. The English fought like—well, they fought like the English; when that is said, there is no more to say. We made assault after assault, through the smoke and flame and the deafening cannon-blasts, and at last as the sun was sinking we carried the place with a rush, and planted our standard on its walls. The Augustins was ours. The Tourelles must be ours, too, if we would free the bridge and raise the siege. We had achieved one great undertaking, Joan was determined to accomplish the other. We must lie on our arms where we were, hold fast to what we had got, and be ready for business in the morning. So Joan was not minded to let the men be demoralized by pillage and riot and carousings; she had the Augustins burned, with all its stores in it, excepting the artillery and ammunition. Everybody was tired out with this long day’s hard work, and of course this was the case with Joan; still, she wanted to stay with the army before the Tourelles, to be ready for the assault in the morning. The chiefs argued with her, and at last persuaded her to go home and prepare for the great work by taking proper rest, and also by having a leech look to a wound which she had received in her foot. So we crossed with them and went home. Just as usual, we found the town in a fury of joy, all the bells clanging, everybody shouting, and several people drunk. We never went out or came in without furnishing good and sufficient reasons for one of these pleasant tempests, and so the tempest was always on hand. There had been a blank absence of reasons for this sort of upheavals for the past seven months, therefore the people too to the upheavals with all the more relish on that account. About HackerNoon Book Series: We bring you the most important technical, scientific, and insightful public domain books. This book is part of the public domain. Mark Twain (2004). Personal Recollections of Joan of Arc — Volume 1. Urbana, Illinois: Project Gutenberg. Retrieved October 2022 https://www.gutenberg.org/cache/epub/2874/pg2874-images.html This eBook is for the use of anyone anywhere at no cost and with almost no restrictions whatsoever. You may copy it, give it away or re-use it under the terms of the Project Gutenberg License included with this eBook or online at , located at . www.gutenberg.org https://www.gutenberg.org/policy/license.html

Joan Makes Cowards Brave Victors

The funny thing about - working as a person who pursues a profession without a long-term commitment to any one employer - is that it has been around for a long time, much longer than in modern . The term literally comes from Sir Walter Scott’s Ivanhoe writing where he talks about a paid army of ‘free lances’ back in the early eighteen hundreds. freelancing times I offered Richard the service of my Free Lances, and he refused them—I will lead them to Hull, seize on shipping, and embark for Flanders; thanks to the bustling times, a man of action will always find employment. Despite being written in the eighteen hundreds, the term also can be used retroactively in order to refer to medieval mercenaries that would fight for a nation based on who paid them the most or simply whichever nation you choose to give your alliance to. However, as the word began to get popularity, there were more uses for the word freelancer and it began to apply to more careers that allowed for people to have some degree of agency in their choices. It could be used to refer to a politician who went into office without any form of political affiliation (which is what we call an ) and later people who do any type of work on their own terms without any permanent or long-term commitment. independent That last definition is definitely what applies to the modern freelancer, and the modern freelancer has greatly affected the modern landscape of cybersecurity. According to Time Magazine - at least in the United States - there was a great increase in freelancers, and the need for freelancers in the United States government went up after the 9/11 terror attacks. As Bureau budgets surged in service to the War on Terror, the FBI, instead of hiring sufficient numbers of agents and staff who had relevant experience and lingual and cultural knowledge, turned time and again to CHSs, farming out difficult and dangerous work to like Billy Reilly.—Brett Forrest, , 7 June 2023 freelancers Time On top of all of that, the Internet and other technologies of the digital age emerged and opened up a whole bunch of great freelance opportunities while expanding all of the markets that were available to freelancers. Countries like India, for , saw a boost in freelance work locally and freelancers who could do remote work for foreign companies while bringing in more money for the nation. Online crowdsourcing even grew into a variety of different industries and a bunch of different marketplaces that exist in the modern world. example How has this affected the field of cybersecurity? It has allowed certain companies to hire cybersecurity experts on a job-by-job basis without needing to guarantee long-term employment and it also allows said companies to potentially hire people at more affordable rates. Larger companies might have an easy time hiring a cybersecurity team at market rates or above, but a smaller online business might have a harder time affording such a thing. This has also led to the creation of new job positions, like the freelance cybersecurity analyst job that is now a possibility.

A Brief History of Freelancing and New Cybersecurity Opportunities

Being a remote developer comes with its own set of challenges, from staying focused to maintaining productivity. But fear not, for I discovered a secret weapon to boost my abilities—the principles of High-Intensity Training (HIT) championed by the legendary bodybuilder Mike Mentzer. PHP In this short, anecdotal, article, I will explore how applying Mentzer's principles to your remote PHP developer job can help you maximize efficiency, increase productivity, and maintain peak performance. So, grab a protein shake, and let's dive in! Intensity Over Quantity (Maximizing Focus): Just as HIT focuses on intense, focused workouts, remote PHP developers can benefit from channeling their energy into concentrated bursts of productivity. Instead of succumbing to long hours of unfocused work, embrace Mentzer's principle of intensity over quantity. Schedule shorter, intense work sessions, where you give your undivided attention to the task at hand. You'll be amazed at how much more you accomplish when you're fully engaged and in the zone. Controlled Rest (Optimizing Breaks): Mentzer emphasized the importance of adequate rest between sets to optimize muscle recovery. Similarly, as a remote PHP developer, it's crucial to incorporate controlled rest periods to rejuvenate your mind and prevent burnout. Take short, purposeful breaks between work sessions—go for a brisk walk, do a quick workout, or engage in a fun activity. These breaks will re-energize you, enhance focus, and improve overall productivity. Progressive Overload (Continuous Learning): In HIT, progressive overload involves gradually increasing the demands on your muscles for growth. Apply this principle to your remote PHP developer journey by seeking opportunities for continuous learning and growth. Challenge yourself to tackle more complex projects, learn new frameworks or libraries, and expand your skill set. Embracing progressive overload in your professional development will enhance your abilities and keep you ahead of the curve. Mind-Muscle Connection (Immersive Focus): Mentzer stressed the importance of establishing a strong mind-muscle connection during workouts. As a remote PHP developer, you can apply this concept by cultivating a deep focus on your coding tasks. Practice immersing yourself fully in the code, understanding its nuances, and visualizing the outcomes. This level of connection will enhance your problem-solving abilities and lead to more efficient and effective code. Adherence to Proper Form (Code Quality): Just as good form is vital for avoiding injuries in weightlifting, maintaining proper code quality is crucial for remote PHP developers. Embrace the principle of adhering to proper form by writing clean, well-structured code. Follow best practices, employ coding standards, and document your work diligently. By prioritizing code quality, you'll ensure your projects are maintainable, bug-free, and a joy for others to work with. Training Partners (Collaboration): Mentzer recognized the value of training partners for motivation and support. Apply this principle to your remote PHP developer job by seeking out collaborative opportunities. Engage with colleagues, participate in online developer communities, and contribute to open-source projects. Collaborating with others fosters knowledge sharing, sparks creativity, and keeps you motivated on your coding journey. Conclusion: Incorporating 's HIT principles into your remote PHP developer job brings a unique and refreshing perspective. By embracing intensity, optimizing breaks, pursuing continuous learning, fostering deep focus, prioritizing code quality, and engaging in collaboration, you'll elevate your performance as a remote PHP developer. So, let the spirit of Mike Mentzer inspire you to hit the code with passion, dedication, and focus. Mike Mentzer

Hitting the Code: How Mike Mentzer's Principles Can Supercharge Your Developer Skills

In my years of experience, I’ve seen firsthand how the rise of has transformed the way the recruitment industry operates. It has now become possible to collect public web data from online sources (thanks, Internet) and these sources provide invaluable information about candidates. big data However, that’s not all. You can also get incredible amounts of data and ingest it into your platform, creating data-driven products with huge potential, only limited by your creativity. In this article, I will deep-dive into the benefits and importance of using public web data for recruitment platforms. After reading this article, you will know the main steps involved in building or substantially improving a recruitment platform. Navigating your data needs First things first, let’s talk about identifying your data needs. Public web data is great, but it branches out to so many different options that it’s easy to get lost. For recruitment platforms specifically, I’d recommend looking into the following. Firmographic data Firmographics will provide you with the main characteristics of companies, such as industry, size, location, revenue, and more. This type of data is beneficial if you want to tailor your recruitment platform to specific industries or company types. Example A recruitment platform that specializes in the technology industry can use firmographics to create tailored company profiles and job recommendations for software developers. For instance, it can filter out job postings from established tech companies like , Amazon, and and present these jobs to job seekers with relevant skills and experience. Google Microsoft Employee data Employee data will provide you with information about professionals, such as experience, skills, location, education, job title, and more. This data will help you create and fine-tune your pool of candidates. It will ensure that the candidates you provide are truly the best-fit talent for the employers. Let’s say your client has an employee that is so extraordinary that the management can’t wait to find another one just like them. You can build a unique candidate model that consists of the skills, experience, education, and other qualities that the employee has. Then, using employee data, you can compare that model to the millions of profiles to see what pops out. And if you manage to provide your client with extraordinary talent, what better way is there to retain clients? Example A recruitment platform can analyze thousands of resumes of marketing professionals and gather insights into the most common skills, experiences, and tenure of these employees. This data, in turn, helps the platform tailor the candidate profiles that would be the best match for your client. It can anticipate future hiring needs and help you propose a long-term hiring strategy. Also, a platform fueled with millions of employee records can help you enable the automation of candidate screening. Job posting data Job posting data will provide you with information about job openings, job descriptions, requirements, technological capacities, and overall job market trends. This data will help you improve job matching and provide insights into market dynamics. Example A recruitment platform can analyze job postings to identify the most popular job titles, skills, and requirements in the data science field. This data can help provide personalized job recommendations to data scientists at companies that require expertise in machine learning, data visualization, big data processing, or more. Combining several data categories You don’t have to use the data categories individually. You absolutely can combine them and make your recruitment platform even better and more sophisticated. By doing so, you can benefit from all the features of these separate datasets and build a product that’s hard to beat. For example, there are recruitment platforms that can help customers source talent, evaluate it, automate some processes, and even help with onboarding. That’s a relatively long journey and if your product can help with a big part of it, you’re on the right track. All in all, there are more types of data that would further benefit your recruitment platforms, such as user behavior data, feedback data, and more. However, I recommend these 3 as the cornerstones of your data-driven product. How to get the data? Now you know the data that you need for your recruitment platform. But where do you get it? Well, there are 2 main ways you can go about it: scrape it yourself or buy from a data provider. You might be wondering which one is better, and that’s a fair question. It all depends on your goals. If you need a small amount of data that you won’t need to refresh, then it may be cheaper for you to scrape it. However, if you need data that is always fresh and ready to use, then it’s a lot more cost-effective to get the data from a data provider. No matter the scale. “It's safe to say that most companies that work with web data create the most value in the data analysis stage. Therefore, you may be better off concentrating on working with the data, rather than working on getting it.” - Laurynas Gruzinskas, Coresignal’s Head of Product Data from providers is relatively expensive, yes, but once you find a trustworthy provider, you can always know that the data you use is fresh, accurate, and useful. And it will allow your business to generate more value than it costs. Now that all the formalities are out of the way and you know the data that you need and where to get it, let’s see how you can put it to use. What should you keep in mind when developing your recruitment platform? In this section, I will provide you with several advices while building (or improving) a recruitment platform. However, I haven’t built any recruitment platforms myself, so this is only a rudimentary logic around building the platform. It’s more about the things you need to keep in mind and tips that would help make your recruitment platform better. H ere are 10 things you should focus on: Identify the industries, job titles, and company types that your recruitment platform will deliver talent to. It will help you focus on the right data and tailor talent solutions to your target audience. Define your target audience. Use scrapers or data providers to get the data that you need. Collect the data. If you scraped it yourself, you will definitely need to spend some time on this step. If you relied on a data provider, you might be able to skip it, depending on the data you got. However, you still need to dig deeper into the underlying logic of data cleaning procedures, check what portion of the data has been cleaned and how much cleaning you still have to do yourself. Also, in terms of data structure, you need to figure out how it connects with your existing data, how it can be mapped, and other aspects that are relevant to you. Clean and structure the data (if needed). Identify trends, patterns, and insights that can help you improve the platform. You can analyze job postings, for example, to determine the most popular skills in your target industry or the most in-demand job roles. Analyze the data. Next, you need to develop matching algorithms that connect jobs with candidates. Consider data points like skills, experience, location, education, and other relevant factors. Develop matching algorithms. Your product is only as good as it is easy to use. Work on simplifying complex interfaces so users find it intuitive and easy to understand. Design a user-friendly interface. Feedback allows you to improve your platform based on direct comments from your users. You can also implement feedback mechanisms on companies as well so you can later filter out the best companies based on people’s choices. Integrate feedback mechanisms. If you’re getting the data from a provider, it’s highly likely that they will take care of legal matters. If not, then you must adhere to GDPR and CCPA regulations to avoid trouble. Ensure data privacy compliance. Launch a beta version first for the early users. Test, test, and test to improve your platform and rid it of any annoying bugs. Test and iterate. Track KPIs such as time-to-fill, quality of hire, cost-per-hire, and more to assess the success of your recruitment platform. These indicators will also serve as good marketing material. Measure success and adapt. I hope you can put all this advice to good use and get your recruitment platform to a whole other level. To sum up Public web data is a powerful tool that can transform your recruitment platform and bring it to new heights. High-quality matching will bring better talent to the employers while saving expenses at the same time. Especially when nowadays the . cost of a bad hire can go up to $240,000 By leveraging public web data, you can help employers cut these costs and minimize the chances of bad hires in general. And that’s one of the ways to build long-lasting relationships with your clients. Also published here.

How to Build or Transform Recruitment Platforms Using Web Data?

THE LEUCOPSES

Many organizations are embracing . I mean, who wouldn’t? It is one of the new waves for companies to adopt since the advent o . cloud technology to gain a competitive edge f COVID-19, which has helped (or forced) most companies to become flexible for employee’s multi and simultaneous access to their digital assets Cloud migration can help organizations achieve their goals, and topping that list are scalability and flexibility, as well as improving data security and disaster recovery. Cloud migration is a complex process, but necessary for organizations that rely heavily on technology infrastructures. The alternative would be a cloud first strategy, where, from the start, all the organization’s applications and data are cloud-based. Table of Contents: What is Cloud Migration Reasons for Cloud Migration What to Watch out for before Cloud Migration Cloud Migration Approach Who Can Perform Cloud Migration Strategy Creating a Cloud Migration Strategy Document Cloud Migration Strategy for Azure and AWS Conclusion What is Cloud Migration? Cloud migration strategy is the process of moving digital assets, such as applications, data, and IT resources, from on-premises infrastructure to cloud-based infrastructure. That is, a company is moving digital assets from its own servers to a third-party cloud service provider, such as Web Services (AWS), Microsoft Azure, or Google Cloud Platform. Amazon The process can help organizations improve their IT infrastructure, reduce costs, and enhance data security and disaster recovery capabilities. However, cloud migration is a that requires careful planning and execution, and this guide explores everything to know about cloud migration strategy for organization’s success. complex process Reasons for Cloud Migration for Companies Organizations migrate their digital assets to the cloud to reduce long-term operational costs. Cloud computing offers a pay-as-you-go pricing model, which means that organizations only pay for the computing resources they use; that way, they are not investing in expensive on-premises hardware and software that may be unneeded. Cost Savings: Cloud service providers offer flexible and scalable resources, which can be easily scaled up or down based on an organization's changing needs. Because of different business growth strategies and models, it is hard to predict when a business may have to expand its digital assets, but whenever it would be, cloud data management is readily supportive. Scalability: also enables organizations to be more agile and innovative by providing access to cutting-edge technologies and tools that may not be available in on-premises environments. Hence, companies operating an Agile business model would find the process helpful. Agility and Innovation: Cloud computing Cloud service providers typically have robust security and compliance measures in place, which can help organizations enhance their data security and compliance capabilities. Security and Compliance: Disaster recovery is both an advantage and a consideration for why many people opt for data migration. CMS offers enhanced disaster recovery capabilities, as data and applications can be easily backed up and restored in the event of a disaster or outage. This is usually helpful in cases where a website is probably down or got hacked, or in instances where a new website host is needed. Disaster Recovery: Implementation: What to Watch Out for Before Cloud Migration Before migrating to cloud, interested clients must know some points, including cost analysis, security and compliance, application, a clear and whether in-house or outsourced teams are required. migration process map, While cloud computing offers cost savings, a prospective adopter of the program should conduct a thorough cost analysis to consider available options, and the best price offer for what is desired. And, of course, the budget of the organization is essential to such a decision. Cost Analysis: While cloud service providers typically have robust security and compliance measures in place, organizations need to understand their own security and compliance requirements and ensure that the cloud service provider can meet them. Also, pertinent questions should be asked of the service providers (on the prospect's list) about their security protocol and the seamless integration of their service into the migrating company’s existing security framework. Security and Compliance: Not all applications are suitable for the cloud, so organizations need to assess the compatibility of their applications with cloud infrastructure and make any necessary modifications before migrating. This may require speaking with a company’s technical personnel to ask relevant questions and compare technologies and their integrative compatibility. Application Compatibility: Cloud migration requires specialized skills and knowledge, so organizations need to ensure that their IT team has the necessary skills and training to execute the migration successfully. Team Skills and Training: An organization can foster team skills and training by meeting the following requirements. Before initiating any training programs, it is essential to assess the current knowledge and skill level of the employees. That helps with identifying the skill gaps that need to be filled and the areas that require improvement. Assessment of current knowledge and skill gaps: The training program should be comprehensive and cover all aspects of cloud migration strategy. It should include both theoretical and practical training, and the employees should be given hands-on experience with cloud migration tools and technologies. A comprehensive training program: To ensure success, it is essential to have a skilled trainer or consultant who has practical experience in cloud migration strategy. They should be able to guide and mentor the employees and provide them with the necessary skills and knowledge. For a manager who doesn't know much about a skilled trainer or consultant, asking for recommendations is the best bet. A skilled trainer or consultant: The training program should be aligned with the company's business objectives and goals. It should focus on the skills required to achieve those objectives and improve the company's overall performance. A training plan that aligns with business objectives: Actionable Advice: Provide employees with access to relevant resources such as online training courses, documentation, and tools. That keeps them up-to-date with the latest cloud migration technologies and practices. Since this may not be a part of their initial job description, compensation is only fair for such a team. [ ] Encourage employees to participate in hands-on training programs and provide them with opportunities to work on real-world cloud migration projects. It will help them gain practical experience and build confidence in their skills. [ ] Foster a culture of continuous learning within the company by encouraging employees to share their knowledge and experiences with one another. That will create a collaborative environment that promotes learning and development. [ ] Set clear expectations and goals for the training program and communicate them to the employees. It will help them understand the purpose and objectives of the training program and stay motivated to learn and improve their skills. [ ] Measure and track the progress of the employees throughout the training program. That will help identify areas where additional support and training may be needed and provide valuable feedback for improving the training program in the future. Someone with knowledge of this process can be in charge of measuring the improvement. [ ] Cloud Migration Approach Lift and Shift Rehosting, also known as " is a migration approach where an organization's existing applications and data are transferred to the cloud without making any changes to the applications themselves. This approach is typically used for applications that are not cloud-native. "Lift and Shift Replatforming Replatforming involves making minor modifications to an organization's applications to make them compatible with cloud infrastructure (the new destination). can help organizations take advantage of cloud-native features such as scalability and resilience. This approach Refactoring Refactoring is when significant modifications are made to an organization's applications to make them can help organizations fully leverage the benefits of cloud computing, such as increased agility and innovation. It also reduces the emergence of technical glitches within the in the future. cloud-native. This approach company’s architecture Hybrid Cloud For reasons best known to them, organizations can also choose to adopt a hybrid cloud approach, where some applications and data are kept on-premises while others are migrated to the cloud. can help organizations balance the benefits of cloud computing with their own security and compliance requirements. Hybrid cloud migration approach Who Can Perform Cloud Migration Services? In-House IT Team Organizations can choose to perform cloud migration services using their in-house IT team with competency in such a capacity (considering that "IT" is such a vague term). This approach can provide greater control over the migration process, but it requires specialized skills and knowledge that may not be available within the organization. because they are familiar with the company's goals and objectives. It is not bad to outsource data and network-related jobs, but nothing beats having a competent team of staff that can perform cloud migration strategy. Hence, they can work in a strategic direction toward that end. They are also able to optimize resources, and with knowledge of the organization's technology architecture, they are more reliable to ensure protection and security. An in-house cloud migration team is more beneficial This team will include a cloud architect, cloud engineer, security manager, systems administrator, and compliance specialist. So, the team should have a skill set including, but not limited to, data-oriented programming, system engineering, cybersecurity, IT infrastructure engineering, networking, web services and server technologies, DevSecOps, risk management, and software engineering. Cloud Service Provider Many cloud service providers offer cloud migration services as part of their offerings. This approach can provide access to specialized skills and knowledge but requires trust in the cloud service provider to execute the migration successfully. Third-Party Service Provider Organizations can also choose to work with third-party service providers that specialize in cloud migration services. This approach can provide access to specialized skills and knowledge, as well as greater flexibility in choosing the right provider for your organization's needs. This is a hands-off approach, as the team would bear the worry of all the things to do. Creating a Cloud Migration Strategy Document A cloud migration strategy document is a comprehensive plan that outlines an organization's approach to cloud migration. It is needed and should be taken seriously by every organization. A migration strategy document helps the migration team to have something to work with, especially if they’d be hiring a third-party migration team. A migration strategy document should include: Goals and Objectives This is the part of the strategy document that clearly defines the goals and objectives of the cloud migration to a client’s desired purpose. Risk Management A standard cloud migration strategy document also identifies potential risks and challenges associated with cloud migration, and outlines strategies for mitigating those risks. Cloud Service Provider Selection The strategy document should outline the criteria for selecting a cloud service provider, including factors such as security, reliability, accessibility, track records, and cost. Migration Plan The strategy document should provide a detailed plan for migrating applications and data to the cloud, including timelines, resource requirements, and testing procedures. Governance and Compliance The strategy document should address how the organization will maintain governance and compliance requirements in the cloud, such as data privacy and security regulations. Cloud Migration Strategy for Azure and AWS Two of the most popular migration strategy platforms for many organizations are Microsoft Azure Cloud and AWS Cloud. Both Azure and AWS offer a variety of cloud migration services and tools to help organizations migrate their applications and data to the cloud. Here are some key considerations for developing a cloud migration strategy on each platform: Azure Cloud Migration Strategy In concise steps, here is the breakdown of the Microsoft Azure Cloud Migration Strategy. Identify the workloads that need to be migrated and assess their compatibility with Azure. Determine the migration method, such as rehosting, replatforming, or refactoring. Choose the appropriate Azure migration tool for the workload, such as Azure Site Recovery or Azure Database Migration Service. Plan for post-migration testing and optimization. Ensure compliance with regulatory requirements, such as GDPR or HIPAA. AWS Cloud Migration Strategy The process for Amazon’s AWS migration approach is not so different in the generic sense; here is a breakdown of what is required. Assess the readiness of the workloads for migration to AWS using the AWS Cloud Adoption Readiness Tool (CART). Choose the appropriate migration method, such as lift and shift, optimize, or modernize. Use AWS migration services such as AWS Server Migration Service (SMS) or AWS Database Migration Service (DMS). Optimize the migrated workload using AWS services such as Amazon EC2 Auto Scaling or Amazon RDS. Ensure compliance with regulatory requirements, such as SOC 2 or ISO 27001. With these guidelines, organizations can prepare for a robust cloud migration strategy for their applications and data specifically on Azure and AWS. Conclusion Cloud migration is the right thing for accompany seeking scalability and robust network access to do. By understanding the reasons for migration, choosing the right approach, and developing a comprehensive migration strategy, organizations can successfully move their applications and data to the cloud according to their goals. Preparing a data migration strategy document is also crucial to ensure all involved parties fulfill their roles. With the right approach, cloud migration can provide significant benefits for organizations, including improved collaboration and productivity, increased security, and greater agility and innovation.

Cloud Migration Strategy: An Overview of the Process from Preparation to Implementation

Getting a job is a stressful process, even at the best of times. Every design I’ve ever done or given has had one thing in common, and that’s the portfolio presentation. job interview We all know showcasing your work is important, and, as a designer, you might think that your website is the most important tool in your career. However, your portfolio presentation is even more crucial when it comes to getting new clients and job opportunities. In this blog post, I will discuss why designers should put more focus on their portfolio presentation instead of their website and give tips on how to make your website more engaging (Section 1), as well as provide my best suggestions on how to make it the best possible version (Sections 2 and 3). Section 1. You Don’t Have Their Attention or Time on Your Website One of the things to really think about is who is usually the first step to getting in the door at a company, and that’s recruiters. While there are some truly amazing creative recruiters who can tell a good portfolio from a bad one, one of your strongest tools will be a version of your CV to get past the first gate. Even if you’re getting a referral from someone you know, 9 times out of 10 you will get funneled through recruiting, and the thing they are looking for is likely not a flashy website. The stark reality is that most websites are just scanned by hiring managers and recruiters. So, on your website, you can focus on a few things to stand out: “ , which translates as “Don’t make me work to understand who you are, what you’ve done, or how much experience you have”. It means that recruiters should be able to get a good understanding of who you are even if they spend a couple of minutes on your website. Gimme a TLDR” Think of this almost like the inverse of job requirements. Things like “lead a team of designers”. Let recruiters know what your responsibilities were in a few words. Project highlights. This is a superficial thing, but if you have had time at any companies, lean in on that. Companies love to use people who have worked at recognizable places as a recruiting tactic to say they have a high-caliber team, and you should apply the same method to sell yourself. Recognizable companies. The true end goal of your website is to get a phone call from a recruiter. That’s the first step in getting a chance to show your work. There are a ton of great tools out there that can save you time and build something that covers the basics you’ll need. Check out sites like Notion, Super, etc. Here are a few nice examples of good designer websites that follow these guidelines: , , and . Daniel Eden Jonathan Toon Mitali Bhasin Section 2. Focus on Storytelling Once you've secured an interview, your presentation skills become the key to truly impressing potential employers. During an interview, you have the unique opportunity to share the story behind your work, which can often be more impactful than the visuals on your website. Here are a few reasons why storytelling is essential in your portfolio presentation: A well-told story can captivate your audience, making your work memorable and fostering a deeper understanding of your projects. 1. Engages the audience. By sharing the rationale behind your design decisions, you showcase your critical thinking and problem-solving abilities, which are highly valued by employers. This is probably the thing I am most thinking about when I’m interviewing someone. 2. Highlights your thought process. Show how you explore ideas. Demonstrate sketches, screenshots of messy Figma files, and failed prototypes. The design process is work and that’s what you hope to be doing with the people in the room, so this gives you a chance to show how you work, not just the final result. 3. Show your work. Through storytelling, you reveal your personality, making it easier for potential employers to envision you as part of their team. 4. Reveals your personality. Section 3. The Importance of Presentation Design The design of your portfolio presentation is crucial, as it directly reflects your abilities as a designer. A well-designed presentation not only showcases your work effectively but also demonstrates your attention to detail and professionalism. Here are some tips to help you create an impactful presentation: Use a consistent visual style. Employ a cohesive visual style throughout your presentation, including font choices, colors, and layout. This consistency enhances the overall look and feel, making it easier for your audience to follow along. Optimize visual hierarchy. Organize your content in a clear and logical manner, using headings, subheadings, and bullet points to break down complex ideas into digestible pieces of information. Keep it simple and clean. Avoid clutter and unnecessary elements that can distract from your work. Ensure that your visuals are clear, and use whitespace to give your presentation a clean, professional appearance. Use high-quality visuals. Include high-resolution images of your work to ensure your projects are displayed in the best possible light. Conclusion In conclusion, while your website plays a role in catching the attention of potential employers, your presentation skills are more important when it comes to landing your next product design job. By focusing on storytelling and designing a polished, well-structured presentation, you can effectively communicate your expertise and create a lasting impression on your audience. So, sharpen your presentation skills, weave engaging stories around your work, and showcase your design prowess to secure your dream job.

Present Your Way to Success: Key Tips for Landing a Product Design Job

In on cognitive distortions, I wrote about the 5 cognitive distortions that impact your decision-making by impairing your ability to think clearly. part 1 In this article, I will cover 5 cognitive distortions that impact communication: Heaven’s reward fallacy Curse of knowledge Fundamental attribution error Fallacy of change Bikeshedding Let’s get started. Heaven’s reward fallacy We all expect to be praised for our hard work and effort. We all want to be appreciated, noticed, and rewarded. But a large part of the work we do often goes unnoticed. Always doing good to others does not always come around. Working hard, sacrificing, and exhausting ourselves with endless work does not make success more likely. Seeking external rewards and external approval only leads to disappointment with feelings of anger, frustration, and resentment because reality often does not align with our expectations. Those under the influence of heaven’s reward fallacy have a hard time saying no. They think that if they keep doing good to others, others will do good to them or if they are always helpful, others will also help them out when they need it. But the world isn’t fair. Constantly giving to others does not guarantee a return. Example of Heaven’s reward fallacy cognitive distortion Let’s say you’re leading a big project. You consider this project as your chance to show your skills, prove your worth and get to the next step on the career ladder. So, you work extra hard, compromising on your family time, working even weekends and late nights to ensure nothing gets in the way of its success. But just a few weeks before the final delivery, the company decides to pull off the plug on this project. Restructuring within the organization leads to a change in the company strategy and your project, which was once considered highly valuable, is no longer useful. The thinking mistake — I did what I was asked to do, it’s not my fault that the company changed its strategy — that you must be rewarded for all the hard work and sacrifice you’ve made thus far will only lead to feelings of anger, disappointment, and bitterness when the rewards don’t come. How to tackle it To avoid the effect of this cognitive distortion, don’t think of your effort in terms of the specific outcomes you want to achieve. Rather, frame it in terms of the progress you’re making, what you’re learning, and how you’re improving. By seeking internal validation as opposed to the external measure of your worth and redefining your rewards from performance to learning, you can align your actions with your principles and values, and direct your energy towards getting better as opposed to seeking a specific job title, reward, or recognition. In short, detach inputs from outputs. Curse of knowledge The curse of knowledge is a cognitive bias in which people who are experts in their specific fields or those knowledgeable in certain areas make the flawed assumption that others have the same background and knowledge on the topics as they do. Being cursed with knowledge makes sharing it with others ineffective — most people either don’t get it or the information does not stick. This happens because knowing something makes it harder to imagine that others are not at their level and they still have a lot of catching up to do. Not knowing others' state of mind creates a disconnect between what they convey and what others understand. Those under the influence of the curse of knowledge use abstract language, switch between topics without establishing a clear connection or use phrases and jargon that only people with deep knowledge of the topic understand. Lots of us have expertise in particular areas. Becoming an expert in something means that we become more and more fascinated by nuance and complexity. That’s when the curse of knowledge kicks in, and we start to forget what it’s like not to know what we know. – Chip and Dan Heath Example of the curse of knowledge cognitive distortion Let’s say you are a senior engineer tasked with the responsibility to mentor a junior engineer who just joined your team. Under the curse of knowledge, you may skip giving the context, explaining the terminology, or how certain things are done in the team. Being an expert at your thing and having spent so much time doing it well makes you forget that you were not an expert when you first started. As the junior engineer acts clueless about what you just said or how to do a certain thing, their inability to keep up with your plan adds to your frustration. How to tackle it To avoid the effect of this cognitive distortion, use the Feynman technique — communicate as if you’re speaking to a 5-year old. Focus on the basic concepts and their relationships, stay away from complicated vocabulary and jargon, and use easily accessible words and phrases. In short, if you’re an expert in a particular area or a leader who wishes to communicate effectively, remember the gap between what you now know and what you knew before and use simple language to communicate your ideas and strategies. Fundamental attribution error Fundamental attribution error or attribution bias is a cognitive distortion in which we pass judgments or stamp people as “this is who they are” without analyzing the situational factors that contribute to their behavior. The less we know about someone, the easier it’s for us to label them, attribute their behavior to their character, and then stick with those assumptions without taking into account the limitations and constraints within which they might be operating. When a coworker declines your meeting invite, do you think they’re rude? When a colleague refuses to help out, do you call them arrogant? Judging character this way is a flawed line of thinking. Using limited or incomplete information without considering alternative perspectives or other factors that might have contributed to their behavior can break down communication, impact collaboration, and even cost someone their job. The mistake we make in thinking of character as something unified and all-encompassing is very similar to a kind of blind spot in the way we process information. Psychologists call this tendency the Fundamental Attribution Error (FAE), which is a fancy way of saying that when it comes to interpreting other people’s behavior, human beings invariably make the mistake of overestimating the importance of fundamental character traits and underestimating the importance of situation and context — Malcolm Gladwell Fundamental attribution error occurs because our brain runs on autopilot and it chooses personal attribution, which is easy and automatic over situational attribution, which is complex and deliberate. Without engaging in deliberate thinking, we fall for shortcuts. When we tag people as difficult, incompetent, lazy, careless, or stupid, we don’t see anything wrong with our judgment because we believe in our version of reality. Example of fundamental attribution error cognitive distortion Let’s say you’re an executive for an online education company. You have a new team member, Rhea, joining today to head your new business initiative. In an early morning meeting with Rhea and other executives, you notice that Rhea is constantly distracted. She appears lost and keeps checking her phone instead of trying to engage with others. Rhea’s mom is hospitalized. She came to the office since it was her first day at the job, but is now worried and waiting to hear back from her husband who’s at the hospital looking after her mom. Without speaking to Rhea and understanding why she’s distracted, you may declare her as unreliable, arrogant, or someone who’s just not suited for the role. How to tackle it You can’t completely eliminate the fundamental attribution error because it originates out of your brain's necessity to apply shortcuts which are often necessary and helpful — deliberate thinking in all your interactions is simply not possible because it’s too slow. But, you can learn to avoid fundamental attribution error when the stakes are high by asking these questions: Why does this person behave this way? Under what circumstances can I see myself or others behave in a similar manner? What situational factors could have contributed to it? Slow down and pause to find evidence that can point you in a different direction than your default setting. In short, the map is not the territory. There’s always more to the story than you think. Fallacy of change This cognitive distortion is accompanied by the belief that our success and happiness depend on those around us and that changing them is the only way to get what we want. I can be happy in my job only if my boss stops micromanaging me. Or My work can be so much more meaningful only if my teammates stop disagreeing with me and start listening to what I have to say. Expecting others to change is a fallacy—pressuring others, manipulating them, or encouraging them to change does not guarantee happiness because true happiness is not external, it comes from within. Thinking others are the source of your problems and expecting everyone else around you to change except you makes you focus on other people’s behaviors and actions — things you can’t control — as opposed to your own behaviors and actions — things within your control. This is different from showing disappointment in someone’s behavior or pointing out their mistakes — you’re not interested in their improvement for their own sake, but out of the desire to get them to do what you want. Trying to control others creates conflict — they may feel attacked or pushed around which further increases the conflict and makes them more resistant to change. Example of the fallacy of change cognitive distortion You may believe that your team does not appreciate your ideas and reject them without hearing them fully. This makes you resent them. You start withholding and stop sharing your ideas with the belief that there’s no point in sharing unless your team changes their attitude and starts listening to what you have to say. Resenting them or expecting them to agree with you is not going to happen. Instead, shift your focus from “how can I make myself heard?” to “how can I contribute value?” Identify what must change about how you convey ideas. Is there a gap in your understanding of what the team needs? Speak to them about what they dislike about your ideas and how you can improve. How to tackle it Instead of demanding others to change by assuming that your misery is their fault or your needs can’t be met unless others behave the way you expect them to, take responsibility for your own actions and decisions — things you did or did not do. Expecting others to change is futile, the only person you can change is YOU. There’s nothing wrong with a person’s temperament. But there could be a lot wrong with their behaviors, attitudes, and choices. They’ve been making those choices for a long time, so it’s not something we can easily change. We can’t guarantee that they’ll make good choices, but we can choose how we respond to those choices — Mike Bechtle In short, direct your energy towards your own behaviors and actions, and don’t waste it trying to change others. Bikeshedding Bikeshedding cognitive distortion, also known as Parkinson’s law of triviality shows up when we devote a disproportionate amount of our time to menial and trivial matters while leaving important matters unattended. We have all been part of meetings where minor or unimportant issues take up the majority of time leaving less time for more complex issues or where the discussion gets sidetracked to trivial matters leaving complicated problems to receive little attention. This happens because discussing a simple issue feels comfortable — it’s easier to understand, within our circle of competence, requires fewer cognitive resources, and gives us an opportunity to share our opinion with others. Complex issues, on the other hand, need more work — unknowns, uncertainty, and the nature of a problem demand careful analysis you may not fully understand the complexity of or find it risky to voice your opinion. Bikeshedding also affects you personally when you keep putting off complex tasks while ticking off easier ones on your to-do list. Prioritizing trivial work over more important ones only gives you an illusion of productivity — tasks that seem easier take less time to complete making you believe that you are being productive, but putting off work that’s more valuable in the long run while allocating more time to menial tasks is a waste of your time. Example of bikeshedding cognitive distortion Let’s say you’re a senior engineer in a software company tasked with the design of a new product. The task is complex and involves many unknowns. Instead of spending the majority of your time with those complex elements (what are the failure points, what’s acceptable fault tolerance, tech stack to use), you spend more time thinking about the name of the database tables, deciding API endpoints, refactoring existing code or taking on other easy tasks. Bikeshedding is in effect if you keep doing easy work at the cost of putting off important and complex tasks which are difficult to deal with but add more value to the project. How to tackle it To avoid bikeshedding in a group setting, set a clear purpose for all meetings with a single agenda item and ask the group to point out when the discussion goes off track. In The Art of Gathering, Priya Parker says that “specificity” is a crucial ingredient for a successful discussion. In other words, every meeting needs to have a focused and clear purpose. Thinking about the purpose of the meeting also helps you decide who to invite — better keep those without relevant knowledge and experience off the list. Personally, for your own work, being aware of bikeshedding is a starting point to counter its effect — stop prioritizing trivial matters over important work. In short, difficult problems may take longer to solve, but are also more effective — they are the ones that move you forward by helping you get over your fears, embrace challenges, and master new skills. Summary Cognitive distortions limit your ability to communicate effectively. Under the effect of Heaven’s reward fallacy, you expect to be rewarded for all your hard work, effort, and sacrifice — showing disappointment, frustration, resentment, and dissatisfaction when those rewards do not materialize. The curse of knowledge makes it harder to realize that others don’t share your level of knowledge and expertise. You communicate in a manner that others find very difficult to understand. Fundamental attribution error makes you tie other people’s behavior and actions to their character without taking situational and other factors into account. The fallacy of change keeps you focused on improving others as opposed to looking internally at your own behaviors and actions. Bikeshedding makes you spend more time attending to trivial matters as opposed to prioritizing complex problems. Previously published . here

The 5 Cognitive Distortions You Need to Overcome to Communicate Effectively 

Employee and job posting data are great sources of information to enhance talent intelligence and boost talent sourcing. In this article, I will explain how public web data can help you grow your business or enhance your HR platform. If you’re looking to boost your business growth, you can use public web data to better understand hiring and expansion needs as well as significantly improve chances of finding the best-fit talent for an open position. If you’re looking to build or improve your HR platform, you can use employee data to ingest additional data to your platform and increase your coverage. Also, you can use employee and job posting data to find the best talent for your clients by analyzing multiple job descriptions of the same position and checking for common patterns regarding skills, qualifications, etc. Keep reading further to dive deeper into these benefits and see some unique insights I’ve gathered from data experts. What is employee data? Employee data refers to information about professionals. This type of data could be collected from public web sources such as LinkedIn, AngelList, Crunchbase, and more. It provides a lot of data points, including but not limited to a professional’s name, work experience, education, job title, job location, social media connections, skills, and more. What is job posting data? Job posting data refers to information that could be collected from public web sources such as LinkedIn, Indeed, Glassdoor, and more. It provides a lot of data points, including but not limited to a job title, location, employment type, open position count, job description, and more. What is talent intelligence and sourcing? The main focus of this article is on talent intelligence and talent sourcing. Talent intelligence entails collecting and analyzing data about your past and present candidates, employees, and the competition’s workforce. Aside from only analyzing the data, talent intelligence can be used to improve recruiting. Talent sourcing involves discovering, evaluating, and interacting with potential candidates to fill an open position. How can you make the most of employee and job posting data? Below, I will explain how employee and job posting data can help companies and HR platforms enhance talent intelligence and sourcing. Boost your business growth Talent intelligence allows companies to better understand their hiring needs and find the right talent according to their skills and qualifications. However, it requires a lot of talent data. That’s where employee and job posting data come in handy. Here are several ways how you can use the data to stimulate your business growth. Improve your talent based on benchmark criteria You can compare your employee to a job ad posted by your competitors and see what skills and qualifications they expect from a candidate. If there is a valuable skill requirement that wasn’t in your job ad, you can offer courses to your employee and help them gain that skill. It helps optimize and upskill your existing workforce without looking for new talent. For this use case, you would most likely need to do a qualitative analysis of the “description” data point. Enhance team distribution With employee data you can use several data points, such as and , to see how your better-performing competitor distributes its team and generate insights that could enhance your own strategic talent allocation. title company name Maybe they have more salespeople who drive more revenue and focus less on social media presence, or maybe it’s the opposite. Either way, by doing such research on several of your competitors, you might notice a trend and find an optimal way to improve your workforce. Find more best-fit talent for open positions If you’re looking to expand your workforce and hire new talent, employee data can help you do it faster and more efficiently. By working with a public web data provider you would receive employee data which you can use to generate a list of candidates based on their skills, experience, location, education, and more. It eliminates the hassle of manual search and waiting for the right candidates to apply for the position. With employee data, you can take an active approach and fill your vacant positions faster. The most useful data points to use for talent sourcing would be the ones indicating the location, industry, and job title of the employee, as well as the name of the company they worked at. Enhance your HR platform Talent intelligence platforms can open up new horizons by integrating employee and job posting data. For example, it becomes possible to match people to open positions, enhance your understanding of the labor market, and enable strategic workforce planning. Match candidates to open positions By identifying job requirements and candidate skills and experience, you can match people to open positions more effectively. With this solution, talent intelligence platforms can provide the best talent to their clients. “The first step is finding a candidate, which isn’t all that difficult. The second step is identifying the candidate’s intent to switch jobs, which is more challenging. Changes in the candidate’s description, the addition of new recommendations, and the change of any parameters in general signal a pretty strong intent that the person is open to new job offers. Also, if the person has been working in one company for around 5 years, it could also signal that they might be stuck in their current position and would be open to new offers.” - Ugnius Zasimauskas, Coresignal’s data expert I'll take Coresignal as an example of a data provider and explain how you can check the profiles for changes: Coresignal DOESN’T refresh employee profiles that haven’t changed since last month. Therefore, if the profile wasn’t updated and no additional recommendations had been added, it indicates low intent to switch jobs. Coresignal DOES refresh the employee profiles that changed any of their profile parameters. Therefore, it means that the person might be looking for new challenges and could signal a higher intent to switch jobs. Improve your understanding of the local labor market Also, employee and job posting data allow us to better understand the labor market. By scanning the resumes in a certain location (i.e. Washington), you can identify what skills are abundant in a region and it could signal that it's advantageous to place a new office or a new branch there. It indicates that it might be easier to find new talent there and the client's business could grow at above-average rates. "With job posting data, HR platforms can generate leads and see what companies are hiring and who they hire. This way, you will be able to tell what positions and skills are in demand and offer candidates to your client based on those hiring trends. In general, job posting data allows us to understand the overall job market better." - Martynas Simanauskas, Coresignal's data expert Plan your workforce more strategically Strategic workforce planning is another benefit that employee and job posting data enable for talent intelligence platforms. With it, you will be able to predict your client's future hiring needs based on the data you collect about similar companies in the industry. With job posting data you will be able to see how another company expands and anticipate similar behavior from your client. The best way to track the expansion with data is to constantly check if the company puts out any new job ads and see their titles, locations, and descriptions. This way, you can convert a one-timer to a regular client and grow both of your businesses. "Monitoring competitors can be used as a benchmark for talent intelligence platforms to drive their client's company growth. For example, if the client's competitor of a similar size has shown expansion in the sales and marketing departments, it's a strong signal that the client's company will need to expand those departments, too." - Martynas Simanauskas, Coresignal's data expert Increase coverage Talent sourcing platforms require huge amounts of data to be able to provide best-fit candidates to their clients. Simply put, the more data about professionals you have, the better is the chance that your database will contain the best talent for a certain position. Data is the fundamental ground upon which talent-sourcing platforms are built. They mostly depend on data coverage and freshness. Once you have ingested the data into your talent-sourcing platform, then it’s possible to look for ways to enable unique features that will make you stand out from the competition. “Employee data could enhance the understanding of a good candidate. For example, the employee that helped raise a company from the ground and the employee that continued the growth are two very different employees with different skill sets and ambitions.” - Ugnius Zasimauskas, Coresignal’s data expert Final thoughts Employee and job posting data help both companies and talent intelligence platforms make the most of talent sourcing. Companies can use it to find better candidates for open positions and enable data-driven hiring decisions, whereas HR platforms can provide their clients with best-fit talent and significantly improve their workforce while saving them a great deal of time and money. However, working with public web data, although beneficial, requires a certain level of expertise in data science. If you don’t know how to proceed with data, I also wrote a guide explaining . how to prepare for working with public web data Also published here.

How to Use Public Web Data for Talent Intelligence and Sourcing

Introducing a new series, “Meet the Metaverse,” where I talk with industry leaders from different Metaverses and games. We talk about the future in web3, challenges and uncertainty, and the passion that drives them to create this new brave digital world. There would be no metaverse without people in it. People are all this is about. And today, I just wanted to share an interview with - UX Lead at the Melanie Arakaki Decentraland Foundation. Tell us about your background and personal story, Melanie. I have a degree in graphic design but previously studied fashion design for a few years. Even though I loved fashion design, I decided to switch to graphic design after I started my first job at a tech start-up. Back then, in 2013, there were too many barriers in the fashion industry regarding career opportunities and supply chains. That is why I chose to study graphic design instead. It was the closest to interaction design we had in Argentina, and it suited me better for my role at the start-up, which I enjoyed a lot. Thanks to that job, I realized I could use my design and communication skills in the tech industry. Technology was and has always been a part of my life. Both my parents studied engineering. My younger brother is a game developer, and my partner, Mija, is a software engineer. But for some reason, before working at the start-up, I had the wrong idea that you had to be an engineer to work in tech. I am grateful and feel lucky to have found my voice in UX because it encompasses many fields I am interested in: technology, design, communication, and psychology. Moreover, this year I found an extra layer of meaning to my job by working within a community of people building together, which is very different from working at a traditional corporation. How did you find Decentraland, and what is your story of starting working with the Foundation? I got referred by an engineer I met at a previous job. I had some rough ideas about what was, primarily through . Before the first interview, I did more research on it and entered the , but I didn't understand much. I wanted to learn more about it, so I decided to give it a go. I had my first interview with a product manager from the , and this person instantly inspired me and made me realize this was completely different from what I used to do. After a few weeks, I continued with the interview process and got an offer. The Web3 industry was out of my comfort zone, but I fell in love with the mission and purpose of , and I wanted to be part of it. Decentraland MANA World Foundation Decentraland What would you say is the biggest challenge for Decentraland right now? I think that the biggest challenge is to onboard and attract new people to the community. And from my point of view, this requires at least three things. First, better performance and stability are essential because they are barriers for anyone but are especially critical when making a first impression. Secondly, it's necessary to share mission and values more actively and loudly so more people can understand its differentiator against other projects/metaverses. The idea of a virtual world owned and built by its users needs to be accompanied by evidence demonstrating this is not just a nice slogan but something happening for real. One great way to do this is by sharing stories of community members who are already creating and building together. It is hard to introduce people to Web3, but emphasizing its benefits and values, like transparency and self-governance, might justify the effort of learning something new. Decentraland's In third place, the barrier to creating content in , especially scenes and experiences, needs to be lowered as much as possible. I think and land rentals have enabled more people to build, but the tooling also needs to be improved so people with less technical knowledge can create content. is a key part of this and will gradually simplify things even for non-technical people. Decentraland Worlds The Decentraland Editor There are many other areas of improvement, especially from experience. Still, in terms of priorities, the things I mentioned before are the ones that, from my perspective, need more focus and effort. Are you a digital fashion lover? Please share your favorite creators with us! Absolutely! IRL, I am an absolute fashion junkie, so it was natural for me to start collecting digital wearables. I have Leo all over my birth chart, so I really wish I could wear wings and shiny auras in real life, LOL. Some of my favorite creators are Doki, SoultryDubs, Supernina, and MetaJewels. What's the future of digital fashion in your eyes? I think digital fashion is a new business opportunity for existing brands and also opens the doors to many new designers who couldn't find their place within the traditional fashion industry. I expect digital fashion to not just imitate traditional fashion but propose new experiences. Avatars are an extension of our personas, but they don't necessarily need to look like us. The digital world enables us to be whatever we want to be. It should be more than just a way to achieve or recreate looks that are hard to achieve IRL. It should create looks we could have never imagined in the physical world. During the Metaverse Fashion Week, we could see a great example with the cat models by . Dolce & Gabbana Related to this, I am aware that it might be very complex, but one thing I would love to see in Decentraland is diverse body shapes and the removal of body shape binarism based on gender. I think this would be something that will add a lot more expression to the avatars. What is the most important thing you learn while being in web3? I learned a lot of things this year, but the most important one is how rewarding it is to work within a community. As a UXer, you are told that your job is to represent the "voice of users" and advocate for their needs. However, I am sure almost every designer working in traditional companies has experienced at least one situation where business interests were always above everything in the end. In the case of , all community members, including the , share the same goal: growing the platform and the protocol. Of course, there is still a lot of work to build more bridges and find agreements between different groups of people and interests, but the process is much more transparent and collaborative than in any other place I have ever worked at. Decentraland Foundation This diversity of opinions also leads to fascinating philosophical debates, which I find very enriching. Another thing I learned from the interviews we are doing with community members is the idea of "keep building." So many talented people are building under the mindset of "if it doesn't exist, create it." This sentiment is very contagious. It's impossible not to get inspired by all the amazing things other people do in this space. What do you enjoy doing in the Metaverse? What I like most is attending parties or any social events that let me meet people from different places worldwide. I love regular events like at the . WAGMI Wednesdays Dollhouse I enjoy making new connections and helping more people get on board. I am thrilled to see more South American people joining . Decentraland Another thing I do is often go to festivals. As in real life, I love discovering new music, especially from independent artists. For example, last year, I learned about many Mexican artists thanks to the Calaverse, and also I found Japanese v-artist Edo Lena through her wearables. As for games, I enjoy quests like the Halloween ones that built, and I am pretty active in because I like how I can make progress even if I am not online. DappCraft Butterfly Prawn And what are your hobbies IRL? I love drawing and illustrating, but it takes work sometimes to find the time or the motivation. That is why I recently partnered with a friend who is a 3D artist, and we hope to launch our first collection of wearables in soon. It will be like my childhood dream come to life. Decentraland I also enjoy reading a lot, mostly non-fiction. I am really into behavioral sciences, cognitive psychology, and philosophy. I know it sounds boring, but our mind is my favorite mystery. My current book is by Rebeca Sykes. Aligned with these topics but edgier (and funnier) are psychedelics. The last book I read on this is by Michael Pollan, and I recommend it to everyone. Kindred How to change your mind I often play video games with my partner and friends. When I was younger, I mainly played RPGs (my favorite game is ), but my guilty pleasure is . It can get very competitive and toxic, but I love how strategic it is. Chrono Cross Dota 2 Last but not least, I enjoy traveling a lot, especially when it involves hiking and being surrounded by nature. Should traditional fashion brands explore the Metaverse, and why? There is a massive opportunity for fashion brands in the Metaverse because the need to express ourselves and build our identities is at our very core. The Metaverse is a social space; whenever you have a party or a festival, it works similarly to real life. You want to look good and authentic and mostly do that through wearables. So for the same reasons physical fashion works, digital fashion does. Also, physical fashion has many limitations. Many of these limitations are the ones that led me to switch careers. Ecologically speaking, the way fashion works today is not sustainable at all. The Metaverse gives brands a business opportunity and a way to continue being creative and innovative without all the cons and waste of the physical supply chains. There is also an advantage of the blockchain regarding status and differentiation. Fakes and dupes are everywhere in the physical world. Even though expert eyes can differentiate an original, most of us would never identify one when buying in the secondary market. Therefore, there is a huge advantage for big names in the industry to sell NFTs that, thanks to the transparency of the blockchain, will always retain their status and authenticity attached to their brand. Do you have any good friends or co-workers you met in the Metaverse but never saw IRL? How does that work, and what do you think about metaverse relationships? I haven't met anyone from IRL. However, I know there have been some real-world events, and I hope to make it to one, although the physical distance is a barrier. Luckily, there is a growing local Argentine community, and I look forward to meeting more people from here. Decentraland Metaverse relationships are unique, and at the same time, they remind me of friends I met online on other platforms. What I like about the connections made via social networks is that they are mainly built around shared interests and goals. I know many people who have started doing business or collaborations with others they met on . Decentraland What's one thing that metaverses will change forever? This is a tricky question, and there might be a lot of wishful thinking in my answer. However, the Metaverse as a virtual place parallel to the real world is not radically new. For example, 15 years ago, I used to play with my cousins, which is still considered a metaverse. Habbo Hotel What is unique about new Web3 metaverses like is the concept of virtual worlds owned and built by their members. As a result, they are immersive experiences where you have more control, participation, and ownership. This means you and your work don't depend on opaque algorithms and corporate interests. Decentraland From my point of view, the platforms that will have the most impact in the world are the ones that will innovate on inclusion and social connections and not only focus on technical or visual aspects. That is the only way to transcend screens and have a real impact on people. I think the most critical challenge is understanding how we can work better together while avoiding (and even reducing) the reproduction of the social inequalities of the real world. Creativity flows in safe and fair environments where talented people feel inspired, appreciated, and rewarded while contributing and connecting to something bigger. This is needed to build something fundamentally different and not just a new representation of the same old system.

The Biggest Challenge Decentraland Faces in 2023

El mayor desafío que enfrenta Decentraland en 2023

Le plus grand défi auquel Decentraland sera confronté en 2023

2023 में सबसे बड़ी चुनौती Decentraland का सामना

2023年にDecentralandが直面する最大の課題

O maior desafio que Decentraland enfrenta em 2023

Thách thức lớn nhất mà Decentraland phải đối mặt vào năm 2023

Decentraland 在 2023 年面临的最大挑战

About 300-400 years ago, human lives started to change dramatically: The Industrial Revolution was exported from Europe to all the “primitive” agrarian societies of the world, changing society in unthinkable ways. In some way or another, the ways we produce, consume and govern were never the same again. Technology’s massive influence on society began. This influence only got stronger in time. A few yesterdays ago, it was zippers. Today, generative artificial intelligence. Tomorrow, robots, perhaps. How did the Industrial Revolution change society? There’s no simple answer to this question. I can’t say, for the worse, because . The human population saw enormous growth after the Industrial Revolution, thanks to better public health systems and advances in modern medicine. However, it also brought us a plethora of issues we still haven’t rectified today. it enabled more humans to exist A mixed blessing First off, the Industrial Revolution gave us . Could this be counted as its sole positive contribution to biodiversity? I’m not sure. What I am sure of is this: The Industrial Revolution has destroyed global ecosystems and drove climate systems crazy. more black moths Now, the erratic weather patterns, accompanied by storms, floods and droughts threaten nearly all societies worldwide, largely thanks to the Industrial Revolution and what followed. Many people live longer, safer lives thanks to it. Living in a consumer society shaped by a free economy, we have a lot of reasons to thank modern companies with state-of-the-art production facilities. However, we must not forget: As a rule, when companies can substitute machines for people, they will. The Luddites protested this in the 1810s from their closed-down weaver’s workshops; about 47% of U.S. knowledge workers (as found in an ) may do so soon. Oxford study from 2013 The Industrial Revolution is a mixed blessing. It needs to be rethought with sustainability and human rights in mind. The Classical Narrative of Industrial Revolution in Western Societies Europe in the 17th and 18th centuries was dominated by the scientific know-how and optimism of the . It was just the right time and the right place for groups of positivist men to rethink new ways of production, organization and trade to ultimately change society. Enlightenment In Glasgow, worked on making the Newcomen Steam Engine more efficient. His commercial success in the 1770s was crucial in shaping the next century. James Watt From Adam Smith’s , first published in Scotland in 1776, an argument on why organizing production in smaller scale facilities makes people stupid and ignorant: Wealth of Nations The man whose whole life is spent in performing a few simple operations, of which the effects are perhaps always the same, or very nearly the same, has no occasion to exert his understanding or to exercise his invention in finding out expedients for removing difficulties which never occur. He naturally loses, therefore, the habit of such exertion, and generally becomes as stupid and ignorant as it is possible for a human creature to become. Government officials and businessmen made sure there were measures in place to make trade easier. was a member of the British Parliament in the 1820s (and previously the President of the Board of Trade) responsible for securing continued investment into linking English trade hubs like Manchester and Liverpool through railways. In a cruel twist of fate, he also later became known as the world’s first widely reported railway casualty. William Huskisson Around the mid-19th century, Europeans had reached new peaks in civilization where urban working classes spent their lives in modern factories to create abundances of shiny products. Engineers like Watt, thinkers like Smith, tradesmen like Huskisson and the likes of them enabled this revolution; with big help from human creativity that continued to push boundaries in technology, deepening inequalities driving a human condition where a lot had to make do with wage labor and, last but not least, fossil fuel. Protesters of Industrial Revolution For the proponents of the Industrial Revolution, it was all about progress with technological advancement and economic liberalization at heart. In his 1750 essay , the Genevan philosopher Jean-Jacques Rousseau is perhaps one of the first protesters of Industrial Revolutionists’ purchase-power fueled civilization fantasies. that glorifies simple living amidst nature Discourse on the Arts and Sciences In his 1845 book Friedrich Engels, hailing from Germany, analyzes who benefits more from wage labor: The Condition of the Working Class in England , The wage-worker sells to the capitalist his labor-force for a certain daily sum. After a few hours’ work he has reproduced the value of that sum; but the substance of his contract is, that he has to work another series of hours to complete his working day; and the value he produces during these additional hours of surplus labor is surplus value, which cost the capitalist nothing, but yet goes into his pocket. Further, thinkers like Thomas Malthus, John Stuart Mill, William Wordsworth, and John Muir were known to critique at least some ideas within the Industrial Revolution. As time raged on, we got to know other, more violent protesters like . Ted Kaczynski Kaczynski, also known as Unabomber, was a U.S. mathematics professor who started mail-bombing people in the 1970s who he thought were advancing modern technology in the name of his “fight” against industrialization. His acts of violence dismembered, killed, and hurt many people. In contrast to these antisocial actions stood the following words penned by him in his 1995 manifesto, trying to shed light on the forced constraints of human condition of our era: A chorus of voices exhorts kids to study science. No one stops to ask whether it is inhumane to force adolescents to spend the bulk of their time studying subjects most of them hate. When skilled workers are put out of a job by technical advances and have to undergo “retraining,” no one asks whether it is humiliating for them to be pushed around in this way. It is simply taken for granted that everyone must bow to technical necessity, and for good reason: If human needs were put before technical necessity there would be economic problems, unemployment, shortages or worse. The concept of “mental health” in our society is defined largely by the extent to which an individual behaves in accord with the needs of the system and does so without showing signs of stress. What Will Be the Next Technological Evolution? The Industrial Revolution didn’t only change how our days are nine-to-fived throughout the global society. It also changed what it means to be a physically and mentally healthy human. Now, with advances in artificial intelligence, our perception of “humanness” is also changing. Alan Turing predicted that by the year 2000, computers would be able to fool 30 percent of humans after five minutes of conversation, making them mistake the computer for human. Scolded for being a publicity stunt in the 1990s, the awarded such computers, selecting the Most Human Computers of every year. In 2023, it’s safe to say that we now have ‘Most Human Computers’ everywhere. \We still have time to agree on some things before another revolution gains full swing. Loebner Prize Think about electricity; the circuit and all the basic technology were developed in the 1880s and another century had to pass for its global adoption. Think about computers; they were conceptually developed to a satisfactory maturity in the 1950s. Yet, they weren’t in homes worldwide until after the 1990s. With the Internet, there’s still hope. With AI too, we still have time to make sure we let this new revolution run at controlled, ethical and humane speeds.

How the Industrial Revolution Changed Society: A Mixed Blessing

কিভাবে শিল্প বিপ্লব সমাজ পরিবর্তন করেছে: একটি মিশ্র আশীর্বাদ

Wie die industrielle Revolution die Gesellschaft veränderte: Ein gemischter Segen

Cómo la revolución industrial cambió la sociedad: una bendición mixta

Comment la révolution industrielle a changé la société : une bénédiction mitigée

कैसे औद्योगिक क्रांति ने समाज को बदल दिया: एक मिश्रित आशीर्वाद

産業革命が社会をどのように変えたか: さまざまな祝福

산업혁명이 사회를 어떻게 변화시켰는가: 혼합된 축복

Como a Revolução Industrial Mudou a Sociedade: Uma Bênção Mista

Sanayi Devrimi Toplumu Nasıl Değiştirdi: Karma Bir Nimet

Cuộc cách mạng công nghiệp đã thay đổi xã hội như thế nào: Một may mắn lẫn lộn

工业革命如何改变社会：喜忧参半

System design interviews can be a challenging and nerve-wracking experience, especially for engineers who have little experience with the process. One way to prepare for a system design interview is by using a standardized template that can guide your thinking and help you organize your thoughts. In this article, we'll be discussing a template that can be used to structure your responses in a system design interview, and how to use it effectively to impress your interviewer. Template Brief About the Problem This section should provide a brief overview of the problem that the system is being designed to solve. This could include information on the industry or domain that the system will be used in, as well as the specific business or technical problem that the system is meant to address. Functional Requirements Functional requirements are the specific features and functionality that the system needs to have in order to meet the needs of its users. For example, a social media platform might have functional requirements such as user login, signup, profile creation, and the ability to post and view content. Non-Functional Requirements Non-functional requirements are the qualities or characteristics that a system must possess in order to be considered successful. These could include things like availability, reliability, performance, consistency, read vs write heavy, security, and monitoring. Capacity This section should include information on the resources that the system will need in order to operate effectively. This could include things like resource estimations, the main domain size, how many operations the system will need to handle, and the amount of storage required. High level This section should provide a high-level overview of the system's architecture and data flow. This could include a diagram or illustration that shows the different components of the system and how they interact with one another. This could include components and Data flow. Notes This section could include any additional information or observations that the interviewer would like to make about the system design. This could include any trade-offs that were made during the design process, any potential issues that were identified, and any areas where further research or development is needed. Here is the GitHub snippet for fast usage.. https://gist.github.com/amrHassanAbdallah/63493d37ebb0cf393c487b84a738d328?embedable=true Conclusion System design interviews can be intimidating, but with the right preparation and mindset, you can impress your interviewer and land the job. By using a standardized template like the one outlined in this article, you can structure your responses and communicate your design effectively. Remember to practice, be confident, and keep learning to improve your skills. Also published here

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