mprat

Root AI | Woburn, MA | ONSITE

Root AI is a robotics company dedicated to solving the biggest challenges facing the indoor farming industry. Today’s industrial greenhouses are modern marvels of efficiency and sustainability. These farms are making fresh, locally grown, and nutritious produce available year-round. We’re on a mission to create advanced robotic systems that can see, care for, and harvest these crops. We are an early stage start-up assembling a foundational team of passionate and talented professionals. Join us as we build the future of farming.

Check out our website: https://root-ai.com

And our reveal video: https://www.youtube.com/watch?v=XlXSGqvP-A8&t=28s

We have 3 open positions:

* Perception Engineer | https://grnh.se/3dfe8f5e2

* Software Engineer | https://grnh.se/b8e793e52

* Senior Software Engineer | https://grnh.se/9c7983812

Feel free to reach out with questions!

- Michele Director of Software @ Root AI

I also suggest keeping your .vimrc / .bashrc / .screenrc / whatever other config files you like in some kind of git repo so you can sync your config files to the remote machine nicely. The other nice thing about this is that if you have a remote that you don't use very often, you can either git clone the repo and rake / make to install, or even wget the file and move it in place manually.

Very cool. (1) Have you thought about using HOG templates for the matching step? Seems like you might get some interesting structural encoding similarities there. (2) When generating image patches, could they be different sizes? Or is the idea to make a simple grid?

I use http://zim-wiki.org and make my own sync / mobile options, since as of a few months ago there was no Android version. But someone /is/ working on a mobile app.

Is the language Mathematica and Wolfram | Alpha now use not called the Wolfram Language?

I get the marketing / branding aspect. From a contractor's point of view, though, there still isn't any guarantee that the firm that is you that is doing contract work will do quality work - there is no audit system other than referrals anyway. I wonder why people are more inclined to refer companies than individuals. Do companies incur more overhead for the client?

I think this challenge, like any other in this space, is to know your product and your customers. In the case of a post on HN, the customer is HN readers and the product is a post. It's good to know that the good old principles of market research apply to this as well.

Presumably the reason you get a salary increase when you switch jobs is the value-add you give the company from the experience you are bringing in.

My thinking about my future prospects as a potential employee (finishing school soon and thinking about the future) has led me to think about the things suggested in this article very seriously: I enjoy my hobbies involving the outdoors. I love hiking, climbing, cycling, and any other form of enjoying the outdoors. If I'm now trying to get a job at a technical company doing technical work, many founders and recruiters expect (sometimes even assume) that I will have some side projects I'm working on.

But I don't want to work on a side project for the heck of it. I want to stay healthy and enjoy my times outside. There is a brand of people out there that aren't just obsessed with the technical, and recruiters and companies who want all kinds of talent are going to have to be open to different lifestyles - including healthy ones.

I don't think it should be a goal of a startup (or any business for that matter) to not fire any employees. The whole point of a business is to be successful monetarily. Sure, initially it may be to get a product out to market or get a technology out there, but eventually the goal is to make money.

If the goal of a company is to keep all of it's employees, then it by assumption the employees will have no motivation to do well in their jobs, if it is known in the company that there is no threat of firing.

While firing sucks, it is always there looming. In a startup, this forces people to push themselves, work hard, strive for good results. It is the role of a manager to determine the extent of the hard work, but it is also his role to say when enough is enough.

Bottom line, if a company never fired anyone it would have no implicit motivational pressure of it's employees.

The interesting part about this class is that it is a lab class, yet it is trying to be accessible to anyone and everyone around the world. It will be interesting to see the logistics of how the MITx people handle grading, forums, homework, questions, and all the hard systems problems when 6.002x finally gets underway.

The other question is how will this compare to 6.002 as it is currently taught at MIT - will 6.002x be at the same standard? You as a student in 6.002x won't have the same chance to interact with your classmates as in a traditional MIT course, so can it be considered the same type of class? This all remains to be seen.

This isn't an online class at MIT - it is just a course webpage for a class that is offered at MIT this term.