I think we've proven that we don't need the East Coast for: the PC revolution, the Internet revolution and the Mobile revolution.
They can sit out the electric car revolution as well...
Who the hell wants to go to "Milford, Conn." anyways ;)
> I could teach myself more in an afternoon than I would learn in a 10-week class.
>The culmination of my second year was a 0.33 GPA.
it was painful to watch.
i had to press pause on the dvr several times (and check twitter) just to get through a few of the episodes.
what hit me hardest was: if you are going to devote a large percentage of your air time to party scenes (each episode was 25% - 75% party scenes) there has got to be better people to follow to parties than techies.
of all the people on the program I thought Kim came off the best (she seems pretty legit), Dwight wasn't a total tool either.
Advice straight from the movie "Disclosure" (1994)
and don't forget, Stephanie Kwolek invented Kevlar!!
yeah this is a pretty classic example of what startups have to deal with: irrational customers.
the guy is getting $3k from a transaction that breaks all kind of rules, and is upset that a _SCAN_ of his Driver's License might be intercepted in a "man in the middle" attack on a sent email!?!?!?
my guess about the car industry is it had to do with the interaction between diverse customer preferences (car colors, options) and the realities of car production (large batches, economies of scale).
basically, the economies of scale cause the production of large batches of cars that then all needed to be sold (even that last white one on the lot).
Still don't want to read it.
> It's this years school MIS that claims not to be an MIS.
it seems like you are claiming not to be an MIS!?!
I use Stitcher. and they've put a lot of work into it...
Microsoft has learned a trick about recruiting straight from college developers.
Microsoft quotes the new higher a large number (120k per year) but it is all back end weighted to a bonus at the 15th month or some sort.
this allows Microsoft to see the work product and fire the ones that don't cut it, way before the bonus comes.
maybe you should start your own company?
seems to me you chaff quite a bit about being a "wage slave"
"Let the bodies hit the Flooooooor!"
i will say: i am glad i don't have to wake up everyday and think about ride sharing.
Data!
... but, not really sure what meaning i am supposed to take away from this.
"Zip codes contain heterogeneous housing units that have a spread of prices" ??
This looks... erm ... neat. A "sophomore OpenGL term project" kind of neat. Baidu on the other hand does the maps right [0], which hardly surprising given their 20 years of head start. On a more general note, this reminds me of old Microsoft's tactics. Google should really stick to the search, but instead they throw together something that mimics competitor's feature. Something that looks more featureful and which is free, but upon closer inspection is effectively a half-ass effort, because it's an entirely different domain that's not their specialty.
what's the asp on ipad2s?
$750 per?
$2.25B in revenue in a weekend. not bad.
i agree that Foresquare may be on the wane.
i am starting to see that some of these social websites might just have a normal lifespan like the run of a TV show. Signing up to something like Foresquare might be like starting to watch "Seinfeld" or "Friends", it's exciting at first, you get to know the characters and you get engaged, and then after a normal involvement arc you move on to new things.
nothing wrong with it,,,, unless of course you staff up 100 engineers thinking that this will be a new permanent part of the landscape ;)
sell to FB when it's public and grab your loot!
quote "spreading a rumor"
turns out in this case the rumor is true...
well the first automobiles needed to be started with a crank on the front grill. sometimes the crank would catch and whip around an break the user's arm.
its a neat thing that even in this day and age, people aren't completely shielded from being on the cutting edge.
the 2020 Teslas are going to be amazing.
hmmm, "almost" 2.5m round and $10m in revenue "booked for next year" is not that credible of a company. you are taking a lot of risk that the money does not come through.
if you sign a deal w/ everything "on the come" they can jack you around pretty hard.
venture backed companies _consume_ cash, they usually don't throw it off (6m extra in a few years) until later.
most companies this size pay the 3 individuals on 1099, ie independent consultants. no payroll tax on 1099 (at the company level)
Unix Power Tools is a great reference for data analysis.
The author does not mention the chapter on: "You Can't Quite Call this Editing" which I used extensively for some pretty involved flat file data analysis.
covers the great tools:
cut
tr
sort
uniq
also:
piping to grep and grep -v (invert match)
I also came across this great line in the sort man page for allocating in-memory usage SIZE for the sorting data:
SIZE may be followed by the following multiplicative suffixes: % 1% of memory, b 1, K 1024 (default), and so on for M, G, T, P, E, Z, Y.
...that says about all you need to know about unix ;)
happy st. patty's day! with a little Irish pessimism!
disclaimer: i am not a lawyer (i just put their kids though college ;)
You said you wanted to address the legality of it, but then you started throwing around this "logic" thing...
Let's ignore "logic" for the moment and just address the legality.
EEOC has a 'rule of thumb" that your "selection process" must result in an acceptance ratio of protected classes equivalent to 4/5th of the ratio of that protected class in the "qualified applicant pool." (i.e. if 20% of qualified applicants are blue people then you need to hire at least 16% blue people). If the ratio is less then 4/5ths then _prima facia_ this is "adverse impact" ie discrimination (Griggs?)
The "qualified applicant pool" is the ratio of qualified people in the population! not just those who apply. If any part of the selection process has an adverse impact, even if the end result doesn't then it is discriminatory.
Thus, you need to generate an applicant pool that reflects the qualification of the population in general...
So for Brycevc, if of all qualified people in the SV area, 40% are women, and 60% are men, Brycevc needs to generate an applicant pool that reflects at least 4/5ths that ratio of women.
If the pool does not look like that: discrimination! The only hope of your argument on this one is the qualification that "For VCs, meeting people they are assumed not to know ahead of time" is a real job qualification, and that since that is 90% white male, then the qualified applicant pool should be 90% white male.... good luck getting that past a judge!! ha!
As for the logic of it all? who knows, lots of lawyers and judges have been working on that for 40yrs... I'm here to build a company (within the legal framework I find myself).
-- some references:
http://www.uniformguidelines.com/
Ward's Cove Packing Co., Inc. v. Antonio. 490 U.S. 642 (1989)
http://supct.law.cornell.edu/supct/html/historics/USSC_CR_04...
This was an important decision that affects not only the test developer, but the recruiter, also. In this case, the Supreme Court held that the appropriate recruitment pool to use when engaging in disparate impact analysis was the relevant and qualified group of applicants. If a recruiter is looking for an engineer, the appropriate comparison group is how many engineers are qualified within a reasonable recruitment area.
From the opinion: "Rather, the proper comparison is generally between the racial composition of the at-issue jobs and the racial composition of the qualified population in the relevant labor market. Hazelwood School Dist. v. United States, 433 U.S. 299, 308."
Connecticut v. Teal, 457 U.S. 440 (1982)
http://caselaw.lp.findlaw.com/scripts/getcase.pl?court=US...
In the Connecticut case, the State used a multiple hurdle assessment and selection process. Disparate impact was noted at separate levels of the process, but when final selections were made there was no discriminatory impact. The court held that the "bottom line" was not sufficient. Each part of the acquisition and selection process must pass scrutiny. If one part of the process is shown to be discriminatory, then the whole process is held to be discriminatory. Additionally, the court once again gave "great deference" to the Guidelines.
Yeah, yeah, yeah, tell it to the EEOC.
The applicant pool requirement upsets a lot of people (like how the hell can i control who applies?!), but it's the reality of modern HR.
Deal with it, and be productive!
Yeah, this recruitment thing he laid out is illegal on several dimensions.
1. employer is obligated to advertise broadly enough to generate a diverse applicant pool (for protected classes). 2. personal reference is prohibited along similar lines.
IMPORTANT: by the sheer fact of your pool not being diverse, you have liability! does not matter if you treat every protected class applicant really well! The NON-DIVERSE POOL ALONE creates a legal liability.
This is also illustrative because VC's often say the'll help company management with operational issues, but because VC's are so sheltered (don't have to hire a lot) they don't know these basic issues.
Any company CEO worth his salt is very sensitive to "job applicant pool" issues, and funny that the operations value add from a VC is going to lead some poor CEO into a lawsuit!!
some references:
http://www.workforce.com/section/news/feature/dipping-carefu...
http://public.getlegal.com/legal-info-center/hiring-process/...
Get 2 or more VC's together and they'll sure to be complaining about valuations! ha!
What school are you dropping out of?
daily exercise. daily.
It's never good to be purposefully out of touch. go deep in get-it-ness. But i have noticed w/ non-traditional facebook users the appeal of fb is directly related to how active your friends are, you may not like fb because your social network does not like it.