Let's be friends: https://spacehey.com/ricburton
1,300 karma · joined October 26, 2009
Anyone can raise problem with him & he will fix it directly.
HN's hate for crypto is hilarious.
The hacker houses here are still rammed to the gills.
restec-p
Inventing on Principle https://vimeo.com/36579366
- A faculty member taught himself Objective-C to help me along.
- Several other students were extremely kind with their time.
- I learnt that even experienced programmers struggle through the debugging process, it’s just that they would find the cause of the problem in a minute and I would take an hour. That was reassuring.
- I paired for the first time.
- I made a bunch of new friends who are now scattered all over the world doing lots of interesting things.
- We played lots of poker and got to see each other in a different environment (for science!).
- RC gave me the confidence to keep plugging away at programming. It showed me that everyone has to keep learning. It taught me a frame of mind which I now apply to all programming problems.
I am forever grateful to the founders and faculty for creating the Recurse Center.
This is a very valid criticism--we need to do a much better job of explaining the service to engineers. Like most startups, we've got a list of things we'd love to build but haven't had time to. With that said, the tools for engineers could certainly have been prioritized. At the very least, we should have added a simple way to opt out. We will be adding this soon.
I completely understand your perspective. The problem for companies who want to recruit great people is that most of them aren't looking for new a job (several studies put the percentage at around 80%). Therefore, companies are forced to reach out to those people to pique their interest. There's a subset of great companies who take the time to craft personalized, relevant emails to these people; there are some who even get their engineers to write the initial email. We want to work with these kinds of companies.
While that is a possible outcome, we're working really hard to make sure that doesn't happen. We'd hate to be responsible for an increase in the volume of recruiter-spam sent to engineers every day. Although this isn't on the homepage, we are planning to add a set of tools so that engineers can manage their profiles and companies' technical recruiters can coordinate engineer-to-engineer outreach. We believe that it's a lot better when engineers should receive cold recruiting emails from the people they'd actually be working with.
Apologies for the confusion here--we're going to be adding a much more detailed explanation of what we do to the homepage soon. In the meantime, this blog post gives a broad outline of what we're doing: http://blog.sourcing.io/hello-world
Apologies for the delay in responding your tweet--I found it here(https://twitter.com/edent/status/415537481829068801). I'll get back to you over Twitter as soon as we've removed you from the index.
We are working on a set of tools to allow engineers to manage their profile on Sourcing.io (and opt out)--I hope that they'll be good enough to encourage you to re-join.
Although the social connections feature is really helpful, there are lots of other ways you can use Sourcing.io to search for engineers. There a lots of other ways to filter the data: location, project contributions, language experience, current employer, et al. For example, to find people who might be a fit for your DevOps role at Perfect Audience, you might want to see all the engineers that had contributed to Graphite's web app (https://github.com/graphite-project/graphite-web) or have lots great DevOps people following them on Twitter--we try make these kinds of searches really easy to do.
I'm sorry to to hear that you don't like the copy on the homepage--it's definitely a work in progress and I appreciate the feedback. We're going to be adding a section for engineers soon.
Just as Google keeps a copy of the web, we have an index of all the engineers we can find in a database. This is built up by crawling publicly available information.
Right now we don't have a simple way for engineers to see what their profile looks like--we'll be adding this soon. In the meantime, please feel free to email on richard@sourcing.io so I can show you what your profile looks like. If you'd like to be permanently removed from our index I can do that right away.
We don't currently have a quick-and-easy way for you to opt out--we will do soon. If you'd like to email me on richard@sourcing.io I'd be more than happy to find your profile, show it to you, and remove it permanently.
As an aside, we really hate recruiter spam too. We've just got started but our plan is to build a tool to help great recruiters manage engineer-to-engineer outreach--it's much better to receive a recruiting email from the person you'd be working with. If you're interested, they can connect you to their technical recruiter who can manage the process from there.
Great question. Our database is built up by indexing publicly available information. Some (or all) of the engineers that connect their accounts will already have a GitHub account and, if so, will probably be in our index. However, we certainly don't use the social connection feature to index even more people, particularly if they're not publishing code and are more private.
The ability to see your team's extended network of engineers is really useful but we recognize that it's pretty scary to connect your personal social accounts to an app that's work-related. We're working hard to earn the trust of the engineers who happy to share their network with their employers.
Hi Chris--I completely agree that an engineer's ability to learn is a huge part of their value. With that said, many companies are searching for engineers who are intimately familiar with particular languages or frameworks. Anyone can get comfortable with a new framework over a weekend--it takes much longer to be become an expert.
Your idea for a better Glassdoor is an interesting. In the future we're hoping to build a set of tools for engineers who are interested in getting a job--we'd like to cater to both sides of the market.
Alex and I do not want to increase the volume of recruiting spam in the world. Poorly-constructed, boilerplate emails are the mark of a bad technical recruiter--we're not building tools to help them. We want to give the great technical recruiters a tool to help them figure out if they should be sending an email to an engineer in the first place. Furthermore, we're encouraging our customers to have the C*O's and engineers construct and send the initial emails--an email from the person you'd be working with is much better than another piece of recruiting spam.
If you'd like to get in touch and chat more please feel to email on richard@sourcing.io.
Torstein Horgmo debuted it in 2010: http://www.youtube.com/watch?v=pFGqkq3QqRE
And now they're expected at each X Games: http://snowboarding.transworld.net/1000194812/featuresobf/tw...