Julia's coding blog - Practice makes perfect

From January 2015, she started to practice leetcode questions; she trains herself to stay focus, develops "muscle" memory when she practices those questions one by one. 2015年初, Julia开始参与做Leetcode, 开通自己第一个博客. 刷Leet code的题目, 她看了很多的代码, 每个人那学一点, 也开通Github, 发表自己的代码, 尝试写自己的一些体会. She learns from her favorite sports – tennis, 10,000 serves practice builds up good memory for a great serve. Just keep going. Hard work beats talent when talent fails to work hard.

Thursday, August 4, 2022

Linkedin recruiter profile:

Sarah Creel

- .Manage full cycle recruiting supporting SWE and Sr SWE Apps roles within LinkedIn Talent Solutions and LinkedIn Sales Solutions
  
  .Consistently meet and exceed individual hiring goal (9 placements/Q)
  
  .Coordinate with sourcing and recruiting teams to innovate research strategy for talent pooling
  
  .Collaborate with hiring managers throughout the recruiting process to ensure hiring needs and goals are met
  
  .Act as a consultant in hiring processes, compliance, compensation, leveling guidelines, immigration, etc
  
  .Drive the offer process including extending offers, negotiations, closing candidates, and generating offer letters
  
  .Actively engage in diversity, equity and inclusion (DEI) hiring strategies.Manage full cycle recruiting supporting SWE and Sr SWE Apps roles within LinkedIn Talent Solutions and LinkedIn Sales Solutions .Consistently meet and exceed individual hiring goal (9 placements/Q) .Coordinate with sourcing and recruiting teams to innovate research strategy for talent pooling .Collaborate with hiring managers throughout the recruiting process to ensure hiring needs and goals are met .Act as a consultant in hiring processes, compliance, compensation, leveling guidelines, immigration, etc .Drive the offer process including extending offers, negotiations, closing candidates, and generating offer letters .Actively engage in diversity, equity and inclusion (DEI) hiring strategies

Technical Recruiter
Google · ContractSep 2021 - Jan 2022 · 5 mosAustin, Texas, United States
- .Managed full cycle recruiting for multiple, complex searches supporting L4/L5 SWE roles within Google Cloud
  
  .Developed and executed fully comprehensive sourcing plans, analyzing requirements to determine target profile needs
  
  .Coordinated with sourcing and recruiting teams to innovate research strategy for talent pooling
  
  .Collaborated with hiring managers throughout the recruiting process to ensure hiring needs and goals are met
  
  .Acted as a consultant in hiring processes, compliance, compensation, leveling guidelines, immigration, etc
  
  .Drove the offer process including extending offers, negotiations, closing candidates, and generating offer letters
  
  .Actively engaged in diversity, equity and inclusion (DEI) hiring strategies.Managed full cycle recruiting for multiple, complex searches supporting L4/L5 SWE roles within Google Cloud .Developed and executed fully comprehensive sourcing plans, analyzing requirements to determine target profile needs .Coordinated with sourcing and recruiting teams to innovate research strategy for talent pooling .Collaborated with hiring managers throughout the recruiting process to ensure hiring needs and goals are met .Acted as a consultant in hiring processes, compliance, compensation, leveling guidelines, immigration, etc .Drove the offer process including extending offers, negotiations, closing candidates, and generating offer letters .Actively engaged in diversity, equity and inclusion (DEI) hiring strategies
- Skills: LinkedIn Recruiter · Strategic Planning · Scheduling Management · Legal Compliance · Compensation · Diversity Recruitment · Technical Recruiting · Applicant Tracking Systems · Onboarding · Extending Offers · Negotiation · Screening · Job Postings · Sourcing · Full-life Cycle Recruiting
Indeed.com
Full-time · 3 yrs 4 mos
- Senior Recruiter
  Jan 2019 - Sep 2021 · 2 yrs 9 mosAustin, Texas
  .Managed full cycle recruiting for multiple searches supporting backend SWE and Sr SWE roles
  
  .Consistently met and exceeded individual hiring goals (12 placements/Q)
  
  .Developed and executed fully comprehensive sourcing plans, analyzing requirements to determine target profile needs
  
  .Coordinated with sourcing and recruiting teams to innovate research strategy for talent pooling
  
  .Collaborated with hiring managers throughout the recruiting process to ensure hiring needs and goals are met
  
  .Acted as a consultant in hiring processes, compliance, compensation, leveling guidelines, immigration, etc
  
  .Drove the offer process including extending offers, negotiations, closing candidates, and generating offer letters
  
  .Actively engaged in diversity, equity and inclusion (DEI) hiring strategies
  
  .Presented data on a weekly basis to senior leadership regarding forecasting/benchmarks, updates on progress to goal, and client strategy
  
  .Coached and mentored new recruiters, familiarizing them with internal processes, best practices and strategizing with clients and candidates
  
  .Consistently received “Advanced” scores on QA’ed calls, exceeding expectations in all efficacies.Managed full cycle recruiting for multiple searches supporting backend SWE and Sr SWE roles .Consistently met and exceeded individual hiring goals (12 placements/Q) .Developed and executed fully comprehensive sourcing plans, analyzing requirements to determine target profile needs .Coordinated with sourcing and recruiting teams to innovate research strategy for talent pooling .Collaborated with hiring managers throughout the recruiting process to ensure hiring needs and goals are met .Acted as a consultant in hiring processes, compliance, compensation, leveling guidelines, immigration, etc .Drove the offer process including extending offers, negotiations, closing candidates, and generating offer letters .Actively engaged in diversity, equity and inclusion (DEI) hiring strategies .Presented data on a weekly basis to senior leadership regarding forecasting/benchmarks, updates on progress to goal, and client strategy .Coached and mentored new recruiters, familiarizing them with internal processes, best practices and strategizing with clients and candidates .Consistently received “Advanced” scores on QA’ed calls, exceeding expectations in all efficacies
  Skills: LinkedIn Recruiter · Strategic Planning · Scheduling Management · Legal Compliance · Compensation · Project Management · Diversity Recruitment · Technical Recruiting · Applicant Tracking Systems · Onboarding · Extending Offers · Negotiation · Screening · Job Postings · Sourcing · Full-life Cycle Recruiting
- Recruiter

Unbounce | BC layoffs

Unbounce lays off nearly 50 workers, latest B.C. tech firm to cut jobs

‘Current economic environment’ among factors behind cuts, says CEO

By Tyler Orton | August 3, 2022, 12:37pm

Deep cuts throughout the tech industry have taken aim at Vancouver-based Unbounce Marketing Solutions Inc.

CEO Felicia Bochicchio revealed Wednesday on LinkedIn her company was letting go of 47 employees — about 20 per cent of its workforce — owing to “headwinds we’ve experienced this year, including the current economic environment.”

“As difficult as this decision was to make, it was necessary in order to support Unbounce's purpose and strategy,” she said.

“To those who are reading this who may be hiring, Unbounce is known for bringing on incredibly ambitious, empathetic and successful people. Please reach out directly if you are looking for particular skill sets. I will be doing everything I can to open up my network to help our people find their next great opportunity.”

Unbounce is best known for developing platforms that allow marketers to create landing pages without having to invest in their own web developers.

The company raised $52 million in a 2020 funding round led by Denver-based private equity firm Crest Rock Partner.

Bochicchio was promoted to CEO last October after co-founder Rick Perreault transitioned to executive chairman following a battle with cancer.

She then went on to oversee the acquisition of Portland-based LeadsRx in January. That new division of Unbounce was also hit by Wednesday’s job cuts.

The layoffs come after Canadian tech darling Shopify Inc. (TSX:SHOP) announced last week it was cutting 10 per cent of its workforce — about 1,000 people — amid an industry-wide slowdown that began earlier this year.

Like Unbounce, fellow B.C. tech company Thinkific Labs Inc. (TSX:THNC) cut 20 per cent of its team (100 workers) back in March after posting a $26-million loss in its last fiscal year.

And B.C. biotech Zymeworks Inc. (NYSE:ZYME) cut 25 per cent of its staff in January following founder Ali Tehrani’s departure as CEO. Losses there had grown US$40 million to US$212 million in 2021 – up from US$171 million a year earlier.

Following the Thinkific layoffs, Beacon HR Inc. CEO Nicole Davidson told BIV the cuts were likely a signal of a post-pandemic market shift.

“I expect to see more layoff activity in the coming months and the pendulum start to swing back from the ultra-tight, employee-centred market we've been experiencing these last few years,” she said in March.

Wednesday, August 3, 2022

Microsoft power BI | My first demo

Technology layoffs show high-flying sector not immune from slowdown

what engineers tend to focus on

This is what engineers tend to focus on, depending on their level:
✅ Junior Engineer: What tickets are mine?
✅ Senior Engineer: How do we ship quality on time?
✅ Staff Engineer: Why are we building this?

As a senior engineer, change your communication patterns accordingly (using empathy). With staff, focus more on the problems, vision, and strategy. With other seniors, focus on developer workflows and tools. To juniors, offer a predictable steady flow of meaningful work.

See chrislaffra.com/c4e for more information.

Jianmin Chen

- Try to figure out my version -

How good I can work on in my training?

How good I can do the work?

The above two are closely related.

Chris Laffra | How do we learn?

Chris Laffra

How do we learn? Imagine trying to learn how to drive a car. You can read a book about Max Verstappen. You can hear someone tell a great story about why a Porsche is better than a Ferrari. You can study pictures of dashboards with all the controls. You can watch movies where people drive cars or you can watch your parents drive an actual car. All these things help already.

What helps you master driving a car a lot more is trying to explain to someone else something like why stick-shift is better than an automatic. However, by far the best way to learn how to drive is to take lessons and actually drive a car yourself. This is the premise behind Dale's Cone of Experience, published in 1969.

This "cone of experience" applies to many skills, such as driving, joining the NBA, and software development. It is true for both "hard" skills and "soft" skills. So, don't just read a blog or watch a Youtube video about Kubernetes. Instead, get yourself out of your comfort zone and learn something new by teaching about it, or even better by actually doing it.

In summary, to become a top software developer, you need to "do". So, write a compiler in Go. Create a website for your aunt. Write a blog about what you built. Present at a conference. Work with another team at work to understand their product better. Collaborate with a product manager to develop a roadmap. Build a portfolio of diverse experiences. Learn. Be happy!

Productivity & Happiness

Here is the link.

Linkedin profile: Chris Laffra

As a senior software engineer, only a fraction of your time is spent in actually writing code. The majority of the time, you will be _talking_ about your code. If you want to grow in your career, you need to invest in those skills that make you a better communicator and influence others more effectively.

At Google, I was involved in a project where we instrumented the desktop of engineers at Google. We measured all the things they did during the work day to figure out what workflows makes them the most productive.

I learned a few things from the Tempo project at Google:
- Productivity is hard to measure.
- Happiness is an excellent proxy metric for productivity.
- Context switches take us out of the flow and hurt productivity.
- Engineers hate meetings (see previous bullet).
- Most engineers have barely done any communication training.
- Only 30% of time spent by Google engineers goes to coding.
- Communication skills are key to career growth as an engineer.

Learn how to communicate better at chrislaffra.com/c4e