Here are the slides on how to "Reverse Engineer" how to get an awesome IT job. We asked our top 40 students for tips on how to get hired. We're summarised their wisdom into this slide deck.
The document provides tips on writing an effective resume. It recommends including a 1-2 page resume with sections for key skills, qualifications, and references. For skills, it advises highlighting 4-5 core competencies with concrete examples and proof of how they were applied. The summary should convey who the applicant is, what they want to do, what they can do for the employer, and why they are interested in the company. Overall, the resume should be tailored for each job and focus on demonstrating the applicant's most relevant strengths and qualifications for the role.
The document provides tips for students participating in Summer of Tech to help them get the most out of the program and increase their chances of securing an internship. It discusses optimizing their profile, attending all relevant events like bootcamps and Meet & Greet, treating Summer of Tech like a course, communicating their strengths effectively, and following up with employers after interviews. Key dates are also listed for employer registrations, profile completion, internship postings, events, and receiving offers. The overall message is that students need to fully engage with all aspects of Summer of Tech and sell themselves well to employers through their online presence and interactions.
This document provides tips for successfully preparing for and conducting a "meet and greet" (M&G). It recommends doing research on companies and roles beforehand. It then gives advice on practicing introductions, asking open questions, and preparing pitches about one's skills and goals. The document includes examples of practice conversations and feedback sessions to refine these skills before M&Gs. It stresses following up after M&Gs by being professional and honest in interactions.
John Clegg's introduction to writing a CV/Resume that IT employers want to read.
(these slides cover CV Part 1 and CV Part 2 bootcamps from the SoT2015 programme)
This document provides advice and tips for students going through the recruitment process for internships as part of the Summer of Tech 2016 program. It outlines the key stages of recruitment including the Meet & Greet, interviews, employer shortlisting, and final offers. Students are encouraged to actively research employers, prepare for interviews, and make well-informed decisions when evaluating multiple job offers based on factors like role, skills gained, career goals, and employer reputation. The recruitment process is fast-paced, so students should be prompt and professional in their communications with employers.
Sam Jarman: Summer of Tech Lightning Talk, 10 March 2016ruthmcdavitt
Sam Jarman is a software developer who works on iOS and Rails applications at Carnival.io, focusing on marketing automation through user behavior tracking and messaging. He has over 5 years of experience developing iOS apps and interning at startups like Smudge Apps, Telogis, and Carnival before joining Carnival full time in 2015. In his tips for undergraduates, Sam emphasizes taking opportunities, working hard, learning how you learn best, determining if IT aligns with your passions, and demonstrating your aptitude through hustle.
Slides from our Kickoff events in March/April 2015.
These slides are an introduction to the Summer of Tech programme for students. We cover what a career in the local tech industry looks like, and what employers are looking for in graduates.
Here are the slides on how to "Reverse Engineer" how to get an awesome IT job. We asked our top 40 students for tips on how to get hired. We're summarised their wisdom into this slide deck.
The document provides tips on writing an effective resume. It recommends including a 1-2 page resume with sections for key skills, qualifications, and references. For skills, it advises highlighting 4-5 core competencies with concrete examples and proof of how they were applied. The summary should convey who the applicant is, what they want to do, what they can do for the employer, and why they are interested in the company. Overall, the resume should be tailored for each job and focus on demonstrating the applicant's most relevant strengths and qualifications for the role.
The document provides tips for students participating in Summer of Tech to help them get the most out of the program and increase their chances of securing an internship. It discusses optimizing their profile, attending all relevant events like bootcamps and Meet & Greet, treating Summer of Tech like a course, communicating their strengths effectively, and following up with employers after interviews. Key dates are also listed for employer registrations, profile completion, internship postings, events, and receiving offers. The overall message is that students need to fully engage with all aspects of Summer of Tech and sell themselves well to employers through their online presence and interactions.
This document provides tips for successfully preparing for and conducting a "meet and greet" (M&G). It recommends doing research on companies and roles beforehand. It then gives advice on practicing introductions, asking open questions, and preparing pitches about one's skills and goals. The document includes examples of practice conversations and feedback sessions to refine these skills before M&Gs. It stresses following up after M&Gs by being professional and honest in interactions.
John Clegg's introduction to writing a CV/Resume that IT employers want to read.
(these slides cover CV Part 1 and CV Part 2 bootcamps from the SoT2015 programme)
This document provides advice and tips for students going through the recruitment process for internships as part of the Summer of Tech 2016 program. It outlines the key stages of recruitment including the Meet & Greet, interviews, employer shortlisting, and final offers. Students are encouraged to actively research employers, prepare for interviews, and make well-informed decisions when evaluating multiple job offers based on factors like role, skills gained, career goals, and employer reputation. The recruitment process is fast-paced, so students should be prompt and professional in their communications with employers.
Sam Jarman: Summer of Tech Lightning Talk, 10 March 2016ruthmcdavitt
Sam Jarman is a software developer who works on iOS and Rails applications at Carnival.io, focusing on marketing automation through user behavior tracking and messaging. He has over 5 years of experience developing iOS apps and interning at startups like Smudge Apps, Telogis, and Carnival before joining Carnival full time in 2015. In his tips for undergraduates, Sam emphasizes taking opportunities, working hard, learning how you learn best, determining if IT aligns with your passions, and demonstrating your aptitude through hustle.
Slides from our Kickoff events in March/April 2015.
These slides are an introduction to the Summer of Tech programme for students. We cover what a career in the local tech industry looks like, and what employers are looking for in graduates.
Summer of Tech 2014 Resume Workshop slide.
Learn why a resume is important and how to chunk your work to learn what behaviours and core skills you have.
Also lots of tips on how to structure a resume for an IT job
A hands-on session taking teams through a (not quite) real world scenario to learn Agile Scrum principles and practices. We'll form teams and walk through a Sprint Planning session, a Sprint, and a Retrospective. Although this is an intro-level workshop, we'll include some new games and ideas for more experienced practitioners.
The document summarizes John Clegg's presentation on how to write an effective resume. The presentation covers what companies look for in resumes, examples of good and bad resume formatting, and tips for writing resumes. It analyzes 100 student resumes and finds that most lack depth about the applicant's skills and how they would benefit the company. The presentation emphasizes highlighting one's top 5 skills with real examples and customizing each resume to the specific job being applied for.
5 Social Media Tips for Job Seekers & 5 Tips for RecruitersClearedJobs.Net
At the March Project (Staffing Alliance of Virginia Employers) SAVE meeting, this presentations highlighted tips for job seekers and recruiters using social media.
Detailed Content: http://techgrasp.pk/education/common-mistakes-by-fresh-graduates/
This presentation aims at making fresh graduates aware of the common mistakes that they should be avoiding. Further, it also throws light on how the fresh graduates can improve themselves in their job hunt.
Learn the tips and hacks for gaining a competitive edge in hiring. You will learn for example:
> How to shape your candidate pitch
> Secret (legal) hacks to finding candidates on Facebook
> How to crack popular services to find your candidate’s contact info
> List of useful interview questions
> How to save tons of time with the right efficiency apps
The document provides guidance for conducting an intake meeting with a hiring manager to discuss an open role and develop a sourcing strategy. It outlines topics to cover such as an overview of the role and team, performance metrics, networking opportunities, and ways to generate sourcing leads including alternative titles, target companies and schools, professional associations, and online research tools. The goal of the meeting is to gain insight into what skills and experiences are needed for the role in order to build a robust pipeline of qualified candidates.
The document provides tips for professionalizing one's job search experience. It discusses the high unemployment rates across Europe and talent shortages faced by employers. It emphasizes the need to create an online personal brand through social media profiles and to carefully curate one's online presence. When applying for jobs, it recommends tailoring applications and CVs specifically for each role and highlighting one's relevant skills and achievements. It also provides guidance on preparing for different types of interviews, such as video interviews, by practicing common questions and stories to illustrate one's competencies. Follow-up after interviews is presented as important. The recruitment process at CERN is overviewed, involving various stages from an initial application to a final hiring decision within several weeks.
Resumes and job interviews for tech jobsAndy Lester
The document provides advice for writing resumes and preparing for technical job interviews. It emphasizes showing concrete evidence of skills and accomplishments rather than vague self-assessments. Cover letters should be personalized for each job and interview preparation includes researching the company, envisioning how to demonstrate skills, and having questions prepared about the role and team. The goal is to convince the hiring manager that you have the ability and fit for the position.
Basic talk on how to turn an eagerness w/r/t software into a career in software. Mostly a jump-off for anecdotes that aren't included in the upload.
Links:
http://commercehub.com/careers
http://is.gd/apprenticeshippatterns
http://cleancoders.com
http://martinfowler.com
Whether you are a designer, a developer, a marketer, a student or anything in between - in today's creative job market every differentiator will count towards getting the job. Gone are the days of being able to talk over your future employer's head, just showing the latest deliverable you are working on, even worse showing nothing at all. Welcome instead to a world where your work is being measured not by what you say it was, but by what it really was.
This workshop was developed for General Assembly in NYC. It is meant to be run in 90 minutes.
Top 45 morphosis architects interview questions and answers pdfselinasimpson258
The document provides advice and sample answers for common interview questions for the architecture firm Morphosis Architects. It discusses questions such as "Tell me about yourself", "Where do you see yourself in five years", "What is your greatest weakness", "Why should we hire you", and "What are your salary expectations". For each question, it offers tips on how to structure a strong answer that highlights the applicant's relevant skills and experiences. The document is intended to help applicants prepare for and feel confident in a job interview at Morphosis Architects.
NYC Alt .NET: Managing Your Technical CareerSteve Levy
This document provides advice for managing a technical career and addresses common issues faced by technical professionals. It discusses challenges such as getting promoted without managerial support, balancing technical and leadership skills, and staying relevant with new technologies. The document offers tips for areas like developing a strong resume, managing relationships, and tracking career progress. Readers are given questions to reflect on their skills, interests, and professional goals to help guide their career trajectories.
Finding a CTO and other technical talents (for Startups) - Interactive Cologn...Nils Zündorf
It's hard to find fitting technical talents for you company. For young Startups it's even harder - not providing big salarys or a secure future. But small teams have other benefits!
Understand who you need. Understand whats going on in their heads. How to attract them. Where to find them.
Know the Startup World - Demi Ben-Ari - Ofek AlumniDemi Ben-Ari
Insights and explanation about the Hi-Tech industry and about the terms of Startup companies.
Brought by the Ofek Alumni association supporting it's alumni.
Top 45 design engineer internship interview questions and answers pdftristanbennett83
This document provides answers to common interview questions for a design engineer internship. It addresses questions such as "Tell me about yourself", "Where do you see yourself in 5 years", "What is your greatest weakness", "Why should we hire you", and "What can we expect from you in your first 90 days". For each question, the document provides a framework for answering effectively while highlighting relevant skills and experiences. Additional related resources are also referenced.
Top 45 pcl construction interview questions and answers pdfalicewatson494
This document provides advice and sample responses for 9 common interview questions for PCL Construction, including "Tell me about yourself", "Where do you see yourself in 5 years", "What is your greatest weakness", and "What are your salary expectations?". For each question, 2-3 paragraphs of guidance is given on how to effectively answer the question in a way that highlights relevant skills and experience. Additional online resources are also referenced for further interview preparation materials.
This document provides advice for students seeking jobs in the games industry. It outlines the following key points:
1) Develop a specialty and portfolio during your studies to prove your skills to employers. Have a showable game or product by your third year.
2) Common misconceptions include thinking a degree alone guarantees a job or that games jobs pay the same as other industries.
3) Stand out through networking, internships, side projects, and openness to new skills and trends in demand.
4) Avoid arrogance, being too selective about opportunities, or alienating potential employers or colleagues.
Steven Mair presented on how to create a talent culture at scale based on his experience at Yahoo over the past 2 years. Some of the challenges Yahoo faced included mixed hiring standards across locations and changes in product focus, hierarchy, and increased competition. To transform and scale talent acquisition at Yahoo, Mair discussed activating leadership across new executives, distributing leadership through hiring committees and war rooms, and building talent through development programs when the right talent could not be found. He concluded by taking questions from the audience.
This is the 2019 edition of the "How to get a job" aka Career advice. This deck talks about the key things employers are interested in and things you as a student can do to make yourself more employable.
NOTE: These slides are meant as an accompaniment to the talk which provided more context and examples.
Learn how to source like a boss and win in recruiting PLUS be more productive than you ever thought possible. Test and use these tools to decipher what is the best use of your time and money. Ask questions if you need help @marieburns
Summer of Tech 2014 Resume Workshop slide.
Learn why a resume is important and how to chunk your work to learn what behaviours and core skills you have.
Also lots of tips on how to structure a resume for an IT job
A hands-on session taking teams through a (not quite) real world scenario to learn Agile Scrum principles and practices. We'll form teams and walk through a Sprint Planning session, a Sprint, and a Retrospective. Although this is an intro-level workshop, we'll include some new games and ideas for more experienced practitioners.
The document summarizes John Clegg's presentation on how to write an effective resume. The presentation covers what companies look for in resumes, examples of good and bad resume formatting, and tips for writing resumes. It analyzes 100 student resumes and finds that most lack depth about the applicant's skills and how they would benefit the company. The presentation emphasizes highlighting one's top 5 skills with real examples and customizing each resume to the specific job being applied for.
5 Social Media Tips for Job Seekers & 5 Tips for RecruitersClearedJobs.Net
At the March Project (Staffing Alliance of Virginia Employers) SAVE meeting, this presentations highlighted tips for job seekers and recruiters using social media.
Detailed Content: http://techgrasp.pk/education/common-mistakes-by-fresh-graduates/
This presentation aims at making fresh graduates aware of the common mistakes that they should be avoiding. Further, it also throws light on how the fresh graduates can improve themselves in their job hunt.
Learn the tips and hacks for gaining a competitive edge in hiring. You will learn for example:
> How to shape your candidate pitch
> Secret (legal) hacks to finding candidates on Facebook
> How to crack popular services to find your candidate’s contact info
> List of useful interview questions
> How to save tons of time with the right efficiency apps
The document provides guidance for conducting an intake meeting with a hiring manager to discuss an open role and develop a sourcing strategy. It outlines topics to cover such as an overview of the role and team, performance metrics, networking opportunities, and ways to generate sourcing leads including alternative titles, target companies and schools, professional associations, and online research tools. The goal of the meeting is to gain insight into what skills and experiences are needed for the role in order to build a robust pipeline of qualified candidates.
The document provides tips for professionalizing one's job search experience. It discusses the high unemployment rates across Europe and talent shortages faced by employers. It emphasizes the need to create an online personal brand through social media profiles and to carefully curate one's online presence. When applying for jobs, it recommends tailoring applications and CVs specifically for each role and highlighting one's relevant skills and achievements. It also provides guidance on preparing for different types of interviews, such as video interviews, by practicing common questions and stories to illustrate one's competencies. Follow-up after interviews is presented as important. The recruitment process at CERN is overviewed, involving various stages from an initial application to a final hiring decision within several weeks.
Resumes and job interviews for tech jobsAndy Lester
The document provides advice for writing resumes and preparing for technical job interviews. It emphasizes showing concrete evidence of skills and accomplishments rather than vague self-assessments. Cover letters should be personalized for each job and interview preparation includes researching the company, envisioning how to demonstrate skills, and having questions prepared about the role and team. The goal is to convince the hiring manager that you have the ability and fit for the position.
Basic talk on how to turn an eagerness w/r/t software into a career in software. Mostly a jump-off for anecdotes that aren't included in the upload.
Links:
http://commercehub.com/careers
http://is.gd/apprenticeshippatterns
http://cleancoders.com
http://martinfowler.com
Whether you are a designer, a developer, a marketer, a student or anything in between - in today's creative job market every differentiator will count towards getting the job. Gone are the days of being able to talk over your future employer's head, just showing the latest deliverable you are working on, even worse showing nothing at all. Welcome instead to a world where your work is being measured not by what you say it was, but by what it really was.
This workshop was developed for General Assembly in NYC. It is meant to be run in 90 minutes.
Top 45 morphosis architects interview questions and answers pdfselinasimpson258
The document provides advice and sample answers for common interview questions for the architecture firm Morphosis Architects. It discusses questions such as "Tell me about yourself", "Where do you see yourself in five years", "What is your greatest weakness", "Why should we hire you", and "What are your salary expectations". For each question, it offers tips on how to structure a strong answer that highlights the applicant's relevant skills and experiences. The document is intended to help applicants prepare for and feel confident in a job interview at Morphosis Architects.
NYC Alt .NET: Managing Your Technical CareerSteve Levy
This document provides advice for managing a technical career and addresses common issues faced by technical professionals. It discusses challenges such as getting promoted without managerial support, balancing technical and leadership skills, and staying relevant with new technologies. The document offers tips for areas like developing a strong resume, managing relationships, and tracking career progress. Readers are given questions to reflect on their skills, interests, and professional goals to help guide their career trajectories.
Finding a CTO and other technical talents (for Startups) - Interactive Cologn...Nils Zündorf
It's hard to find fitting technical talents for you company. For young Startups it's even harder - not providing big salarys or a secure future. But small teams have other benefits!
Understand who you need. Understand whats going on in their heads. How to attract them. Where to find them.
Know the Startup World - Demi Ben-Ari - Ofek AlumniDemi Ben-Ari
Insights and explanation about the Hi-Tech industry and about the terms of Startup companies.
Brought by the Ofek Alumni association supporting it's alumni.
Top 45 design engineer internship interview questions and answers pdftristanbennett83
This document provides answers to common interview questions for a design engineer internship. It addresses questions such as "Tell me about yourself", "Where do you see yourself in 5 years", "What is your greatest weakness", "Why should we hire you", and "What can we expect from you in your first 90 days". For each question, the document provides a framework for answering effectively while highlighting relevant skills and experiences. Additional related resources are also referenced.
Top 45 pcl construction interview questions and answers pdfalicewatson494
This document provides advice and sample responses for 9 common interview questions for PCL Construction, including "Tell me about yourself", "Where do you see yourself in 5 years", "What is your greatest weakness", and "What are your salary expectations?". For each question, 2-3 paragraphs of guidance is given on how to effectively answer the question in a way that highlights relevant skills and experience. Additional online resources are also referenced for further interview preparation materials.
This document provides advice for students seeking jobs in the games industry. It outlines the following key points:
1) Develop a specialty and portfolio during your studies to prove your skills to employers. Have a showable game or product by your third year.
2) Common misconceptions include thinking a degree alone guarantees a job or that games jobs pay the same as other industries.
3) Stand out through networking, internships, side projects, and openness to new skills and trends in demand.
4) Avoid arrogance, being too selective about opportunities, or alienating potential employers or colleagues.
Steven Mair presented on how to create a talent culture at scale based on his experience at Yahoo over the past 2 years. Some of the challenges Yahoo faced included mixed hiring standards across locations and changes in product focus, hierarchy, and increased competition. To transform and scale talent acquisition at Yahoo, Mair discussed activating leadership across new executives, distributing leadership through hiring committees and war rooms, and building talent through development programs when the right talent could not be found. He concluded by taking questions from the audience.
This is the 2019 edition of the "How to get a job" aka Career advice. This deck talks about the key things employers are interested in and things you as a student can do to make yourself more employable.
NOTE: These slides are meant as an accompaniment to the talk which provided more context and examples.
Learn how to source like a boss and win in recruiting PLUS be more productive than you ever thought possible. Test and use these tools to decipher what is the best use of your time and money. Ask questions if you need help @marieburns
Marie Burns presented on how to source like a boss. She began by having attendees think about their own superpowers and skills. She then outlined a sourcing methodology that involves testing multiple channels, measuring outcomes, getting feedback, and pivoting approaches as needed. The presentation concluded with Marie sharing the tools and resources in her sourcing playbook, including social media platforms, sourcing tools, productivity apps, and ways to build relationships with potential candidates.
LinkedIn is an essential tool for job seekers to build professional networks, research companies and opportunities, and market their skills and experience. The document provides tips for setting up an effective LinkedIn profile, connecting with contacts, joining relevant groups, and using LinkedIn's features to actively search for jobs and get introduced to potential hiring managers in their network. LinkedIn users are encouraged to fully utilize the platform's networking capabilities to strengthen their online presence and open doors to new career opportunities.
Steve Levy is an engineer and recruiter with 26 years of experience recruiting in tech sectors. He is the founder and organizer of tech user groups and blogs about recruiting on his website. Some of his advice includes assessing candidates by having them work with broken or obfuscated code, asking about their experience with legacy code, and focusing on both technical and soft skills during the interview process. He emphasizes understanding candidates' interests and building relationships within the developer community.
Creative Career Hacking 2015: The not-so-well-known ways to find and apply fo...Red Bamboo Marketing
The document provides unconventional tips and strategies for finding and applying for jobs online. It discusses using Reddit to get anonymous resume critiques, searching Twitter for job postings without much competition, using specific search operators on Google to find targeted job listings, setting up Google Alerts to receive notifications of new relevant job postings, and using the Job Hero tool to organize contacts and track job search progress. It also recommends highly engaged tactics like optimizing one's online presence to get noticed by potential employers and putting significant effort into applications to stand out from other candidates.
InnerSource - Using open source best practices to help your companyEric Caron
Once a company has more than 1 department developing code, a problem inevitably arises: How do you share source code that's mutually used? There are many different thoughts on the matter, but one that's starting to gain a significant amount of attention is "InnerSource". PayPal defines InnerSource as:
"InnerSource takes the lessons learned from developing open source software and applies them to the way companies develop software internally. As developers have become accustomed to working on world class open source software, there is a strong desire to bring those practices back inside the firewall and apply them to software that companies may be reluctant to release. For companies building mostly closed source software, InnerSource can be a great tool to help break down silos, encourage internal collaboration, accelerate new engineer on-boarding, and identify opportunities to contribute software back to the open source world."
In this talk I cover how to get from where you are ("Hey, we've got some source code that multiple people find useful!"), where you're going ("Look, we're more popular than ReactJS"), and some hurdles along the way ("Oh shoot, it looks like there is already a library to convert FLAC to MP3s..."). I give real-world examples of doing it right, and leave with some takeaways that people can immediately implement at their own companies.
The document discusses challenges recruiters face when recruiting technical talent and assessing coding skills. It provides advice on how to think like a technical mind when recruiting. It warns against not providing enough details about roles, asking candidates about technologies not on their resume, and asking candidates to spam their friends. It also provides "coding wisdom" sayings for recruiters to consider and discusses how to effectively engage candidates, conduct assessments, and challenges recruiters may face.
The document outlines seven best practices for recruiting and hiring: (1) showcase your company culture on your careers page, (2) thoroughly research the job role by interviewing current employees, (3) build your professional network by attending events, (4) attract candidates through compelling job postings on various sites, (5) give candidates opportunities to shine in the interview process, (6) evaluate candidates objectively using a scorecard, and (7) improve the candidate experience through feedback surveys. The goal is to find the right talent and make hiring decisions within seven days through an efficient yet caring process.
The New Networking: Using Social Media to Land Your Next JobRed Bamboo Marketing
There's a big problem in recruiting today. Companies are posting jobs one place, and applicants are applying elsewhere. This gap is the reason why there are more than 4.5 million unfilled jobs in the US, despite nearly 10 million unemployed Americans on the market.
In this new presentation, we'll show you how to close the gap by focusing job search efforts on one of the fastest growing platforms: social media. We'll discuss the main social networks you need to be on, how to optimize your profiles for success, and where to find the best jobs.
The New Networking: Using Social Media to Land Your Next JobStephen Murphy
There's a big problem in recruiting today. Companies are posting jobs one place, and applicants are applying elsewhere. This gap is the reason why there are more than 4.5 million unfilled jobs in the US, despite nearly 10 million unemployed Americans on the market.
In this new presentation, we'll show you how to close the gap by focusing job search efforts on one of the fastest growing platforms: social media. We'll discuss the main social networks you need to be on, how to optimize your profiles for success, and where to find the best jobs.
Delve in the Real World: Making the Future of the Social Enterprise a RealityChristian Buckley
The world is witnessing the dawn of the social organization, with rapidly evolving solutions that impact team dynamics, collaboration, and real-time communication. For many managers, it can be difficult to keep up with all of the features and roadmaps. New options within SharePoint, Office 365 and Yammer are exciting, but many teams struggle to develop a social strategy that aligns with their business needs. This webinar will showcase the latest Delve capabilities, but more importantly, walk through real-world scenarios of how an organization might move from crawl to walk to run with Microsoft’s vision for enterprise social. Attendees receive guidance on making informed choices as they develop and mature their social strategy. This is Part 4 of ITUnity’s “Delve Days of December” series.
This document provides a 4-step process for finding your next job using your skills and network. Step 1 involves understanding your own skills, desired job responsibilities, and ideal job title. Step 2 is researching target companies and industries. Step 3 explains how to effectively network within your field to learn about opportunities. Step 4 covers tailoring your resume and interviewing to showcase how you can solve companies' specific problems. The overall message is that an active, targeted approach to networking is key to learning about and securing new job opportunities.
The document provides an overview of Benjamin Joffe's experience with startups in Asia over the past decade. It discusses three startups - Newt Games, an early location-based social game startup from 2003; Cmune, a social gaming company he was involved with from 2008 to present day; and DayDeed, a social networking startup he founded in 2011. It highlights the challenges each company faced, such as being too innovative ahead of their time, long financing periods, and pivoting business models multiple times before finding product-market fit. The document also shares lessons learned around networking, fundraising, hiring strategies, and evaluating different startup ecosystems.
This document provides tips for mastering LinkedIn in 3 steps. It recommends optimizing your profile with a professional photo, compelling summary highlighting your story, and including relevant keywords. It also suggests engaging with your target company's press releases to develop ideas to get their attention, such as creating a report on their initiatives and reaching out to employees. The overall guide aims to show how to effectively use LinkedIn for job hunting or business development in just a few strategic steps.
If you've interviewed for a content strategy role recently, you may have been asked for a portfolio. But CS deliverables don't always lend themselves to sharing--who wants to see an inventory spreadsheet? And what do you do when your work is all client-confidential? This event took place at the Seattle Content Strategy Meetup designed to help job seekers or consultants create engaging portfolios, presented by Masa Zokaei Edie.
Summer of Code 09 and How to have a kick ass ICT careersummerofcode
Here are the slides of the Summer of Code 09 talk.
They contain:
* Welcome and introduction to Summer of Code
* Main Seminar How to have a kick ass ICT career
The story of how Wingify was bootstrapped from ZERO to millions of dollars in annual revenue without raising of external funding. This is also a story of the genesis of Visual Website Optimizer as Wingify's flagship product and the world's easiest A/B testing tool.
Similar to How to get a Job 2016 - Summer of Tech (20)
Part 2 of the Hack your learning guide.
We look at the brain and how it affects how you learn and think about different tips that can improve your learning.
Summer of Tech
Have you ever wondered how you can hack your brain to accelerate your learning?
This talk will explain how the brain works and two techniques that you can use to accelerate and focus your learning.
Ever wondered how you can accelerate your learning. Here is a deck that shows some of the latest research on neuroscience and cognitive science on learning.
The slides will cover two key techniques: Deliberate Learning and Perceptual Knowledge to help you learn skills faster and become an expert at anything.
ICT School - How to write a better resume John Clegg
This is the Slides to the "How to write a better resume" talk that was delivered to the ICT Graduate school in Wellington.
This shows the fundamentals around good CV structure and how to write content for your CV
John Clegg gave a talk at ScaleConf about making performance a feature. He discussed how the Impossible Mission Force team at Xero focuses on performance as part of their development process. Clegg explained that focusing on performance leads to better customer satisfaction, conversion rates, and costs. However, premature optimization can be evil. The key is optimizing critical parts of the system as products and customers grow over time. Clegg provided tips on getting business buy-in, having developers take ownership of performance, using education and culture change, and metrics to make performance a feature.
The document summarizes a presentation about the Summer of Tech internship program. It discusses how the program helps students get internships in programming, engineering, design, and business analysis. It provides tips for students on how to make the most of the program such as participating fully, researching companies, and asking questions. The presentation also provides career advice, noting the current tough job market, and emphasizing skills like design, storytelling and empathy that companies are looking for in addition to technical skills.
The document provides an overview of a resume workshop presented by John Clegg. Some of the key points discussed include how recruiters typically spend only 20 seconds reviewing each resume, the importance of highlighting one's skills, experiences, and accomplishments, and providing concrete examples and results. The workshop also covered tips for an effective resume such as limiting it to 1-2 pages, customizing it for each job, and leading with one's goals, core skills, and education summary. A resume smackdown was also presented, reviewing the strengths and weaknesses found in 100 student resumes.
Summer of Tech - resume bootcamp and workshop 2011John Clegg
The document outlines a presentation on improving resume writing skills. It discusses why having a good resume is important, as recruiters typically spend little time reviewing each one. Effective resumes highlight an applicant's core skills and qualifications, and provide examples of how the person demonstrated those skills in previous roles or projects. The presentation provides tips on resume structure, including keeping it to one or two pages and tailoring it for specific jobs. It also emphasizes using the STAR (situation, task, action, result) method to discuss past accomplishments and quantify achievements. Examples of strong and weak resumes are examined to illustrate these best practices.
The document summarizes a presentation about the Summer of Tech (SoT) internship program. It discusses how SoT helps students get internships in programming, engineering, design, and business analysis. It provides career advice, noting that the job market is tough after the 2011 earthquake in New Zealand. Employers are seeking candidates with experience, strong soft skills like personality and team fit, and a track record of successful projects.
This document discusses the importance of web performance optimization. It notes that web performance is about driving more traffic to a site by making sites faster. Optimization requires both front-end optimizations like minimizing page size and back-end optimizations like improving server response times. The document provides examples of tools that can help with optimization and shows how web performance has improved over time but that some sites still have room for improvement.
This presentation was provided by Rebecca Benner, Ph.D., of the American Society of Anesthesiologists, for the second session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session Two: 'Expanding Pathways to Publishing Careers,' was held June 13, 2024.
Temple of Asclepius in Thrace. Excavation resultsKrassimira Luka
The temple and the sanctuary around were dedicated to Asklepios Zmidrenus. This name has been known since 1875 when an inscription dedicated to him was discovered in Rome. The inscription is dated in 227 AD and was left by soldiers originating from the city of Philippopolis (modern Plovdiv).
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إضغ بين إيديكم من أقوى الملازم التي صممتها
ملزمة تشريح الجهاز الهيكلي (نظري 3)
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تتميز هذهِ الملزمة بعِدة مُميزات :
1- مُترجمة ترجمة تُناسب جميع المستويات
2- تحتوي على 78 رسم توضيحي لكل كلمة موجودة بالملزمة (لكل كلمة !!!!)
#فهم_ماكو_درخ
3- دقة الكتابة والصور عالية جداً جداً جداً
4- هُنالك بعض المعلومات تم توضيحها بشكل تفصيلي جداً (تُعتبر لدى الطالب أو الطالبة بإنها معلومات مُبهمة ومع ذلك تم توضيح هذهِ المعلومات المُبهمة بشكل تفصيلي جداً
5- الملزمة تشرح نفسها ب نفسها بس تكلك تعال اقراني
6- تحتوي الملزمة في اول سلايد على خارطة تتضمن جميع تفرُعات معلومات الجهاز الهيكلي المذكورة في هذهِ الملزمة
واخيراً هذهِ الملزمة حلالٌ عليكم وإتمنى منكم إن تدعولي بالخير والصحة والعافية فقط
كل التوفيق زملائي وزميلاتي ، زميلكم محمد الذهبي 💊💊
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How Barcodes Can Be Leveraged Within Odoo 17Celine George
In this presentation, we will explore how barcodes can be leveraged within Odoo 17 to streamline our manufacturing processes. We will cover the configuration steps, how to utilize barcodes in different manufacturing scenarios, and the overall benefits of implementing this technology.
Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
THE SACRIFICE HOW PRO-PALESTINE PROTESTS STUDENTS ARE SACRIFICING TO CHANGE T...indexPub
The recent surge in pro-Palestine student activism has prompted significant responses from universities, ranging from negotiations and divestment commitments to increased transparency about investments in companies supporting the war on Gaza. This activism has led to the cessation of student encampments but also highlighted the substantial sacrifices made by students, including academic disruptions and personal risks. The primary drivers of these protests are poor university administration, lack of transparency, and inadequate communication between officials and students. This study examines the profound emotional, psychological, and professional impacts on students engaged in pro-Palestine protests, focusing on Generation Z's (Gen-Z) activism dynamics. This paper explores the significant sacrifices made by these students and even the professors supporting the pro-Palestine movement, with a focus on recent global movements. Through an in-depth analysis of printed and electronic media, the study examines the impacts of these sacrifices on the academic and personal lives of those involved. The paper highlights examples from various universities, demonstrating student activism's long-term and short-term effects, including disciplinary actions, social backlash, and career implications. The researchers also explore the broader implications of student sacrifices. The findings reveal that these sacrifices are driven by a profound commitment to justice and human rights, and are influenced by the increasing availability of information, peer interactions, and personal convictions. The study also discusses the broader implications of this activism, comparing it to historical precedents and assessing its potential to influence policy and public opinion. The emotional and psychological toll on student activists is significant, but their sense of purpose and community support mitigates some of these challenges. However, the researchers call for acknowledging the broader Impact of these sacrifices on the future global movement of FreePalestine.
8. Our advice has been captured from 10 years
of helping students get jobs.
> 500 placements with 75% on-hire rate
We know what works and we will tell you
how to get a job. If you don’t understand
then keep asking WHY until you get it .
95% most of the students who don’t get a
job don’t follow our basic advice.
Yeah Nah !?!
21. JOB
What do
Companies
look for in
a Candidate?
Skills
Personality
Traits
How do I get
the right
skills?
How do I do
the right
things?
22. JOB
What do
Companies
look for in
a Candidate?
Skills
Personality
Traits
How do I get
the right
skills?
How do I do
the right
things?
How to find
a good
company?
X
23. JOB
What do
Companies
look for in
a Candidate?
Skills
Personality
Traits
How do I get
the right
skills?
How do I do
the right
things?
How to find
a good
company?X
What you can do NOW!
( )+
24. JOB
What do
Companies
look for in
a Candidate?
Skills
Personality
Traits
How do I get
the right
skills?
How do I do
the right
things?
How to find
a good
company?X
What you can do NOW!
( )+
Summer of Tech is here to show you how!
27. “I largely don’t care about someone’s
actual coding skill on day 1, because they
often won’t align with our patterns anyway,
but it’s all teachable.
What I want to see is a candidate’s ability
to interact with an existing codebase and
team….”
What companies are looking for
28. What companies are looking for
“…The single best way you can do this is
by choosing a project and contributing.
One way to get started (assuming github
here), is fork the an interesting repo, read
the contributor guidelines (which typically
also include an explanation of how to set
up for development), and then look for a
bug to fix, or new feature to add.”
- Brad Murray , DATACOM
29. “We like to see working demos of games
they have made. An app I can run on my
phone is great, from the app store is even
better.
Some people have unity games that are
very impressive, but Unity hides some of
the difficult parts so we prefer to see C++
game demos…”
What companies are looking for
30. “The stuff that sticks out the most is when
they have a larger game demo they have
worked on in a team. It helps us get a
sense for how well they work with others.
Things like the Imagine Cup or Global
Game Jam are great.”
Joe O’Sullivan - PikPok
What companies are looking for
62. Google researched - What makes a “perfect team”
“We had lots of data, but there was
nothing showing that a mix of specific
personality types or skills or backgrounds
made any difference.”
The ‘‘who’’ part of the equation didn’t
seem to matter.’
63. Two factors that mattered most to the teams
1) ‘Equality in distribution of conversational
turn-taking.’’
- Teams where everyone spoke the same
amount. (ie. no one dominated)
2) ‘‘Average social sensitivity’’
- Understanding people's cues
What did matter most for teams was ...
65. “Be prepared to go out of your
comfort zone (promoting yourself,
networking, interviewing),
you'll improve a lot and pick up
transferrable skills
(eyy buzzwords) by doing so”
66. Building software products is a team sport
3 Communication skills
aka Can I talk to you
and do you listen?
67. Can I talk to you about a problem?
3 Communication skills
aka Can I talk to you
and do you listen?
81. “Build your CV while you are at
uni;
That might sound strange but
people often think that they will
start building their CV after uni.
The most challenging thing is to
get your first job.
So build your CV now.”
82. “How to build your CV? Attend as
many programming events,
hackathons, etc. as possible.
Build a complete website / mobile
app while you are studying.
Have a cool github profile.
Participate in open source
projects. ”
83. “Work on team projects.
The university does not prepare
you properly for that.
Learn how to use git in a team
(branching, merging, etc.)”
86. What they are looking for in your Github?
1) Interesting projects
2) Examples of your work
3) Contributions to projects
87. Annotate your code in an README.md
● The purpose of code
● What it does and doesn’t do
● Any special instructions
● Any anomalies
● If you had to make trade-offs, state
why
98. “Don't be shy about requesting
information from companies,
or asking if you can get a tour.
Actually being in the office was
a huge indicator for me if I
wanted to work there.”
100. “If you're aiming for a company
that uses C#, do a small
project in C# to show off on
your github so they know
you're actually interested and
will put in the effort.”
“Researching the company so
that the interviewer was
impressed with my knowledge
and interest in the company
and its products at the M & G
and the interview.”
102. “Talk to employers and figure
out what kind of people the
companies are looking for.”
“Know what you want and go
for that. (research different
types of companies and get a
feel for startup/small
companies vs larger more
corporate ones) “
115. “Have at least one project you've done
outside of university to show to potential
employers - bonus points if it's on
Github! ”
“Find people who really want to
work on a project and team up with
them. Don't just talk to your friends
about working on a project
because all you'll end up doing is
drinking a lot and playing
scrabble.”
121. Career Tips
● Make sure you have the right attitude
● Practicing working in teams
● Focus on improving your comms skills
● Try lots of things to find your passion
● Build your track record
○ Have a pet project
● Figure out what you want to learn
Summary