The document provides tips for recruiting talent for internet of things (IOT) startups using social media. It begins by outlining key skill sets needed for an IOT startup, including product development, IT project management, sales and marketing automation, data analytics, security and compliance. It then discusses establishing a hiring matrix and five step recruitment process. Specific social media platforms like LinkedIn, Twitter, Google+ and personal websites are outlined as recruitment tools. Tips are provided such as achieving expert status, using hashtags, contests and referrals. The importance of engagement and telling your company vision are also emphasized. Overall networks that could provide recruits are identified, including incubators, general IT associations, and personal and professional connections.
Do you know what professionals in your field really think about your employer brand? Learn how you can get exclusive access to LinkedIn’s proprietary Talent Drivers study of over 300,000 professionals.
Get started on up-leveling your talent brand today: http://linkd.in/10lwE3B
How to Build Your Government Agency's Brand and Attract Top Talent [webcast]LinkedIn Talent Solutions
According to LinkedIn's 2014 Talent Trends report, the #1 thing that candidates rank as the most important factor when considering a new job is the company's reputation as a great place to work.
This presentation takes you through how you can attract top talent by building awareness of your employer brand. Through real-world examples, you'll learn about the basics of establishing your agency's brand on LinkedIn along with more advanced and powerful features.
Learn more about our solutions here: http://bit.ly/2bPsQiO
5 Tips to Sourcing like a Pro for In-House RecruitersLinkedIn Europe
This presentation was from a recent webinar we held explaining the best way to use LinkedIn Recruiter.
The 5 steps covered:
- Building your professional brand on LinkedIn
- How to use LinkedIn's recruiting solutions
- Mastering Boolean and other search techniques
- The Golden Rules of InMails
- Measuring Your Success
Hire Better Talent Faster: How to Optimize Your Employer Brand and Candidate ...Glassdoor
Leaders from Allegiant Travel Company, SmartRecruiters and Glassdoor share the importance of creating a compelling employer brand, while providing an exceptional candidate experience.
Rebecca Ahmed, Manager, Talent Acquisition & Employment Services at Allegiant Travel Company
Bjorn Eriksson, Chief Marketing Officer at SmartRecruiters
Kira Federer, Product Marketing Manager a Glassdoor
For other related content, check out our eBooks, Employer Branding for Dummies, http://gldr.co/EmployerBrandingFD, and Responding to Glassdoor Reviews http://gldr.co/RespondingReviews
LinkedIn was in Abu Dhabi for the first time on the 7th of November where we shared great insights about talent pipelining and employer branding.
We were also joined by Mary Pratt, Employer Brand Consultant who shared some insights about what other companies are doing to promote their brand (Slide 69-100)
How Lockheed Martin Built its employer brand and uses Glassdoor to drive talent attraction and employee engagement initiatives.
Resources:
3 Reasons Bad Reviews Are Good for Business: http://gldr.co/2b4NURV
The Business Case for Employer Branding: http://gldr.co/2bnntdo
Responding to Glassdoor Reviews: What, Why and How: http://gldr.co/2bnojqD
Enterprise Employee Engagement Playbook: http://gldr.co/2aZGGMR
Scroll through this infographic to learn why talent leaves, and how your company can prevent employees from turning in their two-weeks notice. Also download the tipsheet: https://lnkd.in/3TipsRetention and check out our blog for the latest recruiting and HR trends: http://talent.linkedin.com/blog
Do you know what professionals in your field really think about your employer brand? Learn how you can get exclusive access to LinkedIn’s proprietary Talent Drivers study of over 300,000 professionals.
Get started on up-leveling your talent brand today: http://linkd.in/10lwE3B
How to Build Your Government Agency's Brand and Attract Top Talent [webcast]LinkedIn Talent Solutions
According to LinkedIn's 2014 Talent Trends report, the #1 thing that candidates rank as the most important factor when considering a new job is the company's reputation as a great place to work.
This presentation takes you through how you can attract top talent by building awareness of your employer brand. Through real-world examples, you'll learn about the basics of establishing your agency's brand on LinkedIn along with more advanced and powerful features.
Learn more about our solutions here: http://bit.ly/2bPsQiO
5 Tips to Sourcing like a Pro for In-House RecruitersLinkedIn Europe
This presentation was from a recent webinar we held explaining the best way to use LinkedIn Recruiter.
The 5 steps covered:
- Building your professional brand on LinkedIn
- How to use LinkedIn's recruiting solutions
- Mastering Boolean and other search techniques
- The Golden Rules of InMails
- Measuring Your Success
Hire Better Talent Faster: How to Optimize Your Employer Brand and Candidate ...Glassdoor
Leaders from Allegiant Travel Company, SmartRecruiters and Glassdoor share the importance of creating a compelling employer brand, while providing an exceptional candidate experience.
Rebecca Ahmed, Manager, Talent Acquisition & Employment Services at Allegiant Travel Company
Bjorn Eriksson, Chief Marketing Officer at SmartRecruiters
Kira Federer, Product Marketing Manager a Glassdoor
For other related content, check out our eBooks, Employer Branding for Dummies, http://gldr.co/EmployerBrandingFD, and Responding to Glassdoor Reviews http://gldr.co/RespondingReviews
LinkedIn was in Abu Dhabi for the first time on the 7th of November where we shared great insights about talent pipelining and employer branding.
We were also joined by Mary Pratt, Employer Brand Consultant who shared some insights about what other companies are doing to promote their brand (Slide 69-100)
How Lockheed Martin Built its employer brand and uses Glassdoor to drive talent attraction and employee engagement initiatives.
Resources:
3 Reasons Bad Reviews Are Good for Business: http://gldr.co/2b4NURV
The Business Case for Employer Branding: http://gldr.co/2bnntdo
Responding to Glassdoor Reviews: What, Why and How: http://gldr.co/2bnojqD
Enterprise Employee Engagement Playbook: http://gldr.co/2aZGGMR
Scroll through this infographic to learn why talent leaves, and how your company can prevent employees from turning in their two-weeks notice. Also download the tipsheet: https://lnkd.in/3TipsRetention and check out our blog for the latest recruiting and HR trends: http://talent.linkedin.com/blog
Discovering the 10 (new) hidden gems in LinkedIn Recruiter | Talent Connect 2016LinkedIn Talent Solutions
Maria Hardeman, LinkedIn
Perry Monaco, LinkedIn
This session will help you uncover some of the most under-utilized LinkedIn Recruiter features to help you get in and get out in the least amount of time with the most results! Always high on energy, Maria and Perry promise it'll be worth your while to attend before Wednesday night’s reception! They will also be unveiling never-before-seen features of Recruiter to be released in the coming months.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
6 Key Trends for Today’s Recruitment OpportunitiesLinkedIn Europe
We held a recent webcast with LinkedIn's Account Executive, Fergal O'Keeffe, discussing the 6 Key Recruiting Trends for today's recruitment opportunities and how LinkedIn can help you implement them.
Saadia Zahidi, Senior Director, World Economic Forum
Maria Kokkinou, Chief Diversity Officer and Director of Talent Acquisition, Coca-Cola Enterprises
Sandy Hoffman, Global Diversity Director, LinkedIn
Moderator: Joanna Pomykala, Sr. Director for Insights, LinkedIn
A unique panel of experts to discuss best practices and how to use data to make diversity and inclusion a reality within organisations.
The year 2015 is closing with a lot of changes among HR professionals worldwide. Let’s check for the upcoming trends of recruiting that will rule in 2016.
Read more at http://vnmanpower.com/en/recruiting-trends-dominate-2016-bl234.html#W2LQwTgb9II2rcbo.99
Finders Keepers: How to Target the Best Candidates Before Your Competition Do...LinkedIn Talent Solutions
Learn how to successfully pipeline talent, covering LinkedIn Recruiter strategies and general tips for proactive recruitment success.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
The Age of Socially Engaged Leadership -- Breakout Session at Talent Connect ...LinkedIn Talent Solutions
The age of socially engaged leadership. Nayomi Alexander, Senior Customer Success Consultant, LinkedIn. Daniel Sanders, Solutions Consultant, Talent Branding (APAC), LinkedIn
Today's high performing leaders are embracing social media to develop connections and build deeper engagement with their customers, employees and peers. Replete with examples of ‘social executives’, you will hear about fundamental changes in the ways that businesses interact with individuals in the social era to unlock organisational benefits. You’ll learn how to educate your executive leadership on all things social, further engaging them in building out their professional brands on LinkedIn, and in turn fueling your organisation’s overall success in attracting and engaging talent.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
We had a recent webcast where we partnered with TNS to bring you valuable research and unique insights on how to utilize your employees to be Talent Brand Ambassadors to drive your talent brand. We also discussed the linkage between employee engagement and cultivating followers on social networks, such as LinkedIn.
Finding your next hire can feel like searching for a needle in a haystack. But, with over 467 million members, LinkedIn presents a wealth of opportunity for recruiters and hiring managers looking to reach the skills and expertise needed most.
Uncover best practices to:
-Automate Reach: Expand and build your pipeline, automatically
-Engage Qualified Job Seekers: Target the right people at the right time
-Drive Results: Reduce time to fill and cost per hire
Download the Modern Recruiter's Guide to learn more: http://bit.ly/2h0scQs
Talent leaders gathered from around the globe to learn and share recruiting best practices. Here are some of the most inspirational stories and soundbites heard at Talent Connect San Francisco and London.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
LinkedIn 101 for Nonprofit Professionals & Organizations (01/01/16)LinkedIn for Good
How to use LinkedIn to
1) Build you and your organization's online brand
2) Build your network to benefit your organization
3) Find talent (paid, skilled volunteer and board) on LinkedIn
Have you thought about using LinkedIn for recruiting or raising awareness for your nonprofit? Do you wish someone would walk through it? (Or are you a great user, and know someone else on your team that could use an intro?)
We've been growing our offerings for nonprofits. In this presentation, you'll get a full overview of our free and discounted products and learn what works best for you.
- How to establish your nonprofit's presence & brand
- Fresh ideas on how to attract candidates to your nonprofit
- Recruiting volunteers, employees, and donors
To learn more about our offerings, visit us here: http://bit.ly/2b6OdKb
Using Talent Updates for Success in 2014 - Search and Staffing FirmsLinkedIn Europe
Your company followers are your biggest fans, brand evangelists, and potential future placements! Learn how to use LinkedIn’s Talent Updates to enable you to attract and place quality candidates in 2014.
Talent professionals worldwide agree that employee referrals are the best source of quality hires, yet most companies struggle to get employees on board. Our newest product, LinkedIn Referrals, overcomes this challenge by providing employees a tool that works for them.
Learn more about why employee referrals are an exceptional source of hire: http://bit.ly/1roc4Nc
Better understand the supply and demand for professionals from different industries across Europe. These Talent Pool Reports are based on data from LinkedIn's network of 259 million professionals and the results from a survey of over 100,000 LinkedIn members.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
Discovering the 10 (new) hidden gems in LinkedIn Recruiter | Talent Connect 2016LinkedIn Talent Solutions
Maria Hardeman, LinkedIn
Perry Monaco, LinkedIn
This session will help you uncover some of the most under-utilized LinkedIn Recruiter features to help you get in and get out in the least amount of time with the most results! Always high on energy, Maria and Perry promise it'll be worth your while to attend before Wednesday night’s reception! They will also be unveiling never-before-seen features of Recruiter to be released in the coming months.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
6 Key Trends for Today’s Recruitment OpportunitiesLinkedIn Europe
We held a recent webcast with LinkedIn's Account Executive, Fergal O'Keeffe, discussing the 6 Key Recruiting Trends for today's recruitment opportunities and how LinkedIn can help you implement them.
Saadia Zahidi, Senior Director, World Economic Forum
Maria Kokkinou, Chief Diversity Officer and Director of Talent Acquisition, Coca-Cola Enterprises
Sandy Hoffman, Global Diversity Director, LinkedIn
Moderator: Joanna Pomykala, Sr. Director for Insights, LinkedIn
A unique panel of experts to discuss best practices and how to use data to make diversity and inclusion a reality within organisations.
The year 2015 is closing with a lot of changes among HR professionals worldwide. Let’s check for the upcoming trends of recruiting that will rule in 2016.
Read more at http://vnmanpower.com/en/recruiting-trends-dominate-2016-bl234.html#W2LQwTgb9II2rcbo.99
Finders Keepers: How to Target the Best Candidates Before Your Competition Do...LinkedIn Talent Solutions
Learn how to successfully pipeline talent, covering LinkedIn Recruiter strategies and general tips for proactive recruitment success.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
The Age of Socially Engaged Leadership -- Breakout Session at Talent Connect ...LinkedIn Talent Solutions
The age of socially engaged leadership. Nayomi Alexander, Senior Customer Success Consultant, LinkedIn. Daniel Sanders, Solutions Consultant, Talent Branding (APAC), LinkedIn
Today's high performing leaders are embracing social media to develop connections and build deeper engagement with their customers, employees and peers. Replete with examples of ‘social executives’, you will hear about fundamental changes in the ways that businesses interact with individuals in the social era to unlock organisational benefits. You’ll learn how to educate your executive leadership on all things social, further engaging them in building out their professional brands on LinkedIn, and in turn fueling your organisation’s overall success in attracting and engaging talent.
Learn more about Talent Connect Sydney: http://linkd.in/1E9S7cN
We had a recent webcast where we partnered with TNS to bring you valuable research and unique insights on how to utilize your employees to be Talent Brand Ambassadors to drive your talent brand. We also discussed the linkage between employee engagement and cultivating followers on social networks, such as LinkedIn.
Finding your next hire can feel like searching for a needle in a haystack. But, with over 467 million members, LinkedIn presents a wealth of opportunity for recruiters and hiring managers looking to reach the skills and expertise needed most.
Uncover best practices to:
-Automate Reach: Expand and build your pipeline, automatically
-Engage Qualified Job Seekers: Target the right people at the right time
-Drive Results: Reduce time to fill and cost per hire
Download the Modern Recruiter's Guide to learn more: http://bit.ly/2h0scQs
Talent leaders gathered from around the globe to learn and share recruiting best practices. Here are some of the most inspirational stories and soundbites heard at Talent Connect San Francisco and London.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
LinkedIn 101 for Nonprofit Professionals & Organizations (01/01/16)LinkedIn for Good
How to use LinkedIn to
1) Build you and your organization's online brand
2) Build your network to benefit your organization
3) Find talent (paid, skilled volunteer and board) on LinkedIn
Have you thought about using LinkedIn for recruiting or raising awareness for your nonprofit? Do you wish someone would walk through it? (Or are you a great user, and know someone else on your team that could use an intro?)
We've been growing our offerings for nonprofits. In this presentation, you'll get a full overview of our free and discounted products and learn what works best for you.
- How to establish your nonprofit's presence & brand
- Fresh ideas on how to attract candidates to your nonprofit
- Recruiting volunteers, employees, and donors
To learn more about our offerings, visit us here: http://bit.ly/2b6OdKb
Using Talent Updates for Success in 2014 - Search and Staffing FirmsLinkedIn Europe
Your company followers are your biggest fans, brand evangelists, and potential future placements! Learn how to use LinkedIn’s Talent Updates to enable you to attract and place quality candidates in 2014.
Talent professionals worldwide agree that employee referrals are the best source of quality hires, yet most companies struggle to get employees on board. Our newest product, LinkedIn Referrals, overcomes this challenge by providing employees a tool that works for them.
Learn more about why employee referrals are an exceptional source of hire: http://bit.ly/1roc4Nc
Better understand the supply and demand for professionals from different industries across Europe. These Talent Pool Reports are based on data from LinkedIn's network of 259 million professionals and the results from a survey of over 100,000 LinkedIn members.
The Thornton Group - Finding and Keeping the Best Talent - An 8 Step Hiring ...Neil Thornton HBA, MA
Finding, keeping and engaging top talent remains a priority for most, if not all of our clients today. To help, we have developed a unique approach to recruiting that is celebrating incredible success.
Have you ever missed academic or professional opportunities just because you were not informed soon enough? Or do you feel a lack of fulfillment in life due to your routine being so results-oriented it loses its meaning?
If this resonates and you have strong web development skills, maybe YouNet is the right project for you!
Apply to our one last remaining co-founder opening and join our strong team of optimistic people getting work done!
Link to job posting: https://angel.co/company/younet
(or just message me)
Some requirements:
• Time investment: 10h/ week
• Location: remote
• Equity: 5% ramping up (for each deliverable) to an average of 10% by August (Estimated Go-Live)
• Skill: must be able to build an advanced WP customized template
Top Ten Best Practices for Talent Acquisition ClearedJobs.Net
Kathleen Smith, CMO, ClearedJobs.Net presented at the Tidewater Techexpo Business to Government Conference on Top Ten Best Practices for Talent Acquisition. This presentation is focused on small to medium size businesses who can and should engage their business development community along with their talent acquisition community.
A Job Search Action Plan is a vital tool to ensure you implement your job search campaign effectively. When creating a Job Search Action plan, the first step in the process is to consider
your options and opportunities.
Below outlines four example scenarios for you to consider:
Same Function/Same Industry: You are seeking the same kind of job, but with a different employer. Your career is compatible with your skills, talents and interests. You are content with the industry and are looking for a similar position.
Same Function/ Different Industry: You are satisfied with the work you have been doing, but have decided it is time to move to a different industry.
Different Function/Same Industry: You want to remain in the industry but want a different kind of work. You may have discovered that the match between your strengths and the job have drifted off track.
Different Function/Different Industry: You have decided that nothing short of a total career and industry change is what you want. This may be in response to the worldwide business and
technological changes or elimination of a once-promising position. This is great for entrepreneurs and start-ups. This will likely take the longest of the four options.
Define Your Role / Function /Title:
- Role - this is your position within an organization: eg. management, individual contributor, or staff.
- Function - refers to your responsibilities: eg. marketing, operations, or information technology.
- Job Title – this could be as specific as Operations Director/Manager or could be more generic such as Operations Professional.
Opportunity 1
Opportunity 2
Opportunity 3
3. Target Company List
This is a list of specific organizations to approach for job opportunities that match the job search criteria that you have developed. This list can range from five to several hundred organizations, but it must be manageable for you. Even if you’re still working on your Target Opportunity definition, and you know of some organizations you want to explore, add them here.
Need help with resume reformation and/or the development of your LinkedIn profile to get found by recruiters and hiring managers? Inquiry here: info@LinkedInPro.CO
Reflections is a guide to help companies and candidates alike to get more out of their recruitment processes. Created by Neon River, a specialist internet and technology industry focused executive search firm, it also provides valuable insight on company compensation structures.
How to recruit or poach employee from competitors companyWisestep blog
Companies, who hunt for top talents, glance through industries top performers for hiring. There are numerous employee recruiting services that hold the capability to hire and recruit employees
Crafted by our interns to help founders and teams in their Start up journey.
We suggest that you download the file for better viewing and for your to conveniently access the links indicated.
Thank you!
University of Chicago: Master the Interview (Mind Your Career Webinar Series)...Anne Marie Segal
Master the Interview: Effective Strategy and Execution, a Mind Your Career webinar by Anne Marie Segal AM'96, given to alumni of the University of Chicago on May 24, 2017.
Webinar available at https://www.youtube.com/watch?v=8aAJ27GSz-g.
Presentation on how industry disruption occurs, the growth of ideas, and creating an entrepreneurial mindset within the workforce. Burcham shares his "Idea Frame" as well as his "Personal Progression Map"
Rehashing offline copy or boring marketing collateral for your website just doesn't cut it anymore. Your website, blogs, webinars, video and podcasts, social media, and other online content all offer you tremendous opportunities to connect with your customers and drive business. Sounds great right? It is. But only if you do it well, and create the kind of content that both resonates with your customers and meets your business objectives.
Similar to Recruiting for an iot start up (00000003) (20)
In his public lecture, Christian Timmerer provides insights into the fascinating history of video streaming, starting from its humble beginnings before YouTube to the groundbreaking technologies that now dominate platforms like Netflix and ORF ON. Timmerer also presents provocative contributions of his own that have significantly influenced the industry. He concludes by looking at future challenges and invites the audience to join in a discussion.
Unlocking Productivity: Leveraging the Potential of Copilot in Microsoft 365, a presentation by Christoforos Vlachos, Senior Solutions Manager – Modern Workplace, Uni Systems
Removing Uninteresting Bytes in Software FuzzingAftab Hussain
Imagine a world where software fuzzing, the process of mutating bytes in test seeds to uncover hidden and erroneous program behaviors, becomes faster and more effective. A lot depends on the initial seeds, which can significantly dictate the trajectory of a fuzzing campaign, particularly in terms of how long it takes to uncover interesting behaviour in your code. We introduce DIAR, a technique designed to speedup fuzzing campaigns by pinpointing and eliminating those uninteresting bytes in the seeds. Picture this: instead of wasting valuable resources on meaningless mutations in large, bloated seeds, DIAR removes the unnecessary bytes, streamlining the entire process.
In this work, we equipped AFL, a popular fuzzer, with DIAR and examined two critical Linux libraries -- Libxml's xmllint, a tool for parsing xml documents, and Binutil's readelf, an essential debugging and security analysis command-line tool used to display detailed information about ELF (Executable and Linkable Format). Our preliminary results show that AFL+DIAR does not only discover new paths more quickly but also achieves higher coverage overall. This work thus showcases how starting with lean and optimized seeds can lead to faster, more comprehensive fuzzing campaigns -- and DIAR helps you find such seeds.
- These are slides of the talk given at IEEE International Conference on Software Testing Verification and Validation Workshop, ICSTW 2022.
LF Energy Webinar: Electrical Grid Modelling and Simulation Through PowSyBl -...DanBrown980551
Do you want to learn how to model and simulate an electrical network from scratch in under an hour?
Then welcome to this PowSyBl workshop, hosted by Rte, the French Transmission System Operator (TSO)!
During the webinar, you will discover the PowSyBl ecosystem as well as handle and study an electrical network through an interactive Python notebook.
PowSyBl is an open source project hosted by LF Energy, which offers a comprehensive set of features for electrical grid modelling and simulation. Among other advanced features, PowSyBl provides:
- A fully editable and extendable library for grid component modelling;
- Visualization tools to display your network;
- Grid simulation tools, such as power flows, security analyses (with or without remedial actions) and sensitivity analyses;
The framework is mostly written in Java, with a Python binding so that Python developers can access PowSyBl functionalities as well.
What you will learn during the webinar:
- For beginners: discover PowSyBl's functionalities through a quick general presentation and the notebook, without needing any expert coding skills;
- For advanced developers: master the skills to efficiently apply PowSyBl functionalities to your real-world scenarios.
Securing your Kubernetes cluster_ a step-by-step guide to success !KatiaHIMEUR1
Today, after several years of existence, an extremely active community and an ultra-dynamic ecosystem, Kubernetes has established itself as the de facto standard in container orchestration. Thanks to a wide range of managed services, it has never been so easy to set up a ready-to-use Kubernetes cluster.
However, this ease of use means that the subject of security in Kubernetes is often left for later, or even neglected. This exposes companies to significant risks.
In this talk, I'll show you step-by-step how to secure your Kubernetes cluster for greater peace of mind and reliability.
Climate Impact of Software Testing at Nordic Testing DaysKari Kakkonen
My slides at Nordic Testing Days 6.6.2024
Climate impact / sustainability of software testing discussed on the talk. ICT and testing must carry their part of global responsibility to help with the climat warming. We can minimize the carbon footprint but we can also have a carbon handprint, a positive impact on the climate. Quality characteristics can be added with sustainability, and then measured continuously. Test environments can be used less, and in smaller scale and on demand. Test techniques can be used in optimizing or minimizing number of tests. Test automation can be used to speed up testing.
Encryption in Microsoft 365 - ExpertsLive Netherlands 2024Albert Hoitingh
In this session I delve into the encryption technology used in Microsoft 365 and Microsoft Purview. Including the concepts of Customer Key and Double Key Encryption.
GraphRAG is All You need? LLM & Knowledge GraphGuy Korland
Guy Korland, CEO and Co-founder of FalkorDB, will review two articles on the integration of language models with knowledge graphs.
1. Unifying Large Language Models and Knowledge Graphs: A Roadmap.
https://arxiv.org/abs/2306.08302
2. Microsoft Research's GraphRAG paper and a review paper on various uses of knowledge graphs:
https://www.microsoft.com/en-us/research/blog/graphrag-unlocking-llm-discovery-on-narrative-private-data/
GraphSummit Singapore | The Art of the Possible with Graph - Q2 2024Neo4j
Neha Bajwa, Vice President of Product Marketing, Neo4j
Join us as we explore breakthrough innovations enabled by interconnected data and AI. Discover firsthand how organizations use relationships in data to uncover contextual insights and solve our most pressing challenges – from optimizing supply chains, detecting fraud, and improving customer experiences to accelerating drug discoveries.
Enchancing adoption of Open Source Libraries. A case study on Albumentations.AIVladimir Iglovikov, Ph.D.
Presented by Vladimir Iglovikov:
- https://www.linkedin.com/in/iglovikov/
- https://x.com/viglovikov
- https://www.instagram.com/ternaus/
This presentation delves into the journey of Albumentations.ai, a highly successful open-source library for data augmentation.
Created out of a necessity for superior performance in Kaggle competitions, Albumentations has grown to become a widely used tool among data scientists and machine learning practitioners.
This case study covers various aspects, including:
People: The contributors and community that have supported Albumentations.
Metrics: The success indicators such as downloads, daily active users, GitHub stars, and financial contributions.
Challenges: The hurdles in monetizing open-source projects and measuring user engagement.
Development Practices: Best practices for creating, maintaining, and scaling open-source libraries, including code hygiene, CI/CD, and fast iteration.
Community Building: Strategies for making adoption easy, iterating quickly, and fostering a vibrant, engaged community.
Marketing: Both online and offline marketing tactics, focusing on real, impactful interactions and collaborations.
Mental Health: Maintaining balance and not feeling pressured by user demands.
Key insights include the importance of automation, making the adoption process seamless, and leveraging offline interactions for marketing. The presentation also emphasizes the need for continuous small improvements and building a friendly, inclusive community that contributes to the project's growth.
Vladimir Iglovikov brings his extensive experience as a Kaggle Grandmaster, ex-Staff ML Engineer at Lyft, sharing valuable lessons and practical advice for anyone looking to enhance the adoption of their open-source projects.
Explore more about Albumentations and join the community at:
GitHub: https://github.com/albumentations-team/albumentations
Website: https://albumentations.ai/
LinkedIn: https://www.linkedin.com/company/100504475
Twitter: https://x.com/albumentations
Essentials of Automations: The Art of Triggers and Actions in FMESafe Software
In this second installment of our Essentials of Automations webinar series, we’ll explore the landscape of triggers and actions, guiding you through the nuances of authoring and adapting workspaces for seamless automations. Gain an understanding of the full spectrum of triggers and actions available in FME, empowering you to enhance your workspaces for efficient automation.
We’ll kick things off by showcasing the most commonly used event-based triggers, introducing you to various automation workflows like manual triggers, schedules, directory watchers, and more. Plus, see how these elements play out in real scenarios.
Whether you’re tweaking your current setup or building from the ground up, this session will arm you with the tools and insights needed to transform your FME usage into a powerhouse of productivity. Join us to discover effective strategies that simplify complex processes, enhancing your productivity and transforming your data management practices with FME. Let’s turn complexity into clarity and make your workspaces work wonders!
Communications Mining Series - Zero to Hero - Session 1DianaGray10
This session provides introduction to UiPath Communication Mining, importance and platform overview. You will acquire a good understand of the phases in Communication Mining as we go over the platform with you. Topics covered:
• Communication Mining Overview
• Why is it important?
• How can it help today’s business and the benefits
• Phases in Communication Mining
• Demo on Platform overview
• Q/A
UiPath Test Automation using UiPath Test Suite series, part 6DianaGray10
Welcome to UiPath Test Automation using UiPath Test Suite series part 6. In this session, we will cover Test Automation with generative AI and Open AI.
UiPath Test Automation with generative AI and Open AI webinar offers an in-depth exploration of leveraging cutting-edge technologies for test automation within the UiPath platform. Attendees will delve into the integration of generative AI, a test automation solution, with Open AI advanced natural language processing capabilities.
Throughout the session, participants will discover how this synergy empowers testers to automate repetitive tasks, enhance testing accuracy, and expedite the software testing life cycle. Topics covered include the seamless integration process, practical use cases, and the benefits of harnessing AI-driven automation for UiPath testing initiatives. By attending this webinar, testers, and automation professionals can gain valuable insights into harnessing the power of AI to optimize their test automation workflows within the UiPath ecosystem, ultimately driving efficiency and quality in software development processes.
What will you get from this session?
1. Insights into integrating generative AI.
2. Understanding how this integration enhances test automation within the UiPath platform
3. Practical demonstrations
4. Exploration of real-world use cases illustrating the benefits of AI-driven test automation for UiPath
Topics covered:
What is generative AI
Test Automation with generative AI and Open AI.
UiPath integration with generative AI
Speaker:
Deepak Rai, Automation Practice Lead, Boundaryless Group and UiPath MVP
GraphSummit Singapore | The Future of Agility: Supercharging Digital Transfor...Neo4j
Leonard Jayamohan, Partner & Generative AI Lead, Deloitte
This keynote will reveal how Deloitte leverages Neo4j’s graph power for groundbreaking digital twin solutions, achieving a staggering 100x performance boost. Discover the essential role knowledge graphs play in successful generative AI implementations. Plus, get an exclusive look at an innovative Neo4j + Generative AI solution Deloitte is developing in-house.
4. How will you recruit
them?
•I am a recruiter 4
the IOT
•Start ups require a
specific set of
steps
•Today we will go
over some specific
steps
•I am a volunteer
resource to you
5. “The hardest part of growing a blossoming
startup beyond infancy is recruiting talent.
The right team can take your venture to new
heights whereas the wrong one can push it
off a cliff.”
– Scott Gerber, founder,TheYoung Entrepreneur Council
6. 1. Hiring is the most important thing
2. Always be recruiting
3. Do not do what everyone else does
4. Get creative – promote brand/contests/etc
5. Use your network extensively
6. Work on your value proposition – why someone would come to
work here – culture
7. Get the word out – social media, video, blog, website, events,
networking
8. Carefully plan the candidate experience/ think outside of the
box/ followup/
9. Determine criteria for a “Good fit”
10. Involve various people in company for company culture
11.
– JeffWaldman, Head ofTalent/ Security Compass
8. Product Development/R&D
Enterprise-wide IT project management
experience
Sales and Marketing Automation/Cloud
Big Data Management/Analytics
Data Security/Governance
Compliance/Regulatory
MBA-level business knowledge
PhD or Masters- level knowledge in “new
school” biz IT
Leadership/Teambuilding
10. Resources for building your upper
management bench – CIO/CFO/CTO/CEO
No such thing as a “non-IT” hire for these
positions in IOT Start Ups
What your investors/partners want to see
Fortune 500 creds – even if you can only afford
middle-to-upper managers as placements-YOU
can be their promotion to C Suite
Small to medium business (SMB)
leadership/success
11. Functional IT
Product Level –support
and storage
Infrastructure
Product support
External IT
(Sales and
Marketing)
Big data analysis
Marketing automation
Channel/Partner/Market
Outreach support
Innovations IT
Product level
Business model
CIO-level
New business
opportunities
12. Recruitment-
5 steps
Build your
matrix
Hit up your
network
Use social media
Buy or create
“plug and play”
HR process (with
documents) – see
three minimal
slides later
Create “flywheel
recruitment”
13. Employee Offer Letters
The primary purpose of an offer letter is to ensure that the employee and the employer are on
the same page about the position the employee has been offered and the responsibilities
and benefits that come with it.
One common area of confusion is whether you should use an offer letter or an employment
agreement. The key differences are that employment agreements tend to be much more
detailed and are used when hiring an employee for a set period of time. In practice,
employment agreements are typically only used with CEOs or other high-level executives.
Here's a list of the key topics covered by a good one:
- the position the employee is being hired for, including a description of his/her duties;
- the employee's salary, bonuses (if applicable), and a brief description of the benefits
he/she will be eligible for;
- if the employee is receiving equity, some basic information about the grant, including the
number of shares and the vesting terms;
- a reference to the NDA and Assignment of Invention the employee will be required to
sign (more on this below);
- a reference to the Form I-9 the employee will have to fill out to verify his/her eligibility to
work in the U.S.;
- a provision that makes clear that the employer-employee relationship will be at-will,
which means that either the employer or employee can terminate the relationship at any
time and for any reason; and
- other general contractual language. –www.legalhero.com
14. Non disclosure
NDA and Assignment of
Invention
NDA stands for non-
disclosure agreement and
refers to a restriction on the
employee's ability to
disclose sensitive
information about the
employer during or after
his/her employment with
the company.
The NDA and Assignment of
Invention also typically
includes non-solicit and
non-compete provisions.
- Legal Hero.com
15. Stock Option Grant
If the employee is receiving equity in the
company, then, along with the offer letter and
NDA andAssignment of Invention, you should also present him or
her with a stock option grant (or the equivalent document if you're
issuing restricted stock).The grant will detail the key terms of the
stock options being provided to the employee, including:
- the number of shares;
- the exercise price;
- the expiration date;
- the vesting schedule and start date;
- the procedures the employee must follow in order to exercise
the options; and
- what happens to the options if the employee leaves the
company
16.
17. 1. Linkedin
OptimizeYour personal profile – use contact information and a clear CTA
Company Page - promote company/ create brand
LinkedinGroups – join and be active
Linkedin Pulse – Publish updates/ articles of Interest to your target market
18. 2.Twitter
Optimize your twitter profile/ add interests etc.
Research and follow key people in your area.
Tweet/promote your brand and share updates
19. 3. Google+
Optimize your profile/
Company Page / share updates and promote brand
Join communities/ share information
20. 5. Personal Website
Mobile Friendly/ list open positions/
Keep your openings page up to date
Have a clear CTA and easy apply button
21. 1. Achieve Expert Status
Use social media to help build a strong brand and then let the top talent come to you.The ideal situation is to
have others wanting to work with you, whatever the conditions, so by simply being great at what you do
and building your brand around that, you shouldn't have any trouble drawing in top talent (then make
them happy they contacted you!).
—ColinWright, Exile Lifestyle
2.Tweet with Hashtags
When promoting any new openings at your startup, tweet out with special hashtags for #hiring,
#startupjobs and whatever industry or trade you're hiring from to get the attention of the right
candidates.
—DannyWong, Blank Label Group, Inc.
3.Twitter IsYour Best Friend
Scout for startup talent usingTwitter search with hashtags and terms relevant to your industry. Compile a list
of potential candidates and evaluate theirTwitter activity by looking at their number of followers as well
as the quality of their tweets. Use Follower Wonk's "Compare whom they follow" to compare candidates
with industry leaders and look at shared connections and "Wonk Score".
—Andrew Saladino, RTA Kitchen Cabinets
4. Pick the FolksYouWant
When you're still early in the startup process, you have to make sure that you've got the right team.That
means knowing as much as possible before even suggesting that you're looking ... social media makes it
easy to find out all sorts of [information].
—Thursday Bram, Hyper Modern Consulting
22. 5. Have a Contest
Choose an important trait you're looking for and host a contest via social media. Get creative with
submissions and guidelines. Share the contest with influencers and hubs and invite them to send talent
your way.
—Lisa Nicole Bell, Inspired Life Media Group
6. Get a Referral
Referrals are the lifeblood of many a business. It works the same when it comes to recruitment via social
media. Ask yourTwitter, Facebook and LinkedIn contacts for solid leads for the new position in your
company. By having someone come pre-qualified, you end up with (usually) a better candidate and
someone whom you can trust.
—Erin Blaskie, BSETC
7. Listen, Converse and Engage
Besides LinkedIn being amazing for recruiting startup talent, I’d say monitoring job trends onTwitter and
keeping your job board updated is also a great pull strategy. If you have a current job board and are
sending your opportunities through your social media channels, then your message will be heard and re-
posted in all the right areas.
Ryan Holmes, HootSuite
8.YouTubeYourVision
You have to get people to believe in your story. Especially when you're in startup mode. So record a short
video where you describe your vision, progress and motivations. Help prospective talent connect with
your deeper story. What's the next chapter they can help to create? Share that video across social media.
—Michael Margolis, Get Storied
23. Incubator
• Associations,VC orgs
• Market to them! Good comms, well done, personal
General
IT/Digital
Business
• Digital networking counts
• Friends of friends who work in this space
• Your recruiter connections in senior executive functions
Personal
/Profession
al
• Everywhere you have been (work, etc)
• Everyone you have ever met
Editor's Notes
Can open the room for more subsets of skills—ask them what’s missing particularly for their product/service/brand. These will start a conversation of how these are the top line skills and everything else falls into them. Acknowledge that sometimes one
Exercise for them to identify if they have these needs. Pass out blank worksheets for the exercise. These are functionally-oriented skillsets and as such are the “bare minimum” Some may be surprised to see “Digital Innovation” as a “bare minimum” however Start Up require CFOs, CIOs, COOs with innovation in their bloodstream. If it’s a small organization and is not fully staffed based on its place in the funding/adoption cycle
Bill: I have resources for these types of recruits but I am not your resource for many of these positions. I can do IT leadership but have colleagues that specialize in other functional areas. Start ups usually don’t have the budget for the big guys in this space. I would suggest get your IT leader from me (CIO etc)
Matrix—skills you need
Network– general call for candidates; personal calls to high value individuals
Recruiter– reasonably priced for your pay-out
No flying blind– create a process with documentation for legal review– airtight especially with stock options for payment; when you have to fire, etc.
Flywheel recruitment—hits network, matrix, process and all functional touchpoints so that you can be “always recruiting”
These three slides should also be a hand out
These should be talked through and should be a full color hand out