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Booting Up: Hiring and Growing Boot Camp Graduates

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the where the the the the the good and the I think will go ahead and get started from and manifolds look at some of I still OK sound wise the latter has projecting school so that's good I and I did turn off flux excellent people right so 1st yes fluxes off 2nd thing so much for coming I I really appreciate your taking the time to come see the top of thank you to real Stanford regularly talk thanks so much to Kansas City for most of us so yeah so that's the Washington State a fair bit excellence of call so low I that I I figure and this is a computer talk so we have to start 0 right so part 0 of x I tend to speak really quickly so if I start going way too fast I did I talk fast I'm excited to get excited talking about Ruby about acquiring and other hints about all this stuff so if I start to go way too fast just something we just like with your observed in the dialog acts and large gesture that would likely to see the sort of something out and in and out of figures follow on I'm a talk for about 30 minutes MediaTime on our about 10 minutes at the end for questions we try not to plow through this sort that it's funny little bit ago I didn't talk about the garbage collection well it I feel good about the talk practice in knows you in a good spot and then right before starting next and sat down and the so I had to teach us about the garbage collection also like after reporting so I did this stop pretending that all of you would be that's Our practiced rather it seems that None of units so I open needed spot in that area said that was kind of truck through this talk also I ask you link structure what 1 you know I just raise 1 arm this the little bit of interaction not a lot when we that so nasty other arm to just gives the sense which up of understand how serious rants at some point in the presentation show and that's the extent of the they the audience participation so is that all of my
name is Eric Weinstein I work at who was a senior engineering you can find me and you have to enter etc. etc. In this human patch that if you look at the end and I you know or you wouldn't be here but there's a book I wrote a little bit ago called review was really that teachers repeats you last 8 9 10 tolerance as available from the start so thank you also to know search and you can edit any given us some 30 per cent off coupon not from OK so you any sense we got know starch . com if you wanna pick up a copy of the wizardry physical or you have to see Israel's stuff 2016 and only 30 per cent of so again thanks next to structure so it is the socket pretty quick
but I think it's still beneficial for us to sort of know work out so this is a quick overview of what will be talking about a review obligatory could be right so where we going you know that 1 big mistake we keep making 1 result etc. of the because of a survey of the field will talk a little bit about different camps programs and sort of what they offer and and what 1 learns in we can't really what we should be looking for when interviewing we can graduates and this 4 quizzes super-important and I believe it's kind of like a running theme of this talk and its belief in if you don't believe that you can get better at math or programming or interviewing or X is still through deliberate practice in and dedication you're not going to so I think that the an improvement and then promulgating as part of our culture that we believe in improvement is huge and finally we'll we'll touch on anabolistic model for continued growth right we talk about viewing and then once you've got folks in the door how we help them continue to learn and to grow as part of the 1st part of the organization so
far 1 of 2 . 0 on the 2nd part of part 1 firing rate I think the the crucial thing is we sort of lost the thread a little bit ago but in terms of enabling really of confused the products for the process and I'll talk a little bit more about what I mean by that but essentially what we're looking for right is when we want priors we want hate abstract whatever it is that you know how to do it are you good that right whatever it is we're hiring for whatever it is we need are you good at doing that and to some extent we confuse that with concretions with ideas of what we think people should know and not generally stepping back and figuring out whether our participants that kind of like looking at this particular example will talk more about the then steeped in interviewing traditions will talk about this book answer run the 1st competition is and what about this how many of you have attended of him or something that could be described as a word for a treat or something like that school or work with some of the periods of the work summoned were hired someone somewhere has some kind of meaningful interaction with the OK so lot I'm excellent get so this topic underlying the it's not entirely about OK so it is in fact a kind of a lot talk about hiring generally and in sort of confusion in terms of hiring growing generally in sort of through the lens of the camera programs be because the procoagulant sort a trending topic in a community no be just provides focus to talk about a particular non-traditional rout as opposed to and the abstract artificial background tired of and well I see I guess it's not even really alliance it's more of it it's about hiring growing everyone not just not just graduates can programs on my blog case this is something relaxing excellent cool dataset and
try not just a tiny bit so what is the traditional experience right but I think it's computing science which is not a typo l it turns out Dexter called computing science as sort of like that because we call the tradition computer science but it's sort of like we understand computers right and everybody knows that computers are actually tiny not deterministic box feelings of do they want and no 1 actually knows how they work and it's at the mystery of the universe so we haven't should help computing science because really when someone majors in CST the look at how design allocate computational algorithms data structures there's some writing code sometimes thing that you sometimes do but that's really what we're talking about when we talk about traditional background for your degree in computer science learning things like graphs and trees whiteboarding on going on in a language like Java or C + + right on a language that you would be taught in schools language that is the certainly more from your looking at preparatory stuff like cracking including interview these advantages I and services
that could be things I thought about this 1 because the the remaining letters that somewhere along the way we sort of confused this abstraction and are in good thing the united you are you good at this thing that we With this concretion of given that the thing you do is computer science are you good at it we sort of punish people who aren't found were we we kind of snake look for weaknesses in people who were not good at computer science that studies computer science fundamentals are important and that's why the fundamental and but there is something that we should really pay attention to when interviewing which is or we're looking for someone who is really good at heating science forming looking for something else but because of a looking for something else hiring someone with that skill set or interviewing for someone to and this is another thing in this room been here earlier today is super good black trees right and that is a different thing than most of what we did today you program in the In order to do if we ask him in the sense of questions who comes from camp non-traditional back and just make them feel that they don't know how to right
the black bar would like to the so this year is the survey of the field that promise you it's just 1 that I'm most familiar with in this newly 100 North America alone such as text just the 6 these are ones that I know everywhere else in the curriculum so that have Academy just became flattened school General Assembly entering school so we'll talk a little bit about these programs generally and get a sense of what the curriculum are what's hot and guide interview process for storing the I attended a after school 3 years ago which is now called recursive I don't know if it's really you can in the traditional sense so far at each other in so far as I know there's no curriculum you can be doing Python for 3 months you can be doing this suppose possible 20 years in the taking your occasion you have all these 3 periodically polled hugely disparate backgrounds interim parameter months it is a nontraditional relatives so far mention because we're tradition of this talk so what we learned in the camps
but it's not confuse that's not generally we uh learn things like mean rest curricula do vary from camp to camp but we can talk I think thinking and meaningful generalities so the server side stuff like Ruby on Rails there's quite working John aspects of course is your 1st with jobs as it sort of hands on what and what framework and so some will teach you you're some react but there's an obstetrician clients and what is the whole stack type of experience so that also means that we learn software development tools and best practices so 2 point stuff on platforms and services like a rock using version control stuff like it making sure that we can deploy something and and sort of work as working hours and these programs to teach to the test what could they have to break you can properly so that train someone for interviewing and say hey you really get this figure technology stack to understand how to do all kinds of crazy bisecting things in reserving resolving which conflicts and you can work in a production environment but you were absent trouble doing graph reversals of liquid and that's harmony right so there's some that though I would argue really what the media of these projects and cancer is learning how to function as working software engineers so it's resolving the conflicts were templates working in deploying troops and tracking down things of that nature from mine and things that is physicists versus carpenters at this notion that the physicists will tell you how we designed that that building will follow that's a reasonable but but there's all kinds of hands on stuff right all kinds of physical accidentally software you don't learn as an undergraduate degree in computer science and it really boils down to a sort of knowing that knowing how and I think we need both in order to have meaningful education in programming
itself and so these are some of the things given this is 1 big mistake that we make this confusion of or you have this thing and are you good at computer science these are the things that I won't work when interviewing anyone but particularly who graduates of folks with nontraditional background so the ability to ride a non-trivial program by nontrivial I mean something that does something in the world where you have network access while I own API calls you know it's not just because it's not just balancing tree oftentimes ladies problems sort of long boil down from a reduced from real problems that we have in so I work on the platform team my team the job is to write the software that the sales planners and the and africa is used to determine what ads are hi how I contains or rolled out whether you see the same that 4 times in a row and try not to do that have you have seen for because of row I'm sorry please come see have additional 0 6 I but the you know having some kind of you know pair coding challenge words like a we have 1 guy to add and other ads and how do we get a sequence of and we don't know what the results however many times we don't have to add to things like that the ability to adapt to new and changing requirements this is huge and this is probably the hardest thing to handle in an interview with someone's great that's a good solution just has passed out nice but this is a new edge its borders about 4 the quite loves it and 3 weeks later is a new request that completely turns on its head all the stuff that you just dealing with that changing nature dealing with an ambiguity rarely do we get full specifications complete requirements very rarely some countries and on exactly that tell us exactly what they want the ability to work well with others and this is why I wanted you caring and sort of collaborative entities rather than adversarial something we should be working with interviewees and not literally challenging them to to do better than someone else has done on this problem or do better and you yourself and how you know passing along a pain because you have to do this when you're in and terrible interpreted filter and we should stop it and so the ability to work of others which to collaborate someone over remotely or in person and solve a little we bit more passionate about learning people who deeply want to be that or to no more or to know why it is enough to be computer science the people who are passionate about learning the guitar or learning philosophy for learning music but I I need people the people who were excited to learn and to become better because those the people who were not satisfied with 10 clients to find ones that have his regards sometimes find its findings and see a lot more only happens on 1 machine at only happens sometimes or someone is devised Pizarro work-around for some tool that you build and rather than actually fix it while they seem OK someone someone is really looking to incremental learning and finally self-awareness and this is a crucial 1 this is the 1 that sort of and forms and reinforces all the rest the because people were self-aware understand how they come across to other people they understand how to work as part of a team they understand how to manage the changing dynamic not just of the code but of the people there working when people change roles in people believe being able to deal with all these things the really this is self so encouraging try when figure out what science are associated with self awareness and look for because I think without self-awareness were really really in trouble the so finally this last 1 on the slide Peter Norvig is to this and so when I got to meet the speaker decides you have to memorize a short or on you and I found actually a negative correlation or not enough correlation but a negative correlation between people who are good at lying on introduced additional interviews and job performance and I don't think that means that people were good interviewing are necessarily that sovereignty but I think it means is that interviewing is a separate skill from the jobs that we did the people were very very good engineers were not educational and the people were very good international interviews on average that restricts Henry's in exercise of reason and if you know or whatever and the jump from individual contributor to managers if you're familiar with that management's management affected learning in year if you believe that the very best developers make the very best manages all the time right now so I got my and also with so we understand intrinsically there is a difference in the skill sets right being an excellent orbit is not making it's a separate skill that can be learned and in influencing interviewing a separate skill from software engineering can be marked so yes you can go out and you really did interviews and 2 tons and tons of offers but I don't think that's the right answer I think the right answer has to fix it I think I think this kind of identification of the mistake of making an actively taking steps to address it as part of the so now I'm
obligated to tell you who is hiring and so the interest in working through confined and HyperCard upon job words and I'm always happy to talk about what who Almighty missing things like that my contact info will also be on the final slide if you want send e-mail or treated me were confined in fact or something like that so now we looked at what you can be like or what problems we can use the hard we can address and we've looked a little bit about you who credits differ from those of racial backgrounds getting a sense of how am I modified practices so we to turn out to how we can help the folks grow and learn on the job and I can also on historians this is kind of thing in this template and a misleading part of this is about everyone not just about that sort of like it's it's a it's a great lengths for
investigators if you take nothing else away from this talk I'd like you to take away this is the most important thing in the entire the belief that you can improve that can and moreover that your culture is 1 of a growing and learning and getting better and super-important scalability and that I want to be on the belief that you can improve your abilities results in better performance than if you believe you either have it we got so I can write it as a weapon of the incorrectly route paper ago now is Nantucket believes that the females risk and later book she also recalled mind the psychology of success which investigates this kind of dichotomy right only on that are talented only neatly good or is it something that we want to practice and it turns out the prime someone on past with the belief that they can get better through practice they will actually do better than if you prime and would like it don't worry about it some people at a mass of people argues math test they will be worse than the people of the same listen no pressure this is the thing you can get better at the practice and dedication and to learn skills yeah so it's it's nothing else away from this talk the stick like that the belief that you can grow and making sure your culture is 1 of growing getting better is that underpins the
whole the whole thing usability talking the talk here is gonna talk sections I think I so the war exercises and this is your very 1st rest all also was always new people every year accept welcome this is really cool here and if you were real stuff 2 years ago the truck larval still talk of building kick-ass internal education programs for large and small markets and so he saw that that's also you haven't seen it I heard you watch it the links to slides into the YouTube video inside but but didn't see onto we have communicated till the art for it because I
think all of these that is also an are part of growing people who you know welcomed into your organization so here's the plan 1 you don't have to know everything which is 2nd start and this is something that you can do immediately this is not something you have to wait for this is not something hopefully need tons of approval to the 2 examples of things that we can do a lightning talks the lightning heroes calculating torques and needed you can bring to your organization the United you can also use a more in-depth workshops luncheon learns and we have our to think and talk about xyz will will cover a couple topics that I found in my career and and finally entered the accountability this is positive for a lot of things will touch on all of them but essentially carrying the virus with people who are more experienced in organization with onboard and things like that so go through this a little
bit more detail and hopefully my speaking speed so I'm getting really and that is the network of properties I'm sitting in the waiting at scale and I'm not going to us so 1 said that you you don't have to know everything the good news is you literally can't I know I just thought that actually prime anyone things that you can learn and get better at but unfortunately you cannot get better and everything is possible so 2nd teaching someone had do something is an excellent way to learn it yourself so if you teach someone something you're not only spreading military organization you're getting better at person also teach things they get better at it and sorted on effective of goodness that's in scannables ended at the end it's just not my reassuringly that you don't have to know where you're going you can start this on Monday and not happen and the mind that is totally fine as long as you keep working on it will grow organically
so please you start on Monday when you when you go to work at Monday midnight 2016 this coming 1 should feel empowered this this is something that you shouldn't really need your boss's boss's boss's signature in order to go on a new so I heard you sort of take this into your own hands and start this education program so the my consent you have to know everything you don't know what's going on is that of a couple seats and and you know what it is that we have the slides ago we solve interviewing forever results of so now introduce all hopefully folks in are interested in growing interest in learning they should be pushing already to do something like this that you should have something like the bubbling under the surface if you don't already have internal education program so hopefully momentum will be easy to achieve like I said when he talks are actually this you can say on Monday we let talks on Friday are him the person right that's a good 1st step in the in the technical non-technical they can be enhanced units you can practice your next rules Conf talk as a lightning talk about the size of remember that you do something is a great way to learn when talk solids and carnivals come you should hold to do what and I don't know when and where scientists already know that the lightning talks this year are Thursday from factories in the end I think that it's in the rest of documentation in all the all the exports of got from the rest of organizers so I encourage you to sample 1 for the Brewers goes you want to get a sense of what might talks are like and what you might be able to bring to your
organization again I apologize through much of links you will be much more valuable insights line which related to that these are just some just picked up on the last couple of years to sort of come up with curricula rate pronounced programs so when the really valuable pocket and in the anymore I for actually folks you have computer science background do not necessarily work to lots of other developers on huge projects so learning get rate the revisions squashed minutes learning ideas bisect huge so it's not just a link here that has to attend each week of give and a half hour training I 6 or 2015 or 2016 jobs to next harming your as we call it and there are a lot of people were suppressed in this and it's like you work mental properties we don't have the opportunity to switch it up again this saying even the phone to the traditional background interested in this problem can chance you want John script in underground which is probably good but and last year thinker are valuable for folks to have backgrounds that a non-traditional these a functional programming and this is through the lens jobs typically functional programming in Ruby or Python you and the last 1 is structures and evidence for web development so when you do tree problem when you do a graph problem you can go through these exercises in users hopefully as a basis for your own education and there is a just standard revised the constantly growing changing I think you that that changes so the say Friday's wanted and want to learn so here's the topic here's here's some topics that we should have what we wanna do we should go in this worship of this thing again they're going to cut of all road and we deciphered get just hepatitis c by the tree and analytical
finally I can do this is this is the obligatory self part reference which is the blue shows that you don't subscribe to you can subscribe to in lots of our and my mom lost in the community that is the and so it is apparently people wouldn't were from the Organization for say the 1st 3 months I've been talking to said on warning time window down drastically bindings do something like it took 6 months has been somebody a performance you the program I now takes 3 so you can expect in totally have had similar results you can expect is simply go very noticeable reduction in and simply by having a mental or for someone to go and say had we deploy this thing what is a service to how women coffee by all these things that you want to know very early on in a time in the company that's HR is not really all that we would not benefits related it's not things like that it's it's entertaining of building software for more staying alive in the case of the medicine this is the thing you can do immediately so it is the last class went and put on your resume in the few prepared to do this on Monday May 9 . 16 even dislike send out an e-mail or etc. slapping like a got me think this if you don't see enough and will talk after field will get you prepared be good and that's the end of the audience participation you lots of called
and again so the guidance for thinking of this is the the TLD PA the to London the attention on had this sort of the whole talking to people at once so but essentially it's this I would encourage you to write down what you're looking for new so many actually write say here the skills are looking for here the personality traits of his we want people to know added you through of like here's what we need and compare that is when you're interviewing for and you're not getting at those things with your interviews should be surprising to you that you're not find the right folks but analysts covered all right eye opening type things is not meant to make anyone feel bad about it is that you know there's reason like interviewing is broken blog posts like every week of and hopefully this is a nice way to fix it and what he said were all but you know oftentimes we're not you're not looking for someone who is computing scientists so your sometimes you have very academic problems or problems have very traditional route especially if you need someone who can right red black tree out of memory real trees play trees or other data structures that I only know the names of that's why you should you should hire those people but oftentimes it's not fully in I think also that we need to look for strengths identify what makes someone shine what makes someone valuable rather than probing for weaknesses used always going be disappointed performance right but would be disappointed if we find 1 resource management don't follow the like is this person is way better than that 1 half of it but essentially we wanna know what someone can bring to the table and not focus on where we use a 2nd so this is the whole thing the talk encourage you to take this way something else who even you believe it you can you better believe that improvements is part of what we do all the time and work to make that part of the culture and and find this would be the change you want in the company I'm reasonably sure soulless without it it so that I know it's not just the code base that is the kind of that you have boy will delete things better than you found that really you need to apply this to culture to identify what it is that you need once had on and iterate under cultures in when unary on your code is fundamentally altered problems are people problems at at some point in the chain events some human was typing stuff to a keyword so I encourage you to keep that in mind that every single problem that we have technically is also that at its heart the people people from but that's because Wall machines a little deterministic or non-deterministic thoughts feelings or do you want to use are also kind of like that our hobbies you about anyway so thanks again for coming to my talk
but I really do shit but like I said you have questions and will take time for questions if for some reason we don't time please you feel free come up to me and look of all throughout the rest of us of all here but like I said all my contact info is
appear on the slide and so feel free reach out and you do monocropping he was reared questions about it with what they know or feel free to take advantage of this and thanks so much the few
sure so the question is forgive graduates of portfolios of work do we read the code that you might have seen the reactor in which I try not to release of comments that there was a plot was recently like forget you I'm not gonna spend 2 hours reading your code about and spend 2 hours reading your stuff website strongly disagree with that I do a lot of interviewing and super busy all the time I need time to look at portfolios and the time to read stuff on it and I can read everything and I just kind of go straight funerals application distribute controllers and see what's going on there is a lot of time there and I I might go and take a look at a project done in my pocket consul in underground jobs to facilities management tool Michael look and see higher thinking about structuring justifications are higher you you know that the language of routine traveling something but yet the short answer is I do this portfolio or proviso that try that is it sure so the question is we get hot applications and of cancer every single position is appropriate for some graduate from camp and from the background skills and how do we do 1st satellite content and reasonable that it will and so some things that is a sort of an article that I read resonates pretty carefully and I know that this is in front of us and folks but like I look to see if someone you know has updated errors it's the most up-to-date I will take a look and say are these things called right and using only the are interested in and I'm kind words differ for that stuff but I firmly believe that if you engage a spell check in the age of like being looking someone in your efficiency hate like and you look at this arise that researchers in the theory of we're friends and I take a look errors making you look at my application for this job and preferably that people who were really stand for about our interested in organizational and and essentially sentences shot right and it's easy to do and it's it's really stressful when you're coming up a program like that can then you kind 1 maximize its success he feels like he's kind of a heady asked what is super 1 worker who who are you just wanna sort all work somewhere right begin with said the culture stuff the desire to learn as I wrote this article meaningful work and and 1 talented people picking and choosing the places that they want to interview and so I kind of look for size this person has looked at it my rization in particular on so often times like these don't come with a cover letter a kind of bond going to recover letters eligible to explain why they want work on a particular problem or to team and so that instead actually speak about how at people have people have something about it and I wanted to be back here this way by things like this on but as like here is basically knows that procedures I actually super that interest if you guys have recently in a certain things I can do better as instances there process multi federative units because it used to sure so the question is is there any who numerous because they were really and was not swayed by this kind of things interviews not working but it's finally is and what would be my advice folks coming out against to when these people get the answers for any sufficiently large organization unified do people everywhere who firmly believe that if you can't do rapid so from Model a Ford you don't deserve workers suffrage here but there's no space for people who don't have a path that somehow the missing something so fundamental that the only solution is the goal and that thing and come back that is 1 of the books like practical interview there are a number of websites that I teach you that current problems they teacher graph reversal trees reversal things like that so you can you can meaningfully add knowing what is and what that is 1 of and I found in my career that it is impossible to reason people positions in reason themselves to so is reason themselves into the belief that that you need to know these things I think logic does seem to work pretty well so also in you know we do you decrease little round tables after in small so well you know this person the word agreement for a front end up for a time for like to organize a legacy application they do have like 10 years of experience doing real stuff blotter acid for question and they could be announcing OK will want an programming problems that we that see right what is that was the impetus for deciding when you're interviewing for his valuable for the thing and that's a column over I think as a became graduate the best you can do is is kind of say listen like and this is the thing that is interesting here's the best solution adaptive this is reasonable in a new and it's hard to not let slip through market wasn't the case of it does seem reasonable say can we work on this together that works maybe half the time sometimes you're just thinks that is like a asked for past and that's the but in most images say here's what I think seems reasonable is given the ugliest brute force used to naive solution you can see there's a single work and in most of your it'll say yet that does work that doesn't work you think about this and they're willing to sort of work with you on short-term unfortunately the best answer might be learn how to do these things while all people hopefully they're like us like me like you can go in and try to come up this this new theory if new this this hopefully better theory thing and will take time but I'm optimistic sure so the question is can extend a little bit on myself awareness and down the line so it was that look like the sound what and so in this example where mean is are the person is I nice right this is someone you enjoy talking to someone who will not talk over you right it's an example someone OWL sometimes purposely say something that sort of generality and it's it's not quite right it's close and I was in see that person say well actually I give you like 99 . 9 and a set of sensors a shot well actually just stop listening to it so it's not just for your life but I will spend some time saying available in our training we look very transparent told me about a time you had a dispute with a coworker of let's say so that sounds really cool and that is in some way that's and again unorthodox we do that would you to think that would you pass it on paper to cool using elixir work how long is it can be environment how to do that and you look for clues like to that person's with stampede the people to that person kind of put it out there and has known sort of did it anyway right like we've we've all seen people can go off and this sort of their own think I'm getting a sense of does the person see ecstatic to the promise that you have your organization described on the site and say 0 I so the or now that dumb problematic about rate of so reducing where how they come across that you seem aware of the interviews going well really and things like that but in terms of how that sort of also over time I found that people who are more self-aware in organizations tend to do much much again because working organization you're working as part of a team have you where high frost there's been some exceptions right of people who are not super somewhere but they've managed by like a manager is likely is it the other way about so so like use when they said that thing for his use actually and I know that came across an arch use actually and that can sometimes work if you got so as to preserve accounted but has trouble but I found most people will do their best to at its centre while about attention by appearance during a little trying really hard to be of the creditor question OK so the question is what is it something about the answer was a growing people beyond the standard like you're touch points to ensure that the police growing with the organization is essentially communications so so so so certainly having those those periods when survival of the necessary so you do what want with your team members you wanna make sure that there larger team meetings was recalling that's sort are users to directional content it's probably or so above and beyond adding these touch points and it's important for meetings between like management and your team for our your attention broken down right so it's not just the organization you know that the best we've come in here and say here's the good news that's right in sort of them doing what would you see the watching and it's something more about having a two-way communication but when I 1 ones and make sure that I see you know the energy from the blocking is anything that we talk about stuff like that but also say here's something that I know were happening soon and you might need for context and our partners in the project might need to use our understand while they are still doing and it's like right is no 1 really likes to work so make sure that communications two-way the other thing is to let us and make sure that this this notion of growing and getting better as it is a true cultural thing right culture is always always always set at the top of your research so at the very top there's no by and for an integer or there's no line for kind continuing development if there's no by her for programs like that it's going to be this would be our medicine is like should feel empowered you on your own and you can you can growing up without but the active resistance right we're not spending money on that were not spending time on you actually pushing features are not learning things but that's that's a signal to to go somewhere else possibly and so this above and other such points and students in program and make sure that it is always way and making sure that you really can't you can't pass up so it when I went on to my boss all of you will tell me about what's going on but also they like might institution this can you can you persist long and so you can have a large effect for just a team doing just you things will go well and when I found that multipliers from top also were retired I don't start oxymeter thank the this is the the the the the the the the the you you you want
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Metadaten

Formale Metadaten

Titel Booting Up: Hiring and Growing Boot Camp Graduates
Serientitel RailsConf 2016
Teil 55
Anzahl der Teile 89
Autor Weinstein, Eric
Lizenz CC-Namensnennung - Weitergabe unter gleichen Bedingungen 3.0 Unported:
Sie dürfen das Werk bzw. den Inhalt zu jedem legalen und nicht-kommerziellen Zweck nutzen, verändern und in unveränderter oder veränderter Form vervielfältigen, verbreiten und öffentlich zugänglich machen, sofern Sie den Namen des Autors/Rechteinhabers in der von ihm festgelegten Weise nennen und das Werk bzw. diesen Inhalt auch in veränderter Form nur unter den Bedingungen dieser Lizenz weitergeben.
DOI 10.5446/31497
Herausgeber Confreaks, LLC
Erscheinungsjahr 2016
Sprache Englisch

Inhaltliche Metadaten

Fachgebiet Informatik
Abstract In 2015, nearly a hundred programming boot camps produced thousands of graduates in North America alone. While boot camps help address a need for professional software developers, their graduates have different skill sets and require different interview assessment and career management than fresh college graduates with degrees in computer science. In this talk, we'll look at how boot camps prepare their students, how to interview graduates, and how to help them continually learn during their careers, developing a holistic model for hiring and growing boot camp graduates in the process.

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