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About zelticgar

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  1. You'll probably need to decide by November or December so you can get a good 12 or 16 week training program in place. I would say at a 22 minute 5k you should be okay with a 12 week program if needed. Had a good summer of running and triathlons. I did a couple of sprint Tri's and finished in the top 10 for my age group. I did a team triathlon where I swam and biked then passed off to my parter for a run and we ended up winning. Highlight of the season was winning the local Ironman 70.3 team relay. We did it with a three person team, I covered the running section and we ended up winning the team category by 4 or 5 minutes. Got a chance to run with the elite triathletes and was able to hang with them because they were on their third leg and I was fresh on my run Last weekend I participated in a Ragnar event. If you are runner I would highly recommend checking these races out. 200 mile relay with a 12 person team. Finished in about 32 hours with a mixed team of fast and slow runners. Really fun event, kind of like a rolling circus. Planning to focusing on hiking and road bike this fall and winter. Will get the indoor trainer set up again in the basement and Zwift for the rest of the winter on the bike. 8 more peaks to go to complete my New Hampshire 4000 footer list.
  2. Altherion - just to be clear, I am not a proponent of diversity. I view it as a problem with no easy answer. The easiest path would be to just deal with the status quo. I would be perfectly happy to do that and get on with life but there seems to be a lot of people lining up against that position and I am simply trying to understand why and what might be a solution. I also think there is a real opportunity to create a win/win across the board by expanding the overall pool of people with skills that are in demand. You've been butting up agains the liberal echo chamber in this place for too long. You see liberals and SJW's lurking around every corner of the board
  3. Seli, those are all steps that are hiring 101. Most tech companies are doing that and have been doing it for years now. Companies create employee groups to address the welcoming environment and leverage those affinity groups to help with recruiting, conferences and events. You can make some impacts with employer brand and internal awareness but I think the long term challenge is the pool of candidates does not exist to significantly change the diverse make up of the tech community. This leaves a handful of options Just accept the status quo Create your own talent through training (many employers are doing this now) Expand the tech talent pool through education channels (High School and University level) which does not seem to be happening (see my original post that started this thread In the near term companies can target the applicant/submittal pool. The most common way to do this is to target events and groups that are diverse and encourage them to apply. If you time these recruiting efforts correctly you can see a significant change in the applicant pool which should flow through to hires. The problem with this is that it seems like without addressing the system issue of why the pool is not growing we create a winner/loser scenario among the employers.
  4. That about sums it up. The other challenge in the scenario I talked about - for entry level hires the concept of "best candidate" is not so clear. Almost all the applicants are of equal skill and really just need a chance to get some real world practical experience. I see all three points in this problem and I mostly come back to the same solution. The solution needs to come from education. Holding Corporations responsible for solving this issue is a dangerous proposition for exactly the reasons I talked about in earlier posts. There is enough demand for tech skills that you can grow the population by encouraging more people to study CS or other STEM areas.
  5. sorry, I'm not sure what this means?
  6. Herein lies the issue. If we did that, the end result would likely mirror the population that is currently in school. Society seems to think that is not the answer.
  7. Interesting discussion regarding Chess but I'd like to move this back to the general diversity pipeline challenge around STEM, CompSci in particular. I'd like to use a real world scenario and get some opinions. We are currently in the process of recruiting our next class of interns. We receive a huge amount of applicants (in the thousands) and typically we hire 150 to 200. We have the ability to specifically target diverse candidates using a number of methods. We generally take the philosophy that we want to effect the first part of the funnel - the presentation of the resume to the hiring manager. After that point we want to take everyone through the same interview process and hire the best candidate. We would generally target submitting somewhere around 8 to 10 candidates per opening. Given that HR can effect the beginning of the funnel pretty significantly, what is the opinion around how to best handle that first part of the funnel? What is considered fair? Some might argue a percentage matching the current grad rates is fair (2 females, 8 males for example), others may argue that taking steps to provide a more diverse candidate pool than what exists in the enrollment rates is fair. Say for example the decision was made that we will make efforts to provide half the candidates as diverse (5 females, 5 males). Is that considered reasonable? I've focused on gender in my example but tweaks can be made around ethnicity as well. Interested to hear peoples thoughts?
  8. I think The Long Walk could be done well if they took a more futuristic view of it and created more of a backstory to The Major and some of the boys. Mixing genders and adding some females to the walkers would be a good idea as well. I'd also love to see Eyes of the Dragon made into a film. With the success of LoTR, Hobbit, and GoT I could see a market for the film. Maybe there is not enough there and i am being sentimental but I loved that story. It was my first King book.
  9. IP - Have you baselined your curriculum expectations with what exists in some of the core math learning sites such as Khan Academy? I use a couple of these sites with my kids and have found that in general, when I do topic searches the learning subjects mostly align with the grade years as designated on Khan Academy. It is not always perfectly aligned but most of the time it is close. I could imaging you would have a pretty strong argument to have the school review curriculum if you can show how off their topics are in relation to the baselines. I 100% agree with you about schools lowering the bar. I have not isolated to Math specifically but I find in general that the schools are teaching to the lowest common denominator and the higher achieving kids are not challenged because the focus and resources are so heavily skewed to the students on the learn disability track. Should be room for both but I find more often than not the sacrifices are made at the advanced end of the scale.
  10. We have a corporate program that is similar to a boot camp, 4 months tech training, 6 months practical work and then eventually a full time job offer if they perform well. The goal is to hire a diverse set of people to round out the class. We actually recruit from the the local bootcamps in the area and have found that they are a great channel for diverse talent. I suspect that the example on NPR is probably more of an exception than a rule. Most of the larger tech firms that partner with bootcamps would likely stipulate that there needs to be a diversity impact in order to work with them.
  11. I was pondering the attrition issue you mentioned in Hypo 1 above. It is interesting to me that when you review the graduate numbers for CS there was a long stretch where the male/female grad ratio was closer to 70/30 (1980 to about 2003). Historically tech firms have a hard time breaking the low 20% range. I don't think it will improve much as the percent of enrolled females continues to stay flat at 18%.
  12. Better be serving some pigeon pie to the guests!
  13. More on the topic of diversity and tech. Uber secured a partnership with Girls who Code but continues to get backlash. Looks like they are trying to get some partnerships started to turn towards a more inclusive work environment but they have really been tainted by past actions.
  14. Had a conversation today around introverts versus extraverts and the propensity for programmers to be more introverted as an overall group. It then moved into a conversation about whether that view could be defined as an example of a biological explanation for why some people track to CS. I backed off the discussion pretty quickly for fear of treading into this topic. Really walking on eggshells nowadays when it comes to any form of discussion that comes anywhere close to the Google memo
  15. I actually had really good luck with CarMax a few months ago. My in laws moved from Maine to Florida and had to get rid of their 2nd car. I went to two Subaru dealers (included the one they bought it from) and was offered 16,000 from one and 16,800 from the other (KBB was around 17,000). I went to CarMax and they gave me $18,000. Could have been just luck or due to the model but I was surprised when they made the offer. If you have a Carmax near you it was pretty painless to go in and get a quote.