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Linux skills now more employable than ever

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When I first started using Linux, back in the late 1990s and the Red Hat 5.2 era, the skills I gained weren’t very useful to many employers. I initially hoped that learning Linux would help me spring into some kind of “real” UNIX job. Now, more than a decade later, Linux is more and more common, has replaced a lot of “real” UNIX systems, and the skills required to administer Linux systems are actually helpful when looking for a job. Linux is found in networks and appliances all over, and the monoculture of Microsoft hegemony is slowing fading. According to the Linux Foundation, Linux-related jobs have grown 80% since 2005.

There’s a new Linux job board at Linux.com, where employees and employers can find one another.

“Linux’ increasing use across industries is building high demand for Linux jobs despite national unemployment stats,” said Jim Zemlin, executive director at the Linux Foundation. “Linux.com reaches millions of Linux professionals from all over the world. By providing a Jobs Board feature on the popular community site, we can bring together employers, recruiters and job seekers to lay the intellectual foundation for tomorrow’s IT industry.”

Of course, I’ve seen very few Linux-only jobs. Most of the time, Linux skills are part of a broader compliment of systems management, development, or integration, and a host of related skills — with both open source and proprietary systems — are required, too. Nonetheless, it’s heartening to see that Linux skills are more employable than ever before.



Hour.ly Lets Employers Interview Potential Temp Hires With Browser Based Video Chat

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Hour.ly, a New York City startup that matches temporary job seekers and freelancers with prospective gigs and employers online, unveiled two new features and partnerships on Tuesday with Trufina and Tinychat.

Co-founded by Brooke and Lynn Dixon (Left to right, in image below), Hour.ly has been in pre-revenue, beta mode since September 2010. The bootstrapped company’s newest site features should have it generating and sharing revenue in the second quarter of 2011.

Through its partnership with Trufina, Hour.ly will allow temporary job seekers to pay for and run their own identity and criminal background checks, so that employers won’t have to, and so that hiring decisions won’t be delayed. Hour.ly will also enable employers to conduct an in-browser video chat interview with job seekers — through its partnership with Tinychat — rather than requiring them to download and use a service like Skype or Jabber.

Lynn Dixon, EVP of sales and business development at Hour.ly, explained that her company’s early market research found a large number of temporary job seekers online — for example substitue teachers, barristas and cooks who might not require use of this technology at work — do not have existing accounts with (or even familiarity with) standalone video chat services.

Hour.ly started with a focus on temp hiring needs within the hospitality industry, inspired by Ms. Dixon who holds a culinary degree, and worked for a celebrity chef of the NYC fine dining scene, Daniel Boulud, after spending years in media and technology business development.

Among Hour.ly’s 10,000 active users today, she said, 8 percent are employers. Users can create a profile to apply for and get automatically matched with jobs on other sites with listings like Craigslist, or Indeed. Ms. Dixon reported that the greatest demand for qualified workers via Hour.ly, however, is split between tech and web design, hospitality and retail.

Brooke Dixon, the company’s chief technology and executive officer (and Lynn Dixon’s husband) noted that recent economic trends have driven people to seek temporary employment, yet existing job sites [ranging from Monster and CareerBuilder, to Mediabistro and Simply Hired] have not adapted to the quick sales cycle and price sensitivity of this market.

Hour.ly lets job seekers and employers build “dynamic work profiles” and job listings for free. Through Hour.ly, workers and potential employers get matched automatically, based on their location, availability within a range of time, keywords, multiple job functions that a worker would be willing and able to do, rate of pay, and experience.


Software Is Eating All the Jobs Too

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A few months ago I was giving a talk in my hometown of Memphis, TN, and someone asked what the city could do to ignite more entrepreneurship among inner city kids. My immediate answer was teach coding– even basic app building skills– along with English and Math in every public school. I was surprised that my brother– an engineer who worked for many years in Silicon Valley before relocating to the Midwest– didn’t necessarily agree. “That depends on whether there are still enough coding jobs for them, or they’ve all gone overseas,” he said.

It was then that the great American panic of a few years ago came rushing back to me. Somehow I’d forgotten all those business school reports and magazine covers warning the US that it wasn’t just the factory jobs going overseas; the white collar engineering jobs were all leaving Silicon Valley too and going to Eastern Europe, India and other pockets of the emerging world. These reports screamed that kids lulled into computer science degrees by the great late 1990s were graduating into the work world out of luck. Just like the Detroit factory worker, there was just no way for them to compete with the thousands of engineers graduating annually in India and China.

It’s amazing just how wrong so many people could be. Just a few years later, one of the only bright spots of employment in the entire country is for coders. In California, the latest numbers show unemployment at a staggering 12%. Yet if you are a coder in Silicon Valley, the world is your oyster.

You can apply for Y-Combinator, you can raise money from hundreds of angels and VCs, you can bootstrap a simple Web or mobile app off of your credit cards, you can work at Google, Facebook, Zynga, Groupon, or one of the thousands of other startups desperate for coding talent. Every entrepreneur tells us hiring is the single hardest challenge they face right now.

Those wacky offices you see Jason Kincaid parading around on TC Cribs are getting wackier as companies like DropBox and Airbnb want their companies to stand out even more to in-demand recruits. Why do you think everyone wants to their company on Cribs? COME LOOK AT HOW FUN IT IS TO WORK HERE!

Recently I asked Dustin Moskovitz–  the Facebook and Asana co-founder and the world’s youngest billionaire– to come be a judge at San Francisco Disrupt. He joked that he was going to tell the smartest entrepreneurs their startups were doomed so they’d give up and enter the workforce instead. At least I think he was joking. (By the way, he’ll give you a $10,000 allowance to pimp your desk if you come work for him.)

As someone who used to work for one of those magazines, let me apologize if you decided not to learn to write software because of all of those covers. But you probably shouldn’t rely on the media to tell you what to do for a living anymore than you should listen to CNBC for investing advice. Either could have screwed you out of a goldmine in recent years.

The idea that all the software jobs would leave the Valley was the second great lie of the early press and excitement around globalization. The first was that America would always stay the “brain” of the global workforce, while everyone else in emerging markets just did our grunt work, leaving us all the innovative, high-paying jobs. I wrote an entire book refuting the implicit naiveté-mixed-with-raciscm of that view, so I won’t argue it again here.

At first blush, it’s strange that both of these myths so fervently believed a few years ago both appear to be false, because they seem at odds. Either you believe people in the rest of the world are smart enough to do the higher level work and freak out about white collar jobs leaving the US as the rest of the world’s worker base gets more sophisticated OR you believe the rest of the world will forever just do the grunt work and more sophisticated US jobs are safe.

But as it turns out there was a fundamental flaw with that either/or dynamic that Marc Andreessen articulated perfectly in his recent Wall Street Journal oped: Software is eating the world. (Ironically, Andreessen became a coder because he read in US News & World Report it was a good way to make money. Lucky for him, he wasn’t born a decade or so later.)

What that means is software jobs are not the zero sum game we anticipated back in the early 2000s when many companies were sending them overseas. Instead, they’ve expanded exponentially as more industries have become fundamentally about virtual delivery.

And the trend isn’t just about a company like Pandora, Zynga or Amazon pushing music, gaming and books to be software-only  products, rather than physical things packaged on shelves. Nor is it just about the new globally exploding market of social media. We’re also seeing the biggest resurgence in companies disrupting the real world since the early days of the Internet, with Airbnb, Uber, Groupon, GetTaxi, and a host of other names taking on long-neglected, fragmented industries in new digital ways. Andreessen and his partners are betting that healthcare and education are next. Accel, too, has been placing some big bets on education.

Not only have software jobs expanded dramatically by industry, they’re expanding dramatically within industries too. You can’t overstate the impact of two billion people being online, and estimates that five billion will have smartphones within the next ten years. Even today, more people have basic mobile phones than have toilets, and those phones can provide a staggering array of digital services from banking to education to news and information.

Because digital companies reach so many more people than the days when we were fretting about the demise of software jobs, the handful of companies that dominate a category like social media are building massive organizations. And, unlike the dot com days, most are doing so profitably.

Silicon Valley isn’t the only place benefitting. Ask entrepreneurs in China how hard it is to recruit and keep video game developers. Or ask me how hard it has been to recruit Chinese bloggers over the last few months. It’s no longer an age when a Web company launches in the US, and years later the rest of the world is ready for those products and features. It’s an age when a Web company launches in the US, and a version of it launches in Germany, Russia, India, China, Brazil and a host of other countries within days, creating a smaller amount of jobs than we have in Silicon Valley but certainly more than those countries had ten years ago. More important: Those jobs are working for local companies, not doing low-level engineering for big US multinationals. That’s a much more meaningful way to break the poverty cycle in the long term, as multinational jobs will only employ so many people with limited upside potential.

Will all of those software jobs be safe? In both the Valley and overseas, the answer is most definitely not. The bulk are being created by startups, and the nature of startups is to IPO, sell or go out of business. They are supposed to be risky, and everyone going to work for one should remember that. The two latter categories could easily result in a huge wave of layoffs in coming years. That’s a far bigger risk for emerging markets just building their startup ecosystems than it is for the Valley.

There will be the regular commenters wringing their hands about a “job bubble”– and while we’re clearly not in a financial or psychological bubble right now, we may well be in a job bubble. It’s way too easy to start a company now, and the gulf between winners who get big enough to go public and everyone else is wider than it has ever been in Silicon Valley. (That’s one reason we’re not in a financial bubble.)

Still, if you are a recipient of that job bubble would you trade places with any the tens of millions of people out of work in the United States right now? I doubt it. Benefitting from a job bubble is not only a first world problem, it’s an upper-class-educated-lucky-to-be-in-the-right-industry-at-the-right-time kind of first world problem. The entire city of Detroit has the right to punch you in the face if you believe that’s the biggest macroeconomic problem the US faces right now.

If you’re worried, save some of that cash you’re raking in for the potential rainy day, and thank God you work in software. In a market like this, better to be the eater than the eaten.


EmployInsight Grabs $1M For Its Employee Measurement Platform (And NYSE As Its First Client)

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EmployInsight, a web-based platform for measuring and quantifying employees’ “soft skills” in the workplace, has raised $1 million+ from Founder Collective, Launch Capital, Sean Glass, Phil Bronner, Jarrod Yuster, David Cohen, Gus Fuldner and other angels, the company is announcing today. The startup is also revealing one of its first enterprise clients, and it’s a big one: the New York Stock Exchange is up-and-running on EmployInsight’s first product, a hiring application called HireInsight.

Sean Glass, co-founder and CEO of EmployInsight, is the lead investor in this round, but he notes that the majority of the employees are investors as well. “Everybody really believes in what we’re working on,” says Glass regarding the employee/investor situation.

Investing in startups isn’t new for Glass, however, as he’s also partner with Novak Biddle Venture Partners. Building companies isn’t new for him either – he co-founded an online financial services firm, Higher One, which went public back in 2010. He later worked on the social gaming business Pikum.

With EmployInsight, though, he’s returning to his roots – specifically his master’s work in Applied Positive Psychology.

“I’ve always been interested in this idea of ‘how do you help people do well in their jobs?’,” explains Glass. “There’s that classic VC line: ‘we’d rather back an A team with a B idea than a B team with an A idea.’ And I’d always ask, how do you know it’s an A team?”

VC’s would often tell him, “well, I know it when I see it.” (It’s just like the pornography answer!)

But that wasn’t good enough for Glass, especially with his knowledge of psychology and his understanding of the potential for collecting and analyzing data around people’s soft resources, like their “emotional intelligence.” Certain people have strengths in some areas of emotional intelligence, but are lacking in others, Glass explains. Their ability to read emotions in others, for example, may be better than their ability to understand their own emotions, or the impact of emotions on others.

With Applied Positive Psychology (which happens to be the non-disease branch of the field), it’s all about understanding performance, well-being, happiness, communication, decision-making, etc. The idea is that you should be able to measure someone’s personality to uncover what kind of person they are: are they a leader? Curious? Self-regulated? Etc., etc.

Using EmployInsight‘s products, employees and potential employees can be measured to determine where their personalities fit in with the work involved. With HireInsight, the company’s first product, the focus is on measuring interview candidates.

“If I’m hiring for a software developer, I’ll get a lot of resumes,” Glass explains. “If I say I’m hiring a Python developer, I’m able to narrow it down. If I’m able to say, I want a Python developer who has experience with the Django framework, I’ve tightened my criteria more,” he says. “We started thinking about whether we could help people create profiles for these softer resources they bring.”

Although some employers use personality assessments during hiring today, Glass says they won’t get great results because they don’t define what they’re looking for from the outset. With EmployInsight’s product, however, a company can build a specific profile for a specific job. To do so, multiple people define what sort of strengths are needed for the position through a collaborative process, then that profile is used to vet job candidates.

The results include profile assessments (which are also shared with the test takers), a ranking of the candidates against the profile (for the employers’ use), and even a behavioral interview guide based on the data for both the job and the employee in question.

HireInsight, which launched last week, is already being used by the NYSE, as noted above, as well as nearly a dozen other organizations, the smallest with some 50 employees, and the largest with over 10,000. A self-serve platform for smaller businesses is also in the works, as is an API.

While the hiring product was the initial idea for the year-old startup, when the team started talking to employers, they realized there was also a need for measurement that wasn’t limited to the hiring process alone. Companies were also interested in the data for building project teams, assessing performance, and other things. These features will come later on, starting with a product called Strengths360. And eventually, there will be a suite of products under the EmployInsight brand.

At the end of the day, says Glass, “if it’s an organization that says they value their people, and they want their employees to like working there, then there’s an interest in what we’re doing.”

More info is on EmployInsight’s website here. And although it’s aimed at larger organizations, the company is giving out 50 free trials to the product which will allow customers to test HireInsight for two positions. To access the giveaway, click here: http://employinsight.com/techcrunch.


Work 3.0: How The Employment Model Needs to Change

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Editor’s Note: This guest post was written by Gary Swart, the CEO of oDesk, the fast-growing online workplace where eContractors are currently earning more than $300 million a year.

With the economy still struggling to recover, key indicators of economic performance are largely focused on traditional employment — we are fixated on how many people have managed to find on-site, single-employer jobs. But is this an outdated perspective?

Columbia Business School professor Rita McGrath would say so. In a recent blog post for Harvard Business Review, McGrath questions the pervasive assumption that “regular” employment is always the most stable and desirable. She writes, “Many of the assumptions about society that we take for granted are based on the notion that relatively stable employment relationships are the norm. When will our thinking catch up with the new reality?”

Anyone looking for a job or tasked with hiring must wonder what this means for them.

The reality is that the traditional employment model has dramatically shifted and evolved. The “regular” job market may never make the comeback that so many job seekers hope to see, and this makes people anxious. The uncertainty associated with adopting a new model is often uncomfortable, but, in this case, it doesn’t have to be — never before has global talent been accessible in such a quick, lean, and scalable way.

Boundless Opportunities

The new employment model is here: Work 3.0. In it, work is on demand, virtual and remote — and it is just getting started.

Take Thumbtack.com for example. This marketplace for local services is a small shop with just a handful of full-time employees. Based in San Francisco, Thumbtack competes against all of Silicon Valley for talent; from Google, Facebook and Zynga to the next hot venture-backed startup, they’re all gunning for the same top-tier talent. Instead of spending all of Thumbtack’s recent funding on the high salaries and plentiful perks that top local talent demands, they opted to keep their in-house staff light, expanding instead by adding 120 online team members scattered around the world. The business has since experienced 150X growth, while keeping its costs remarkably low.

The tremendous growth of online work has changed the way businesses hire talent and structure their workforces, allowing them to build teams that cross borders, time zones and skill sets. But it also yields opportunity for people around the world to tap into global demand that far outpaces the needs of local or even national markets.

In the Work 3.0 model, people are no longer limited to the jobs available within commuting distance. Graphic designers in rural Tennessee have the same access to jobs as graphic designers in New York or London. This elimination of geographic boundaries can refresh perspectives and development in new and interesting ways. It also means that individuals have the freedom to choose which projects interest them most, as well as when, where, and how often to work.

In addition, this shift actually leads to a happier and more productive global workforce. A recent survey from Harris Interactive found that U.S. workers would make serious sacrifices to be able to telecommute — 34% would give up social media, 25% would give up their smartphones, 17% would give up a raise and a remarkable 5% would even give up their spouses.

The Future of Work 3.0

Online work continues to grow by 70 percent year over year, and the technology that supports it continues to improve. In 2012, it is predicted that more than 6 million online jobs will be posted, representing more than $1 billion of work performed via the Web.

And while past improvements in broadband access and collaborative technology got us to where we are today, further enhancements to the mechanics behind online work — improved Internet access and speed, advanced algorithms that help match businesses and workers, and enhanced global payment systems, to name a few — will help further speed the adoption of online work and make even the late adopters comfortable with leveraging the Work 3.0 model.

At a certain point, after adoption has hit a critical mass, I believe technology will have improved so much that online work becomes a seamless, integrated part of everyday life — a life where hiring someone online for a task is as natural and intuitive as “Googling” information you wish to know.

Traditional jobs may never return to pre-recession levels. But it has become apparent that in the next few years, we will make up for those jobs — and exponentially more — through online work.

Work 3.0 has only just begun.


SortBox Replaces Email As A New Way To Review Job Applicants

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With a down economy, and an overwhelming number of job applicants to any open position (well, maybe not in tech startups, but everywhere else), there’s a real need for tools that help businesses better sort through their over-crowded inboxes to find the best candidates from among thousands of emails with attached files, photos, resumes and cover letters. A new company called SortBox wants to help address that problem by getting rid of the email inbox altogether. Instead, it’s offering a simple, customized inbox designed just for the purpose of moving through job applications quickly.

The SortBox inbox was created to be very easy to use, however it joins a crowded market of companies innovating the talent acquisition/hiring space : there’s The ResumatorHireRabbit, Firefish Software, Jobvite, Ovation, and Sendouts, to name just a few, and Oracle acquired top competitor Taleo at the beginning of the year.

But a lot of the companies that are designing tools related to hiring are offering something robust, with a lot of features and configuration options. Obviously, that serves a need in this market, but SortBox wants to provide an alternative for businesses that don’t need that level of complexity. Its target market is not the enterprise, but rather the mom-and-pops, the small businesses, recruiters, and yes, even startups who are just looking to keep their actual inbox clutter-free.

Explains SortBox founder Justin Sherratt, “we purposefully removed many features, both on the scope and even commented out code because we wanted to come to market with an MVP product that was super easy to use,” he says. “In time we are going to add products and functionality.”

To get started with the system, you just click “create a Sortbox” from the SortBox homepage to create a web presence for that particular job. You then fill out the title, description, and other any other details about the position. Once posted online, when anyone visits the page, they apply by clicking the big blue “Apply” button at the bottom and upload their images, bios and their resume into the SortBox job listing. The system then organizes the content so that it’s all neatly laid out on one page for the business owner or hiring manager to view.

And you can really fly through the job applications, thanks to SortBox’s color-coded “Yes,” “No,” and “Maybe” buttons at the top of each application. The system also supports multiple SortBoxes so you can advertise for more than one position at a time, and keep everything related to hiring in one central resource. Currently there’s no auto-posting feature included, but companies can post the custom link SortBox generates to places like Craigslist, Facebook, LinkedIn, or Twitter on their own. In the future, support for auto-posting will be added.

SortBox was founded in April 2011 during Sherratt’s participation in the Founder Institute program in NYC. His background includes time spent at startups (RxCentric.com, 300 Monks, NinjaFinder), at recruiting agencies, and in film (producing, directing, and cinematography). Having been involved with the hiring process directly in many of these efforts – and even building tools like NinjaFinder to fix the problem of finding creative talent – he knew first-hand how difficult the current hiring process is today. This experience inspired him to build a tool that could simplify the process for any industry.

Prior to today’s public debut, the company has been running a private beta test with under 50 customers, which included startups like Wello.co and Kindara.com, and restaurants like Mixt Greens and Split Bread. Pricing for SortBox has not been worked out, but it will be a freemium-based service. You can try it for free from here now.


YC-Backed Pomello Helps Teams Determine Whether Job Applicants Will Fit In

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Pomello Founders Y Combinator-backed Pomello wants recruiting to be more about getting new employees who will get along with the rest of the team rather than pushing fancy perks and competing on pay. At least, that line of thinking is what got co-founders Catherine Spence and Oliver Staehelin talking while they were at Stanford Business School. With backgrounds in product management and recruiting,… Read More

The Essentials Of Hiring An Exceptional Startup Team

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10 - interviewed For early stage companies to be successful, founders need to develop a thoughtful recruiting process, and need to do it early on. Read More

Why Business Leaders Need To Take On The Education Revolution

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shutterstock_304819403 Have you hired someone straight out of college in the last decade? If you have, it comes as no shock that today’s education system simply isn’t creating job-ready employees. Far from the differentiator it once was, the college diploma has become an expensive check box in the HR process. Let’s cut to the chase: You need experience to be relevant in today’s demanding… Read More

LinkedIn And The Golden Age Of American Education

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Graduating students smiling and laughing with diplomas A new book declaring the end of the golden age of economic growth has set the wonky world of economics aflame. Robert Gordon’s The Rise and Fall of American Growth juxtaposes the world-altering impact of 19th-century inventions with a disbelief that today’s digital transformation might foster growth on the same scale as refrigeration, aviation or the birth of telecommunication. Read More

Americans think most human jobs could be automated by 2065, finds Pew

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robotbattle Humans are nothing if not contrary. Technology destroying jobs is something most Americans accept will happen within their lifetimes, according to a new study by the Pew Research Center, just not to their own jobs — which most believe won’t change significantly in the next 50 years. Read More

UK’s Onfido raises $25M as it brings its background checking platform to the US

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Screen Shot 2016-04-14 at 08.29.00 The rise of on-demand startups and other fast-growing businesses like online marketplaces has created a need for reliable ways to verify new hires and customers to make sure they are cut out for the task. Onfido, one of the group of startups building software-based solutions to do just that, has raised $25 million to meet that need. The Series B round was led by Idinvest Partners,… Read More

Tech companies can make retention of female employees a priority

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womankeys The technology industry has a problem with retaining qualified female employees. According to a study by the Center for Work-Life Policy, 56 percent of women in computing jobs will leave their positions at the “mid-level” point, right when it is most costly to the companies that employ them. This is due to a number of factors that can be alleviated by corporations adopting… Read More

Swiss reject universal basic income in public referendum

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Swiss franc The people of Switzerland have rejected a proposal to give a universal basic income (UBI) to every citizen, with almost 77 per cent saying ‘no’ vs 23 per cent in favor. Read More

SmartRecruiters raises $30 million for hiring software

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RECRUITMENT_MARKETING-tap_into_your_entire_hiring_pool--browser[2][1] Because managing a large pool of job applicants can be cumbersome, SmartRecruiters thinks its software has the right tools to keep you organized in your candidate search. The team counts clients like Square, Atlassian and Equinox gyms, who use SmartRecruiters to manage job postings and communicate about prospective employees. Now SmartRecruiters is arming itself with a $30 million funding… Read More

Mentat will apply for jobs on your behalf and guarantee you get an interview

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Businessman sitting in waiting area Did you know nowadays there are more people who dislike their jobs than like them? While there was once a time where the vast majority of Americans were happy with their current job, now anywhere from 50 to 70 percent of employees are dissatisfied with their current position. Combine that statistic with the fact that more than 90 percent of millennials expect to switch jobs every three years… Read More

inploi is another jobs app that wants to kill off the service industry CV

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inploi Walking around the neighborhood handing out CVs in the hopes of scoring shifts in a local cafe or restaurant has never been an efficient job-search process. But workers in the service industry still do it. London-based startup inploi is hoping to change that — it’s gunning to replace the paper CV with a mobile profile and location-based jobs platform. Read More

LinkedIn will now let you discreetly signal when you’re looking for a job

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7435061864_9851a35e25_k One of the hallmarks of any social network is how it pushes people to share their experiences with others, but increasingly we’ve seen a lot of moves by social platforms to give people the option to remain very private, if they choose. One of the latest moves on this front comes from LinkedIn, the social network for the working world with some 450 million members and currently getting… Read More

Impraise lets you tell your coworkers what a good job they’re doing

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maxresdefault “We’ve come a long long way together, through the hard times and the good. I have to celebrate you baby, I have to praise you like I should using a 360-degree feedback tool sold as as SaaS by founders who went through Y-Combinator in S14 and have offices in New York and Amsterdam,” Fatboy Slim once wrote and nowhere are these words truer than when used to describe Impraise.… Read More

President-elect Trump: It’s time for the art of the new deal

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Photo: Getty Images/Jose A. Bernat Bacete/Moment New jobs are going to come from technology, not traditional manufacturing. California can lead in building a new economy. Read More
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