Archive for July, 2012


I always hear people complain whine because Apple boasts 200 new features per new iOS update, and they can only find a dozen of them: the most visible ones.

I call this being lazy and not giving a flying fuck about the work behind.

Here’s the reason why people fail to understand and see improvements :

Apple does not only cater to individuals .

I attended a live seminar about mobile device deployment and management in businesses.

I realized that the most significant features are aimed at businesses (which mainly already have a mobile device management [MDM] system and their own business-specific apps)

This is where improvements are to be found. Huge effort has been put there to address businesses’ needs. I applaud Apple’s efforts. It is no easy task!

Next time you watch a keynote, or a WWDC conference, think about the big picture.

There is a position at Apple which is “Expert”. It works both for regular people and for businesses.

One more thing: The Software Development Kit (SDK) is always updated and contains more Application Programming Interfaces (APIs).

So… There are really 200, if not more new features for each new iteration.

I hope that you learnt something useful.
Please comment if you feel like it.

Advertisements

That recruiters (who don’t work for the candidate, but are paid / employed by companies) would obfuscate, deceive, or prevaricate is hardly a new discovery in my experience.

They are essentially hired guns/mercenaries paid by a client to literally steal rock star talent from Company A and seduce them over to Company B.

In no way do they desire to help, assist, or otherwise cater to candidates, and in fact, they generally are trained to avoid anyone that smacks of being:

1) unemployed-underemployed,

2) needy or desperate to leave a current employer,

3) actively seeking employment (everybody knows recruiters are paid to get “passive” candidates, not those actively seeking employment),

4) problematic or with issues.

If you appear as anything other than a highly talented, very happy, totally secure professional, who is only slightly interested in the prospect of moving to their client’s employment, you will often be dropped like a hot potato.

Many, many candidates fail to understand the true nature of recruiters, and thus are often embittered and disappointed in them.

Bonus: recruiters do it poorly and quickly just to get their paycheck and move elsewhere to get another paycheck.

They also run “fake interviews” that may cost you a copious amount of time and energy, in vain, since the choice is made on day one. Yet they may get you through weeks or months to end up with a template rejection letter.

Nepotism can also play a role. Not a minor one.

Be smart and if you feel that your interview is a “fake”, quit.

If you are misled or wronged during an interview, it is a sign that the company will behave in an even worse way if you are hired.

Interviews are a two-way street.

You don’t need to feel or act inferior. Afterall, you choose the company in the first place, don’t you?

Two mandatory reads:

“Screw the Recruiter” -Mark Teller will tell you how to survive a recruiter.

“Headhunter” -Skip Freeman will teach you how to think like a recruiter.

I highly recommend reading the two books alternatively. If you are still alive after that, you’re incredibly tough and mentally stable.