Tag Archives: culture

Rowling is dangerously wrong

Post Syndicated from Eevee original https://eev.ee/blog/2020/06/11/rowling-is-dangerously-wrong/

I read J.K. Rowling’s essay.

I regret doing so.

Here are some thoughts. Trans readers, brace yourselves, especially if you didn’t read the original.

Some help came from Andrew James Carter’s response thread, which has many more citations but feels less compelling to a general audience to me.


This isn’t an easy piece to write, for reasons that will shortly become clear, but I know it’s time to explain myself on an issue surrounded by toxicity. I write this without any desire to add to that toxicity.

I admire that. I, too, would prefer not to add to the toxicity.

For people who don’t know: last December I tweeted my support for Maya Forstater, a tax specialist who’d lost her job for what were deemed ‘transphobic’ tweets. She took her case to an employment tribunal, asking the judge to rule on whether a philosophical belief that sex is determined by biology is protected in law. Judge Tayler ruled that it wasn’t.

We are off to a poor start. Framing an unrenewed contract as “losing her job” is dubious. And specifically, Judge Tayler ruled that “she will refer to a person by the sex she considered appropriate even if it violates their dignity and/or creates an intimidating, hostile, degrading, humiliating or offensive environment” — that is, she would be actively and knowingly rude towards people in the workplace, and that is not protected.

(Forstater later disingenuously claimed to have lost her job for “speaking up about women’s rights”. And I’m just now learning that she compared the use of correct pronouns to the use of rohypnol — the date rape drug — while this court case was pending. Charming.)

All the time I’ve been researching and learning, accusations and threats from trans activists have been bubbling in my Twitter timeline. This was initially triggered by a ‘like’. When I started taking an interest in gender identity and transgender matters, I began screenshotting comments that interested me, as a way of reminding myself what I might want to research later. On one occasion, I absent-mindedly ‘liked’ instead of screenshotting. That single ‘like’ was deemed evidence of wrongthink, and a persistent low level of harassment began.

This sounds like a simple misunderstanding which could have been resolved with a single explanatory tweet. Instead, your spokesperson referred to it as a “clumsy and middle-aged moment”. And now you categorize the tweet vaguely as something to research — suggesting to a casual reader that you had merely liked a link to a scholarly article, perhaps — when it was a mundane personal rant which referred to trans women as “men in dresses”.

I have a hypothesis about where the toxicity began — right there, when you clicked the heart underneath it. It’s something you know is mean and hurtful to the people it describes, and is intended to be so, and you not only defend it but cloak it in an obligatory 1984 reference. This is deceptive, mean-spirited, and shameful.

We are only on paragraph four.

Months later, I compounded my accidental ‘like’ crime by following Magdalen Burns on Twitter. Magdalen was an immensely brave young feminist and lesbian who was dying of an aggressive brain tumour. I followed her because I wanted to contact her directly, which I succeeded in doing. However, as Magdalen was a great believer in the importance of biological sex, and didn’t believe lesbians should be called bigots for not dating trans women with penises, dots were joined in the heads of twitter trans activists, and the level of social media abuse increased.

You are fucking blackface actors. You aren’t women. You’re men who get sexual kicks from being treated like women. fuck you and your dirty fucking perversions. our oppression isn’t a fetish you pathetic, sick, fuck.”

That’s what Magdalen Berns, whose name you misspelled, had to say about trans women. (Ironically, it’s not too far off from what folks used to say — and occasionally still do — about gay folks.) I’m going to hazard a guess that this was more of a concern than any discourse about who lesbians choose to date.

The funny thing is, while I’ve seen the “gender critical” crowd complain numerous times that trans women are somehow trying to force cis lesbians to have sex with them (by tweeting about it?), I’ve virtually never witnessed the phenomenon directly — and I am neck-deep in trans Twitter. Perhaps two or three times over the years, I’ve seen some discourse about “genital attraction” and whether it’s socially influenced, which I suppose is an interesting question. On one singular occasion, such a tweet came uncomfortably close to suggesting that people were obligated to correct for what’s presumed to be social influence in who they’re attracted to, and I swiftly pushed back against it.

But the way “gender critical” folks talk about this, you’d think it was the only topic trans women ever discuss! Meanwhile, do you know who most trans women I know are dating? Each other!

I mention all this only to explain that I knew perfectly well what was going to happen when I supported Maya. I must have been on my fourth or fifth cancellation by then.

Oh. So you didn’t follow merely to be able to DM her, as the last paragraph implied; it really was a show of support, one you knew people would take issue with. And you did it anyway, unapologetically. One begins to suspect you don’t care about anyone’s opinion of the cruelty you endorse.

I expected the threats of violence, to be told I was literally killing trans people with my hate, to be called cunt and bitch and, of course, for my books to be burned, although one particularly abusive man told me he’d composted them.

I am genuinely sorry that people are abusive on Twitter, but I don’t know how to avoid it when you have more followers than the populations of NYC and LA combined. It’s a much broader problem, though definitely exacerbated when you support someone who openly calls an entire minority group perverts.

I’m not sure what to make of the last part. Is composting a book worse than burning it? And are you hinting a comparison between burning one’s own personal property and the actions of Nazi Germany, or am I reading too much into this conspicuous phrasing? I hope the latter, because the former would be extremely tasteless, considering that part of what was burned was the research and library of a sex research institute which was founded by the man who coined the term “transsexualism” and had trans people as both staff and clients.

What I didn’t expect in the aftermath of my cancellation was the avalanche of emails and letters that came showering down upon me, the overwhelming majority of which were positive, grateful and supportive. They came from a cross-section of kind, empathetic and intelligent people, some of them working in fields dealing with gender dysphoria and trans people, who’re all deeply concerned about the way a socio-political concept is influencing politics, medical practice and safeguarding. They’re worried about the dangers to young people, gay people and about the erosion of women’s and girl’s [sic] rights. Above all, they’re worried about a climate of fear that serves nobody – least of all trans youth – well.

I note, conspicuously, that zero of them were from trans people, or you surely would’ve mentioned as much. You give trans youth a token mention at the end, but only as an object of external concern, not as people to be listened to and trusted about their own experiences. This is a theme that I see we’ll be revisiting.

I’d stepped back from Twitter for many months both before and after tweeting support for Maya, because I knew it was doing nothing good for my mental health. I only returned because I wanted to share a free children’s book during the pandemic. Immediately, activists who clearly believe themselves to be good, kind and progressive people swarmed back into my timeline, assuming a right to police my speech, accuse me of hatred, call me misogynistic slurs and, above all – as every woman involved in this debate will know – TERF.

I note for the audience that the “gender critical” crowd — you know, TERFs — love to use the term TRA (trans rights activist) to refer to pretty much any trans person who doesn’t buy what they’re selling. I don’t know if this is meant to be a dogwhistle, but it at least quacks like one.

More generally, “activists” is a favored scare word across the political spectrum, much like “ideology” — it conjures the image of someone who is angrily trying to push Politics on you, while neatly obscuring that the political view they’re trying to push is “please don’t be cruel to me or people like me”. Are you, Rowling, not an activist? What about the people you support, like Berns? You use “activist” ten times in this essay, and every single time to describe trans people.

It’s rhetorical sleight of hand. Trans people who want to live their lives without being called blackface actors are “activists”, while the people making those comments are merely expressing concerns. Telling people what they should be able to wear earns no mention in this essay at all, but replying on a public platform to tell you that you are being hurtful is “policing your speech”.

Do you know where I first learned about this trick? From people who opposed the gay rights movement. “Gay rights activist” was a phrase I saw bandied about a lot while I was growing up, as though wanting to be able to marry one’s partner instantly transformed a person into some sort of unreasonable lobbyist, while opposing it was just the normal and natural thing to do. Frequently they’d have one gay person who agreed with them to put on a pedestal, the proof that they didn’t actually hate gay people — at least not the ones who’d sit down and shut up and accept whatever scraps they were given.

If you didn’t already know – and why should you? – ‘TERF’ is an acronym coined by trans activists, which stands for Trans-Exclusionary Radical Feminist. In practice, a huge and diverse cross-section of women are currently being called TERFs and the vast majority have never been radical feminists. Examples of so-called TERFs range from the mother of a gay child who was afraid their child wanted to transition to escape homophobic bullying, to a hitherto totally unfeminist older lady who’s vowed never to visit Marks & Spencer again because they’re allowing any man who says they identify as a woman into the women’s changing rooms.

As any best-selling author would know, if a word is used incorrectly at least two times on Twitter, it loses all meaning.

From what I’ve observed, the vast majority of people referred to as TERFs are people who claim an interest in the well-being of women and lesbians, but exclude trans women from that (or outright classify them all as predators), treat trans men as confused women, speak over or outright ignore the people they claim to be defending, and spend an awful lot of time inventing or vastly exacerbating “concerns” about trans people so as to excuse spending an awful lot of the rest of their time saying incredibly nasty things.

Ironically, radical feminists aren’t even trans-exclusionary – they include trans men in their feminism, because they were born women.

This is trans-exclusionary. It’s feminism that ignores and talks over trans men, which is a strange thing for feminists to do to people they consider to be women.

But accusations of TERFery have been sufficient to intimidate many people, institutions and organisations I once admired, who’re cowering before the tactics of the playground. ‘They’ll call us transphobic!’ ‘They’ll say I hate trans people!’ What next, they’ll say you’ve got fleas?

Not wanting to come across as hating a group of people is generally considered polite. Imagine saying this about, I don’t know, lesbians.

Speaking as a biological woman, a lot of people in positions of power really need to grow a pair (which is doubtless literally possible, according to the kind of people who argue that clownfish prove humans aren’t a dimorphic species).

Is “courage is stored in the balls” feminist now?

But since you bring up dimorphism, here’s a fun anecdote that’s relevant to my field. It seems that one of the biggest factors a neural network (“AI”) uses to determine a person’s gender is… hair length! Which isn’t a dimorphic trait, at least not how you’d think. The sexes are not really all that distinct; much of it is decoration we put on ourselves to exacerbate the differences, for some reason.

For some more anecdotes, feel free to look for reports of cis lesbians being kicked out of public women’s restrooms for looking too masculine. Like this one, or this one, or this one, or this one. Whose activism do you suppose would exacerbate this?

Firstly, I have a charitable trust that focuses on alleviating social deprivation in Scotland, with a particular emphasis on women and children. Among other things, my trust supports projects for female prisoners and for survivors of domestic and sexual abuse. I also fund medical research into MS, a disease that behaves very differently in men and women. It’s been clear to me for a while that the new trans activism is having (or is likely to have, if all its demands are met) a significant impact on many of the causes I support, because it’s pushing to erode the legal definition of sex and replace it with gender.

What a perfect example. What does it mean for MS to behave very differently in men and women? “Man” versus “woman” isn’t a switch you flip; it’s a combination of dozens of factors. If the difference is caused by hormone levels — which looks plausible — then trans women on HRT will be affected similarly to cis women, because they have the same levels of estrogen! And by excluding them — by insisting we talk only about “biological” “men” and “women” rather than specific biological factors — you are miscategorizing them for no reason.

The second reason is that I’m an ex-teacher and the founder of a children’s charity, which gives me an interest in both education and safeguarding. Like many others, I have deep concerns about the effect the trans rights movement is having on both.

Ah, you mean Lumos, the charity you cofounded with Baroness Emma Nicholson, who just yesterday said that gay marriage is degrading women’s rights after attempting to repeal it in 2013? I have some deep concerns about the effect this person will have on the well-being of gay teens — and she’s not a mere “activist” or “movement”, but a lawmaker! Strange company you keep. And that’s not even getting into how she called it pedophilia for a trans charity’s website to have an escape button on it in case of abusive parents, a mere week and a half ago.

The third is that, as a much-banned author, I’m interested in freedom of speech and have publicly defended it, even unto Donald Trump.

Much-banned”? You wrote one of the best-selling books of all time and the best-selling series of all time. You have sold at least one book for every fourteen humans alive and made almost a dozen movie deals. When you tweet, it trends for days and makes national headlines. Your freedom of speech is not at risk here — and if it were, you could probably afford to inscribe whatever you wanted to say on the face of the moon.

The fourth is where things start to get truly personal. I’m concerned about the huge explosion in young women [sic] wishing to transition and also about the increasing numbers who seem to be detransitioning (returning to their original sex), because they regret taking steps that have, in some cases, altered their bodies irrevocably, and taken away their fertility. Some say they decided to transition after realising they were same-sex attracted, and that transitioning was partly driven by homophobia, either in society or in their families.

Yes, it’s truly tragic that homophobia is still rampant, such as in the baroness you cofounded a charity with. Especially in parents. Incidentally, the most common reason given for detransitioning — which is pressure from a parent (36%, see page 108); the next is harassment/discrimination (31%), followed by having trouble getting a job (29%). Most of the other reasons given were pressure from some other external source. Only 0.4% of the people in that survey reported detransitioning because they simply did not like transition. And, by the way, detransition (even temporarily) is several times more common in trans women than trans men.

If you really want to fight detransition, the most effective action you could take would be to delete this post. But you’re approaching this from the perspective that trans men are confused, just like swaths of homophobic parents have said of their gay children.

Most people probably aren’t aware – I certainly wasn’t, until I started researching this issue properly – that ten years ago, the majority of people wanting to transition to the opposite sex were male. That ratio has now reversed. The UK has experienced a 4400% increase in girls [sic] being referred for transitioning treatment. Autistic girls [sic] are hugely overrepresented in their numbers.

Of course they are. Trans people are disproportionately autistic, so this is to be expected. I’d think this would be cause for celebration — people are being treated who previously wouldn’t have been! That’s excellent progress.

But instead of celebrating it, you suggest here that autistic trans boys are being taken advantage of. No, worse; you suggest that autistic trans boys are incapable of making decisions about their own lives, and don’t even respect them enough to refer to them as they wish to be referred to. You speak over them, dismiss them as obviously wrong out of hand, and ignore how they wish to be referred to while pretending to care about their well-being. This is deeply condescending and appalling.

As an aside, it’s quite frustrating that you so frequently refuse to connect the dots — instead you leave a trail of breadcrumbs and let some haunting conclusion form in the reader’s head, while retaining plausible deniability for yourself because you never actually said the things you’re trying to imply. That leaves you free to claim that a response like this one, which spells out the winks and nods, is yet more dismissable harassment.

The same phenomenon has been seen in the US. In 2018, American physician and researcher Lisa Littman set out to explore it. In an interview, she said:

‘Parents online were describing a very unusual pattern of transgender-identification where multiple friends and even entire friend groups became transgender-identified at the same time. I would have been remiss had I not considered social contagion and peer influences as potential factors.’

Littman mentioned Tumblr, Reddit, Instagram and YouTube as contributing factors to Rapid Onset Gender Dysphoria, where she believes that in the realm of transgender identification ‘youth have created particularly insular echo chambers.’

Her paper caused a furore. She was accused of bias and of spreading misinformation about transgender people, subjected to a tsunami of abuse and a concerted campaign to discredit both her and her work. The journal took the paper offline and re-reviewed it before republishing it.

This is probably because “rapid-onset gender dysphoria” is not a real phenomenon. The critical flaw in the idea is so blatantly obvious that you’ve very nearly spelled it out yourself: parents described an “unusual” pattern of behavior. Not the children themselves, not psychologists, not therapists. Parents. Parents who are upset that their children are coming out as trans, who are searching for some external factor to blame so they can rest assured that their children have simply been taken advantage of by some nefarious force.

I remember this all quite well from the 90s, except then it was about homosexuality. (A pattern begins to emerge.) There were no signs!, cry parents who punished their children for ever showing any signs, thus swiftly teaching them to put on a good act. It must be the media. It must be the evil other gays somehow influencing my poor child, who otherwise would be straight, like I want them to be.

The only difference is that this time it’s been given an acronym to lend it some veneer of credibility. But it’s not a clinical diagnosis; it’s a study of the feelings of parents who were caught off guard and are searching for an explanation other than “my child is trans”. Even the paper itself has a preface saying the term “should not be used in a way to imply that it explains the experiences of all gender dysphoric youth”.

There’s no mystery to be solved here, anyway. Talk to a single queer person (who isn’t isolated due to factors beyond their control) and I’ll bet you they have disproportionately many queer friends. People who are alike tend to clump together, especially if they sense that society at large is uncomfortable with them. All that’s been observed here is that trans teenagers form friend groups, and when one of them comes out, the others feel confident enough to come out as well. And their parents don’t like it, because of a culture that includes essays like this from household names with massive platforms.

However, her career took a similar hit to that suffered by Maya Forstater. Lisa Littman had dared challenge one of the central tenets of trans activism, which is that a person’s gender identity is innate, like sexual orientation. Nobody, the activists insisted, could ever be persuaded into being trans.

I remember this from the 90s, too. I remember the argument having to be made that sexual orientation is fixed and absolute and predetermined — because, regardless of how true or universal that may or may not be, the alternative is to leave the door open for parents and communities to try to “fix” gay children and ostracize the gay adults who had “persuaded” them into being gay.

Here we go again, except the “fix” for trans youth is to merely tell them to knock it off because they’re mistaken and leave it at that.

The argument of many current trans activists is that if you don’t let a gender dysphoric teenager transition, they will kill themselves. In an article explaining why he resigned from the Tavistock (an NHS gender clinic in England) psychiatrist Marcus Evans stated that claims that children will kill themselves if not permitted to transition do not ‘align substantially with any robust data or studies in this area. Nor do they align with the cases I have encountered over decades as a psychotherapist.’

They won’t necessarily kill themselves, but you could throw a rock and hit a study telling you that trans folks have a shockingly high rate of suicide attempts, and the absolute number one factor that drops that rate precipitously is transition. Or you could talk to a trans person and see if they have a friend who attempted/committed suicide because they were unable to transition (yes). Or at the very least, maybe cite someone who didn’t resign.

What a shockingly insensitive thing to say.

The writings of young trans men reveal a group of notably sensitive and clever people. The more of their accounts of gender dysphoria I’ve read, with their insightful descriptions of anxiety, dissociation, eating disorders, self-harm and self-hatred, the more I’ve wondered whether, if I’d been born 30 years later, I too might have tried to transition. The allure of escaping womanhood would have been huge. I struggled with severe OCD as a teenager. If I’d found community and sympathy online that I couldn’t find in my immediate environment, I believe I could have been persuaded to turn myself into the son my father had openly said he’d have preferred.

You call them clever, but immediately turn around and suggest that they are somehow artificially trans, that they have been “persuaded” into it. Again, you express ostensible care but use it as a springboard to dismiss them and talk over them. And what of trans women, who are well aware of what womanhood entails but still prefer it? This is precisely what I mentioned as the common TERF rhetoric, and is why people are calling you one: you speak piteously of trans men while suggesting with every word that you know better than they do what’s good for them, while trans women are… well, who knows what that omission might imply?

When I read about the theory of gender identity, I remember how mentally sexless I felt in youth. I remember Colette’s description of herself as a ‘mental hermaphrodite’ and Simone de Beauvoir’s words: ‘It is perfectly natural for the future woman to feel indignant at the limitations posed upon her by her sex. The real question is not why she should reject them: the problem is rather to understand why she accepts them.’

As I didn’t have a realistic possibility of becoming a man back in the 1980s, it had to be books and music that got me through both my mental health issues and the sexualised scrutiny and judgement that sets so many girls to war against their bodies in their teens. Fortunately for me, I found my own sense of otherness, and my ambivalence about being a woman, reflected in the work of female writers and musicians who reassured me that, in spite of everything a sexist world tries to throw at the female-bodied, it’s fine not to feel pink, frilly and compliant inside your own head; it’s OK to feel confused, dark, both sexual and non-sexual, unsure of what or who you are.

At last, you spell it out. But trans men are not confused and don’t need you to save them.

I want to be very clear here: I know transition will be a solution for some gender dysphoric people, although I’m also aware through extensive research that studies have consistently shown that between 60-90% of gender dysphoric teens will grow out of their dysphoria.

Flat-out incorrect. I assume you’re referring to research that the bulk (“65 to 94 percent”) of dysphoric prepubescent children will “grow out of it” — but if it persists beyond puberty (i.e., into their teens), it’s most likely permanent.

Again and again I’ve been told to ‘just meet some trans people.’ I have: in addition to a few younger people, who were all adorable, I happen to know a self-described transsexual woman who’s older than I am and wonderful. Although she’s open about her past as a gay man, I’ve always found it hard to think of her as anything other than a woman, and I believe (and certainly hope) she’s completely happy to have transitioned.

Describing them as “adorable” does not fill me with confidence that you listened to anything they had to say, especially in light of your repeated attempts to cast trans boys as confused or misled.

I’m glad you have 1 trans friend, whose viewpoint or input you manage to not actually mention whatsoever before using her as a foothold to make another “concerned” point:

Being older, though, she went through a long and rigorous process of evaluation, psychotherapy and staged transformation. The current explosion of trans activism is urging a removal of almost all the robust systems through which candidates for sex reassignment were once required to pass.

If you would “just meet some trans people”, you would know that the long and rigorous process is torture. Quite regularly I see tweets — from folks in the UK especially — about having to wait for up to a year or more just to see a gender therapist once, after which they have to wait even longer to even begin hormones. In the US, I’ve read no end of anecdotes from people who have to perform the right “kind” of transness to convince a therapist to write them a referral letter, after who knows how many sessions. And this is, quite often, after years of internal debate and questioning. Years and years of their lives lost forever.

All of this is predicated, once again, on the idea that trans people just don’t know what’s good for themselves.

A man [sic] who intends to have no surgery and take no hormones may now secure himself [sic] a Gender Recognition Certificate and be a woman in the sight of the law. Many people aren’t aware of this.

She would need a formal diagnosis and to have lived as a woman for at least two years. At least as written, a cis man cannot simply show up and get an F stamped on his passport. I don’t even know what possible purpose that would serve.

We’re living through the most misogynistic period I’ve experienced. Back in the 80s, I imagined that my future daughters, should I have any, would have it far better than I ever did, but between the backlash against feminism and a porn-saturated online culture, I believe things have got significantly worse for girls. Never have I seen women denigrated and dehumanised to the extent they are now. From the leader of the free world’s long history of sexual assault accusations and his proud boast of ‘grabbing them by the pussy’, to the incel (‘involuntarily celibate’) movement that rages against women who won’t give them sex, to the trans activists who declare that TERFs need punching and re-educating, men across the political spectrum seem to agree: women are asking for trouble. Everywhere, women are being told to shut up and sit down, or else.

I cannot believe you are comparing sexual assault and incels — who have committed mass shootings! — to angry trans people tweeting anime screenshots captioned “shut up” at you. “TERF” doesn’t even imply a woman — the most infamous one by far is a man, Graham Lineham!

Meanwhile, you have — multiple times in this essay — suggested that trans boys are misled and the choices they’ve made for themselves are somehow mistakes. I know you consider them women, because your exact phrasing was to call them “girls [sic] being referred for transitioning treatment” and then reframe their choices as actually being about misogyny. What kind of feminism is it to decide you know better than people you think are women? Not even decide, but take for granted, speak about as though their agency never existed to be dismissed in the first place?

I’ve read all the arguments about femaleness not residing in the sexed body, and the assertions that biological women don’t have common experiences, and I find them, too, deeply misogynistic and regressive. It’s also clear that one of the objectives of denying the importance of sex is to erode what some seem to see as the cruelly segregationist idea of women having their own biological realities or – just as threatening – unifying realities that make them a cohesive political class. The hundreds of emails I’ve received in the last few days prove this erosion concerns many others just as much. It isn’t enough for women to be trans allies. Women must accept and admit that there is no material difference between trans women and themselves.

Who has said that cis women don’t have common biological experiences? The issue is that most trans men and some nonbinary folks also have those experiences (and some cis women don’t), so if you’re going to talk about them, why not talk about the experience instead of saying “women” and presuming that everyone will intuit which of a dozen possible facets of womanhood you’re referring to?

And if the experience in question is a social one, based on other people’s perception of you as a woman, then guess what: loads of trans women will also have had those experiences.

But, as many women have said before me, ‘woman’ is not a costume. ‘Woman’ is not an idea in a man’s head. ‘Woman’ is not a pink brain, a liking for Jimmy Choos or any of the other sexist ideas now somehow touted as progressive.

The women saying those things, anecdotally, appear to have significant overlap with women who criticize trans women for not “looking” female enough. Or who, sadly, misidentify cis women as trans women for not “looking” female enough. You know, that refined classical sexism.

If trans women wear dresses, they’re treating womanhood as a costume; if they don’t, they’re faking it.

Moreover, the ‘inclusive’ language that calls female people ‘menstruators’ and ‘people with vulvas’ strikes many women as dehumanising and demeaning. I understand why trans activists consider this language to be appropriate and kind, but for those of us who’ve had degrading slurs spat at us by violent men, it’s not neutral, it’s hostile and alienating.

Clearly you don’t understand, as no one is blanket referring to “female people” as “menstruators”. The current kerfuffle started because you commented on an article titled “Creating a more equal post-COVID-19 world for people who menstruate”. It used that phrasing because it was about menstruation (and was written by three women). The only person in this whole mess who has tried to reduce women to their body parts is you, in your initial tweet, insisting that menstruation is a uniquely defining feature of womanhood.

Moreover, the article is about addressing a women’s health and women’s rights issue, and it mentions women frequently, but your only response was to criticize the title for trying to include the very people — trans men — that you keep trampling in this essay. I find your choice of priorities increasingly alarming.

If you could come inside my head and understand what I feel when I read about a trans woman dying at the hands of a violent man, you’d find solidarity and kinship. I have a visceral sense of the terror in which those trans women will have spent their last seconds on earth, because I too have known moments of blind fear when I realised that the only thing keeping me alive was the shaky self-restraint of my attacker.

I believe the majority of trans-identified people not only pose zero threat to others, but are vulnerable for all the reasons I’ve outlined. Trans people need and deserve protection. Like women, they’re most likely to be killed by sexual partners. Trans women who work in the sex industry, particularly trans women of colour, are at particular risk. Like every other domestic abuse and sexual assault survivor I know, I feel nothing but empathy and solidarity with trans women who’ve been abused by men.

So I want trans women to be safe. At the same time, I do not want to make natal girls and women less safe. When you throw open the doors of bathrooms and changing rooms to any man who believes or feels he’s a woman – and, as I’ve said, gender confirmation certificates may now be granted without any need for surgery or hormones – then you open the door to any and all men who wish to come inside. That is the simple truth.

I’m sorry for what you went through, but these few paragraphs horrify me. You understand and describe in vivid detail what some of these women go through, how their lives end, how at risk they are, and then immediately segue into how those women should not be given shelter — hell, not even just shelter, but a place to pee — because someone else might hypothetically abuse it.

I must be missing something, because this has never made sense to me. People who commit sexual assault are not especially interested in following the rules, so how is adding another rule meant to dissuade them from this contrived scheme? If someone is around to police who goes into the bathroom, why could that same person not instead intervene if someone tries to cause harm?

Anyway, what do you propose instead? You never say, which seems deeply at odds with your desire for trans women to be safe. The only alternative I ever hear involves checking identification and chromosomal analysis and all kinds of other absurdity — which is clearly aimed at trans folks and not nefarious men. Are you fine with the status quo, which is that trans people already use whatever bathroom they find most appropriate? Or do you think your trans woman friend should be forced into the men’s room, surrounded by men? Without saying one way or the other, you’re actively encouraging fear and hostility towards people who just want to pee — and not just towards trans people, but towards anyone who doesn’t “look female enough”.

On Saturday morning, I read that the Scottish government is proceeding with its controversial gender recognition plans, which will in effect mean that all a man needs to ‘become a woman’ is to say he’s one. To use a very contemporary word, I was ‘triggered’. Ground down by the relentless attacks from trans activists on social media, when I was only there to give children feedback about pictures they’d drawn for my book under lockdown, I spent much of Saturday in a very dark place inside my head, as memories of a serious sexual assault I suffered in my twenties recurred on a loop. That assault happened at a time and in a space where I was vulnerable, and a man capitalised on an opportunity. I couldn’t shut out those memories and I was finding it hard to contain my anger and disappointment about the way I believe my government is playing fast and loose with womens and girls’ safety.

Why did you take it out on the very people you just said you also want to be safe? Why did you take it out on an article that had little to do with safety and was pushing for better health and privacy? You’ve already said you know exactly how your actions will be perceived, so the backlash this time cannot have come as a surprise.

There was so much opportunity here for talking about cultural expectations and gender roles, how those foster and overlook violence and aggression from boys from a young age, how a lot of societal structures still suggest that men are “owed” something by women, or how violence is more broadly glorified in Western culture. As a world-renowned author who’s done extensive feminist research, you could surely make an impact.

Instead, you decided to hurt people.

Late on Saturday evening, scrolling through children’s pictures before I went to bed, I forgot the first rule of Twitter – never, ever expect a nuanced conversation – and reacted to what I felt was degrading language about women. I spoke up about the importance of sex and have been paying the price ever since. I was transphobic, I was a cunt, a bitch, a TERF, I deserved cancelling, punching and death. You are Voldemort said one person, clearly feeling this was the only language I’d understand.

You offered absolutely no nuance yourself, and this essay has carefully weaved around it the whole time as well. You, a straight person, co-opted the gay community’s struggle so you could wield it as a club against trans people — after tossing them Dumbledore as a token afterthought — despite having ties yourself to an MP who has actively tried to erode gay rights.

But yes, let us talk about Harry Potter and how it reflects your values. Zero non-heterosexual characters mentioned within the canon. But more of interest: where are the women? The main character, a boy; his mentor and the primary authority figure, a man; the teacher he’s at odds with, a man; the rival and entourage, all boys; his best friend, a boy; the awkward coward who gets a late redemption arc, a boy; the primary antagonist, a man; the sympathetic adult confidant, a man; the rediscovered long-lost family member, a man; the endlessly regenerating Defense Against the Dark Arts teachers, all men except for the cartoon villain Umbridge. The Weasleys have seven children; six are boys. Two of the Hogwarts founders are men, and two women… ah, but the men are the founders of the two plot-important houses. Vernon is clearly the head of the Dursley family, and their only child is a boy. On it goes.

Girls can aspire to be the nerd no one likes (hey, that’s me!), the insane woman no one believes, the abusive monster, the nurse with no personality, or one of a handful of love interests. McGonagall is extremely cool and can turn into a cat, I grant you. And I think there was someone named Bellatrix? But wasn’t she a Death Eater?

I don’t claim to be an expert on your series; on the contrary, I read them casually when they came out and haven’t revisited them since. This is the cast that left an impression on me. I have published half-hour video games with more female characters than I can name off the top of my head from the entire Harry Potter canon. Where was your concern for uplifting girls throughout the decade you spent writing the most popular book series in the history of the human race? Where was your interest in the well-being of gay teens as you dedicated untold pages to descriptions of wizard football?

I hope that’s enough nuance.

It would be so much easier to tweet the approved hashtags – because of course trans rights are human rights and of course trans lives matter – scoop up the woke cookies and bask in a virtue-signalling afterglow. There’s joy, relief and safety in conformity. As Simone de Beauvoir also wrote, “… without a doubt it is more comfortable to endure blind bondage than to work for one’s liberation; the dead, too, are better suited to the earth than the living.”

Virtue signalling” is not in itself a bad thing; it is literally the indication to others of what our values are, so others know what we believe and how we are likely to treat them. Your essay still signals your virtues, as does mine.

Of course” trans rights are human rights? I cannot even tell if this is meant to be serious or sarcastic, with how much seething resentment you’ve wrapped it in. Do you also consider your supposed support of lesbians to be “conformity”, since that’s no longer an especially controversial stance?

This is all outright reactionary rhetoric and you know it. You are using the very same catchphrases that the incels you so revile use when justifying their hatred for women.

Huge numbers of women are justifiably terrified by the trans activists; I know this because so many have got in touch with me to tell their stories. They’re afraid of doxxing, of losing their jobs or their livelihoods, and of violence.

Who is doxxing people? I tried to look into this and instead found a list of TERF websites with a prominent warning that they track and doxx and harass trans people; the Rational Wiki asserting that TERFs engage in doxxing; and this second-hand account that an ex-TERF was “threatened with doxing” by her own allies and “kept in a perpetual state of fear”.

And who on earth is sinking to violence over this? I find e.g. the “photo with a gun pointed at the viewer” phenomenon pretty distasteful, but it doesn’t seem to be unique to this issue, it’s not an especially credible threat of violence, and it’s the closest to actual violence I’ve ever heard of here. Surely, if anyone had come to blows, we’d never hear the end of it?

I note that Forstater’s contract wasn’t renewed because, as best as we can tell, she made her coworkers uncomfortable and the work environment hostile. Meanwhile, trans people can be (and are) fired for simply existing. Citing this as a fear people have of trans people, as though they were some large shadowy conspiracy, feels fairly tasteless.

But endlessly unpleasant as its constant targeting of me has been, I refuse to bow down to a movement that I believe is doing demonstrable harm in seeking to erode ‘woman’ as a political and biological class and offering cover to predators like few before it. I stand alongside the brave women and men, gay, straight and trans, who’re standing up for freedom of speech and thought, and for the rights and safety of some of the most vulnerable in our society: young gay kids, fragile teenagers, and women who’re reliant on and wish to retain their single sex spaces. Polls show those women are in the vast majority, and exclude only those privileged or lucky enough never to have come up against male violence or sexual assault, and who’ve never troubled to educate themselves on how prevalent it is.

By “young gay kids” and “fragile teenagers”, are you once again obliquely referring to young trans people who you take to be merely confused? What of their freedom of thought, of their right to decide who they are for themselves without seeing you use them as ammunition against other people like them? What impact do you think that will have on them, exactly?

Falling back on “freedom of speech” to defend one’s own hurtful speech is another reactionary talking point; when you cannot defend your speech on its own merits, you can only defend that it is not literally illegal to say.

What polls are you finding? 26% is not a vast majority, and it’s troubling that you proactively dismiss the women who disagree with you as aloof and uninformed. What kind of feminism is that?

The one thing that gives me hope is that the women who can protest and organise, are doing so, and they have some truly decent men and trans people alongside them. Political parties seeking to appease the loudest voices in this debate are ignoring women’s concerns at their peril. In the UK, women are reaching out to each other across party lines, concerned about the erosion of their hard-won rights and widespread intimidation. None of the gender critical women I’ve talked to hates trans people; on the contrary. Many of them became interested in this issue in the first place out of concern for trans youth, and they’re hugely sympathetic towards trans adults who simply want to live their lives, but who’re facing a backlash for a brand of activism they don’t endorse. The supreme irony is that the attempt to silence women with the word ‘TERF’ may have pushed more young women towards radical feminism than the movement’s seen in decades.

Absolute bullshit. You’ve consistently brushed off or spoken for women and trans men who disagree with you in this post alone, but frame your own stance as though it were shared by all women. Two women you’ve mentioned by name and made a point of supporting — Maya Forstater and Magdalen Berns — have said some astonishingly cruel things about trans people as blanket remarks, so I can only interpret their “non-hate” in the same way as people repeatedly told my younger self that they loved me but I would burn for all eternity if I kissed both boys and girls. If their “concern” for trans youth is anything like yours, then they’re only interested in trying to berate trans youth into not wanting to be trans any more — yet again, no different from how homophobia played out.

And, hang on, they’re hugely sympathetic towards trans adults who’re facing backlash? You must be joking. They — and you — ARE the backlash! What good is sympathy from the very people who are deliberately hurting you?

The last thing I want to say is this. I haven’t written this essay in the hope that anybody will get out a violin for me, not even a teeny-weeny one. I’m extraordinarily fortunate; I’m a survivor, certainly not a victim. I’ve only mentioned my past because, like every other human being on this planet, I have a complex backstory, which shapes my fears, my interests and my opinions. I never forget that inner complexity when I’m creating a fictional character and I certainly never forget it when it comes to trans people.

You’ve done so multiple times in this essay alone, and your heroes do it on a pretty consistent basis. What an insult to everyone who read this.

All I’m asking – all I want – is for similar empathy, similar understanding, to be extended to the many millions of women whose sole crime is wanting their concerns to be heard without receiving threats and abuse.

In the entirety of this essay, you didn’t even mention a single concrete concern. You did some vague fearmongering about how a cis man could get a piece of paper saying he’s a woman, and that’s all. Meanwhile, you managed to repeatedly misgender and patronize trans boys; paint trans adults as a nefarious political movement trying to “persuade” children; cite multiple people who’ve been fiercely nasty towards trans people as a whole, while avoiding mentioning what they actually did so you could frame them as innocent victims; invoke multiple homophobic and reactionary tropes with a quick coat of paint slapped on top; present “parents who wish their children were cis” as though it were a diagnosed phenomenon; and generally checked off every possible TERF talking point while smiling kindly the whole time.

You’re saying things you know are actively hurtful in the name of preventing a hypothetical harm that is so nebulous you can’t even describe it.

This sucks.

Hiring a Director of Sales

Post Syndicated from Yev original https://www.backblaze.com/blog/hiring-a-director-of-sales/

Backblaze is hiring a Director of Sales. This is a critical role for Backblaze as we continue to grow the team. We need a strong leader who has experience in scaling a sales team and who has an excellent track record for exceeding goals by selling Software as a Service (SaaS) solutions. In addition, this leader will need to be highly motivated, as well as able to create and develop a highly-motivated, success oriented sales team that has fun and enjoys what they do.

The History of Backblaze from our CEO
In 2007, after a friend’s computer crash caused her some suffering, we realized that with every photo, video, song, and document going digital, everyone would eventually lose all of their information. Five of us quit our jobs to start a company with the goal of making it easy for people to back up their data.

Like many startups, for a while we worked out of a co-founder’s one-bedroom apartment. Unlike most startups, we made an explicit agreement not to raise funding during the first year. We would then touch base every six months and decide whether to raise or not. We wanted to focus on building the company and the product, not on pitching and slide decks. And critically, we wanted to build a culture that understood money comes from customers, not the magical VC giving tree. Over the course of 5 years we built a profitable, multi-million dollar revenue business — and only then did we raise a VC round.

Fast forward 10 years later and our world looks quite different. You’ll have some fantastic assets to work with:

  • A brand millions recognize for openness, ease-of-use, and affordability.
  • A computer backup service that stores over 500 petabytes of data, has recovered over 30 billion files for hundreds of thousands of paying customers — most of whom self-identify as being the people that find and recommend technology products to their friends.
  • Our B2 service that provides the lowest cost cloud storage on the planet at 1/4th the price Amazon, Google or Microsoft charges. While being a newer product on the market, it already has over 100,000 IT and developers signed up as well as an ecosystem building up around it.
  • A growing, profitable and cash-flow positive company.
  • And last, but most definitely not least: a great sales team.

You might be saying, “sounds like you’ve got this under control — why do you need me?” Don’t be misled. We need you. Here’s why:

  • We have a great team, but we are in the process of expanding and we need to develop a structure that will easily scale and provide the most success to drive revenue.
  • We just launched our outbound sales efforts and we need someone to help develop that into a fully successful program that’s building a strong pipeline and closing business.
  • We need someone to work with the marketing department and figure out how to generate more inbound opportunities that the sales team can follow up on and close.
  • We need someone who will work closely in developing the skills of our current sales team and build a path for career growth and advancement.
  • We want someone to manage our Customer Success program.

So that’s a bit about us. What are we looking for in you?

Experience: As a sales leader, you will strategically build and drive the territory’s sales pipeline by assembling and leading a skilled team of sales professionals. This leader should be familiar with generating, developing and closing software subscription (SaaS) opportunities. We are looking for a self-starter who can manage a team and make an immediate impact of selling our Backup and Cloud Storage solutions. In this role, the sales leader will work closely with the VP of Sales, marketing staff, and service staff to develop and implement specific strategic plans to achieve and exceed revenue targets, including new business acquisition as well as build out our customer success program.

Leadership: We have an experienced team who’s brought us to where we are today. You need to have the people and management skills to get them excited about working with you. You need to be a strong leader and compassionate about developing and supporting your team.

Data driven and creative: The data has to show something makes sense before we scale it up. However, without creativity, it’s easy to say “the data shows it’s impossible” or to find a local maximum. Whether it’s deciding how to scale the team, figuring out what our outbound sales efforts should look like or putting a plan in place to develop the team for career growth, we’ve seen a bit of creativity get us places a few extra dollars couldn’t.

Jive with our culture: Strong leaders affect culture and the person we hire for this role may well shape, not only fit into, ours. But to shape the culture you have to be accepted by the organism, which means a certain set of shared values. We default to openness with our team, our customers, and everyone if possible. We love initiative — without arrogance or dictatorship. We work to create a place people enjoy showing up to work. That doesn’t mean ping pong tables and foosball (though we do try to have perks & fun), but it means people are friendly, non-political, working to build a good service but also a good place to work.

Do the work: Ideas and strategy are critical, but good execution makes them happen. We’re looking for someone who can help the team execute both from the perspective of being capable of guiding and organizing, but also someone who is hands-on themselves.

Additional Responsibilities needed for this role:

  • Recruit, coach, mentor, manage and lead a team of sales professionals to achieve yearly sales targets. This includes closing new business and expanding upon existing clientele.
  • Expand the customer success program to provide the best customer experience possible resulting in upsell opportunities and a high retention rate.
  • Develop effective sales strategies and deliver compelling product demonstrations and sales pitches.
  • Acquire and develop the appropriate sales tools to make the team efficient in their daily work flow.
  • Apply a thorough understanding of the marketplace, industry trends, funding developments, and products to all management activities and strategic sales decisions.
  • Ensure that sales department operations function smoothly, with the goal of facilitating sales and/or closings; operational responsibilities include accurate pipeline reporting and sales forecasts.
  • This position will report directly to the VP of Sales and will be staffed in our headquarters in San Mateo, CA.

Requirements:

  • 7 – 10+ years of successful sales leadership experience as measured by sales performance against goals.
    Experience in developing skill sets and providing career growth and opportunities through advancement of team members.
  • Background in selling SaaS technologies with a strong track record of success.
  • Strong presentation and communication skills.
  • Must be able to travel occasionally nationwide.
  • BA/BS degree required

Think you want to join us on this adventure?
Send an email to jobscontact@backblaze.com with the subject “Director of Sales.” (Recruiters and agencies, please don’t email us.) Include a resume and answer these two questions:

  1. How would you approach evaluating the current sales team and what is your process for developing a growth strategy to scale the team?
  2. What are the goals you would set for yourself in the 3 month and 1-year timeframes?

Thank you for taking the time to read this and I hope that this sounds like the opportunity for which you’ve been waiting.

Backblaze is an Equal Opportunity Employer.

The post Hiring a Director of Sales appeared first on Backblaze Blog | Cloud Storage & Cloud Backup.

A Day in the Life of Michele, Human Resources Coordinator at Backblaze

Post Syndicated from Roderick Bauer original https://www.backblaze.com/blog/day-in-life-human-resources-coordinator/

Michele, HR Coordinator at Backblaze

Most of the time this blog is dedicated to cloud storage and computer backup topics, but we also want our readers to understand the culture and people at Backblaze who all contribute to keeping our company running and making it an enjoyable place to work. We invited our HR Coordinator, Michele, to talk about how she spends her day searching for great candidates to fill employment positions at Backblaze.

What’s a Typical Day for Michele at Backblaze?

After I’ve had a yummy cup of coffee — maybe with a honey and splash of half and half, I’ll generally start my day reviewing resumes and contacting potential candidates to set up an initial phone screen.

When I start the process of filling a position, I’ll spend a lot of time on the phone speaking with potential candidates. During a phone screen call we’ll chat about their experience, background and what they are ideally looking for in their next position. I also ask about what they like to do outside of work, and most importantly, how they feel about office dogs. A candidate may not always look great on paper, but could turn out to be a great cultural fit after speaking with them about their previous experience and what they’re passionate about.

Next, I push strong candidates to the subsequent steps with the hiring managers, which range from setting up a second phone screen, to setting up a Google hangout for completing coding tasks, to scheduling in-person interviews with the team.

At the end of the day after an in-person interview, I’ll check in with all the interviewers to debrief and decide how to proceed with the candidate. Everyone that interviewed the candidate will get together to give feedback. Is there a good cultural fit? Are they someone we’d like to work with? Keeping in contact with the candidates throughout the process and making sure they are organized and informed is a big part of my job. No one likes to wait around and wonder where they are in the process.

In between all the madness, I’ll put together offer letters, send out onboarding paperwork and links, and get all the necessary signatures to move forward.

On the candidate’s first day, I’ll go over benefits and the handbook and make sure everything is going smoothly in their overall orientation as they transition into their new role here at Backblaze!

What Makes Your Job Exciting?

  • I get to speak with many different types of people and see what makes them tick and if they’d be a good fit at Backblaze
  • The fast pace of the job
  • Being constantly kept busy with different tasks including supporting the FUN committee by researching venues and ideas for family day and the holiday party
  • I work on enjoyable projects like creating a people wall for new hires so we are able to put a face to the name
  • Getting to take a mini road trip up to Sacramento each month to check in with the data center employees
  • Constantly learning more and more about the job, the people, and the company

We’re growing rapidly and always looking for great people to join our team at Backblaze. Our team places a premium on open communications, being cleverly unconventional, and helping each other out.

Oh! We also offer competitive salaries, stock options, and amazing benefits.

Which Job Openings are You Currently Trying to Fill?

We are currently looking for the following positions. If you’re interested, please review the job description on our jobs page and then contact me at jobscontact@backblaze.com.

  • Engineering Director
  • Senior Java Engineer
  • Senior Software Engineer
  • Desktop and Laptop Windows Client Programmer
  • Senior Systems Administrator
  • Sales Development Representative

Thanks Michele!

The post A Day in the Life of Michele, Human Resources Coordinator at Backblaze appeared first on Backblaze Blog | Cloud Storage & Cloud Backup.

Tips for Success: GDPR Lessons Learned

Post Syndicated from Chad Woolf original https://aws.amazon.com/blogs/security/tips-for-success-gdpr-lessons-learned/

Security is our top priority at AWS, and from the beginning we have built security into the fabric of our services. With the introduction of GDPR (which becomes enforceable on May 25 of 2018), privacy and data protection have become even more ingrained into our security-centered culture. Three weeks ago, well ahead of the deadline, we announced that all AWS services are compliant with GDPR, meaning you can use AWS as a data processor as a way to help solve your GDPR challenges (be sure to visit our GDPR Center for additional information).

When it comes to GDPR compliance, many customers are progressing nicely and much of the initial trepidation is gone. In my interactions with customers on this topic, a few themes have emerged as universal:

  • GDPR is important. You need to have a plan in place if you process personal data of EU data subjects, not only because it’s good governance, but because GDPR does carry significant penalties for non-compliance.
  • Solving this can be complex, potentially involving a lot of personnel and multiple tools. Your GDPR process will also likely span across disciplines – impacting people, processes, and technology.
  • Each customer is unique, and there are many methodologies around assessing your compliance with GDPR. It’s important to be aware of your own individual business attributes.

I thought it might be helpful to share some of our own lessons learned. In our experience in solving the GDPR challenge, the following were keys to our success:

  1. Get your senior leadership involved. We have a regular cadence of detailed status conversations about GDPR with our CEO, Andy Jassy. GDPR is high stakes, and the AWS leadership team knows it. If GDPR doesn’t have the attention it needs with the visibility of top management today, it’s time to escalate.
  2. Centralize the GDPR efforts. Driving all work streams centrally is key. This may sound obvious, but managing this in a distributed manner may result in duplicative effort and/or team members moving in a different direction.
  3. The most important single partner in solving GDPR is your legal team. Having non-legal people make assumptions about how to interpret GDPR for your unique environment is both risky and a potential waste of time and resources. You want to avoid analysis paralysis by getting proper legal advice, collaborating on a direction, and then moving forward with the proper urgency.
  4. Collaborate closely with tech leadership. The “process” people in your organization, the ones who already know how to approach governance problems, are typically comfortable jumping right in to GDPR. But technical teams, including data owners, have set up their software for business application. They may not even know what kind of data they are storing, processing, or transferring to other parts of the business. In the GDPR exercise they need to be aware of (or at least help facilitate) the tracking of data and data elements between systems. This isn’t a typical ask for technical teams, so be prepared to educate and to fully understand data flow.
  5. Don’t live by the established checklists. There are multiple methodologies to solving the compliance challenges of GDPR. At AWS, we ended up establishing core requirements, mapped out by data controller and data processor functions and then, in partnership with legal, decided upon a group of projects based on our known current state. Be careful about using a set methodology, tool or questionnaire to govern your efforts. These generic assessments can help educate, but letting them drive or limit your work could lead to missing something that is key to your own compliance. In this sense, a generic, “one size fits all” solution might not be helpful.
  6. Don’t be afraid to challenge prior orthodoxy. Many times we changed course based on new information. You shouldn’t be afraid to scrap an effort if you determine it’s not working. You should also not be afraid to escalate issues to senior leadership when needed. This is an executive issue.
  7. Look for ways to leverage your work beyond this compliance activity. GDPR requires serious effort, but are the results limited to GDPR compliance? Certainly not. You can use GDPR workflows as a way to ensure better governance moving forward. Privacy and security will require work for the foreseeable future, so make your governance program scalable and usable for other purposes.

One last tip that has made all the difference: think about protecting data subjects and work backwards from there. Customer focus drives us to ask, “what would customers and data subjects want and expect us to do?” Taking GDPR from a pure legal or compliance standpoint may be technically sufficient, but we believe the objectives of security and personal data protection require a more comprehensive view, and you can most effectively shape that view by starting with the individuals GDPR was meant to protect.

If you would like to find out more about our experiences, as well as how we can help you in your efforts, please reach out to us today.

-Chad Woolf

Vice President, AWS Security Assurance

Interested in additional AWS Security news? Follow the AWS Security Blog on Twitter.

Welcome Victoria — Sales Development Representative

Post Syndicated from Yev original https://www.backblaze.com/blog/welcome-victoria-sales-development-representative/

Ever since we introduced our Groups feature, Backblaze for Business has been growing at a rapid rate! We’ve been staffing up in order to support the product and the newest addition to the sales team, Victoria, joins us as a Sales Development Representative! Let’s learn a bit more about Victoria, shall we?

What is your Backblaze Title?
Sales Development Representative.

Where are you originally from?
Harrisburg, North Carolina.

What attracted you to Backblaze?
The leaders and family-style culture.

What do you expect to learn while being at Backblaze?
How to sell, sell, sell!

Where else have you worked?
The North Carolina Autism Society, an ophthalmologist’s office, home health care, and another tech startup.

Where did you go to school?
The University of North Carolina Chapel Hill and Duke University’s Fuqua School of Business.

What’s your dream job?
Fighter pilot, professional snowboarder or killer whale trainer.

Favorite place you’ve traveled?
Hawaii and Banff.

Favorite hobby?
Basketball and cars.

Of what achievement are you most proud?
Missionary work and helping patients feel better.

Star Trek or Star Wars?
Neither, but probably Star Wars.

Coke or Pepsi?
Neither, bubble tea.

Favorite food?
Snow crab legs.

Why do you like certain things?
Because God made me that way.

Anything else you’d like you’d like to tell us?
I’m a germophobe, drink a lot of water and unfortunately, am introverted.

Being on the phones all day is a good way to build up those extroversion skills! Welcome to the team and we hope you enjoy learning how to sell, sell, sell!

The post Welcome Victoria — Sales Development Representative appeared first on Backblaze Blog | Cloud Storage & Cloud Backup.

Wanted: Office Administrator

Post Syndicated from Yev original https://www.backblaze.com/blog/wanted-office-administrator-2/

At inception, Backblaze was a consumer company. Thousands upon thousands of individuals came to our website and gave us $5/mo to keep their data safe. But, we didn’t sell business solutions. It took us years before we had a sales team. In the last couple of years, we’ve released products that businesses of all sizes love: Backblaze B2 Cloud Storage and Backblaze for Business Computer Backup. Those businesses want to integrate Backblaze into their infrastructure, so it’s time to expand our teams!

Company Description:
Founded in 2007, Backblaze started with a mission to make backup software elegant and provide complete peace of mind. Over the course of almost a decade, we have become a pioneer in robust, scalable low cost cloud backup. Recently, we launched B2 – robust and reliable object storage at just $0.005/gb/mo. Part of our differentiation is being able to offer the lowest price of any of the big players while still being profitable.

We’ve managed to nurture a team oriented culture with amazingly low turnover. We value our people and their families. Don’t forget to check out our “About Us” page to learn more about the people and some of our perks.

We have built a profitable, high growth business. While we love our investors, we have maintained control over the business. That means our corporate goals are simple – grow sustainably and profitably.

Some Backblaze Perks:

  • Competitive healthcare plans
  • Competitive compensation and 401k
  • All employees receive Option grants
  • Unlimited vacation days
  • Strong coffee
  • Fully stocked Micro kitchen
  • Catered breakfast and lunches
  • Awesome people who work on awesome projects
  • New Parent Childcare bonus
  • Normal work hours
  • Get to bring your pets into the office
  • San Mateo Office – located near Caltrain and Highways 101 & 280.

Want to know what you’ll be doing?

You will play a pivotal role at Backblaze! You will be the glue that binds people together in the office and one of the main engines that keeps our company running. This is an exciting opportunity to help shape the company culture of Backblaze by making the office a fun and welcoming place to work. As an Office Administrator, your priority is to help employees have what they need to feel happy, comfortable, and productive at work; whether it’s refilling snacks, collecting shipments, responding to maintenance requests, ordering office supplies, or assisting with fun social events, your contributions will be critical to our culture.

Office Administrator Responsibilities:

  • Maintain a clean, well-stocked and organized office
  • Greet visitors and callers, route and resolve information requests
  • Ensure conference rooms and kitchen areas are clean and stocked
  • Sign for all packages delivered to the office as well as forward relevant departments
  • Administrative duties as assigned

Facilities Coordinator Responsibilities:

  • Act as point of contact for building facilities and other office vendors and deliveries
  • Work with HR to ensure new hires are welcomed successfully at Backblaze – to include desk/equipment orders, seat planning, and general facilities preparation
  • Work with the “Fun Committee” to support office events and activities
  • Be available after hours as required for ongoing business success (events, building issues)

Jr. Buyer Responsibilities:

  • Assist with creating purchase orders and buying equipment
  • Compare costs and maintain vendor cards in Quickbooks
  • Assist with booking travel, hotel accommodations, and conference rooms
  • Maintain accurate records of purchases and tracking orders
  • Maintain office equipment, physical space, and maintenance schedules
  • Manage company calendar, snack, and meal orders

Qualifications:

  • 1 year experience in an Inventory/Shipping/Receiving/Admin role preferred
  • Proficiency with Microsoft Office applications, Google Apps, Quickbooks, Excel
  • Experience and skill at adhering to a budget
  • High attention to detail
  • Proven ability to prioritize within a multi-tasking environment; highly organized
  • Collaborative and communicative
  • Hands-on, “can do” attitude
  • Personable and approachable
  • Able to lift up to 50 lbs
  • Strong data entry

This position is located in San Mateo, California. Backblaze is an Equal Opportunity Employer.

If this all sounds like you:

  1. Send an email to [email protected] with the position in the subject line.
  2. Tell us a bit about your work history.
  3. Include your resume.

The post Wanted: Office Administrator appeared first on Backblaze Blog | Cloud Storage & Cloud Backup.

Wanted: Vault Storage Engineer

Post Syndicated from Yev original https://www.backblaze.com/blog/wanted-vault-storage-engineer/

Want to work at a company that helps customers in 156 countries around the world protect the memories they hold dear? A company that stores over 500 petabytes of customers’ photos, music, documents and work files in a purpose-built cloud storage system?

Well here’s your chance. Backblaze is looking for a Vault Storage Engineer!

Company Description:

Founded in 2007, Backblaze started with a mission to make backup software elegant and provide complete peace of mind. Over the course of almost a decade, we have become a pioneer in robust, scalable low cost cloud backup. Recently, we launched B2 — robust and reliable object storage at just $0.005/gb/mo. Part of our differentiation is being able to offer the lowest price of any of the big players while still being profitable.

We’ve managed to nurture a team oriented culture with amazingly low turnover. We value our people and their families. Don’t forget to check out our “About Us” page to learn more about the people and some of our perks.

We have built a profitable, high growth business. While we love our investors, we have maintained control over the business. That means our corporate goals are simple – grow sustainably and profitably.

Some Backblaze Perks:

  • Competitive healthcare plans
  • Competitive compensation and 401k
  • All employees receive Option grants
  • Unlimited vacation days
  • Strong coffee
  • Fully stocked Micro kitchen
  • Catered breakfast and lunches
  • Awesome people who work on awesome projects
  • New Parent Childcare bonus
  • Normal work hours
  • Get to bring your pets into the office
  • San Mateo Office – located near Caltrain and Highways 101 & 280.

Want to know what you’ll be doing?

You will work on the core of the Backblaze: the vault cloud storage system (https://www.backblaze.com/blog/vault-cloud-storage-architecture/). The system accepts files uploaded from customers, stores them durably by distributing them across the data center, automatically handles drive failures, rebuilds data when drives are replaced, and maintains high availability for customers to download their files. There are significant enhancements in the works, and you’ll be a part of making them happen.

Must have a strong background in:

  • Computer Science
  • Multi-threaded programming
  • Distributed Systems
  • Java
  • Math (such as matrix algebra and statistics)
  • Building reliable, testable systems

Bonus points for:

  • Java
  • JavaScript
  • Python
  • Cassandra
  • SQL

Looking for an attitude of:

  • Passionate about building reliable clean interfaces and systems.
  • Likes to work closely with other engineers, support, and sales to help customers.
  • Customer Focused (!!) — always focus on the customer’s point of view and how to solve their problem!

Required for all Backblaze Employees:

  • Good attitude and willingness to do whatever it takes to get the job done
  • Strong desire to work for a small fast-paced company
  • Desire to learn and adapt to rapidly changing technologies and work environment
  • Rigorous adherence to best practices
  • Relentless attention to detail
  • Excellent interpersonal skills and good oral/written communication
  • Excellent troubleshooting and problem solving skills

This position is located in San Mateo, California but will also consider remote work as long as you’re no more than three time zones away and can come to San Mateo now and then.

Backblaze is an Equal Opportunity Employer.

Contact Us:
If this sounds like you, follow these steps:

  1. Send an email to jobscontact@backblaze.com with the position in the subject line.
  2. Include your resume.
  3. Tell us a bit about your programming experience.

The post Wanted: Vault Storage Engineer appeared first on Backblaze Blog | Cloud Storage & Cloud Backup.

Needed: Software Engineering Director

Post Syndicated from Yev original https://www.backblaze.com/blog/needed-software-engineering-director/

Company Description:

Founded in 2007, Backblaze started with a mission to make backup software elegant and provide complete peace of mind. Over the course of almost a decade, we have become a pioneer in robust, scalable low cost cloud backup. Recently, we launched B2, robust and reliable object storage at just $0.005/gb/mo. We offer the lowest price of any of the big players and are still profitable.

Backblaze has a culture of openness. The hardware designs for our storage pods are open source. Key parts of the software, including the Reed-Solomon erasure coding are open-source. Backblaze is the only company that publishes hard drive reliability statistics.

We’ve managed to nurture a team-oriented culture with amazingly low turnover. We value our people and their families. The team is distributed across the U.S., but we work in Pacific Time, so work is limited to work time, leaving evenings and weekends open for personal and family time. Check out our “About Us” page to learn more about the people and some of our perks.

We have built a profitable, high growth business. While we love our investors, we have maintained control over the business. That means our corporate goals are simple – grow sustainably and profitably.

Our engineering team is 10 software engineers, and 2 quality assurance engineers. Most engineers are experienced, and a couple are more junior. The team will be growing as the company grows to meet the demand for our products; we plan to add at least 6 more engineers in 2018. The software includes the storage systems that run in the data center, the web APIs that clients access, the web site, and client programs that run on phones, tablets, and computers.

The Job:

As the Director of Engineering, you will be:

  • managing the software engineering team
  • ensuring consistent delivery of top-quality services to our customers
  • collaborating closely with the operations team
  • directing engineering execution to scale the business and build new services
  • transforming a self-directed, scrappy startup team into a mid-size engineering organization

A successful director will have the opportunity to grow into the role of VP of Engineering. Backblaze expects to continue our exponential growth of our storage services in the upcoming years, with matching growth in the engineering team..

This position is located in San Mateo, California.

Qualifications:

We are a looking for a director who:

  • has a good understanding of software engineering best practices
  • has experience scaling a large, distributed system
  • gets energized by creating an environment where engineers thrive
  • understands the trade-offs between building a solid foundation and shipping new features
  • has a track record of building effective teams

Required for all Backblaze Employees:

  • Good attitude and willingness to do whatever it takes to get the job done
  • Strong desire to work for a small fast-paced company
  • Desire to learn and adapt to rapidly changing technologies and work environment
  • Rigorous adherence to best practices
  • Relentless attention to detail
  • Excellent interpersonal skills and good oral/written communication
  • Excellent troubleshooting and problem solving skills

Some Backblaze Perks:

  • Competitive healthcare plans
  • Competitive compensation and 401k
  • All employees receive Option grants
  • Unlimited vacation days
  • Strong coffee
  • Fully stocked Micro kitchen
  • Catered breakfast and lunches
  • Awesome people who work on awesome projects
  • New Parent Childcare bonus
  • Normal work hours
  • Get to bring your pets into the office
  • San Mateo Office — located near Caltrain and Highways 101 & 280.

Contact Us:

If this sounds like you, follow these steps:

  1. Send an email to jobscontact@backblaze.com with the position in the subject line.
  2. Include your resume.
  3. Tell us a bit about your experience.

Backblaze is an Equal Opportunity Employer.

The post Needed: Software Engineering Director appeared first on Backblaze Blog | Cloud Storage & Cloud Backup.

Needed: Senior Software Engineer

Post Syndicated from Yev original https://www.backblaze.com/blog/needed-senior-software-engineer/

Want to work at a company that helps customers in 156 countries around the world protect the memories they hold dear? A company that stores over 500 petabytes of customers’ photos, music, documents and work files in a purpose-built cloud storage system?

Well, here’s your chance. Backblaze is looking for a Sr. Software Engineer!

Company Description:

Founded in 2007, Backblaze started with a mission to make backup software elegant and provide complete peace of mind. Over the course of almost a decade, we have become a pioneer in robust, scalable low cost cloud backup. Recently, we launched B2 – robust and reliable object storage at just $0.005/gb/mo. Part of our differentiation is being able to offer the lowest price of any of the big players while still being profitable.

We’ve managed to nurture a team oriented culture with amazingly low turnover. We value our people and their families. Don’t forget to check out our “About Us” page to learn more about the people and some of our perks.

We have built a profitable, high growth business. While we love our investors, we have maintained control over the business. That means our corporate goals are simple – grow sustainably and profitably.

Some Backblaze Perks:

  • Competitive healthcare plans
  • Competitive compensation and 401k
  • All employees receive Option grants
  • Unlimited vacation days
  • Strong coffee
  • Fully stocked Micro kitchen
  • Catered breakfast and lunches
  • Awesome people who work on awesome projects
  • New Parent Childcare bonus
  • Normal work hours
  • Get to bring your pets into the office
  • San Mateo Office – located near Caltrain and Highways 101 & 280

Want to know what you’ll be doing?

You will work on the server side APIs that authenticate users when they log in, accept the backups, manage the data, and prepare restored data for customers. And you will help build new features as well as support tools to help chase down and diagnose customer issues.

Must be proficient in:

  • Java
  • Apache Tomcat
  • Large scale systems supporting thousands of servers and millions of customers
  • Cross platform (Linux/Macintosh/Windows) — don’t need to be an expert on all three, but cannot be afraid of any

Bonus points for:

  • Cassandra experience
  • JavaScript
  • ReactJS
  • Python
  • Struts
  • JSP’s

Looking for an attitude of:

  • Passionate about building friendly, easy to use Interfaces and APIs.
  • Likes to work closely with other engineers, support, and sales to help customers.
  • Believes the whole world needs backup, not just English speakers in the USA.
  • Customer Focused (!!) — always focus on the customer’s point of view and how to solve their problem!

Required for all Backblaze Employees:

  • Good attitude and willingness to do whatever it takes to get the job done
  • Strong desire to work for a small, fast-paced company
  • Desire to learn and adapt to rapidly changing technologies and work environment
  • Rigorous adherence to best practices
  • Relentless attention to detail
  • Excellent interpersonal skills and good oral/written communication
  • Excellent troubleshooting and problem solving skills

This position is located in San Mateo, California but will also consider remote work as long as you’re no more than three time zones away and can come to San Mateo now and then.

Backblaze is an Equal Opportunity Employer.

If this sounds like you —follow these steps:

  1. Send an email to [email protected] with the position in the subject line.
  2. Include your resume.
  3. Tell us a bit about your programming experience.

The post Needed: Senior Software Engineer appeared first on Backblaze Blog | Cloud Storage & Cloud Backup.

Welcome New Support Tech – Matt!

Post Syndicated from Yev original https://www.backblaze.com/blog/welcome-new-support-tech-matt/

Our hiring spree keeps rolling and we have a new addition to the support team, Matt! He joins the team as a Junior Technical Support Rep, and will be helping answer folks’ questions, guiding them through the product, and making sure that everyone’s taken care of! Lets learn a bit more about Matt shall we?

What is your Backblaze Title?
Junior Technical Support Representative

Where are you originally from?
San Francisco Bay Area

What attracted you to Backblaze?
Everyone is super chill and I like how transparent everyone is. The culture is very casual and not overbearing.

What do you expect to learn while being at Backblaze?
What the tech industry is like.

Where else have you worked?
The Chairman! Best bao ever.

Where did you go to school?
College of San Mateo.

What’s your dream job?
Being a chef has always interested me. It’s so interesting that we’ve turned food into an art.

Favorite place you’ve traveled?
Japan. Holy crap Japan is cool. Everyone is so polite and the place is so clean. You haven’t had ramen like they serve, I literally couldn’t stop smiling after my first bite. The moment we arrived, I said, “I already miss Japan.”

Favorite hobby?
As much as I like video games, cooking is my favorite. Everyone eats, and it’s a good feeling to make food that people like. Currently trying to figure out how to make brussel sprouts taste better than brussel sprouts.

Of what achievement are you most proud?
Meeting my girlfriend. My life turned around when I met her. She’s taught me a lot of things.

Star Trek or Star Wars?
Star Wars!

Coke or Pepsi?
Good ol’ Cola. I quit drinking soda, though.

Favorite food?
As much as I love eating healthy, there’s nothing like spam.

Why do you like certain things?
Because certain things are either fun or delicious.

Anything else you’d like you’d like to tell us?
If you have any good recipes, I’ll probably cook it. Or try to.

You’re right Matt, certain things are either fun or delicious, like The Chairman’s bao! Welcome aboard!

The post Welcome New Support Tech – Matt! appeared first on Backblaze Blog | Cloud Storage & Cloud Backup.

Needed: Sales Development Representative!

Post Syndicated from Yev original https://www.backblaze.com/blog/needed-sales-development-representative/

At inception, Backblaze was a consumer company. Thousands upon thousands of individuals came to our website and gave us $5/mo to keep their data safe. But, we didn’t sell business solutions. It took us years before we had a sales team. In the last couple of years, we’ve released products that businesses of all sizes love: Backblaze B2 Cloud Storage and Backblaze for Business Computer Backup. Those businesses want to integrate Backblaze into their infrastructure, so it’s time to expand our sales team and hire our first dedicated outbound Sales Development Representative!

Company Description:
Founded in 2007, Backblaze started with a mission to make backup software elegant and provide complete peace of mind. Over the course of almost a decade, we have become a pioneer in robust, scalable low cost cloud backup. Recently, we launched B2 — robust and reliable object storage at just $0.005/gb/mo. Part of our differentiation is being able to offer the lowest price of any of the big players while still being profitable.

We’ve managed to nurture a team oriented culture with amazingly low turnover. We value our people and their families. Don’t forget to check out our “About Us” page to learn more about the people and some of our perks.

We have built a profitable, high growth business. While we love our investors, we have maintained control over the business. That means our corporate goals are simple — grow sustainably and profitably.

Some Backblaze Perks:

  • Competitive healthcare plans
  • Competitive compensation and 401k
  • All employees receive option grants
  • Unlimited vacation days
  • Strong coffee
  • Fully stocked Micro kitchen
  • Catered breakfast and lunches
  • Awesome people who work on awesome projects
  • New Parent Childcare bonus
  • Normal work hours
  • Get to bring your pets into the office
  • San Mateo Office — located near Caltrain and Highways 101 & 280

As our first Sales Development Representative (SDR), we are looking for someone who is organized, has high-energy and strong interpersonal communication skills. The ideal person will have a passion for sales, love to cold call and figure out new ways to get potential customers. Ideally the SDR will have 1-2 years experience working in a fast paced sales environment. We are looking for someone who knows how to manage their time and has top class communication skills. It’s critical that our SDR is able to learn quickly when using new tools.

Additional Responsibilities Include:

  • Generate qualified leads, set up demos and outbound opportunities by phone and email.
  • Work with our account managers to pass qualified leads and track in salesforce.com.
  • Report internally on prospecting performance and identify potential optimizations.
  • Continuously fine tune outbound messaging – both email and cold calls to drive results.
  • Update and leverage salesforce.com and other sales tools to better track business and drive efficiencies.

Qualifications:

  • Bachelor’s degree (B.A.)
  • Minimum of 1-2 years of sales experience.
  • Excellent written and verbal communication skills.
  • Proven ability to work in a fast-paced, dynamic and goal-oriented environment.
  • Maintain a high sense of urgency and entrepreneurial work ethic that is required to drive business outcomes, with exceptional attention to detail.
  • Positive“can do” attitude, passionate and able to show commitment.
  • Fearless yet cordial personality- not afraid to make cold calls and introductions yet personable enough to connect with potential Backblaze customers.
  • Articulate and good listening skills.
  • Ability to set and manage multiple priorities.

What’s it like working with the Sales team?

The Backblaze sales team collaborates. We help each other out by sharing ideas, templates, and our customer’s experiences. When we talk about our accomplishments, there is no “I did this,” only “we.” We are truly a team.

We are honest to each other and our customers and communicate openly. We aim to have fun by embracing crazy ideas and creative solutions. We try to think not outside the box, but with no boxes at all. Customers are the driving force behind the success of the company and we care deeply about their success.

If this all sounds like you:

  1. Send an email to jobscontact@backblaze.com with the position in the subject line.
  2. Tell us a bit about your sales experience.
  3. Include your resume.

The post Needed: Sales Development Representative! appeared first on Backblaze Blog | Cloud Storage & Cloud Backup.

Welcome Lin – Our Newest Support Tech!

Post Syndicated from Yev original https://www.backblaze.com/blog/welcome-lin-newest-support-tech/

As Backblaze continues to grow a couple of our departments need to grow right along with it. One of the quickest-growing departments we have at Backblaze is Customer Support. We do all of our support in-house and the team grows to accommodate our growing customer base! We have a new person joining us in support, Lin! Lets take a moment to learn a bit more about her shall we?

What is your Backblaze Title?
Jr. Support Technician.

Where are you originally from?
Ventura, CA. It’s okay if you haven’t heard of it, it is very, very, small.

What attracted you to Backblaze?
The company culture, the delightful ads on Critical Role, and how immediately genuinely friendly everyone I met was.

Where else have you worked?
I previously did content management at Wish, and an awful lot of temp gigs. I did a few years at a coffee shop in the beginning of college, but my first job ever was a JoAnn’s Fabrics.

Where did you go to school?
San Francisco State University

What’s your dream job?
Magical Girl!

Favorite place you’ve traveled?
Tokyo, but Disneyworld is a real close second.

Favorite hobby?
I spend an awful lot of time playing video games, and possibly even more making silly costumes.

Star Trek or Star Wars?
Truthfully I love both. But I was raised on original series and next generation Trek.

Coke or Pepsi?
Coke … definitely coke.

Favorite food?
Cupcakes. Especially funfetti cupcakes.

Anything else you’d like you’d like to tell us?
I discovered Sailor Moon as a child and it possibly influenced my life way too much. Like many people here I am a huge Disney fan; Anyone who spends longer than a few hours with me will probably tell you I can go on for hours about my cat (but in my defense he’s adorable and fluffy and I have the pictures to prove it).

We keep hiring folks that love Disney! It’s kind of amazing. It’s also nice to have folks in the office that can chat about the latest Critical Role episode! Welcome aboard Lin, we’ll try to get some funfetti stocked for the cupcakes that come in!

The post Welcome Lin – Our Newest Support Tech! appeared first on Backblaze Blog | Cloud Storage & Cloud Backup.

New free online course about building makerspaces

Post Syndicated from Andrew Collins original https://www.raspberrypi.org/blog/futurelearn-course-makerspace/

Helping people to get into making is at the heart of what we do, and so we’ve created a brand-new, free online course to support educators to start their own makerspaces. If you’re interested in the maker movement, then this course is for you! Sign up now and start learning with Build a Makerspace for Young People on FutureLearn.

Building a makerspace – free online learning

Find out how to create and run a makerspace for young people. Look at the pedagogy and approaches behind digital making.

Dive into the maker movement

From planning to execution, this course will cover everything you need to know to set up and lead your very own makerspace. You’ll learn about different approaches to designing makerspace environments, understand the pedagogy that underpins the maker movement, and create your own makerspace action plan. By the end of the course, you will be well versed in makerspace culture, and you’ll have the skills and knowledge to build a successful and thriving makerspace in your community.

Raspberry Pi Makerspace FutureLearn Online Course

Let makerspace experts lead your journey

This new course features five fantastic case studies about real-life makerspace educators. They’ll share their stories of starting a makerspace: what worked, what didn’t, and what’s next on their journey. Hear from Jessica Simons as she describes her experience starting the MCHS Maker Lab, connect with Patrick Ferrell as he details his teaching at the Jocelyn H. Lee Innovation Lab, and learn from Nick Provenzano as he shares his top tips on how to ensure the legacy of your makerspace. These accomplished educators will give you their practical advice and expert insights, helping you learn the best practices of starting a makerspace environment.

Raspberry Pi Makerspace FutureLearn Online Course

Connect with educators worldwide

By taking this course, you’ll also be connecting with talented and like-minded educators from across the globe. This is your opportunity to develop a community of practice while learning from fellow teachers, librarians, and community leaders who are also engaged in the maker movement.

“I like this course and how it progresses from introducing the concept of makerspaces and how they have come to education, all the way through to creating my own action plan to get started.”— Makerspace Educator in Hayward, California USA

Sign up now

The first run of our Build a Makerspace for Young People course starts on 12 March 2018. You can sign up and access all content for four weeks. After that period, we’ll run the course again multiple times throughout the year. Enjoy, and happy making!

The post New free online course about building makerspaces appeared first on Raspberry Pi.

Early Challenges: Making Critical Hires

Post Syndicated from Gleb Budman original https://www.backblaze.com/blog/early-challenges-making-critical-hires/

row of potential employee hires sitting waiting for an interview

In 2009, Google disclosed that they had 400 recruiters on staff working to hire nearly 10,000 people. Someday, that might be your challenge, but most companies in their early days are looking to hire a handful of people — the right people — each year. Assuming you are closer to startup stage than Google stage, let’s look at who you need to hire, when to hire them, where to find them (and how to help them find you), and how to get them to join your company.

Who Should Be Your First Hires

In later stage companies, the roles in the company have been well fleshed out, don’t change often, and each role can be segmented to focus on a specific area. A large company may have an entire department focused on just cubicle layout; at a smaller company you may not have a single person whose actual job encompasses all of facilities. At Backblaze, our CTO has a passion and knack for facilities and mostly led that charge. Also, the needs of a smaller company are quick to change. One of our first hires was a QA person, Sean, who ended up being 100% focused on data center infrastructure. In the early stage, things can shift quite a bit and you need people that are broadly capable, flexible, and most of all willing to pitch in where needed.

That said, there are times you may need an expert. At a previous company we hired Jon, a PhD in Bayesian statistics, because we needed algorithmic analysis for spam fighting. However, even that person was not only able and willing to do the math, but also code, and to not only focus on Bayesian statistics but explore a plethora of spam fighting options.

When To Hire

If you’ve raised a lot of cash and are willing to burn it with mistakes, you can guess at all the roles you might need and start hiring for them. No judgement: that’s a reasonable strategy if you’re cash-rich and time-poor.

If your cash is limited, try to see what you and your team are already doing and then hire people to take those jobs. It may sound counterintuitive, but if you’re already doing it presumably it needs to be done, you have a good sense of the type of skills required to do it, and you can bring someone on-board and get them up to speed quickly. That then frees you up to focus on tasks that can’t be done by someone else. At Backblaze, I ran marketing internally for years before hiring a VP of Marketing, making it easier for me to know what we needed. Once I was hiring, my primary goal was to find someone I could trust to take that role completely off of me so I could focus solely on my CEO duties

Where To Find the Right People

Finding great people is always difficult, particularly when the skillsets you’re looking for are highly in-demand by larger companies with lots of cash and cachet. You, however, have one massive advantage: you need to hire 5 people, not 5,000.

People You Worked With

The absolutely best people to hire are ones you’ve worked with before that you already know are good in a work situation. Consider your last job, the one before, and the one before that. A significant number of the people we recruited at Backblaze came from our previous startup MailFrontier. We knew what they could do and how they would fit into the culture, and they knew us and thus could quickly meld into the environment. If you didn’t have a previous job, consider people you went to school with or perhaps individuals with whom you’ve done projects previously.

People You Know

Hiring friends, family, and others can be risky, but should be considered. Sometimes a friend can be a “great buddy,” but is not able to do the job or isn’t a good fit for the organization. Having to let go of someone who is a friend or family member can be rough. Have the conversation up front with them about that possibility, so you have the ability to stay friends if the position doesn’t work out. Having said that, if you get along with someone as a friend, that’s one critical component of succeeding together at work. At Backblaze we’ve hired a number of people successfully that were friends of someone in the organization.

Friends Of People You Know

Your network is likely larger than you imagine. Your employees, investors, advisors, spouses, friends, and other folks all know people who might be a great fit for you. Make sure they know the roles you’re hiring for and ask them if they know anyone that would fit. Search LinkedIn for the titles you’re looking for and see who comes up; if they’re a 2nd degree connection, ask your connection for an introduction.

People You Know About

Sometimes the person you want isn’t someone anyone knows, but you may have read something they wrote, used a product they’ve built, or seen a video of a presentation they gave. Reach out. You may get a great hire: worst case, you’ll let them know they were appreciated, and make them aware of your organization.

Other Places to Find People

There are a million other places to find people, including job sites, community groups, Facebook/Twitter, GitHub, and more. Consider where the people you’re looking for are likely to congregate online and in person.

A Comment on Diversity

Hiring “People You Know” can often result in “Hiring People Like You” with the same workplace experiences, culture, background, and perceptions. Some studies have shown [1, 2, 3, 4] that homogeneous groups deliver faster, while heterogeneous groups are more creative. Also, “Hiring People Like You” often propagates the lack of women and minorities in tech and leadership positions in general. When looking for people you know, keep an eye to not discount people you know who don’t have the same cultural background as you.

Helping People To Find You

Reaching out proactively to people is the most direct way to find someone, but you want potential hires coming to you as well. To do this, they have to a) be aware of you, b) know you have a role they’re interested in, and c) think they would want to work there. Let’s tackle a) and b) first below.

Your Blog

I started writing our blog before we launched the product and talked about anything I found interesting related to our space. For several years now our team has owned the content on the blog and in 2017 over 1.5 million people read it. Each time we have a position open it’s published to the blog. If someone finds reading about backup and storage interesting, perhaps they’d want to dig in deeper from the inside. Many of the people we’ve recruited have mentioned reading the blog as either how they found us or as a factor in why they wanted to work here.
[BTW, this is Gleb’s 200th post on Backblaze’s blog. The first was in 2008. — Editor]

Your Email List

In addition to the emails our blog subscribers receive, we send regular emails to our customers, partners, and prospects. These are largely focused on content we think is directly useful or interesting for them. However, once every few months we include a small mention that we’re hiring, and the positions we’re looking for. Often a small blurb is all you need to capture people’s imaginations whether they might find the jobs interesting or can think of someone that might fit the bill.

Your Social Involvement

Whether it’s Twitter or Facebook, Hacker News or Slashdot, your potential hires are engaging in various communities. Being socially involved helps make people aware of you, reminds them of you when they’re considering a job, and paints a picture of what working with you and your company would be like. Adam was in a Reddit thread where we were discussing our Storage Pods, and that interaction was ultimately part of the reason he left Apple to come to Backblaze.

Convincing People To Join

Once you’ve found someone or they’ve found you, how do you convince them to join? They may be currently employed, have other offers, or have to relocate. Again, while the biggest companies have a number of advantages, you might have more unique advantages than you realize.

Why Should They Join You

Here are a set of items that you may be able to offer which larger organizations might not:

Role: Consider the strengths of the role. Perhaps it will have broader scope? More visibility at the executive level? No micromanagement? Ability to take risks? Option to create their own role?

Compensation: In addition to salary, will their options potentially be worth more since they’re getting in early? Can they trade-off salary for more options? Do they get option refreshes?

Benefits: In addition to healthcare, food, and 401(k) plans, are there unique benefits of your company? One company I knew took the entire team for a one-month working retreat abroad each year.

Location: Most people prefer to work close to home. If you’re located outside of the San Francisco Bay Area, you might be at a disadvantage for not being in the heart of tech. But if you find employees close to you you’ve got a huge advantage. Sometimes it’s micro; even in the Bay Area the difference of 5 miles can save 20 minutes each way every day. We located the Backblaze headquarters in San Mateo, a middle-ground that made it accessible to those coming from San Jose and San Francisco. We also chose a downtown location near a train, restaurants, and cafes: all to make it easier and more pleasant. Also, are you flexible in letting your employees work remotely? Our systems administrator Elliott is about to embark on a long-term cross-country journey working from an RV.

Environment: Open office, cubicle, cafe, work-from-home? Loud/quiet? Social or focused? 24×7 or work-life balance? Different environments appeal to different people.

Team: Who will they be working with? A company with 100,000 people might have 100 brilliant ones you’d want to work with, but ultimately we work with our core team. Who will your prospective hires be working with?

Market: Some people are passionate about gaming, others biotech, still others food. The market you’re targeting will get different people excited.

Product: Have an amazing product people love? Highlight that. If you’re lucky, your potential hire is already a fan.

Mission: Curing cancer, making people happy, and other company missions inspire people to strive to be part of the journey. Our mission is to make storing data astonishingly easy and low-cost. If you care about data, information, knowledge, and progress, our mission helps drive all of them.

Culture: I left this for last, but believe it’s the most important. What is the culture of your company? Finding people who want to work in the culture of your organization is critical. If they like the culture, they’ll fit and continue it. We’ve worked hard to build a culture that’s collaborative, friendly, supportive, and open; one in which people like coming to work. For example, the five founders started with (and still have) the same compensation and equity. That started a culture of “we’re all in this together.” Build a culture that will attract the people you want, and convey what the culture is.

Writing The Job Description

Most job descriptions focus on the all the requirements the candidate must meet. While important to communicate, the job description should first sell the job. Why would the appropriate candidate want the job? Then share some of the requirements you think are critical. Remember that people read not just what you say but how you say it. Try to write in a way that conveys what it is like to actually be at the company. Ahin, our VP of Marketing, said the job description itself was one of the things that attracted him to the company.

Orchestrating Interviews

Much can be said about interviewing well. I’m just going to say this: make sure that everyone who is interviewing knows that their job is not only to evaluate the candidate, but give them a sense of the culture, and sell them on the company. At Backblaze, we often have one person interview core prospects solely for company/culture fit.

Onboarding

Hiring success shouldn’t be defined by finding and hiring the right person, but instead by the right person being successful and happy within the organization. Ensure someone (usually their manager) provides them guidance on what they should be concentrating on doing during their first day, first week, and thereafter. Giving new employees opportunities and guidance so that they can achieve early wins and feel socially integrated into the company does wonders for bringing people on board smoothly

In Closing

Our Director of Production Systems, Chris, said to me the other day that he looks for companies where he can work on “interesting problems with nice people.” I’m hoping you’ll find your own version of that and find this post useful in looking for your early and critical hires.

Of course, I’d be remiss if I didn’t say, if you know of anyone looking for a place with “interesting problems with nice people,” Backblaze is hiring. 😉

The post Early Challenges: Making Critical Hires appeared first on Backblaze Blog | Cloud Storage & Cloud Backup.

Containers Will Not Fix Your Broken Culture (and Other Hard Truths) (ACMQueue)

Post Syndicated from jake original https://lwn.net/Articles/747020/rss

In ACMQueue magazine, Bridget Kromhout writes about containers and why they are not the solution to every problem. The article is subtitled:
“Complex socio-technical systems are hard;
film at 11.”
Don’t get me wrong—containers are delightful! But let’s be real: we’re unlikely to solve the vast majority of problems in a given organization via the judicious application of kernel features. If you have contention between your ops team and your dev team(s)—and maybe they’re all facing off with some ill-considered DevOps silo inexplicably stuck between them—then cgroups and namespaces won’t have a prayer of solving that.

Development teams love the idea of shipping their dependencies bundled with their apps, imagining limitless portability. Someone in security is weeping for the unpatched CVEs, but feature velocity is so desirable that security’s pleas go unheard. Platform operators are happy (well, less surly) knowing they can upgrade the underlying infrastructure without affecting the dependencies for any applications, until they realize the heavyweight app containers shipping a full operating system aren’t being maintained at all.”

Server vs Endpoint Backup — Which is Best?

Post Syndicated from Roderick Bauer original https://www.backblaze.com/blog/endpoint-backup-for-distributed-computing/

server and computer backup to the cloud

How common are these statements in your organization?

  • I know I saved that file. The application must have put it somewhere outside of my documents folder.” — Mike in Marketing
  • I was on the road and couldn’t get a reliable VPN connection. I guess that’s why my laptop wasn’t backed up.” — Sally in Sales
  • I try to follow file policies, but I had a deadline this week and didn’t have time to copy my files to the server.” — Felicia in Finance
  • I just did a commit of my code changes and that was when the coffee mug was knocked over onto the laptop.” — Erin in Engineering
  • If you need a file restored from backup, contact the help desk at [email protected] The IT department will get back to you.” — XYZ corporate intranet
  • Why don’t employees save files on the network drive like they’re supposed to?” — Isaac in IT

If these statements are familiar, most likely you rely on file server backups to safeguard your valuable endpoint data.

The problem is, the workplace has changed. Where server backups might have fit how offices worked at one time in the past, relying solely on server backups today means you could be missing valuable endpoint data from your backups. On top of that, you likely are unnecessarily expending valuable user and IT time in attempting to secure and restore endpoint data.

Times Have Changed, and so have Effective Enterprise Backup Strategies

The ways we use computers and handle files today are vastly different from just five or ten years ago. Employees are mobile, and we no longer are limited to monolithic PC and Mac-based office suites. Cloud applications are everywhere. Company-mandated network drive policies are difficult to enforce as office practices change, devices proliferate, and organizational culture evolves. Besides, your IT staff has other things to do than babysit your employees to make sure they follow your organization’s policies for managing files.

Server Backup has its Place, but Does it Support How People Work Today?

Many organizations still rely on server backup. If your organization works primarily in centralized offices with all endpoints — likely desktops — connected directly to your network, and you maintain tight control of how employees manage their files, it still might work for you.

Your IT department probably has set network drive policies that require employees to save files in standard places that are regularly backed up to your file server. Turns out, though, that even standard applications don’t always save files where IT would like them to be. They could be in a directory or folder that’s not regularly backed up.

As employees have become more mobile, they have adopted practices that enable them to access files from different places, but these practices might not fit in with your organization’s server policies. An employee saving a file to Dropbox might be planning to copy it to an “official” location later, but whether that ever happens could be doubtful. Often people don’t realize until it’s too late that accidentally deleting a file in one sync service directory means that all copies in all locations — even the cloud — are also deleted.

Employees are under increasing demands to produce, which means that network drive policies aren’t always followed; time constraints and deadlines can cause best practices to go out the window. Users will attempt to comply with policies as best they can — and you might get 70% or even 75% effective compliance — but getting even to that level requires training, monitoring, and repeatedly reminding employees of policies they need to follow — none of which leads to a good work environment.

Even if you get to 75% compliance with network file policies, what happens if the critical file needed to close out an end-of-year financial summary isn’t one of the files backed up? The effort required for IT to get from 70% to 80% or 90% of an endpoint’s files effectively backed up could require multiple hours from your IT department, and you still might not have backed up the one critical file you need later.

Your Organization Operates on its Data — And Today That Data Exists in Multiple Locations

Users are no longer tied to one endpoint, and may use different computers in the office, at home, or traveling. The greater the number of endpoints used, the greater the chance of an accidental or malicious device loss or data corruption. The loss of the Sales VP’s laptop at the airport on her way back from meeting with major customers can affect an entire organization and require weeks to resolve.

Even with the best intentions and efforts, following policies when out of the office can be difficult or impossible. Connecting to your private network when remote most likely requires a VPN, and VPN connectivity can be challenging from the lobby Wi-Fi at the Radisson. Server restores require time from the IT staff, which can mean taking resources away from other IT priorities and a growing backlog of requests from users to need their files as soon as possible. When users are dependent on IT to get back files critical to their work, employee productivity and often deadlines are affected.

Managing Finite Server Storage Is an Ongoing Challenge

Network drive backup usually requires on-premises data storage for endpoint backups. Since it is a finite resource, allocating that storage is another burden on your IT staff. To make sure that storage isn’t exceeded, IT departments often ration storage by department and/or user — another oversight duty for IT, and even more choices required by your IT department and department heads who have to decide which files to prioritize for backing up.

Adding Backblaze Endpoint Backup Improves Business Continuity and Productivity

Having an endpoint backup strategy in place can mitigate these problems and improve user productivity, as well. A good endpoint backup service, such as Backblaze Cloud Backup, will ensure that all devices are backed up securely, automatically, without requiring any action by the user or by your IT department.

For 99% of users, no configuration is required for Backblaze Backup. Everything on the endpoint is encrypted and securely backed up to the cloud, including program configuration files and files outside of standard document folders. Even temp files are backed up, which can prove invaluable when recovering a file after a crash or other program interruption. Cloud storage is unlimited with Backblaze Backup, so there are no worries about running out of storage or rationing file backups.

The Backblaze client can be silently and remotely installed to both Macintosh and Windows clients with no user interaction. And, with Backblaze Groups, your IT staff has complete visibility into when files were last backed up. IT staff can recover any backed up file, folder, or entire computer from the admin panel, and even give file restore capability to the user, if desired, which reduces dependency on IT and time spent waiting for restores.

With over 500 petabytes of customer data stored and one million files restored every hour of every day by Backblaze customers, you know that Backblaze Backup works for its users.

You Need Data Security That Matches the Way People Work Today

Both file server and endpoint backup have their places in an organization’s data security plan, but their use and value differ. If you already are using file server backup, adding endpoint backup will make a valuable contribution to your organization by reducing workload, improving productivity, and increasing confidence that all critical files are backed up.

By guaranteeing fast and automatic backup of all endpoint data, and matching the current way organizations and people work with data, Backblaze Backup will enable you to effectively and affordably meet the data security demands of your organization.

The post Server vs Endpoint Backup — Which is Best? appeared first on Backblaze Blog | Cloud Storage & Cloud Backup.

All-In on Unlimited Backup

Post Syndicated from Gleb Budman original https://www.backblaze.com/blog/all-in-on-unlimited-backup/

chips on computer with cloud backup

The cloud backup industry has seen its share of tumultuousness. BitCasa, Dell DataSafe, Xdrive, and a dozen others have closed up shop. Mozy, Amazon, and Microsoft offered, but later canceled, their unlimited offerings. Recently, CrashPlan for Home customers were notified that their service was being end-of-lifed. Then today we’ve heard from Carbonite customers who are frustrated by this morning’s announcement of a price increase from Carbonite.

We believe that the fundamental goal of a cloud backup is having peace-of-mind: knowing your data — all of it — is safe. For over 10 years Backblaze has been providing that peace-of-mind by offering completely unlimited cloud backup to our customers. And we continue to be committed to that. Knowing that your cloud backup vendor is not going to disappear or fundamentally change their service is an essential element in achieving that peace-of-mind.

Committed to Unlimited Backup

When Mozy discontinued their unlimited backup on Jan 31, 2011, a lot of people asked, “Does this mean Backblaze will discontinue theirs as well?” At that time I wrote the blog post Backblaze is committed to unlimited backup. That was seven years ago. Since then we’ve continued to make Backblaze cloud backup better: dramatically speeding up backups and restores, offering the unique and very popular Restore Return Refund program, enabling direct access and sharing of any file in your backup, and more. We also introduced Backblaze Groups to enable businesses and families to manage backups — all at no additional cost.

How That’s Possible

I’d like to answer the question of “How have you been able to do this when others haven’t?

First, commitment. It’s not impossible to offer unlimited cloud backup, but it’s not easy. The Backblaze team has been committed to unlimited as a core tenet.

Second, we have pursued the technical, business, and cultural steps required to make it happen. We’ve designed our own servers, written our cloud storage software, run our own operations, and been continually focused on every place we could optimize a penny out of the cost of storage. We’ve built a culture at Backblaze that cares deeply about that.

Ensuring Peace-of-Mind

Price increases and plan changes happen in our industry, but Backblaze has consistently been the low price leader, and continues to stand by the foundational element of our service — truly unlimited backup storage. Carbonite just announced a price increase from $60 to $72/year, and while that’s not an astronomical increase, it’s important to keep in mind the service that they are providing at that rate. The basic Carbonite plan provides a service that doesn’t back up videos or external hard drives by default. We think that’s dangerous. No one wants to discover that their videos weren’t backed up after their computer dies, or have to worry about the safety and durability of their data. That is why we have continued to build on our foundation of unlimited, as well as making our service faster and more accessible. All of these serve the goal of ensuring peace-of-mind for our customers.

3 Months Free For You & A Friend

As part of our commitment to unlimited, refer your friends to receive three months of Backblaze service through March 15, 2018. When you Refer-a-Friend with your personal referral link, and they subscribe, both of you will receive three months of service added to your account. See promotion details on our Refer-a-Friend page.

Want A Reminder When Your Carbonite Subscription Runs Out?

If you’re considering switching from Carbonite, we’d love to be your new backup provider. Enter your email and the date you’d like to be reminded in the form below and you’ll get a friendly reminder email from us to start a new backup plan with Backblaze. Or, you could start a free trial today.

We think you’ll be glad you switched, and you’ll have a chance to experience some of that Backblaze peace-of-mind for your data.

Please Send Me a Reminder When I Need a New Backup Provider



 

The post All-In on Unlimited Backup appeared first on Backblaze Blog | Cloud Storage & Cloud Backup.

Progressing from tech to leadership

Post Syndicated from Michal Zalewski original http://lcamtuf.blogspot.com/2018/02/on-leadership.html

I’ve been a technical person all my life. I started doing vulnerability research in the late 1990s – and even today, when I’m not fiddling with CNC-machined robots or making furniture, I’m probably clobbering together a fuzzer or writing a book about browser protocols and APIs. In other words, I’m a geek at heart.

My career is a different story. Over the past two decades and a change, I went from writing CGI scripts and setting up WAN routers for a chain of shopping malls, to doing pentests for institutional customers, to designing a series of network monitoring platforms and handling incident response for a big telco, to building and running the product security org for one of the largest companies in the world. It’s been an interesting ride – and now that I’m on the hook for the well-being of about 100 folks across more than a dozen subteams around the world, I’ve been thinking a bit about the lessons learned along the way.

Of course, I’m a bit hesitant to write such a post: sometimes, your efforts pan out not because of your approach, but despite it – and it’s possible to draw precisely the wrong conclusions from such anecdotes. Still, I’m very proud of the culture we’ve created and the caliber of folks working on our team. It happened through the work of quite a few talented tech leads and managers even before my time, but it did not happen by accident – so I figured that my observations may be useful for some, as long as they are taken with a grain of salt.

But first, let me start on a somewhat somber note: what nobody tells you is that one’s level on the leadership ladder tends to be inversely correlated with several measures of happiness. The reason is fairly simple: as you get more senior, a growing number of people will come to you expecting you to solve increasingly fuzzy and challenging problems – and you will no longer be patted on the back for doing so. This should not scare you away from such opportunities, but it definitely calls for a particular mindset: your motivation must come from within. Look beyond the fight-of-the-day; find satisfaction in seeing how far your teams have come over the years.

With that out of the way, here’s a collection of notes, loosely organized into three major themes.

The curse of a techie leader

Perhaps the most interesting observation I have is that for a person coming from a technical background, building a healthy team is first and foremost about the subtle art of letting go.

There is a natural urge to stay involved in any project you’ve started or helped improve; after all, it’s your baby: you’re familiar with all the nuts and bolts, and nobody else can do this job as well as you. But as your sphere of influence grows, this becomes a choke point: there are only so many things you could be doing at once. Just as importantly, the project-hoarding behavior robs more junior folks of the ability to take on new responsibilities and bring their own ideas to life. In other words, when done properly, delegation is not just about freeing up your plate; it’s also about empowerment and about signalling trust.

Of course, when you hand your project over to somebody else, the new owner will initially be slower and more clumsy than you; but if you pick the new leads wisely, give them the right tools and the right incentives, and don’t make them deathly afraid of messing up, they will soon excel at their new jobs – and be grateful for the opportunity.

A related affliction of many accomplished techies is the conviction that they know the answers to every question even tangentially related to their domain of expertise; that belief is coupled with a burning desire to have the last word in every debate. When practiced in moderation, this behavior is fine among peers – but for a leader, one of the most important skills to learn is knowing when to keep your mouth shut: people learn a lot better by experimenting and making small mistakes than by being schooled by their boss, and they often try to read into your passing remarks. Don’t run an authoritarian camp focused on total risk aversion or perfectly efficient resource management; just set reasonable boundaries and exit conditions for experiments so that they don’t spiral out of control – and be amazed by the results every now and then.

Death by planning

When nothing is on fire, it’s easy to get preoccupied with maintaining the status quo. If your current headcount or budget request lists all the same projects as last year’s, or if you ever find yourself ending an argument by deferring to a policy or a process document, it’s probably a sign that you’re getting complacent. In security, complacency usually ends in tears – and when it doesn’t, it leads to burnout or boredom.

In my experience, your goal should be to develop a cadre of managers or tech leads capable of coming up with clever ideas, prioritizing them among themselves, and seeing them to completion without your day-to-day involvement. In your spare time, make it your mission to challenge them to stay ahead of the curve. Ask your vendor security lead how they’d streamline their work if they had a 40% jump in the number of vendors but no extra headcount; ask your product security folks what’s the second line of defense or containment should your primary defenses fail. Help them get good ideas off the ground; set some mental success and failure criteria to be able to cut your losses if something does not pan out.

Of course, malfunctions happen even in the best-run teams; to spot trouble early on, instead of overzealous project tracking, I found it useful to encourage folks to run a data-driven org. I’d usually ask them to imagine that a brand new VP shows up in our office and, as his first order of business, asks “why do you have so many people here and how do I know they are doing the right things?”. Not everything in security can be quantified, but hard data can validate many of your assumptions – and will alert you to unseen issues early on.

When focusing on data, it’s important not to treat pie charts and spreadsheets as an art unto itself; if you run a security review process for your company, your CSAT scores are going to reach 100% if you just rubberstamp every launch request within ten minutes of receiving it. Make sure you’re asking the right questions; instead of “how satisfied are you with our process”, try “is your product better as a consequence of talking to us?”

Whenever things are not progressing as expected, it is a natural instinct to fall back to micromanagement, but it seldom truly cures the ill. It’s probable that your team disagrees with your vision or its feasibility – and that you’re either not listening to their feedback, or they don’t think you’d care. It’s good to assume that most of your employees are as smart or smarter than you; barking your orders at them more loudly or more frequently does not lead anyplace good. It’s good to listen to them and either present new facts or work with them on a plan you can all get behind.

In some circumstances, all that’s needed is honesty about the business trade-offs, so that your team feels like your “partner in crime”, not a victim of circumstance. For example, we’d tell our folks that by not falling behind on basic, unglamorous work, we earn the trust of our VPs and SVPs – and that this translates into the independence and the resources we need to pursue more ambitious ideas without being told what to do; it’s how we game the system, so to speak. Oh: leading by example is a pretty powerful tool at your disposal, too.

The human factor

I’ve come to appreciate that hiring decent folks who can get along with others is far more important than trying to recruit conference-circuit superstars. In fact, hiring superstars is a decidedly hit-and-miss affair: while certainly not a rule, there is a proportion of folks who put the maintenance of their celebrity status ahead of job responsibilities or the well-being of their peers.

For teams, one of the most powerful demotivators is a sense of unfairness and disempowerment. This is where tech-originating leaders can shine, because their teams usually feel that their bosses understand and can evaluate the merits of the work. But it also means you need to be decisive and actually solve problems for them, rather than just letting them vent. You will need to make unpopular decisions every now and then; in such cases, I think it’s important to move quickly, rather than prolonging the uncertainty – but it’s also important to sincerely listen to concerns, explain your reasoning, and be frank about the risks and trade-offs.

Whenever you see a clash of personalities on your team, you probably need to respond swiftly and decisively; being right should not justify being a bully. If you don’t react to repeated scuffles, your best people will probably start looking for other opportunities: it’s draining to put up with constant pie fights, no matter if the pies are thrown straight at you or if you just need to duck one every now and then.

More broadly, personality differences seem to be a much better predictor of conflict than any technical aspects underpinning a debate. As a boss, you need to identify such differences early on and come up with creative solutions. Sometimes, all you need is taking some badly-delivered but valid feedback and having a conversation with the other person, asking some questions that can help them reach the same conclusions without feeling that their worldview is under attack. Other times, the only path forward is making sure that some folks simply don’t run into each for a while.

Finally, dealing with low performers is a notoriously hard but important part of the game. Especially within large companies, there is always the temptation to just let it slide: sideline a struggling person and wait for them to either get over their issues or leave. But this sends an awful message to the rest of the team; for better or worse, fairness is important to most. Simply firing the low performers is seldom the best solution, though; successful recovery cases are what sets great managers apart from the average ones.

Oh, one more thought: people in leadership roles have their allegiance divided between the company and the people who depend on them. The obligation to the company is more formal, but the impact you have on your team is longer-lasting and more intimate. When the obligations to the employer and to your team collide in some way, make sure you can make the right call; it might be one of the the most consequential decisions you’ll ever make.

SUPER game night 3: GAMES MADE QUICK??? 2.0

Post Syndicated from Eevee original https://eev.ee/blog/2018/01/23/super-game-night-3-games-made-quick-2-0/

Game night continues with a smorgasbord of games from my recent game jam, GAMES MADE QUICK??? 2.0!

The idea was to make a game in only a week while watching AGDQ, as an alternative to doing absolutely nothing for a week while watching AGDQ. (I didn’t submit a game myself; I was chugging along on my Anise game, which isn’t finished yet.)

I can’t very well run a game jam and not play any of the games, so here’s some of them in no particular order! Enjoy!

These are impressions, not reviews. I try to avoid major/ending spoilers, but big plot points do tend to leave impressions.

Weather Quest, by timlmul

short · rpg · jan 2017 · (lin)/mac/win · free on itch · jam entry

Weather Quest is its author’s first shipped game, written completely from scratch (the only vendored code is a micro OO base). It’s very short, but as someone who has also written LÖVE games completely from scratch, I can attest that producing something this game-like in a week is a fucking miracle. Bravo!

For reference, a week into my first foray, I think I was probably still writing my own Tiled importer like an idiot.

Only Mac and Windows builds are on itch, but it’s a LÖVE game, so Linux folks can just grab a zip from GitHub and throw that at love.

FINAL SCORE: ⛅☔☀

Pancake Numbers Simulator, by AnorakThePrimordial

short · sim · jan 2017 · lin/mac/win · free on itch · jam entry

Given a stack of N pancakes (of all different sizes and in no particular order), the Nth pancake number is the most flips you could possibly need to sort the pancakes in order with the smallest on top. A “flip” is sticking a spatula under one of the pancakes and flipping the whole sub-stack over. There’s, ah, a video embedded on the game page with some visuals.

Anyway, this game lets you simulate sorting a stack via pancake flipping, which is surprisingly satisfying! I enjoy cleaning up little simulated messes, such as… incorrectly-sorted pancakes, I guess?

This probably doesn’t work too well as a simulator for solving the general problem — you’d have to find an optimal solution for every permutation of N pancakes to be sure you were right. But it’s a nice interactive illustration of the problem, and if you know the pancake number for your stack size of choice (which I wish the game told you — for seven pancakes, it’s 8), then trying to restore a stack in that many moves makes for a nice quick puzzle.

FINAL SCORE: \(\frac{18}{11}\)

Framed Animals, by chridd

short · metroidvania · jan 2017 · web/win · free on itch · jam entry

The concept here was to kill the frames, save the animals, which is a delightfully literal riff on a long-running AGDQ/SGDQ donation incentive — people vote with their dollars to decide whether Super Metroid speedrunners go out of their way to free the critters who show you how to walljump and shinespark. Super Metroid didn’t have a showing at this year’s AGDQ, and so we have this game instead.

It’s rough, but clever, and I got really into it pretty quickly — each animal you save gives you a new ability (in true Metroid style), and you get to test that ability out by playing as the animal, with only that ability and no others, to get yourself back to the most recent save point.

I did, tragically, manage to get myself stuck near what I think was about to be the end of the game, so some of the animals will remain framed forever. What an unsatisfying conclusion.

Gravity feels a little high given the size of the screen, and like most tile-less platformers, there’s not really any way to gauge how high or long your jump is before you leap. But I’m only even nitpicking because I think this is a great idea and I hope the author really does keep working on it.

FINAL SCORE: $136,596.69

Battle 4 Glory, by Storyteller Games

short · fighter · jan 2017 · win · free on itch · jam entry

This is a Smash Bros-style brawler, complete with the four players, the 2D play area in a 3D world, and the random stage obstacles showing up. I do like the Smash style, despite not otherwise being a fan of fighting games, so it’s nice to see another game chase that aesthetic.

Alas, that’s about as far as it got — which is pretty far for a week of work! I don’t know what more to say, though. The environments are neat, but unless I’m missing something, the only actions at your disposal are jumping and very weak melee attacks. I did have a good few minutes of fun fruitlessly mashing myself against the bumbling bots, as you can see.

FINAL SCORE: 300%

Icnaluferu Guild, Year Sixteen, by CHz

short · adventure · jan 2017 · web · free on itch · jam entry

Here we have the first of several games made with bitsy, a micro game making tool that basically only supports walking around, talking to people, and picking up items.

I tell you this because I think half of my appreciation for this game is in the ways it wriggled against those limits to emulate a Zelda-like dungeon crawler. Everything in here is totally fake, and you can’t really understand just how fake unless you’ve tried to make something complicated with bitsy.

It’s pretty good. The dialogue is entertaining (the rest of your party develops distinct personalities solely through oneliners, somehow), the riffs on standard dungeon fare are charming, and the Link’s Awakening-esque perspective walls around the edges of each room are fucking glorious.

FINAL SCORE: 2 bits

The Lonely Tapes, by JTHomeslice

short · rpg · jan 2017 · web · free on itch · jam entry

Another bitsy entry, this one sees you play as a Wal— sorry, a JogDawg, which has lost its cassette tapes and needs to go recover them!

(A cassette tape is like a VHS, but for music.)

(A VHS is—)

I have the sneaking suspicion that I missed out on some musical in-jokes, due to being uncultured swine. I still enjoyed the game — it’s always clear when someone is passionate about the thing they’re writing about, and I could tell I was awash in that aura even if some of it went over my head. You know you’ve done good if someone from way outside your sphere shows up and still has a good time.

FINAL SCORE: Nine… Inch Nails? They’re a band, right? God I don’t know write your own damn joke

Pirate Kitty-Quest, by TheKoolestKid

short · adventure · jan 2017 · win · free on itch · jam entry

I completely forgot I’d even given “my birthday” and “my cat” as mostly-joking jam themes until I stumbled upon this incredible gem. I don’t think — let me just check here and — yeah no this person doesn’t even follow me on Twitter. I have no idea who they are?

BUT THEY MADE A GAME ABOUT ANISE AS A PIRATE, LOOKING FOR TREASURE

PIRATE. ANISE

PIRATE ANISE!!!

This game wins the jam, hands down. 🏆

FINAL SCORE: Yarr, eight pieces o’ eight

CHIPS Mario, by NovaSquirrel

short · platformer · jan 2017 · (lin/mac)/win · free on itch · jam entry

You see this? This is fucking witchcraft.

This game is made with MegaZeux. MegaZeux games look like THIS. Text-mode, bound to a grid, with two colors per cell. That’s all you get.

Until now, apparently?? The game is a tech demo of “unbound” sprites, which can be drawn on top of the character grid without being aligned to it. And apparently have looser color restrictions.

The collision is a little glitchy, which isn’t surprising for a MegaZeux platformer; I had some fun interactions with platforms a couple times. But hey, goddamn, it’s free-moving Mario, in MegaZeux, what the hell.

(I’m looking at the most recently added games on DigitalMZX now, and I notice that not only is this game in the first slot, but NovaSquirrel’s MegaZeux entry for Strawberry Jam last February is still in the seventh slot. RIP, MegaZeux. I’m surprised a major feature like this was even added if the community has largely evaporated?)

FINAL SCORE: n/a, disqualified for being probably summoned from the depths of Hell

d!¢< pic, by 573 Games

short · story · jan 2017 · web · free on itch · jam entry

This is a short story about not sending dick pics. It’s very short, so I can’t say much without spoiling it, but: you are generally prompted to either text something reasonable, or send a dick pic. You should not send a dick pic.

It’s a fascinating artifact, not because of the work itself, but because it’s so terse that I genuinely can’t tell what the author was even going for. And this is the kind of subject where the author was, surely, going for something. Right? But was it genuinely intended to be educational, or was it tongue-in-cheek about how some dudes still don’t get it? Or is it side-eying the player who clicks the obviously wrong option just for kicks, which is the same reason people do it for real? Or is it commentary on how “send a dick pic” is a literal option for every response in a real conversation, too, and it’s not that hard to just not do it — unless you are one of the kinds of people who just feels a compulsion to try everything, anything, just because you can? Or is it just a quick Twine and I am way too deep in this? God, just play the thing, it’s shorter than this paragraph.

I’m also left wondering when it is appropriate to send a dick pic. Presumably there is a correct time? Hopefully the author will enter Strawberry Jam 2 to expound upon this.

FINAL SCORE: 3½” 😉

Marble maze, by Shtille

short · arcade · jan 2017 · win · free on itch · jam entry

Ah, hm. So this is a maze navigated by rolling a marble around. You use WASD to move the marble, and you can also turn the camera with the arrow keys.

The trouble is… the marble’s movement is always relative to the world, not the camera. That means if you turn the camera 30° and then try to move the marble, it’ll move at a 30° angle from your point of view.

That makes navigating a maze, er, difficult.

Camera-relative movement is the kind of thing I take so much for granted that I wouldn’t even think to do otherwise, and I think it’s valuable to look at surprising choices that violate fundamental conventions, so I’m trying to take this as a nudge out of my comfort zone. What could you design in an interesting way that used world-relative movement? Probably not the player, but maybe something else in the world, as long as you had strong landmarks? Hmm.

FINAL SCORE: ᘔ

Refactor: flight, by fluffy

short · arcade · jan 2017 · lin/mac/win · free on itch · jam entry

Refactor is a game album, which is rather a lot what it sounds like, and Flight is one of the tracks. Which makes this a single, I suppose.

It’s one of those games where you move down an oddly-shaped tunnel trying not to hit the walls, but with some cute twists. Coins and gems hop up from the bottom of the screen in time with the music, and collecting them gives you points. Hitting a wall costs you some points and kills your momentum, but I don’t think outright losing is possible, which is great for me!

Also, the monk cycles through several animal faces. I don’t know why, and it’s very good. One of those odd but memorable details that sits squarely on the intersection of abstract, mysterious, and a bit weird, and refuses to budge from that spot.

The music is great too? Really chill all around.

FINAL SCORE: 🎵🎵🎵🎵

The Adventures of Klyde

short · adventure · jan 2017 · web · free on itch · jam entry

Another bitsy game, this one starring a pig (humorously symbolized by a giant pig nose with ears) who must collect fruit and solve some puzzles.

This is charmingly nostalgic for me — it reminds me of some standard fare in engines like MegaZeux, where the obvious things to do when presented with tiles and pickups were to make mazes. I don’t mean that in a bad way; the maze is the fundamental environmental obstacle.

A couple places in here felt like invisible teleport mazes I had to brute-force, but I might have been missing a hint somewhere. I did make it through with only a little trouble, but alas — I stepped in a bad warp somewhere and got sent to the upper left corner of the starting screen, which is surrounded by walls. So Klyde’s new life is being trapped eternally in a nowhere space.

FINAL SCORE: 19/20 apples

And more

That was only a third of the games, and I don’t think even half of the ones I’ve played. I’ll have to do a second post covering the rest of them? Maybe a third?

Or maybe this is a ludicrous format for commenting on several dozen games and I should try to narrow it down to the ones that resonated the most for Strawberry Jam 2? Maybe??

Game night 2: Detention, Viatoree, Paletta

Post Syndicated from Eevee original https://eev.ee/blog/2018/01/16/game-night-2-detention-viatoree-paletta/

Game night continues with:

  • Detention
  • Viatoree
  • Paletta

These are impressions, not reviews. I try to avoid major/ending spoilers, but big plot points do tend to leave impressions.

Detention

longish · inventory horror · jan 2017 · lin/mac/win · $12 on steam · website

Inventory horror” is a hell of a genre.

I think this one came from a Twitter thread where glip asked for indie horror recommendations. It’s apparently well-known enough to have a Wikipedia article, but I hadn’t heard of it before.

I love love love the aesthetic here. It’s obviously 2Dish from a side view (though there’s plenty of parallax in a lot of places), and it’s all done with… papercraft? I think of it as papercraft. Everything is built out of painted chunks that look like they were cut out of paper. It’s most obvious when watching the protagonist move around; her legs and skirt swivel as she walks.

Less obvious are the occasional places where tiny details repeat in the background because a paper cutout was reused. I don’t bring that up as a dig on the art; on the contrary, I really liked noticing that once or twice. It made the world feel like it was made with a tileset (albeit with very large chunky tiles), like it’s slightly artificial. I’m used to seeing sidescrollers made from tiles, of course, but the tiles are usually colorful and cartoony pixel art; big gritty full-color tiles are unusual and eerie.

And that’s a good thing in a horror game! Detention’s setting is already slightly unreal, and it’s made all the moreso by my Western perspective: it takes place in a Taiwanese school in the 60’s, a time when Taiwan was apparently under martial law. The Steam page tells you this, but I didn’t even know that much when we started playing, so I’d effectively been dropped somewhere on the globe and left to collect the details myself. Even figuring out we were in Taiwan (rather than mainland China) felt like an insight.

Thinking back, it was kind of a breath of fresh air. Games can be pretty heavy-handed about explaining the setting, but I never got that feeling from Detention. There’s more than enough context to get what’s going on, but there are no “stop and look at the camera while monologuing some exposition” moments. The developers are based in Taiwan, so it’s possible the setting is plenty familiar to them, and my perception of it is a complete accident. Either way, it certainly made an impact. Death of the author and whatnot, I suppose.

One thing in particular that stood out: none of the Chinese text in the environment is directly translated. The protagonist’s thoughts still give away what it says — “this is the nurse’s office” and the like — but that struck me as pretty different from simply repeating the text in English as though I were reading a sign in an RPG. The text is there, perfectly legible, but I can’t read it; I can only ask the protagonist to read it and offer her thoughts. It drives home that I’m experiencing the world through the eyes of the protagonist, who is their own person with their own impression of everything. Again, this is largely an emergent property of the game’s being designed in a culture that is not mine, but I’m left wondering how much thought went into this style of localization.

The game itself sees you wandering through a dark and twisted version of the protagonist’s school, collecting items and solving puzzles with them. There’s no direct combat, though some places feature a couple varieties of spirits called lingered which you have to carefully avoid. As the game progresses, the world starts to break down, alternating between increasingly abstract and increasingly concrete as we find out who the protagonist is and why she’s here.

The payoff is very personal and left a lasting impression… though as I look at the Wikipedia page now, it looks like the ending we got was the non-canon bad ending?! Well, hell. The bad ending is still great, then.

The whole game has a huge Silent Hill vibe, only without the combat and fog. Frankly, the genre might work better without combat; personal demons are more intimidating and meaningful when you can’t literally shoot them with a gun until they’re dead.

FINAL SCORE: 拾

Viatoree

short · platformer · sep 2013 · win · free on itch

I found this because @itchio tweeted about it, and the phrase “atmospheric platform exploration game” is the second most beautiful sequence of words in the English language.

The first paragraph on the itch.io page tells you the setup. That paragraph also contains more text than the entire game. In short: there are five things, and you need to find them. You can walk, jump, and extend your arms straight up to lift yourself to the ceiling. That’s it. No enemies, no shooting, no NPCs (more or less).

The result is, indeed, an atmospheric platform exploration game. The foreground is entirely 1-bit pixel art, save for the occasional white pixel to indicate someone’s eyes, and the background is only a few shades of the same purple hue. The game becomes less about playing and more about just looking at the environmental detail, appreciating how much texture the game manages to squeeze out of chunky colorless pixels. The world is still alive, too, much moreso than most platformers; tiny critters appear here and there, doing some wandering of their own, completely oblivious to you.

The game is really short, but it… just… makes me happy. I’m happy that this can exist, that not only is it okay for someone to make a very compact and short game, but that the result can still resonate with me. Not everything needs to be a sprawling epic or ask me to dedicate hours of time. It takes a few tiny ideas, runs with them, does what it came to do, and ends there. I love games like this.

That sounds silly to write out, but it’s been hard to get into my head! I do like experimenting, but I also feel compelled to reach for the grandiose, and grandiose experiment sounds more like mad science than creative exploration. For whatever reason, Viatoree convinced me that it’s okay to do a small thing, in a way that no other jam game has. It was probably the catalyst that led me to make Roguelike Simulator, and I thank it for that.

Unfortunately, we collected four of the five macguffins before hitting upon on a puzzle we couldn’t make heads or tails of. After about ten minutes of fruitless searching, I decided to abandon this one unfinished, rather than bore my couch partner to tears. Maybe I’ll go take another stab at it after I post this.

FINAL SCORE: ●●●●○

Paletta

medium · puzzle story · nov 2017 · win · free on itch

Paletta, another RPG Maker work, won second place in the month-long Indie Game Maker Contest 2017. Nice! Apparently MOOP came in fourth in the same jam; also nice! I guess that’s why both of them ended up on the itch front page.

The game is set in a world drained of color, and you have to go restore it. Each land contains one lost color, and each color gives you a corresponding spell, which is generally used for some light puzzle-solving in further lands. It’s a very cute and light-hearted game, and it actually does an impressive job of obscuring its RPG Maker roots.

The world feels a little small to me, despite having fairly spacious maps. The progression is pretty linear: you enter one land, talk to a small handful of NPCs, solve the one puzzle, get the color, and move on. I think all the areas were continuously connected, too, which may have thrown me off a bit — these areas are described as though they were vast regions, but they’re all a hundred feet wide and nestled right next to each other.

I love playing with color as a concept, and I wish the game had run further with it somehow. Rescuing a color does add some color back to the world, but at times it seemed like the color that reappeared was somewhat arbitrary? It’s not like you rescue green and now all the green is back. Thinking back on it now, I wonder if each rescued color actually changed a fixed set of sprites from gray to colorized? But it’s been a month (oops) and now I’m not sure.

I’m not trying to pick on the authors for the brevity of their jam game and also first game they’ve ever finished. I enjoyed playing it and found it plenty charming! It just happens that this time, what left the biggest impression on me was a nebulous feeling that something was missing. I think that’s still plenty important to ponder.

FINAL SCORE: ❤️💛💚💙💜