Earlier this year on 3 and 4 March, communities around the world held Raspberry Jam events to celebrate Raspberry Pi’s sixth birthday. We sent out special birthday kits to participating Jams — it was amazing to know the kits would end up in the hands of people in parts of the world very far from Raspberry Pi HQ in Cambridge, UK.
The Raspberry Jam Camer team: Damien Doumer, Eyong Etta, Loïc Dessap and Lionel Sichom, aka Lionel Tellem
Preparing for the #PiParty
One birthday kit went to Yaoundé, the capital of Cameroon. There, a team of four students in their twenties — Lionel Sichom (aka Lionel Tellem), Eyong Etta, Loïc Dessap, and Damien Doumer — were organising Yaoundé’s first Jam, called Raspberry Jam Camer, as part of the Raspberry Jam Big Birthday Weekend. The team knew one another through their shared interests and skills in electronics, robotics, and programming. Damien explains in his blog post about the Jam that they planned ahead for several activities for the Jam based on their own projects, so they could be confident of having a few things that would definitely be successful for attendees to do and see.
Show-and-tell at Raspberry Jam Cameroon
Loïc presented a Raspberry Pi–based, Android app–controlled robot arm that he had built, and Lionel coded a small video game using Scratch on Raspberry Pi while the audience watched. Damien demonstrated the possibilities of Windows 10 IoT Core on Raspberry Pi, showing how to install it, how to use it remotely, and what you can do with it, including building a simple application.
Loïc showcases the prototype robot arm he built
There was lots more too, with others discussing their own Pi projects and talking about the possibilities Raspberry Pi offers, including a Pi-controlled drone and car. Cake was a prevailing theme of the Raspberry Jam Big Birthday Weekend around the world, and Raspberry Jam Camer made sure they didn’t miss out.
Yay, birthday cake!!
A big success
Most visitors to the Jam were secondary school students, while others were university students and graduates. The majority were unfamiliar with Raspberry Pi, but all wanted to learn about Raspberry Pi and what they could do with it. Damien comments that the fact most people were new to Raspberry Pi made the event more interactive rather than creating any challenges, because the visitors were all interested in finding out about the little computer. The Jam was an all-round success, and the team was pleased with how it went:
What I liked the most was that we sensitized several people about the Raspberry Pi and what one can be capable of with such a small but powerful device. — Damien Doumer
The Jam team rounded off the event by announcing that this was the start of a Raspberry Pi community in Yaoundé. They hope that they and others will be able to organise more Jams and similar events in the area to spread the word about what people can do with Raspberry Pi, and to help them realise their ideas.
Raspberry Jam Camer gets the thumbs-up
The Raspberry Pi community in Cameroon
In a French-language interview about their Jam, the team behind Raspberry Jam Camer said they’d like programming to become the third official language of Cameroon, after French and English; their aim is to to popularise programming and digital making across Cameroonian society. Neither of these fields is very familiar to most people in Cameroon, but both are very well aligned with the country’s ambitions for development. The team is conscious of the difficulties around the emergence of information and communication technologies in the Cameroonian context; in response, they are seizing the opportunities Raspberry Pi offers to give children and young people access to modern and constantly evolving technology at low cost.
The Intercept has a long article on Japan’s equivalent of the NSA: the Directorate for Signals Intelligence. Interesting, but nothing really surprising.
The directorate has a history that dates back to the 1950s; its role is to eavesdrop on communications. But its operations remain so highly classified that the Japanese government has disclosed little about its work even the location of its headquarters. Most Japanese officials, except for a select few of the prime minister’s inner circle, are kept in the dark about the directorate’s activities, which are regulated by a limited legal framework and not subject to any independent oversight.
Now, a new investigation by the Japanese broadcaster NHK — produced in collaboration with The Intercept — reveals for the first time details about the inner workings of Japan’s opaque spy community. Based on classified documents and interviews with current and former officials familiar with the agency’s intelligence work, the investigation shines light on a previously undisclosed internet surveillance program and a spy hub in the south of Japan that is used to monitor phone calls and emails passing across communications satellites.
The article includes some new documents from the Snowden archive.
Abstract: Every day, hundreds of people fly on airline tickets that have been obtained fraudulently. This crime script analysis provides an overview of the trade in these tickets, drawing on interviews with industry and law enforcement, and an analysis of an online blackmarket. Tickets are purchased by complicit travellers or resellers from the online blackmarket. Victim travellers obtain tickets from fake travel agencies or malicious insiders. Compromised credit cards used to be the main method to purchase tickets illegitimately. However, as fraud detection systems improved, offenders displaced to other methods, including compromised loyalty point accounts, phishing, and compromised business accounts. In addition to complicit and victim travellers, fraudulently obtained tickets are used for transporting mules, and for trafficking and smuggling. This research details current prevention approaches, and identifies additional interventions, aimed at the act, the actor, and the marketplace.
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
The Center for Democracy and Technology has a good summary of the current state of the DMCA’s chilling effects on security research.
To underline the nature of chilling effects on hacking and security research, CDT has worked to describe how tinkerers, hackers, and security researchers of all types both contribute to a baseline level of security in our digital environment and, in turn, are shaped themselves by this environment, most notably when things they do upset others and result in threats, potential lawsuits, and prosecution. We’ve published two reports (sponsored by the Hewlett Foundation and MacArthur Foundation) about needed reforms to the law and the myriad of ways that security research directly improves people’s lives. To get a more complete picture, we wanted to talk to security researchers themselves and gauge the forces that shape their work; essentially, we wanted to “take the pulse” of the security research community.
Today, we are releasing a third report in service of this effort: “Taking the Pulse of Hacking: A Risk Basis for Security Research.” We report findings after having interviewed a set of 20 security researchers and hackers — half academic and half non-academic — about what considerations they take into account when starting new projects or engaging in new work, as well as to what extent they or their colleagues have faced threats in the past that chilled their work. The results in our report show that a wide variety of constraints shape the work they do, from technical constraints to ethical boundaries to legal concerns, including the DMCA and especially the CFAA.
Note: I am a signatory on the letter supporting unrestricted security research.
Less than four years ago, Magda Jadach was convinced that programming wasn’t for girls. On International Women’s Day, she tells us how she discovered that it definitely is, and how she embarked on the new career that has brought her to Raspberry Pi as a software developer.
“Coding is for boys”, “in order to be a developer you have to be some kind of super-human”, and “it’s too late to learn how to code” – none of these three things is true, and I am going to prove that to you in this post. By doing this I hope to help some people to get involved in the tech industry and digital making. Programming is for anyone who loves to create and loves to improve themselves.
In the summer of 2014, I started the journey towards learning how to code. I attended my first coding workshop at the recommendation of my boyfriend, who had constantly told me about the skill and how great it was to learn. I was convinced that, at 28 years old, I was already too old to learn. I didn’t have a technical background, I was under the impression that “coding is for boys”, and I lacked the superpowers I was sure I needed. I decided to go to the workshop only to prove him wrong.
Later on, I realised that coding is a skill like any other. You can compare it to learning any language: there’s grammar, vocabulary, and other rules to acquire.
To my surprise, the workshop was completely inspiring. Within six hours I was able to create my first web page. It was a really simple page with a few cats, some colours, and ‘Hello world’ text. This was a few years ago, but I still remember when I first clicked “view source” to inspect the page. It looked like some strange alien message, as if I’d somehow broken the computer.
At times, I felt very isolated. Was I the only girl learning to code? I wasn’t aware of many female role models until I started going to more workshops. I met a lot of great female developers, and thanks to their support and help, I kept coding.
Another struggle I faced was the language barrier. I am not a native speaker of English, and diving into English technical documentation wasn’t easy. The learning curve is daunting in the beginning, but it’s completely normal to feel uncomfortable and to think that you’re really bad at coding. Don’t let this bring you down. Everyone thinks this from time to time.
Play with Raspberry Pi and quit your job
I kept on improving my skills, and my interest in developing grew. However, I had no idea that I could do this for a living; I simply enjoyed coding. Since I had a day job as a journalist, I was learning in the evenings and during the weekends.
I spent long hours playing with a Raspberry Pi and setting up so many different projects to help me understand how the internet and computers work, and get to grips with the basics of electronics. I built my first ever robot buggy, retro game console, and light switch. For the first time in my life, I had a soldering iron in my hand. Day after day I become more obsessed with digital making.
solderingiron Where have you been all my life? Weekend with #raspberrypi + @pimoroni + @Pololu + #solder = best time! #electricity
One day I realised that I couldn’t wait to finish my job and go home to finish some project that I was working on at the time. It was then that I decided to hand over my resignation letter and dive deep into coding.
For the next few months I completely devoted my time to learning new skills and preparing myself for my new career path.
I went for an interview and got my first ever coding internship. Two years, hundreds of lines of code, and thousands of hours spent in front of my computer later, I have landed my dream job at the Raspberry Pi Foundation as a software developer, which proves that dreams come true.
Discover & share this Animated GIF with everyone you know. GIPHY is how you search, share, discover, and create GIFs.
Where to start?
I recommend starting with HTML & CSS – the same path that I chose. It is a relatively straightforward introduction to web development. You can follow my advice or choose a different approach. There is no “right” or “best” way to learn.
Below is a collection of free coding resources, both from Raspberry Pi and from elsewhere, that I think are useful for beginners to know about. There are other tools that you are going to want in your developer toolbox aside from HTML.
HTML and CSS are languages for describing, structuring, and styling web pages
Scratch is a graphical programming language that lets you drag and combine code blocks to make a range of programs. It’s a good starting point
Git is version control software that helps you to work on your own projects and collaborate with other developers
Once you’ve got started, you will need a code editor. Sublime Text or Atom are great options for starting out
Coding gives you so much new inspiration, you learn new stuff constantly, and you meet so many amazing people who are willing to help you develop your skills. You can volunteer to help at a Code Club or Coder Dojo to increase your exposure to code, or attend a Raspberry Jam to meet other like-minded makers and start your own journey towards becoming a developer.
Opensource.com looks at the availability of open educational resources (OERs), where to find them, and what the advantages of OERs are. Math and computer science professor David Usinski is a strong advocate for OERs and was interviewed for the article. “The ability to customize the curriculum is one of David’s favorite benefits of OER. ‘The intangible aspect is that OER has allowed me to reinvent my curriculum and take ownership of the content. With a textbook, I am locked into the chapter-by-chapter approach by one or two authors,’ he says. Because of OER ‘I am no longer hindered or confined by published materials and now have the flexibility to create the curriculum that truly addresses the course outcomes.’ By freely sharing the content he creates, other instructors can also benefit.”
The process of using postcards containing a specific code will be required for advertising that mentions a specific candidate running for a federal office, Katie Harbath, Facebook’s global director of policy programs, said. The requirement will not apply to issue-based political ads, she said.
“If you run an ad mentioning a candidate, we are going to mail you a postcard and you will have to use that code to prove you are in the United States,” Harbath said at a weekend conference of the National Association of Secretaries of State, where executives from Twitter Inc and Alphabet Inc’s Google also spoke.
“It won’t solve everything,” Harbath said in a brief interview with Reuters following her remarks.
But sending codes through old-fashioned mail was the most effective method the tech company could come up with to prevent Russians and other bad actors from purchasing ads while posing as someone else, Harbath said.
It does mean a several-days delay between purchasing an ad and seeing it run.
This column is from The MagPi issue 59. You can download a PDF of the full issue for free, or subscribe to receive the print edition through your letterbox or the digital edition on your tablet. All proceeds from the print and digital editions help the Raspberry Pi Foundation achieve our charitable goals.
“Hey, world!” Estefannie exclaims, a wide grin across her face as the camera begins to roll for another YouTube tutorial video. With a growing number of followers and wonderful support from her fans, Estefannie is building a solid reputation as an online maker, creating unique, fun content accessible to all.
It’s as if she was born into performing and making for an audience, but this fun, enjoyable journey to social media stardom came not from a desire to be in front of the camera, but rather as a unique approach to her own learning. While studying, Estefannie decided the best way to confirm her knowledge of a subject was to create an educational video explaining it. If she could teach a topic successfully, she knew she’d retained the information. And so her YouTube channel, Estefannie Explains It All, came into being.
Her first videos featured pages of notes with voice-over explanations of data structure and algorithm analysis. Then she moved in front of the camera, and expanded her skills in the process.
But YouTube isn’t her only outlet. With nearly 50000 followers, Estefannie’s Instagram game is strong, adding to an increasing number of female coders taking to the platform. Across her Instagram grid, you’ll find insights into her daily routine, from programming on location for work to behind-the-scenes troubleshooting as she begins to create another tutorial video. It’s hard work, with content creation for both Instagram and YouTube forever on her mind as she continues to work and progress successfully as a software engineer.
As a thank you to her Instagram fans for helping her reach 10000 followers, Estefannie created a free game for Android and iOS called Gravitris — imagine Tetris with balance issues!
Estefannie was born and raised in Mexico, with ambitions to become a graphic designer and animator. However, a documentary on coding at Pixar, and the beauty of Merida’s hair in Brave, opened her mind to the opportunities of software engineering in animation. She altered her career path, moved to the United States, and switched to a Computer Science course.
With a constant desire to make and to learn, Estefannie combines her software engineering profession with her hobby to create fun, exciting content for YouTube.
While studying, Estefannie started a Computer Science Girls Club at the University of Houston, Texas, and she found herself eager to put more time and effort into the movement to increase the percentage of women in the industry. The club was a success, and still is to this day. While Estefannie has handed over the reins, she’s still very involved in the cause.
Through her YouTube videos, Estefannie continues the theme of inclusion, with every project offering a warm sense of approachability for all, regardless of age, gender, or skill. From exploring Scratch and Makey Makey with her young niece and nephew to creating her own Disney ‘Made with Magic’ backpack for a trip to Disney World, Florida, Estefannie’s videos are essentially a documentary of her own learning process, produced so viewers can learn with her — and learn from her mistakes — to create their own tech wonders.
Estefannie’s automated gingerbread house project was a labour of love, with electronics, wires, and candy strewn across both her living room and kitchen for weeks before completion. While she already was a skilled programmer, the world of physical digital making was still fairly new for Estefannie. Having ditched her hot glue gun in favour of a soldering iron in a previous video, she continued to experiment and try out new, interesting techniques that are now second nature to many members of the maker community. With the gingerbread house, Estefannie was able to research and apply techniques such as light controls, servos, and app making, although the latter was already firmly within her skill set. The result? A fun video of ups and downs that resulted in a wonderful, festive treat. She even gave her holiday home its own solar panel!
1,910 Likes, 43 Comments – Estefannie Explains It All (@estefanniegg) on Instagram: “A DAY AT RASPBERRY PI TOWERS!! LINK IN BIO @raspberrypifoundation”
And that’s just the beginning of her adventures with Pi…but we won’t spoil her future plans by telling you what’s coming next. Sorry! However, since this article was written last year, Estefannie has released a few more Pi-based project videos, plus some awesome interviews and live-streams with other members of the maker community such as Simone Giertz. She even made us an awesome video for our Raspberry Pi YouTube channel! So be sure to check out her latest releases.
2,264 Likes, 56 Comments – Estefannie Explains It All (@estefanniegg) on Instagram: “Best day yet!! I got to hangout, play Jenga with a huge arm robot, and have afternoon tea with…”
While many wonderful maker videos show off a project without much explanation, or expect a certain level of skill from viewers hoping to recreate the project, Estefannie’s videos exist almost within their own category. We can’t wait to see where Estefannie Explains It All goes next!
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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.
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.
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.
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
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. 😉
Note to readers! Starting next month, we will be publishing our monthly Hot Startups blog post on the AWS Startup Blog. Please come check us out.
As visual communication—whether through social media channels like Instagram or white space-heavy product pages—becomes a central part of everyone’s life, accessible design platforms and tools become more and more important in the world of tech. This trend is why we have chosen to spotlight three design-related startups—namely Canva, Figma, and InVision—as our hot startups for the month of February. Please read on to learn more about these design-savvy companies and be sure to check out our full post here.
Canva (Sydney, Australia)
For a long time, creating designs required expensive software, extensive studying, and time spent waiting for feedback from clients or colleagues. With Canva, a graphic design tool that makes creating designs much simpler and accessible, users have the opportunity to design anything and publish anywhere. The platform—which integrates professional design elements, including stock photography, graphic elements, and fonts for users to build designs either entirely from scratch or from thousands of free templates—is available on desktop, iOS, and Android, making it possible to spin up an invitation, poster, or graphic on a smartphone at any time.
Figma is a cloud-based design platform that empowers designers to communicate and collaborate more effectively. Using recent advancements in WebGL, Figma offers a design tool that doesn’t require users to install any software or special operating systems. It also allows multiple people to work in a file at the same time—a crucial feature.
As the need for new design talent increases, the industry will need plenty of junior designers to keep up with the demand. Figma is prepared to help students by offering their platform for free. Through this, they “hope to give young designers the resources necessary to kick-start their education and eventually, their careers.”
Founded in 2011 with the goal of helping improve every digital experience in the world, digital product design platform InVision helps users create a streamlined and scalable product design process, build and iterate on prototypes, and collaborate across organizations. The company, which raised a $100 million series E last November, bringing the company’s total funding to $235 million, currently powers the digital product design process at more than 80 percent of the Fortune 100 and brands like Airbnb, HBO, Netflix, and Uber.
The Factor Daily site has a look at work to increase the diversity of open-source contributors in India. “Over past two months, we interviewed at least two dozen people from within and outside the open source community to identify a set of women open source contributors from India. While the list is not conclusive by any measure, it’s a good starting point in identifying the women who are quietly shaping the future of open source from this part of the world and how they dealt with gender biases.”
It seems like only yesterday that we crossed the 350 petabyte mark. It was actually June 2017, but boy have we been growing since. In October 2017 we crossed 400 petabytes. Today, we’re proud to announce we’ve crossed the 500 petabyte mark. That’s a very healthy clip, see for yourself!
Whether you have 50 GB, 500 GB or are just an avid blog reader, thank you for being on this incredible journey with us through the years.
…we’re literally moving at 1,000,000 files per hour.
We’re extremely proud of our track record. Throughout these 11 years we’ve striven to be the simplest, fastest, and most affordable online backup (and now cloud storage) solution available. We’re not just focusing on data ingress, but also adhering to our original goal of making sure that “no one ever loses data again.” How quickly are we restoring data? On average, we’re literally moving at 1,000,000 files per hour.
Even after all these years, one of the most frequent questions asked is, “How has Backblaze maintained such affordable pricing, particularly when the industry continues to move away from unlimited data plans?”
The cloud storage industry is very competitive, with cloud sync, storage, and backup providers leaving the unlimited market every single day: OneDrive, Amazon Cloud Storage, and most recently CrashPlan. Other providers either have tiered pricing (iDrive), or charge almost double or even triple for all the features we provide for our unlimited backup service (Carbonite). So how do we do it?
The answer comes down to our relentless pursuit of lowering costs. Our open-source Backblaze Storage Pods comprise our Backblaze Vaults, and the less expensive and more performant our Storage Pods are, the better the service that we can provide. This all directly translates into the service and pricing we can offer you.
A key part of our service is to be as open as possible with our costs and structure. After all, you are entrusting us with some of your most valuable assets. Still, it is very difficult to find an apples to apples comparison to what our competitors are doing. For example, we can gain some insight from a 2011 interview with Carbonite’s CEO, who gave an interview in which he said Carbonite’s cost of storing a petabyte was $250,000. At the time, our cost to store a petabyte was $76,481 (more on that calculation can be found here and here). If Backblaze’s fundamental cost to store data is one-third that of Carbonite’s, it makes sense that Carbonite’s cost to its customers would be more than Backblaze’s. Today, Backblaze backup is $50/year and Carbonite’s equivalent service is $149.99.
Our continued focus on reducing costs has allowed us to maintain a healthy business. And after accepting customer data for almost 10 years, we sincerely want to thank you all for giving us your trust, and allowing us to protect your important data and memories for you. Here’s to the next 500 petabytes; they’ll be here before we know it.
Since publishing this post, we have posted the latest in our series of Hard Drive Stats, in which we summarize the performance of the hard drives we used in our data centers in 2017 and previously.
David Platt thought that his computer was adequately backed up, but when his hard drive crashed, he was forced to turn to a data recovery company to get back specific files and emails he needed.
When the company recovered some data — but not the files and emails he wanted — and David was charged $383 anyway, he turned to NBC Bay Area Responds, the consumer action group at the San Francisco Bay area NBC TV affiliate.
Their investigation showed that even though the firm hadn’t recovered the data he needed, David was obliged to pay them the full data recovery cost anyway. If David had wanted the recovery done in a hurry, his cost could have been as high as $999, and he still wouldn’t have gotten back the files he needed.
NBC Bay Area Responds contacted 33 data recovery companies around the country and discovered that 24 of the 33 also charge full price even if they only recover one file from the drive — any file.
Gleb Budman, Backblaze CEO, who was interviewed for the story, advised viewers that it’s far more effective, and less expensive, to be fully backed up with a backup solution like Backblaze. Backblaze backs up everything on your computer, even the files and folders you might not think you need, but might contain valuable data, such as in David’s case. A 3-2-1 backup policy (three copies of your data, two locally, and one in the cloud), is a good policy to follow.
“On average, one out of every two people lose data every year,” said Gleb Budman, CEO of Backblaze, a San Mateo company that aims to prevent lost files. “In the case of Backblaze, it’s $5 a month and we back up all of the data,” Budman said. “Then… it’s a bummer if your hard drive dies, but you don’t lose any data.”
David Platt now uses Backblaze and has a full backup of his hard drive stored in the cloud. Every file is there.
“We’ve kinda upped the game of backing up of our personal data,” he said.
We’ve eclipsed the 400 Petabyte mark and our data center continues to grow. What does that mean? It means we need more great people working in our data centers making sure that the hard drives keep spinning and that sputtering drives are promptly dealt with. Lorelei is the newest Data Center Technician to join our ranks. Let’s learn a bit more about Lorelei, shall we?
What is your Backblaze Title? DC Tech!! I’m the saucy one.
Where are you originally from? San Francisco/Bowling Green, Ohio. Just moved up to Sacramento this year, and it’s so nice to have four seasons again. I’m drowning in leaves but I’m totally OK with it.
What attracted you to Backblaze? I was a librarian in my previous life, mainly because I believe that information should be open to everyone. I was familiar with Backblaze prior to joining the team, and I’m a huge fan of their fresh approach to sharing information and openness. The interview process was also the coolest one I’ll ever have!
What do you expect to learn while being at Backblaze? A lot about Linux!
Where else have you worked? A chocolate factory and a popular culture library.
Where did you go to school? CSU East Bay, Bowling Green State University (go Falcons), and Clarion.
Favorite place you’ve traveled? Stockholm & Tokyo! I hope to travel more in Asia and Europe.
Favorite hobby? Music is not magic, but music is… Come sing with me @ karaoke!
Favorite food? I love trying new food. I love anything that’s acidic, sweet, fresh, salty, flavorful. Fruit is the best food, but everything else is good too. I’m one of those Yelp people: always seeking & giving food recs!
Why do you like certain things? I like things that make me happy and that make other people happy. Have fun & enjoy life. Yeeeeehaw.
Welcome to the team Lorelei. And thank you very much for leaving Yelp reviews. It’s nice to give back to the community!
The Fedora Project’s currently underway elections for the Fedora Council, FESCo, and the Mindshare committee have been canceled due to some glitches in making the interview material available. The project plans to get its act together and retry the elections in early January.
In today’s guest post, Bruce Tulloch, CEO and Managing Director of BitScope Designs, discusses the uses of cluster computing with the Raspberry Pi, and the recent pilot of the Los Alamos National Laboratory 3000-Pi cluster built with the BitScope Blade.
High-performance computing and Raspberry Pi are not normally uttered in the same breath, but Los Alamos National Laboratory is building a Raspberry Pi cluster with 3000 cores as a pilot before scaling up to 40 000 cores or more next year.
The short answer to this question is: the Raspberry Pi cluster enables Los Alamos National Laboratory (LANL) to conduct exascale computing R&D.
The Pi cluster breadboard
Exascale refers to computing systems at least 50 times faster than the most powerful supercomputers in use today. The problem faced by LANL and similar labs building these things is one of scale. To get the required performance, you need a lot of nodes, and to make it work, you need a lot of R&D.
However, there’s a catch-22: how do you write the operating systems, networks stacks, launch and boot systems for such large computers without having one on which to test it all? Use an existing supercomputer? No — the existing large clusters are fully booked 24/7 doing science, they cost millions of dollars per year to run, and they may not have the architecture you need for your next-generation machine anyway. Older machines retired from science may be available, but at this scale they cost far too much to use and are usually very hard to maintain.
The Los Alamos solution? Build a “model supercomputer” with Raspberry Pi!
Think of it as a “cluster development breadboard”.
The idea is to design, develop, debug, and test new network architectures and systems software on the “breadboard”, but at a scale equivalent to the production machines you’re currently building. Raspberry Pi may be a small computer, but it can run most of the system software stacks that production machines use, and the ratios of its CPU speed, local memory, and network bandwidth scale proportionately to the big machines, much like an architect’s model does when building a new house. To learn more about the project, see the news conference and this interview with insideHPC at SC17.
Traditional Raspberry Pi clusters
Like most people, we love a good cluster! People have been building them with Raspberry Pi since the beginning, because it’s inexpensive, educational, and fun. They’ve been built with the original Pi, Pi 2, Pi 3, and even the Pi Zero, but none of these clusters have proven to be particularly practical.
That’s not stopped them being useful though! I saw quite a few Raspberry Pi clusters at the conference last week.
One tiny one that caught my eye was from the people at openio.io, who used a small Raspberry Pi Zero W cluster to demonstrate their scalable software-defined object storage platform, which on big machines is used to manage petabytes of data, but which is so lightweight that it runs just fine on this:
There was another appealing example at the ARM booth, where the Berkeley Labs’ singularity container platform was demonstrated running very effectively on a small cluster built with Raspberry Pi 3s.
My show favourite was from the Edinburgh Parallel Computing Center (EPCC): Nick Brown used a cluster of Pi 3s to explain supercomputers to kids with an engaging interactive application. The idea was that visitors to the stand design an aircraft wing, simulate it across the cluster, and work out whether an aircraft that uses the new wing could fly from Edinburgh to New York on a full tank of fuel. Mine made it, fortunately!
Next-generation Raspberry Pi clusters
We’ve been building small-scale industrial-strength Raspberry Pi clusters for a while now with BitScope Blade.
When Los Alamos National Laboratory approached us via HPC provider SICORP with a request to build a cluster comprising many thousands of nodes, we considered all the options very carefully. It needed to be dense, reliable, low-power, and easy to configure and to build. It did not need to “do science”, but it did need to work in almost every other way as a full-scale HPC cluster would.
Some people argue Compute Module 3 is the ideal cluster building block. It’s very small and just as powerful as Raspberry Pi 3, so one could, in theory, pack a lot of them into a very small space. However, there are very good reasons no one has ever successfully done this. For a start, you need to build your own network fabric and I/O, and cooling the CM3s, especially when densely packed in a cluster, is tricky given their tiny size. There’s very little room for heatsinks, and the tiny PCBs dissipate very little excess heat.
Instead, we saw the potential for Raspberry Pi 3 itself to be used to build “industrial-strength clusters” with BitScope Blade. It works best when the Pis are properly mounted, powered reliably, and cooled effectively. It’s important to avoid using micro SD cards and to connect the nodes using wired networks. It has the added benefit of coming with lots of “free” USB I/O, and the Pi 3 PCB, when mounted with the correct air-flow, is a remarkably good heatsink.
When Gordon announced netboot support, we became convinced the Raspberry Pi 3 was the ideal candidate when used with standard switches. We’d been making smaller clusters for a while, but netboot made larger ones practical. Assembling them all into compact units that fit into existing racks with multiple 10 Gb uplinks is the solution that meets LANL’s needs. This is a 60-node cluster pack with a pair of managed switches by Ubiquiti in testing in the BitScope Lab:
Two of these packs, built with Blade Quattro, and one smaller one comprising 30 nodes, built with Blade Duo, are the components of the Cluster Module we exhibited at the show. Five of these modules are going into Los Alamos National Laboratory for their pilot as I write this.
It’s not only research clusters like this for which Raspberry Pi is well suited. You can build very reliable local cloud computing and data centre solutions for research, education, and even some industrial applications. You’re not going to get much heavy-duty science, big data analytics, AI, or serious number crunching done on one of these, but it is quite amazing to see just how useful Raspberry Pi clusters can be for other purposes, whether it’s software-defined networks, lightweight MaaS, SaaS, PaaS, or FaaS solutions, distributed storage, edge computing, industrial IoT, and of course, education in all things cluster and parallel computing. For one live example, check out Mythic Beasts’ educational compute cloud, built with Raspberry Pi 3.
HackSpace magazine is finally here! Grab your copy of the new magazine for makers today, and try your hand at some new, exciting skills.
What is HackSpace magazine?
HackSpace magazine is the newest publication from the team behind The MagPi. Chock-full of amazing projects, tutorials, features, and maker interviews, HackSpace magazine brings together the makers of the world every month, with you — the community — providing the content.
The new magazine for the modern maker is out now! Learn more at https://hsmag.cc HackSpace magazine is the new monthly magazine for people who love to make things and those who want to learn. Grab some duct tape, fire up a microcontroller, ready a 3D printer and hack the world around you!
Inside issue 1
Fancy smoking bacon with your very own cold smoker? How about protecting your home with a mini trebuchet for your front lawn? Or maybe you’d like to learn from awesome creator Becky Stern how to get paid for making the things you love? No matter whether it’s handheld consoles, robot prosthetics, Christmas projects, or, er, duct tape — whatever your maker passion, issue 1 is guaranteed to tick your boxes!
HackSpace magazine is packed with content from every corner of the maker world: from welding to digital making, and from woodwork to wearables. And whatever you enjoy making, we want to see it! So as you read through this first issue, imagine your favourite homemade projects on our pages, then make that a reality by emailing us the details via [email protected].
Get your copy
You can grab issue 1 of HackSpace magazine right now from WHSmith, Tesco, Sainsbury’s, and independent newsagents. If you live in the US, check out your local Barnes & Noble, Fry’s, or Micro Center next week. We’re also shipping to stores in Australia, Hong Kong, Canada, Singapore, Belgium and Brazil — ask your local newsagent whether they’ll be getting HackSpace magazine. Alternatively, you can get the new issue online from our store, or digitally via our Android or iOS apps. And don’t forget, as with all our publications, a free PDF of HackSpace magazine is available from release day.
We’re also offering money-saving subscriptions — find details on the the magazine website. And if you’re a subscriber of The MagPi, your free copy of HackSpace magazine is on its way, with details of a super 50% discount on subscriptions! Could this be the Christmas gift you didn’t know you wanted?
Share your makes and thoughts
Make sure to follow HackSpace magazine on Facebook and Twitter, or email the team at [email protected] to tell us about your projects and share your thoughts about issue 1. We’ve loved creating this new magazine for the maker community, and we hope you enjoy it as much as we do.
Today, AWS Identity and Access Management (IAM) made it easier for you to create and modify your IAM policies by using a point-and-click visual editor in the IAM console. The new visual editor guides you through granting permissions for IAM policies without requiring you to write policies in JSON (although you can still author and edit policies in JSON, if you prefer). This update to the IAM console makes it easier to grant least privilege for the AWS service actions you select by listing all the supported resource types and request conditions you can specify. Policy summaries identify unrecognized services and actions and permissions errors when you import existing policies, and now you can use the visual editor to correct them. In this blog post, I give a brief overview of policy concepts and show you how to create a new policy by using the visual editor.
IAM policy concepts
You use IAM policies to define permissions for your IAM entities (groups, users, and roles). Policies are composed of one or more statements that include the following elements:
Effect: Determines if a policy statement allows or explicitly denies access.
Action: Defines AWS service actions in a policy (these typically map to individual AWS APIs.)
Resource: Defines the AWS resources to which actions can apply. The defined resources must be supported by the actions defined in the Action element for permissions to be granted.
Condition: Defines when a permission is allowed or denied. The conditions defined in a policy must be supported by the actions defined in the Action element for the permission to be granted.
To grant permissions, you attach policies to groups, users, or roles. Now that I have reviewed the elements of a policy, I will demonstrate how to create an IAM policy with the visual editor.
How to create an IAM policy with the visual editor
Let’s say my human resources (HR) recruiter, Casey, needs to review files located in an Amazon S3 bucket for all the product manager (PM) candidates our HR team has interviewed in 2017. To grant this access, I will create and attach a policy to Casey that grants list and limited read access to all folders that begin with PM_Candidate in the pmrecruiting2017 S3 bucket. To create this new policy, I navigate to the Policies page in the IAM console and choose Create policy. Note that I could also use the visual editor to modify existing policies by choosing Import existing policy; however, for Casey, I will create a new policy.
On the Visual editor tab, I see a section that includes Service, Actions, Resources, and Request Conditions.
Select a service
To grant S3 permissions, I choose Select a service, type S3 in the search box, and choose S3 from the list.
After selecting S3, I can define actions for Casey by using one of four options:
Filter actions in the service by using the search box.
Type actions by choosing Add action next to Manual actions. For example, I can type List* to grant all S3 actions that begin with List*.
Choose access levels from List, Read, Write, Permissions management, and Tagging.
Select individual actions by expanding each access level.
In the following screenshot, I choose options 3 and 4, and choose List and s3:GetObject from the Read access level.
We introduced access levels when we launched policy summaries earlier in 2017. Access levels give you a way to categorize actions and help you understand the permissions in a policy. The following table gives you a quick overview of access levels.
Actions that allow you to see a list of resources
Actions that allow you to read the content in resources
Actions that allow you to create, delete, or modify resources
Actions that allow you to grant or modify permissions to resources
Note: By default, all actions you choose will be allowed. To deny actions, choose Switch to deny permissions in the upper right corner of the Actions section.
As shown in the preceding screenshot, if I choose the question mark icon next to GetObject, I can see the description and supported resources and conditions for this action, which can help me scope permissions.
The visual editor makes it easy to decide which actions I should select by providing in an integrated documentation panel the action description, supported resources or conditions, and any required actions for every AWS service action. Some AWS service actions have required actions, which are other AWS service actions that need to be granted in a policy for an action to run. For example, the AWS Directory Service action, ds:CreateDirectory, requires seven Amazon EC2 actions to be able to create a Directory Service directory.
In the Resources section, I can choose the resources on which actions can be taken. I choose Resources and see two ways that I can define or select resources:
Define specific resources
Select all resources
Specific is the default option, and only the applicable resources are presented based on the service and actions I chose previously. Because I want to grant Casey access to some objects in a specific bucket, I choose Specific and choose Add ARN under bucket.
In the pop-up, I type the bucket name, pmrecruiting2017, and choose Add to specify the S3 bucket resource.
To specify the objects, I choose Add ARN under object and grant Casey access to all objects starting with PM_Candidate in the pmrecruiting2017 bucket. The visual editor helps you build your Amazon Resource Name (ARN) and validates that it is structured correctly. For AWS services that are AWS Region specific, the visual editor prompts for AWS Region and account number.
The visual editor displays all applicable resources in the Resources section based on the actions I choose. For Casey, I defined an S3 bucket and object in the Resources section. In this example, when the visual editor creates the policy, it creates three statements. The first statement includes all actions that require a wildcard (*) for the Resource element because this action does not support resource-level permissions. The second statement includes all S3 actions that support an S3 bucket. The third statement includes all actions that support an S3 object resource. The visual editor generates policy syntax for you based on supported permissions in AWS services.
Specify request conditions
For additional security, I specify a condition to restrict access to the S3 bucket from inside our internal network. To do this, I choose Specify request conditions in the Request Conditions section, and choose the Source IP check box. A condition is composed of a condition key, an operator, and a value. I choose aws:SourceIp for my Key so that I can control from where the S3 files can be accessed. By default, IpAddress is the Operator, and I set the Value to my internal network.
To add other conditions, choose Add condition and choose Save changes after choosing the key, operator, and value.
After specifying my request condition, I am now able to review all the elements of these S3 permissions.
Next, I can choose to grant permissions for another service by choosing Add new permissions (bottom left of preceding screenshot), or I can review and create this new policy. Because I have granted all the permissions Casey needs, I choose Review policy. I type a name and a description, and I review the policy summary before choosing Create policy.
Now that I have created the policy, I attach it to Casey by choosing the Attached entities tab of the policy I just created. I choose Attach and choose Casey. I then choose Attach policy. Casey should now be able to access the interview files she needs to review.
The visual editor makes it easier to create and modify your IAM policies by guiding you through each element of the policy. The visual editor helps you define resources and request conditions so that you can grant least privilege and generate policies. To start using the visual editor, sign in to the IAM console, navigate to the Policies page, and choose Create policy.
If you have comments about this post, submit them in the “Comments” section below. If you have questions about or suggestions for this solution, start a new thread on the IAM forum.
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