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Google CEO Sundar Pichai was asked about cracking FAANG interviews; check his response
- Google CEO Sundar Pichai, during a podcast with YouTuber Varun Mayya, addressed the Indian industry dedicated to helping crack FAANG (Facebook, Amazon, Apple, Netflix, Google) interviews.
- When asked about escaping the competitive exam mindset, Pichai referenced Aamir Khan’s film "3 Idiots." He highlighted a scene where Khan’s character explains a machine not through rote learning but by truly understanding it.
- Pichai emphasized that “real success comes from understanding things in a deeper way,” drawing a parallel to the scene where deeper comprehension is valued over memorized definitions.
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Leah’s ProducTea
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Three common mistakes when building big bets
- Launching a new product or feature in an existing company is almost the same as launching a new startup.
- Product-Market Fit for new things is hard. Don’t make it harder.
- When launching anything new that is big, observe new customer cohorts more vs. your existing customers.
- There are diminishing returns when we think about how much data we can gather without building something to test it.
- Don’t deploy big bets without properly thinking about tracking and acceptance of failure culturally and as part of the company’s strategy.
- New bets should be limited to as little changes for the customer as possible to isolate improvements in data
- Predictability for big bets is inherently limited but it does not absolve you from making a proper business case.
- A low success rate doesn’t mean zero success rate. Successes can still pay for other failures, which needs to factor into ROI calculations.
- Reward learning, not just success. A culture that accepts failure supports innovation and helps teams maintain motivation in the face of failed bets.
- Designating time for big bets explicitly, and being upfront about the potential risks and rewards, creates a more open culture and supports innovation.
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TCS, Cognizant, and other IT companies implement new strategies to encourage office attendance
- As the world transitions post-pandemic, major IT firms like Cognizant, TCS, Dell Technologies, Wipro, and Infosys are spearheading innovative strategies to reinvigorate office culture.
- Cognizant's CEO, Ravi Kumar, unveiled a roster management app to streamline operations, complementing their FlexiSeat app for seat reservations. TCS introduced a policy tying variable pay to office attendance, motivating employees to prioritize in-office presence.
- Dell Technologies aims to track attendance through electronic badge swipes and VPN monitoring. Meanwhile, Wipro fosters inclusivity with local councils, and Infosys offers flexible work-from-home options via InfyMe.
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MIT Graduates Arrested For Stealing $25 Million In Crypto In Just 12 Seconds
- Federal prosecutors in Manhattan have charged MIT graduates Anton and James Peraire-Bueno, aged 24 and 28, with stealing $25 million in cryptocurrency by manipulating the Ethereum blockchain in just 12 seconds.
- The brothers allegedly exploited a vulnerability in the MEV-boost program used by Ethereum validators. Arrested in Boston and New York, they face charges of wire fraud and money laundering, with potential sentences exceeding 20 years if convicted.
- This case, termed "novel" by authorities, raises concerns about blockchain security and integrity. The Peraire-Bueno brothers have yet to comment on the allegations.
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Lenny's Newsletter
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Be fundamentally different, not incrementally better | Jag Duggal (Nubank, Facebook, Google, Quantcast)
- Nubank, with more than 100 million customers, is valued at over $30 billion and operates in only three Latin American countries, yet generates 80% to 90% growth through word of mouth.
- The 'Sean Ellis score' is a key element of how Nubank measures product-market fit and makes decisions about investing in new products.
- The score is based on asking customers, 'How disappointed would you be if this product went away?'
- The answer options are very disappointed, somewhat disappointed, not disappointed, or I no longer use this product.
- Jag Duggal, the chief product officer of Nubank, prioritizes deeply held customer pain points and strives for fundamental differences in products.
- Nubank creates clear strategies, centered on specific problems, solutions, customers, and strengths.
- Companies should strive to be fundamentally different instead of incrementally better through category design.
- To develop solutions that resonate with users start by conducting meticulous customer research.
- Your strongest customers are generally your most engaged users, deriving the most value from your product.
- Your strategy needs to define 'what was supposed to be happening' rather than being aspirational or vague.
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Here's how much TCS paid to use the Tata brand name in FY24
- TCS, India's largest software services company, doubled its payment to Tata Sons for using the Tata brand name in FY24, according to its annual report.
- Previously paying Rs 100 crore annually, TCS now paid Rs 200 crore, marking a 100% increase. This payment is part of the brand subscription scheme introduced by Ratan Tata in 1996, which requires group companies to pay 0.25% of their annual revenue or 5% of pre-tax profit, whichever is lower, for using the Tata name directly.
- TCS' royalty had been capped at Rs 100 crore from FY20 to FY23 but increased in FY24. This change reflects Tata Sons' increased focus on brand-building, including initiatives like IPL sponsorship.
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Life-Work Balance Index 2024: The top 10 countries with the best work-life balance
- In 2024, Remote's report unveils the top 10 countries with exemplary work-life balance. New Zealand leads with abundant annual leave and healthcare. Spain follows with extensive leave and shorter workweeks.
- France emphasizes shorter hours and statutory leave. Australia excels with high minimum wages and healthcare support. Denmark and Norway prioritize happiness and offer generous leave. The Netherlands champions independence and LGBTQ+ rights.
- The UK values healthcare and maternity leave. Canada boasts universal healthcare and LGBTQ+ inclusivity. Brazil concludes the list with generous sick pay and maternity leave policies. These nations set benchmarks for balancing professional commitments with personal well-being.
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ADPList’s Newsletter
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Brilliant friction
- Positive friction can be extremely useful in the design of user experience if implemented correctly.
- Positive friction means adding effort to the UX while at the same time ensuring that friction gives back value.
- Onboarding is an area where PMs and designers get anxious as there's a high drop-off rate. Positive friction can be seen better in onboarding in fintech and wellness apps.
- Onboarding screens may often be seen as a source of frustration for users, but added friction can sometimes offer greater personalization to end-users.
- Products like Opal helps people focus by blocking off phone applications and generate positive feedback for the end-users when they try to get back on the app.
- Positive friction can also help people slow down and think about irreversible actions like deleting a file, leaving information unsaved, or worse, sending an email without an attachment.
- Purchase flows, despite being sensitive and high-stakes, contain positive friction in terms of providing more details about the package or delaying account cancellation.
- Positive friction can prove beneficial for both the UX and the business.
- ADPList organized a community event in Singapore and has a list of upcoming community meetups and events near you.
- Paid subscribers will start getting weekly newsletters along with priority question answering, and exclusive goodies while free subscribers will receive a newsletter about once a month.
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What Companies Get Wrong About Skills-Based Hiring
- In the pursuit of talent and diversity, companies have shifted towards skills-based hiring, eliminating college degree requirements from job postings.
- However, there's a significant gap between rhetoric and action. While job ads have changed, actual hiring practices remain largely unchanged. The inertia stems from the lack of reliable screening tools, leading hiring managers to default to degree requirements.
- Yet, research shows that hires without degrees are more likely to stay. To facilitate skills-based hiring, companies should celebrate successes, reverse-engineer achievements, define requirements clearly, redesign onboarding processes, promote from within, and acknowledge where degrees are genuinely necessary.
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Want to ask about remote work roles during a job interview? Stanford University expert has a tip
- To gauge a company's openness to remote work during a job interview, Stanford University's communication expert Matt Abrahams suggests framing questions tactfully.
- Instead of directly asking about remote work, inquire about office dynamics: "How often are people in the office? Do some work virtually, or is there a hybrid model?".
- This approach allows insight without alarming managers. As organizations navigate post-pandemic work structures, subtle inquiries like these can provide valuable information to job seekers. Abrahams emphasizes the importance of strategic communication in job interviews to glean pertinent details without jeopardizing prospects.
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7-to-7 is the new 9-to-5: Research shows that workers' days in the office are fewer but longer than pre-pandemic
- The 9-to-5 grind is giving way to a new norm: the 7-to-7 hustle. According to Bevi, known for its water coolers in 25% of Fortune 500 companies, there's been a notable shift in office hours.
- More employees are starting their workday at 7 am, a 25% increase compared to pre-pandemic times. And they're not clocking out at 5 pm either. This trend hints at a desire to maximize in-office productivity, perhaps to stand out or dodge rush hour madness.
- As co-founder of AllBright, Debbie Wosskow OBE, notes, visibility matters. The era of 9-to-5 may be fading, replaced by a more flexible, round-the-clock work ethos.
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5 continuous learning skills companies seek in 2024 applicants for high-salaried positions
- Curiosity: Employers seek individuals naturally curious about the world, driving innovation and adaptability.
- Growth Mindset: Those who embrace challenges as learning opportunities excel, fostering resilience in dynamic environments.
- Stay Open to New Experiences: Remain receptive to diverse perspectives and skills to adapt to changing work environments.
- Develop a Diverse Skill Set: Strive to balance soft skills like communication with technical proficiencies relevant to your field.
- Comfort with Failure and Growth: Candidates comfortable with failure and adept at turning setbacks into opportunities demonstrate resilience and ongoing development.
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The Beautiful Mess
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TBM 286: Narrative Fallacies and the 2024 Narrative Soup
- According to this Farnam Street article, most companies are inefficient and disheartening so, but the reasons people create to explain this could be ‘narrative fallacies’ – expert-sounding explanations that, often, really aren't. These types of stories strike a deep chord and give readers deep, affecting reasons on which to hang their understanding of reality, frequently causing them to believe that they can predict the future. On any given day, every company has its ‘narrative soup.’ These internal narratives often spread within the camp and make their way into popular discourse but they beget narrative fallacies.
- Narrative fallacies cluster based on common experiences and context, making their way into popular discourse. They tap into our collective need for easy answers and give us reasons to hang understanding of reality.
- Our relationship with inefficiencies in companies leads to our own explanations for what we see, which frequently cause us to believe that we can predict the future. The problem is most of these stories are ‘a sham’ and are a fragile foundation for building our identity.
- A narrative soup is currently present in most sizable companies, and there are winners and losers, not just losers and losers, which is driving people apart with the highly asymmetric and divisive forces at play. The stakes are high, extending to livelihoods, generational wealth, worldviews, professional identity, reputations and relationships.
- In any corporate environment, the lack of unity of purpose and coalescence leads to a lot of disagreement on cause. Personal reflection allows for a personal philosophy to emerge, while diverse perspectives can be helpful to allow people to connect with like-minded individuals in safe spaces.
- Incompetence, unstable organizations, bad management practices, middle-heavy departments and even fake work are narratives people use to explain the inefficiencies within organizations.
- Narrative fallacies simplify the situation, but they are fragile and can lead to a short-term boost, leaving the author stranded on shaky ground.
- Among narrative fallacies are stories of ‘incompetent people being promoted,’ ‘dropping hiring bar,’ ‘capitalism,’ ‘strategy,’ ‘PMs,’ ‘AI,’ ‘product operating model,’ ‘product theater,’ ‘rest-and-vesters,’ ‘fake work,’ ‘MBA product managers,’ ‘bullshit management,’ and ‘execution being underrated.’
- In today’s rapidly changing world where even well-established companies can become irrelevant over-night, and the power constituents inside companies change, these narrative fallacies beget narrative fallacies.
- The silver lining is that recognizing these narrative fallacies will permit better reflection and lead to better decision making.
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Five questions to ask in a job interview to land the role
- Company Culture: What's the company culture like? Understanding this is vital for job satisfaction and success.
- Predecessor Insights: What's the lowdown on my predecessor? Knowing what was appreciated beyond the job description aids in assuming the role effectively.
- Colleague Needs: What do my colleagues require? Understanding how to support them integrates smoothly into the team.
- Team Success: How successful is the team? Evaluating current performance highlights challenges or opportunities.
- Future Plans: What's the company's future? Inquiring about long-term plans aligns personal goals with the company's vision.
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Don’t forget to do this one thing before writing your resume, says ex-Nvidia recruiter
- Stefanie Fackrell, an HR consultant with experience at Google and Nvidia, advises job seekers to maintain a running list of accomplishments for their resumes.
- This list should reflect key achievements relevant to the desired role, such as managing budgets or exceeding goals. Fackrell emphasizes the importance of regularly updating this document, suggesting either a continuous list or an ongoing resume format.
- She recommends quarterly updates to ensure readiness for unexpected job searches. Keeping track of accomplishments ensures a comprehensive and impressive resume for any opportunity in today's competitive job market.
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