Good morning, I'm Kristen Filetti and welcome to Newsdesk on SiliconANGLE TV for Wednesday, November 28th, 2012. Microsoft has made some big announcements and launched a slew of brand new products over the past few months. So how are they doing? Here to provide his breaking analysis on the state of Microsoft is SiliconANGLE contributing editor, John Casaretto. Welcome, John. Good morning. According to sources from the supply chain Foxconn International Holding has reportedly launched handset orders from Microsoft and Amazon and is set to launch the devices in mid-2013. Sources say Microsoft's own brand handset will adopt its Windows Phone 8 operating system. So John, any thoughts on what this new Windows 8 handset could be? Well, we don't have a lot of indications yet, but there is some writing, some indication. Of course, being Foxconn, they make a lot of very small, very high-end cutting-edge products. Anything that carries a Microsoft or Amazon name as a handset, it's going to be cutting edges, cutting edges possible. So it carries their name, it's going to be a leading product. And I think that with Microsoft and the push that they've had and Amazon with their leading tablet strategy and things like that, we're going to see a very cutting-edge phone and offerings coming from both of those companies. Sources also pointed out that Microsoft and Amazon's own brand handsets will initially have a limited shipment volume. Do you see this becoming a new business model for manufacturers in the future? Yeah, it's been in the works for some time. Amazon has had this masterful strategy with their tablets. Microsoft is following that same trajectory as well, complete with the ecosystem, the apps. Great hardware that showcases the best of what each environment can do, what each platform can provide. Microsoft is really banking on jumping into this business, Amazon, that's been rumored for some time. We'll see how true that one is, but there's a very competitive market and we're going to see the best in terms of hardware and software, the ecosystem, introducing great apps, great cameras, different elements and things like that into each of these products. So I think that this is going to be a new trend in the continuing business for Microsoft and probably Amazon as well. Yesterday, Chief Marketing and Financial Officer for Windows, Tammy Reller, announced that since October 26th, Microsoft has sold 40 million Windows 8 licenses. So John, what does that mean exactly? Well, it's not clear if it means that if those were sold to consumers or through their channels, meaning partners or clients and such. What we do know is that we had some numbers before, 4 million upgrade licenses of the operating system were reported before and those happened in the first few days. So what we have now is a picture that also includes those numbers and with 40 million Windows 8 licenses, that's a significant number in one month. So it's something that, it's a big mark for them, absolutely. So overall, would you say this is good news for Microsoft? How do these figures compare to sales of Windows 7? Well, 60 million licenses for Windows 7 were sold in the first two months. With Microsoft on pace with 40 million licenses in one month, it does bode well for Microsoft. So it's setting a pace that, we'll see if that sustains, it's a good time of the year to be selling this thing. The word is getting out and I think that the figures compare very favorably. So far Microsoft has not released any sales figures for Windows 8. When do you think Microsoft will release those figures? Well, I think that actually refers to the surface because these are numbers for Windows 8 and how these two relate, we'll have to see in terms of whether it's the tablet base or a traditional operating system, I think we'll see numbers when the holiday sales play out and after Christmas when we get all those reports. Do you think a large portion of the success of these early Windows 8 figures can be attributed to the aggressive marketing campaign that Microsoft's launched? Absolutely and it's just as Bomber had told us that we were going to be bombarded with Windows 8 material. Every time you turn on a football game, every magazine, every TV show, you see Windows 8. You see Windows 8 phone, you're seeing all these different things come out. Windows 8 is everywhere and I think it'll continue to be there. They're really coming full force and letting themselves be known. On the gaming front, Microsoft's Xbox 720 Council comes out next year along with a new Council from PlayStation. Nintendo recently launched its Wii U Council but some are already saying Xbox 720 will be the overall winner in the gaming platform. So what are your thoughts on these early predictions for the Xbox 720? I think that it's going to be a huge success. Microsoft is a huge leader. They have a huge lead in this space. I think that most definitely the Wii U is going to have a lot of ground to pick up. It's already a third player in the gaming platform area and they're enjoying a run here because they do have a new product but they have a lot of ground to make up. So I think that when the Xbox 720 comes out we're going to see a product that if all predictions are correct and everything sustains that are going to be as successful as the Xbox 360 has been. During the Wii U launch week and over Black Friday, Microsoft outsold Nintendo with Xbox 360 sales of 750,000 units compared to 400,000 Wii U units. If the current 7-year-old Xbox model is already beating out the Wii U, do you think the Wii U will shut out Microsoft's release of the new Xbox 720? Again, Microsoft with the Xbox has got this giant lead. I mean, look at the mileage that they've gotten out of this platform. You know, it's astounding that, you know, Nintendo appears to want to play this mid-level approach where, you know, they aren't taking a huge risk or not jumping out there with this platform or taking the risk with the cost of the platform. They're really touching on a successful formula of the past and, you know, that means taking a platform, not taking a giant risk and really counting on, you know, the marketability of the product and so on. You compare that to the Xbox strategy if you think back when it first came out. You know, there's a lot of growing pains and stuff, but a lot of people were pointing at it and saying, hey, Microsoft is losing a ton of money on each of these consoles at least initially. So Microsoft, you know, really at that time, they were banking on software, the games, you know, the titles and things like that.   Nintendo still has a large brand power in the gaming community. So why do you think Microsoft is still leading the charge? In your opinion, do you think Xbox has something that the Wii U may be missing the mark on? I think the cutting-edge titles are driving this. Halo 4, Call of Duty, the Black Ops 2 game, these are exclusive cutting-edge titles. They play best on the console, you know, they're synonymous with the Xbox and they continue to drive the Xbox experience. You know, there's a lot of updates to the Xbox ecosystem as well, you know, very integrated into the home and videos and things like that. It's just, it's a very complete product, a very well-developed product and I think that in the long run, if they continue that strategy, Xbox will continue to dominate. Rumors have been circulating concerning Microsoft's new council, including one about a revolutionary new controller, which is said to be in tablet form and would put them even more directly in competition with the Wii U. So what else can we expect from the Xbox 20? Do we know anything so far? Well, we've seen them update the software repeatedly throughout the product cycle. We know that there's been talk in the 720 of a set-top box, there's a seven-inch tablet that may be on the way, I saw something about a wrist fitness device, they also had built in, they added the Kinect a while back to compete with the Wii at one point. So I've written about the prospect of a prospective cloud gaming platform, you know, that's something that could bring a bunch of new people to the platform. We've seen some evolution towards that through some of the things that they've released. So there's a lot of rumors out there, a lot of speculation about what's coming, potentially a hybrid 720, there's a lot of things out there. But what we do know is, you know, they lead the way, they've got a couple things to handle, including sustaining their lead with the 360, and still bringing that 720 along, bringing the titles along, bringing the developers along and have the games ready for when they launch. Microsoft has announced its plans to compete for a strong position in the living room with rivals like Sony, Apple and Google. In what ways do you think the new Xbox will innovate to compete with its rivals in 2013? Well, they've got to keep that catalog fresh, and of course they enjoy a comfortable lead there, but, you know, keeping those titles fresh, keeping those exclusive titles and updates out there in people's conscience, you know, as far as the living room, we're talking about those lines of entertainment, things like content, movies, streaming features, stuff you can take on the go, even a market for digital and physical goods. Those kinds of things, they need to do this, keep their position. Again, while developing what's going to be new on the 720, they need to continue to bring along those developers and those pieces in the ecosystem. You know, there's a lesser chance that we're going to see with the 720 on the schedule, anything radically new for the 360 that's going to be revolutionary. Instead, we'll see, you know, more evolution and sustaining the market.  Just keep that name out there and prepare for that 720 launch. Seems the headlines are really focused on Nintendo and Microsoft. Any feelings why Sony's being left out for the most part? You know, that's a good question. You know, Sony's had a lot of development issues when it comes to their PlayStation 4. However, Microsoft may be forcing Sony's hand to move up the release date of the PlayStation 4 to sometime next year. You know, they definitely want to get the jump on Microsoft, but not get left behind. So, you know, with all indications, it appears that the Xbox 720 is on track for a late release in 2013, if not, like a holiday release. And Sony will be somewhere in that mix along that line, several months ahead of schedule, if not a fully year ahead of what they had anticipated. You know, Sony kind of has to make this move, you know, the bottom line is it appears that Sony has, you know, not been very successful in making up a lot of ground on Microsoft at this point. Well, John, thanks so much for your time this morning, and we look forward to talking with you again soon. Thank you very much. For all the latest in-depth coverage and breaking analysis on tech innovation, keep up to date with Newsdesk right here on Silicon Angle TV.


Forty-two years after young proved that light traveled as a wave, the French physicist Hippolyte Frizzou measured the speed of light to be just under 300,000 km per second. That's 186,000 miles per second. We cover how he did it in the Speed of Light chapter in the How Fast is a video book. Over that period and into the 1860s. People like Michael Faraday, Andre Ampere and James Maxwell and others were studying electric and magnetic fields. Because waves were known to need a medium to propagate through, like water waves, it was assumed that all space was filled with a massless substance that was given the name ether. Then in the mid-1800s Maxwell proposed that the existence of an electric charge filled empty space with an electric field. Here's a NASA picture of small threads suspended in an oil aligned with the electric field of a charge. Accelerating the charge causes the electric field to change. Furthermore, he showed that a changing electric field created a magnetic field. And a changing magnetic field created an electric field. So the accelerated electron creates a disturbance in the electric field that propagates itself through space as an electromagnetic wave. Earlier Faraday had measured the resistance of empty space to the forming of an electric field called permittivity. And Ampere had measured the resistance of empty space to the forming of a magnetic field called permeability. In 1864, using their numbers, Maxwell calculated the speed of his waves. He found that his velocity was in agreement with the Zeus for light. He had demonstrated that light is indeed an electromagnetic wave. The idea of an ether filling otherwise empty space was rendered unneeded for light propagation once electromagnetic radiation was understood. So it faded from our vocabulary, replaced by the idea that empty space supported magnetic and electric fields and light represented a disturbance in the electric field. The exact characteristics of so-called empty space will be a recurring subject for us as we approach our segment on the Higgs boson. Here's a simple wave. It has a repeating cycle, a wavelength, and a frequency in cycles per second. Here we see the full electromagnetic spectrum with visible light in the middle. Radiation with longer wavelengths and smaller frequencies than red light is called infrared. Radiation with longer wavelengths than infrared are called microwaves, and still longer wavelengths are called radio waves. Moving up the energy scale, radiation with shorter wavelengths than violet light is called ultraviolet. Still shorter wavelengths are called x-rays, and the maximum energy radiation is called gamma rays.


This is stock number 9147B. We are here at Summit Automotive in Fond du Lac, Wisconsin. You're new and used heavy-duty truck headquarters. Today we are checking out this super clean 2015 Ram 2500 Crew Cab Short Box Power Wagon. This one has the tradesman package from this HD video. We'll be able to tell that this truck is extremely clean all the way around. No dents or dings on that front bumper. Factory fog lights, crystal clear headlights. Black is the color. We shoot all of our videos in 1080p so if you have HD capabilities on your computer tablet or smartphone device turn them on right now because it's like you're right here looking at the vehicle with me. This one comes with the 17 inch polished aluminum rims. Goodye Wrangler Duratrack tires with about I'd say 60 to 70% of the tread left on these tires. Lots of tread left, frame and underbody. They're a nice clean condition. The power wagon does come with the winch on the front. The grille is nice and clean. I didn't see any dents or dings on the hood. Passengers side rim is in excellent shape as well. No scuffs or scrapes and that other side of the front bumper here is absolutely perfect. As you go down this side of the truck you can see just how glass-like that paint is, how clean the body is, how mirror-like that finish is and we take these HD videos so if you are far away or even if you're close by and just cannot make the trip down you can still see the truck, hear the truck and have confidence in the vehicle that you're looking at before you even get here. We saw a lot of these trucks out of state so we want to make sure that our out-of-state customers get just as good of a idea of the overall condition as our local customers. Back rim is in excellent shape as well. No scuffs or scrapes. Back tires have about as much tread as the front tires I'd say. These are probably closer to 50%. Frame and underbody, very very clean. Has the plastic wheel well guards and the reason they do that is so your frame and underbody stays nice and clean and free of corrosion. You see just how mirror-like that paint is, very very clean. As we come around to the back you can see that the rear bumper is absolutely perfect as well. No dents or dings on that. Full towing package which includes the receiver hitch, 4 pin and 7 pin wiring. I didn't see any dents or dings on that rear bumper. It has a flex, under cover flex, fold-up tonneau cover, a spray and bed liner that is in excellent shape. Inside tailgate spray lined as well and that tailgate shuts nice and solidly. As we go down this side of the truck just as clean as that passenger side. Back rim is in excellent shape as well. But no dents, no dings down this side of the truck. Very very clean. Something you just don't get from pictures. Inside the tradesman package gives you the gray cloth interior. There are no rips or tears in these seats. Very very clean. Has factory all-weather floor mats throughout. Power windows power locks and power mirrors. It does have the fold-out tow mirrors. Inside has automatic headlamps. You can see that it has 22,270 miles on this truck. You get a compass and outside temperature display as well as the digital speedometer. This one has the Bluetooth capabilities. Steering wheels in excellent shape. Cruise controls on that side. AM, FM and Sirius XM radio capabilities on this one. This is what makes the power wagon a power wagon with your sway bar disconnect and your front and rear axle locks. 4x4 shifter on the floor. Factory brake controller, stability control, downhill assist control and your backup sensors. Passing a seat is very clean as well. No rips or tears on that seat. The headliner is in excellent shape too. And we have a factory all-weather floor mat on that side as well. Three cup holders in the center console that folds up for a six-passenger seating. Take a quick look at the back seats and then we will check out under the hood. Crew cab gives you a lot of room back here. Back seats are just as clean as those front seats. No rips or tears back here. It does have the latch child safety system right there for your car seats if you have children. There's the controller for the winch and lots of storage underneath these back seats. You also get in-floor storage with the crew cab on the ramps. You can put ice and drinks and stuff in there and then those bins come out for easy cleaning. These mirrors do fold out for towing. They also fold in and they go down like so. Under the hood we have the 6.4 liter V8 Hemi motor. Engine base very clean runs very smooth. This truck has been fully safety and inspected by our service shop. It has a fresh oil and filter change. All the fluids have been checked and topped off and this truck is 100% ready to go. To see more pictures of this truck or one of our other 400 new and used cars, trucks, SUVs, minivans, Wranglers, halftones, three-quarter tons, you name it we got it go to our website www.summitauto.com. Full pictures and descriptions of every single vehicle on our lot. Videos of every single used vehicle that we have all at summitauto.com. Thank you so much for checking out the video. If you want to make this truck yours, give us a call right now<PHONE_NUMBER>. Once again that number is<PHONE_NUMBER>. Ask for one of our sales associates standing by to take your call to make this truck yours today. Once again, thanks again for checking out the video. If you want to check out more go to youtube.com slash summit auto. Remember to like, subscribe, and share on this video and all the videos you see there. In fact in a second you will see a link to subscribe to our YouTube channel on your left. A link to more heavy duty truck videos like this one on your right and if you have not been to our website on the bottom a link to this truck on our website click those check us out and we really look forward helping with this super clean 2015 crew cab short box power wagon tradesman. Thanks again.


Good morning everybody. Welcome. It is Tuesday morning. It is what is it? The 30th? Close to the end of the month. We're almost into April. Can you believe we went through 2020 and we're already this deep into 2021? It's craziness. It is craziness. Well, welcome everybody. Feel free to put your suggestions, comments, questions, remarks, whatever in that chat box. If you're not listening to this live and you haven't subscribed, you got to do so, man. You got to subscribe. Hit that big subscribe button and ring the bell. Turn on all bell notifications so you're notified every time I upload a video, every time I go live. I just want to welcome everybody. I do these live trainings. I guess they're trainings, a question and answers, whatever you want to call them. Just about every morning now. Loud and clear. Thank you so much, Paul, for letting me know so that you guys can, you know, start running, grow online businesses. I want to see more and more people do this. I fear for those people who don't use the internet. I really do because I think a lot of, in fact, I know a lot of jobs are going to be going away and you're going to be left in the dust. So, you know, if you don't get answers from me, get them from somebody because your job is in jeopardy. I don't care what you do. What's going on, James Brane? Good to see you, buddy. I don't care what you do. Technology is coming for your job. There's no stopping it. You know, I went into a fast-food place the other day, McDonald's, and I don't go very often, but I did go in there and they only had one cash register in there and they had one person behind it because everything else was just kiosk. They're doing away with human beings. Everything's getting... Oh, my phone's talking to me here. Everything is getting used up by technology and it makes sense because it saves a lot of money. So, I thought it would be fitting today that I talk about electronics, what kind of electronics I use, what kind that you guys could use. Let me switch my screen here a little bit. There we go. And I could let you know how I stay kind of organized.  I don't want to represent that, but I'm pretty organized and the way I've set things up, it makes me really easy to run my life. Now, you can go down the road of are you an Apple user or are you an Android user? I'm definitely Apple and I want to give you some good reasons for that. Now, let's see. When you started out, how much did you budget for technology? I didn't have any money. I'll be honest with you. I had a desktop computer that was a Dell and I bought that on credit and then I invested $100 on my credit card for some inventory. That was it. I didn't have it. If you have it, today will be a good day for you because I'm going to talk to you about a lot of different things that we do use that really helps our company run smooth, I guess you could say. And there's a lot of working parts. When I look back, that's a good question, but when I look back and I see what I did then and what I do now, it's like night and day different. It really is. James said, had another hard time finding today's live stream. I wonder why. The easiest thing to do, James, is just to go to my channel and it will show the upcoming live stream right there and you just click on it. That's what I do as far as the comments here. I just go to the channel and then I click on the upcoming live stream. That's the simplest way to do it. So yeah, I would suggest that. So why do I like Apple? So many reasons. I think I like Apple more for the fact that I know everything's going to work for a long time. That's my probably number one thing, is when I buy an Apple product, I know it's going to work for a long time. So I think your organization is good, but your discipline and habits allow you to run smoothly. Man, it's hard to be disciplined. I'm not kidding you guys. You know, my wife and I were working out yesterday. When I first met her, she didn't work out. She didn't do that stuff. She was like, I hate to admit it, she was 26 when we first met. And she's going to be 39 this year. So we've been together for a little while and we have a little bit of an age difference. But the thing is, we were talking about working out and how uncomfortable it was and how difficult it was. And it seems kind of appropriate because after we were talking about that, I saw somebody post online and basically it said, life is difficult. Life is really difficult. And you've got to quit expecting it to be easy. It's not going to be easy. So as soon as you realize it's difficult, as soon as we realize that it's difficult to work out, then you can do it and go, well, yeah, it doesn't feel good. It hurts. It's hard to do. So you do have to realize that this is the only way you're going to have success is that you're going to do hard things. You're going to do difficult things. Now today I'm talking about technology. So we're trying to make it a little easier, but it's still hard. Still hard. It's not easy. This is why I lose followers because they look at me and go, well, I want to be told it's easy. I want to be told I can make a million dollars and work three hours a week. You can't. You can't. There's nobody that does that. Show me one person. Show me one person that, and I'm not saying somebody who's built up a huge business and then they step back a little bit and, you know, reap the rewards of it. I'm talking about somebody who starts out and automatically can work three hours a week and make a million dollars a year. I don't, there is no person like that. They don't exist. Doesn't happen. How much of a learning curve was there switching from PC to Apple? You know, that was a big thing, Paul, because I looked at it and my wife at the time had an iPhone and she had a Apple computer, excuse me, she didn't have an iPhone. She had an Apple computer and I was watching her and I looked at the operating system and I looked at how it works. I'm like, I don't want to do that.  I don't want to do all that. That looks difficult to me. Once again, difficult things are good for you. And once I got into it, it was pretty darn easy. It wasn't hard at all and it did so many more things to me. So let me kind of give you an overview of what I use, okay? Right now, I'm broadcasting on a MacBook Pro. I bought in 2019 and the computer I had before that was Mac Air that I had bought in 2013. So for six years, I used the Air. It didn't really have any problems. The only problem with it was that I was running out of storage space, so I had issues like that, but it wasn't broken. It still worked. I still used it, but I bought this MacBook Pro. Now, I also have an iPhone right here, got an iPhone. Okay, there's, oh, there's a picture of the house, guys. You want to see what's going on with the house right there? There it is. There's our house right now. I just got some pictures from the project manager yesterday. But so I have this iPhone. This is an iPhone 11. Now, every two years, I will upgrade my phone every two years. Some people say, we don't need to and you could keep the old one probably, but I like all the new stuff. So I do that. I also use, and you will see it right here, this iPad right here. Okay, so I'm actually watching myself on the iPad right now as I talk. A little bit of a delay. You can see the, me holding up the phone right there. And I use this to talk to you guys so that I can put some notes in here. And I also use the Apple Watch. Okay. Now, here's the cool thing. If I put an appointment on my computer here, okay, or my iPad, or my watch, or my phone, it's on all of them. It's on all of them. Now, to some people, they go, well, of course, that's the way it works. I think that technology is amazing. I just think it's amazing. If I see a phone call coming in on my wristwatch here, I can actually hit the button and talk to my watch. Dick Tracy like, right? That's pretty cool stuff. But I can also say, well, I don't want to talk on my watch because the problem with talking on the watch is everybody around you can hear your phone conversation. So I may choose to pick up my phone. Okay. Now, I like all of these things because no matter what I do, it's automatically put in another spot. I like Apple also because of support. The support is amazing. It's funny because I had some reason I had to go into one of those Microsoft stores. I had some type of program on my Apple computer and had something to do with Microsoft. I can remember what it was. And the service was horrible. It was abysmal. I dealt with three different people. They were disorganized. They didn't know what to do. I mean, the whole vibe of the place was that of disorganization. And then the one person started complaining about working for them and what a crappy company they were to work for. And I was like, wow, I don't hear this when I go into an Apple store. When I go into an Apple store, they're really upbeat. They love it. They said that they could work the hours they want. They have tons of benefits. They're totally happy. And I think the attitude of employees for a company kind of give you a feel of what the company's like too. And the funny thing is I could take my Mac Air that was six years old and I could pull up Apple and they still helped me with support. They didn't go, oh, you're out of warranty. We can't help you. You need to buy a support package. They never did that. They just always helped me out. So I kind of like that too. So let's see. What else do we got here? Do you use any technology to speed up your processes like an expanded video card or updated router house looking hot? Thank you for the comfort of the house. Yeah, we do have, I guess it's a repeater for our Wi-Fi in the house. Now the Wi-Fi in our house is the highest level you can get. So it's the fastest Wi-Fi available that you can get to your home. And then we have an extender repeater, whatever you want to call it, in the mid part of the house to make sure that we have coverage throughout the house. The new house I'm sure we're going to have to do the same thing. We need that fast speed because I often download videos all day long and when I do that it's just required. Today, so you know, and I'm going to talk about some of the other equipment in just a second. I'll be finishing up my scripts. Tomorrow I'm going to be recording all day long. 12 to 13 videos will be have to be recorded to give them to my video editor so that I can stay up to speed. What do you think of Kartra customer service? I think it's pretty darn good. I'm pretty happy with it. I knew Andy Jenkins and I know his wife Sarah who run it now and well literally Sarah's a friend on Facebook so I could send her a message if I ever had a problem. I wouldn't do it. But the other guy in there and I can't remember his name that it runs Kartra. He's really helpful in the group. I could send him a direct message and he would answer me right back so I don't have any problems. None. Now I don't do that. I don't take advantage of that fact that I know these people. I usually use their support and put in a ticket and do all that kind of stuff. But I would say without question within 12 to 24 hours I have everything worked out and I think you know support is twofold. Support is for people who are brand new to something and they don't know how to use it. And then it's also I guess for people who don't have a high level of technology. I don't use support much because I know how to use everything and it's not a problem for me. I don't have any question. I'll tell you most people go to support too quick. You can pretty much just go into Google and put Kartra integration strike and you're going to find an article. You're going to find a video on it. You don't need to use support. You can get instantaneous answers to your questions on most things. So I've covered the phone. I've covered the iPad. I've covered my laptop. Now I'm not going to kid you between all these things here. That's thousands of dollars. It's thousands of dollars. This laptop here I think was three or four thousand dollars and I know this was like twelve hundred dollars. This iPad here was six or seven hundred dollars. This watch is five hundred dollars. It's not cheap. Okay. It's not cheap. You don't have to go to this level in the beginning just because I'm telling you what I use doesn't mean you have to use it. Now I'm going to get into a little bit more technology. I also have this microphone right here which is a Rode NTSB and I use this for recording any type of audio stuff I do and it's got the nice armoid and all that. Let me get this out of the way. In addition to that when I'm doing videos I have lights okay up above me and I really can't show it to you but there's two strip lights. Oh I'm just knocking it off. Two strip lights that go across here. I have a round light right here. I forgot what it's called. A circle light. I don't know. Then I've got these newer lights and I don't mean like as a new. They're called N-E-W-R newer lights. I've got one, two, three, three, three of those going on now. So three, four, five, six different lights to light everything up so that it looks and then see it just looks normal. It doesn't look like I'm all lit up but if you were to walk in this room you'd say oh my god that room is really bright. The thing with filming videos is you've got to over light everything. Overlight it and it needs to be on the side of the front not behind you. Backlight is really bad.  So that's some of the electronics I use. Let me check out some more of these questions here. What upgrades to new home are you looking at equipment wise for the other hardware? Where do you like to shop best buy Amazon or Fry? Fry went out of business. Fry closed every single store there is as of last month. They're done. You know I for my electronics you know if I'm buying lights and stuff like that there's a nice camera store that I go to. I bought my ring light that ring light that's what it's called. It's a couple ring lights. I bought my ring light and there I buy some stuff on Amazon. I'm a real comparison shopper. I mean I'm real comparison. I mean when I go into the grocery store I've got the grocery store app. I'm looking for the specials. I'm really a comparison shopper. I don't ever clip coupons. I just not a thing. I think it's a total waste of time to do stuff like that but if I've got an app for like bonds which is in California and it's got like you get double points on meat or you know you get three dollars off on any meat purchase I'm using it man I'm all over it. So I'm really big on that type of thing. I comparison shop whether it's this electronics from my office here. This microphone I actually drove down to Chula Vista and bought because it was the best deal and I wanted to talk to somebody about it and get their input on this microphone and I don't use this microphone for these lives. It doesn't seem to work as well but when I'm recording just clean audio like for one of my courses or something like that it's amazing for that.  I got water and I got the tea. I am your big fan sir. Oh that's very nice. That is Sahil Khan and tell me where you're at. Sahil want to hear from you buddy where are you at? I am from India that was quick. I guess you were already typing that. I am from India and I went to online business India to USA. You can certainly do it. You can do it anywhere in the world. This is what amazes me. People are going to crappy jobs every day doing things they hate doing and they can make money online. I was sitting next to my wife last night and I got an alert on my phone that somebody bought something and it was $1,406 and I just looked at and I said is this amazing or what? I'm sitting here eating dinner and somebody just sent me $1,406 as I'm eating dinner. Now that's not the only sale I made yesterday but it was this one that I called out to her and I said this is kind of amazing that I can make money like this and I'm not doing anything. Now I'm not saying I didn't do anything because I worked and I had to work to get that product out there and marketing and blah, blah, blah, blah, but the point is once you have this stuff set up, once you have this technology set up, it all works for you. It interfaces for you which is pretty darn amazing. Let's see here. Do you use my Simon for comparison shopping? I do not. I don't know about my Simon and I guess I don't go overboard on it. I mean you can really go overboard on some of this shopping comparison but I just, I do my best. I do my best. I don't use any extra apps. I do, however, use a lot of apps and I'll give you an indication of this. Okay, let me see here. Excuse me. So this is one page of apps.  So I have a few apps, right? I got a few apps but they're super helpful. Let's see here. Paul says, do the overhead lights provide a lot of fill lighting as they full spectrum lighting? I really hate the fluorescent lighting. Do you think fluorescent lighting affects video quality? Yeah, I don't like fluorescent lighting. These, I can't remember what they're called. They're like these strip lights and I don't know if I could get a picture of these to show you guys. I guess it would be helpful if I did. Let me just take a picture of these. I can't really do it. Let me see if this helps you out. And you can kind of see what I'm using here. I'm going to send these to my computer if I can find it. I'm not able to send it but I could probably just show you the picture. So this is what that light above my head looks like. You can kind of see that there, picture of my house next to it. So that's what I have above my head. And let me see if I can get another picture of these other lights here guys. This may be helpful to you if you're trying to figure this out. This is a picture of the ring light. Excuse me. My throat is always tough in the morning. That's a picture of the ring light and the newer light and that newer light that went to square one you see right there. I've got those surrounding me right now. So back to the electronics thing. The reason I also like Apple is there's so many other things that help and enhance my life. Like this watch here is my fitness tracker. I set it for 700 calories a day and I have to get to that 700 calories every single day. I just have to do it. It's a requirement for me.  So it's not just business. It's not always just business and social. I like that too. It does a lot of social things for me. So I'm pretty set up. I know nothing about Android. I know that about four years ago I was like you know what I'm going to give me one of Samsung smartphones. I think that's going to be fine and I had that thing for about three weeks and I called up Verizon and I said I can't do this. I need to go back to Apple.   I really do and they were like well you can't because you have to wait two years. I was like why? And they said well because you can't upgrade it would cost you like a thousand dollars to go back to Apple. I said take my thousand dollars. I'm going back to Apple. I'm not going to put up with this for two years. I'm not doing it. See I love the links you have below that you show the product you use. Thanks for your research. Yeah I do and I do try to put that below guys. So in this video like right now there's no description. It won't be until I end the video. When I end the video there are links to pretty much a lot of the stuff I use in my office so that you guys can click on it and go use this stuff too and get good results from it. Do you have any questions about electronics or how I use this stuff? And I didn't get into like my online stuff because I did that the other day when I talked about file storage. But all these things also sync like my Dropbox syncs with my phone so you know it makes it really easy to pull up any files I need or anything like that. It keeps my phone real clean because I can send it to the cloud real quick and same thing with my iPad, same thing with my MacBook Pro. And the other thing about these is they just don't break. They don't break. You know we talk about support and getting support. The best thing about support is having a product or having a service that you don't need support but it's not an issue okay. And I get some support tickets but they're pretty rare. I got one yesterday that was pretty interesting and where is the guy that sent me the support ticket yesterday? James I believe was his name and he sent me two support tickets. He's asking about the price of one of my courses and he says how many months till it ends? Of course I gotta let him know it doesn't end you know as long as you're a member you gotta pay. And do you have any reviews online I can read that are not related to your company which makes no sense why he's buying for my company but he says can you be found on the BBB? Better Business Bureau.  The way the Better Business Bureau works is if you want a good rating you pay the fee. You pay to be a member and you're going to get yourself a good rating okay. And if you don't pay the fee they allow whatever bad stuff they can to happen to you because you're not a member you haven't you haven't paid your protection money that's how the Better Business Bureau works. And he says sorry but I've lost thousands on gurus no offense just trying to be safe with my money sir and this is from James and I understand that there's there's a lot of ripoffs out there. However I also had somebody buy one of my courses the other day and said oh my gosh I bought your course I know I'm going to make a lot of money and I said no no no buying my course does not make you a lot of money do not think that buying my course will give you the tools you need to make money but you're going to have to work and I told her I said my course is not going to make you anyone not a dime it's your effort that's going to make you money and she said well I've got a good work ethic so that's not going to be a problem that's fine all I do guys is I give you information you have to implement it you know if you go through and read everything I've ever written if you watch every single video I've ever done your income will not increase one dime not one dime you don't hear that do you it's just the truth you have to do things you have to work all I do is provide you the information it's like me handing you a hammer and a saw and you're going oh great I've got a house now no you don't you've got to use those tools if you don't use those tools they don't make any difference if I tell you about all these electronics here you go out buy all the electronics I've got and you go away I'm not rich yet well no there's these are just tools these are just tools now when I record tomorrow in addition to these things I have a DSLR mirrorless mirrorless camera you can look that up in fact I think I have a link in the description they're expensive they go from the you know the 600s into the thousands of dollars but it's a great camera for me recording my videos so I use that and then on top of that I use an external microphone I use a lavalier sign house or microphone it's like 650 dollars because I'm telling you about these and because these things are expensive that that doesn't prevent you from doing any of this you could use your iPhone period and if you want a microphone you can get a wired one which I have that in the description also see here I thank god my son is heavy into computers I think you mean my son so he could help me when I get the blue screen of death a son currently working on computational neuroscience I don't know what that is Verizon now has a program for 25 dollars a month technicians will repair any of your cell phones computers iPads etc wow I didn't know that that's pretty cool but I gotta tell you I never have any repairs nothing I buy the protection on this in case I break it or lose it or something like that so I do have the monthly protection I don't know what that is 8 bucks 10 bucks I think we worry too much about that stuff I want all my electronics totally protected because I can't afford to go down I cannot afford to go down when I got this MacBook Pro it died it died about a year after I got it I had no idea why it just died and I went right over to my Mac Air that I had had for years that I bought in 2013 and I was back and running because I had to actually ship it out I couldn't take it to a location at the time so I had to ship out my MacBook scary scary you know what it's like to put your entire business in a box and to ship it away I mean that's scary stuff guys that's I love that I can respect you for being both honest and great servant leader entrepreneur coach well I appreciate that it's very kind of you know I'm just telling you the fact you know I'm just that's it the fact but I will tell you this the fact is that in 2009 I started selling online and to this day I've got money in the bank which is nice I don't have any bills no car payments none of that stuff and I'm building a beautiful home and the reason I tell you this is not to brag I tell you this because you can do the same thing I'm no different than you were we're saying we're just two human beings got arms and legs and a mouth and eyes and all these things and some of some others don't even have that and and they're successful online but the point is anybody can do this stuff and I share with you all these things I'm using in case you're interested maybe you want to use it maybe you know maybe you say hey JR uses that maybe I'll use it but you know what you can do all this with Android too this is just my preference this is just me sharing with you what I do doesn't mean you got to do it you could do your own thing you can do your thing that's okay the things I will tell you that you do have to do is number one you're not going to want to hear this exercise if you're not exercising and you're listening to me you're not listening you've got to exercise guys you've got to I don't want to do it my wife doesn't want to do it my son is crazy he does want to do it he's one of those guys that let me say if I can pull him up I'll give you an example of what my son is right now let's see here Patrick but that's the first thing you got to do over and above all of the electronics and courses and all those things you have to exercise required all right so that is my son he likes to exercise okay I don't necessarily want to exercise he likes to exercise he's 20 what will he be this year I think 20 this is terrible 24 27 he'll be 27 next month he'll be 27 years old actually a few days April 8th but the point is you got to exercise that's that's over and above every single thing else you do exercise why is that because if you're not healthy you can't do anything I'm telling you to do you cannot do anything I'm telling you to do if you're not healthy which means you have to exercise now up to about the age of 25 I'm just arbitrarily picking a number maybe you don't have to exercise maybe up to the age of 25 you stay pretty healthy but I'm going to tell you after that you start to decline you're going to decline some at 30 you're going to decline more at 40 you're going to decline more at 50 and it's 60 and 70 and 80 and if you're not exercising you can't do anything I'm telling you if you're not healthy you won't feel like doing anything I'm telling you if you feel good and you feel healthy and you're strong then the next thing you got to do is have a good work ethic motivation wears off motivation wears off motivation is when you feel like doing stuff you're motivated to do stuff and that's great that you have that every now and then that won't make you successful what's going to make you successful is self-discipline and hard work okay motivation goes out the window when you don't feel like doing something when you don't feel like it then you aren't going to do it okay your motivation is gone you can't keep motivation all the time but you can keep work ethic you can say this is the kinds of things I'm going to do every day no matter how I feel no matter how I feel I'm going to go work hard I'm going to do these every day this is what I'm going to do so every morning I come in here and I talk to you guys how long will I do it I don't know I don't know I feel like it's helping some people now and that's what I want to do is I want to help you guys out as long as it's helping you as long as you respond back and you say hey I like that I got something out of that I'll probably keep doing it as soon as I don't hear that that I'm going to be off and do something else I can do that now which is nice let's see here James Breen says be patient your Apple computer will eventually die or your Apple won't upgrade I love all my all in one Apple wouldn't upgrade now it's parked in the attic okay that's cool you know to each their own right James I love the fact that both the lives and pre-recorded are providing so much value but like you always say take action action's it man you know it's like I always hear these people like they'll say jr I got this great idea for this product or this app this website or whatever but they'll say what do you think of it and I'll say I don't know try it oh I don't know man I don't want to try it unless I'm sure it's going to work really you're never going to be an entrepreneur because you've got to try things all the time that don't work I was looking at some my ad yesterday and some of them were terrible they're terrible and some of them are crushing it so I know certain things aren't going to work I try all kinds of things all the time but the few that do work make me enough money to make up for all the things that don't work that's the way it is if you can't handle things not working out you'll never make it as an entrepreneur you need to go get a job you need to just go get a job and you're going to have frustrations there too so you really there's there's no running from frustrations this it doesn't exist you're going to have frustrations uh see motivation is temporary and being inspired with a mission and purpose gets your feet on the floor who dares wins very nice Paul very well said um and I'll leave you with this guys motivation is not success success is motivation and let me let me explain it to you this way if you go and you do nothing and you wait for motivation it's rarely going to show up but if you go and try 10 things and eight of those things fail but two of them are wildly successful how do you feel now about those successful things you feel motivated don't you because success is the key to motivation if you try a whole lot of things if you use the work ethic and try a whole lot of things you'll get some successes and those are the things that will motivate you to keep going uh when I first started my survival food company I found one person one person that agreed to sell my food on their website I thought I was a hero and it it motivated me to call more and more businesses it motivated me to email more businesses and say hey sell my products on your website um that one guy did now here's a funny story about that one guy he never built a website he never sold any of my products but the thought that I had somebody that would sell my products motivated me it was like gosh I got somebody to do it I bet I could get more and I just kept going and kept going kept going kept going um and that's basically where motivation comes from motivation comes from success I can look back on successes and I say that motivates me you know uh yesterday I got to 120 push ups which was great and I do those just so you understand they aren't straight straight I do 40 seconds 40 seconds 40 seconds and I think the first one I did like 42 and then I did 38 and then I did 40 and that totaled 120 and man was I motivated afterwards during I was not motivated during I was in pain during I wanted to quit during I didn't like it I was uncomfortable but afterwards I was motivated after I had done something motivation will often come after you do something not prior to doing it work ethics going to make you try things and when you try things and you succeed that's going to motivate you to do it again or do more of it so I just want to kind of leave you with that today see Paul says have a plus week a head gang got a bounce dreams without actions stay dreams they do uh hey if you like this training guys do me a favor put the chat section you like it uh put in there any comments you have if you have suggestions for other subjects you want me to talk about uh put that in the chat section if you're watching this and it's not live you caught me a week later you caught me a day later make sure you subscribe below and bring the bell turn on all bell notifications so you're notified every time I do a video every time I go live if you think this video can help somebody else please share with them take the link at the top copy it send it to somebody and say hey I think this could help you out um that would be really really nice if you did that let me put a little comment in here I love each and every one of you guys period thanks for being here I really appreciate your attention period okay so I'll put my comment in there you guys have a great day and I'll see you tomorrow


All right, well, well, that's not turn it down. Just a hair Welcome everybody. I appreciate you all being here for the session. My name is Clyde C. Posad I am the head of the training and certification group at the Linux Foundation and We spend a lot of our time actually all of our time thinking about talent and the role that the people side plays in the broader ecosystem, so Elapsed are really exciting place to be right. We have 700 plus open-source projects ton of committed developers lots of excitement at the end of the day still people need to be involved in doing the code in standing up the systems and running the systems and the more and more we're hearing this drumbeat of How are we going to get fully staffed? Where are we going to get fully staffed? Wow, the competition is fierce, you know I keep losing people out the back as fast as I'm bringing them in the front and so the The question is what are we? What is the new normal look like especially as we come out of the pandemic with remote work and remote hiring? and what are the implications for how we think about the talent pool, you know industry and the Thing that I got to thinking about last night is It's a little bit like the Little Red Hen you guys know the story of the Little Red Hen The Little Red Hen goes around Plants the corn asks people who wants to help with the corn nobody wants to help plant Time to reap the corn she asks who's gonna help reap the corn nobody wants to help She grinds a corn nobody wants to help grind the corn. She bakes the bread. Nobody wants to help break the bread When time comes to eat the bread a whole bunch of people show up. Hey bread Talents like that. I think we've all gotten a little bit lazy that we kind of show up and it's like oh talent And it's just not true anymore. I mean, it's never really been true, right? I Keep joking with folks And it's sort of gotten to be not funny actually that you know if you if you're feeling bored Even if you're in Some random field just put the word kubernetes on your LinkedIn profile and give it 12 hours and All kinds of interesting inquiries will start popping up for you I'm not just a reality of the world. We live it right everybody is on the hunt, but Like the Little Red Hen We all want the bread kind of fully baked, you know, it's sort of like well I prefer to have somebody with three years experience and just slide them in so I well If you can find that person that is Fantastic, and if you can afford that person that is even better, and if they're still here 12 months from them. Well, congratulations Yeah, it's like a win in the lottery talent is really a Serious thing and I think the thesis of this talk is sort of life lessons from the Little Red Hen is We need to do more to kind of build the talent right this idea that you just go out and and source it on the market It's never really been true, but it's less true now than it even used to be I Guess I was I want to stop there before I go too much further Up is anybody in the audience seeing anything different You know, we have a view we've done some surveys we have some data any Different perspectives on talent, especially given the pullback and the markets in the past Several weeks No, nobody's stumbling into giant untapped pools of talent out there Like the talent shortage is real you guys have seen the stats 93% of hiring managers say they're having a tough time 100% of the people I've talked to at this conference have said hmm. Yeah, not so easy Especially to get the talent we want on some and it's tough enough on the on the core stack Of you think of sort of public cloud infrastructure when you start digging into that for you know Edge networks IOT AI machine learning, you know the deeper you get the harder it gets right and so even at the basic level of Cloud-native familiarity there's not enough and the more the more specialized you get into the your particular application that the tougher It actually gets to actually find what you want And then of course unemployment is is lowered, you know, there's cutbacks. We're seeing cutbacks at this morning I saw Netflix did another cut back. You know, there's definitely some shedding a talent happening. I don't think it It's very unlikely that we end up in a situation where there's so much cutback on technical talent That it's a whole ton of people looking for jobs and life suddenly gets easier and we can all staff up every open rec I think that's very unlikely to happen just given the extent to which people are trying to pull talent into the market And it is a global talent shortage. This is one of the really dramatic shifts I think over the past 18 to 24 months A lot of companies have gotten comfortable with this idea that they can hire talent that's away from sort of the core office site and That's great news if you're not in the Bay Area or Bangalore or Chicago or Dublin Or one of the sort of big centers because you too can now tap into some of those great salaries that have been available and People are looking and willing to consider you as a part of that talent pool The bad news is everybody discovered this simultaneously The idea that you can go pick off talent and some of these you know historically sort of lower temperature markets is Exactly not true and if you look at you know They were the chart represents as the percentage of people who feel comfortable and they've planned for their talent needs out Through the next 10 years and of course the answer is very few people have done that in part because very few people have really started to think about How am I going to build some of this talent? How am I going to put some skin in the game to help grow that next generation of talent instead of kind of harvesting it all at the end and The current pipelines are just not big enough right if you look at the folks who are coming out of Degree programs associate programs whether you look at it at the US level whether you look at it at the global level There's just really not enough coming out of that sort of traditional talent development pipeline And that's before you get to the question of other people coming out of the traditional pipeline Ready to work any microservices cloud first She's couple of head shaking. No, I The first week I came to Linux foundation My wife is a professor here at UT Austin and I asked her to make an introduction to the head of the computer science department Kind of rolled in and say hey, you know What are you guys thinking in terms of how you modify the curriculum in the age of you know Open source sort of coming into its own and Linux as operating systems and he sort of rocked back in his chair and said well Here's the thing By the time we teach the things we need to teach to stay accredited It takes all four years And when we ask around nobody wants a five-year degree So we teach the things we need to teach to stay accredited and we hope the students fill in the blanks with the other stuff That they need the first day they go to the job and Remember leave in the office thinking wow that is Kind of scary. They know they're not teaching what what people want them to see they want on the job But they're stuck in this accreditation Sort of treadmill where they can't get off and it takes years and years Actually recently went back and met with the new head of computer science and sadly the story is unchanged because my question was well It's been eight years. Have you guys updated the standards for accreditation? So There's two problems, right? There's a the people coming out of the formal education pipeline aren't necessarily getting the breadth of exposure And I'm generalizing there's some places in a Portland state and others will do a really nice job Trying to integrate open source into their curriculum and to the day-to-day experience but as a generalization the formal programs aren't doing a great job and the informal programs are Not coordinated and then there's not a really good pipeline sort of coming in so there is kind of this global challenge of Where's the supply going to come from our folks who are Experienced in working in these technologies and have comfortable comfortable working the technologies all of which means that you know The easy things to do which is what have we done before that has worked, you know? I made the joke about LinkedIn earlier. It's already a joke people are LinkedIn has become just a Circular firing squad for hiring right you find somebody great somebody else finds one of your people great And you just basically do the musical chairs thing and sort of round-and-round right and meanwhile you're paying the recruiter What how many months a salary to go find that person's like?  It's just yeah, LinkedIn was great. I remember when it first came out and everybody was like, oh It's so awesome. I can go find talent in places that I've never fished before You know everybody else figured it out. So it's not a great hidden gem anymore Word of mouth is great. You know, I'll talk about this a little bit later. I think people could do more of that Traditional degree programs You know, there's only so many grads coming out of these things and there's a bunch more companies trying to compete for them Even if you go to some of the areas globally and you know across North America in our case where maybe the Big tech offices have not been it's just it's tapped out And it really is tapped out in terms of where you're gonna get talent from from those pools coming in And so what do you do? Right? What do you do differently tomorrow than you're doing today because? Yeah, we all have projects. We're trying to do including us at the Linux foundation And then we look at the open rex. We think oh man if only we could fill those three rex We could actually dent this backlog and get some of the road map stuff accelerated, but the other challenge of course is The people who you have need to be fully deployed working against the backlog who's gonna interview You know spend hours combing through the last position we opened 12 hours later. There were 84 applicants and I'm looking at the hiring man. Just saying so the good news is you have 84 applicants Bad news is you have 84 applicants About you guys, but somebody's got a comb through You know the stash and figure out kind of you know who you're even going to bring in right and you know You all know like interviewing is not like a half an hour process, right? It's multiple people It's just you know, it's a multi our commitment times 10 candidates It's just it's a lot of investment, right? It's a lot of investment in dollars and time and then you know Did you actually fill the gap or in the three months it took you did you lose somebody else to the team, right? So it is a it's a really tough treadmill So one of the questions is can you can you buy a way out of it, you know, so It's interesting with the The data and you know the 10th jobs report came out. We announced it here at this event we've done out this is sort of the hot off the press research couple thousand people responding and People have raised P and you know, I show our hands whose companies have raised pay in the past 12 months or so It's one of these things it's sort of like necessary but not sufficient because we've all raised P It didn't really make a dent it helped stanch the bleeding a little bit, but it didn't move the ball really followed and you know, it was interesting because we've been doing the survey for 10 years now and People had always been a little bit coy when we asked the individual side of the survey Where pay ranked it was always sort of like number two or number three and I always looked at the data and thought Really though this year was number one and not even pretending anymore like pay is important But it's not going to be sufficient because you know unless you have an awesome VC Just pouring money into your gas tank. You cannot outbid the market for talent and use that as your sustainable strategy for Filling the needs you have it's just Yeah, the tide is kind of risen with it and so you know base is gonna go up But it's not really gonna be a lever, but it is something you're gonna have to talk about it It's something you're gonna have to do But it's probably not gonna be a major part of your solution to just say well I'll just pay more and and bring these folks in because the Everybody else is doing it and including in some of these untapped markets, right? So again We're hiring and and we had a candidate who is in a pretty low-cost rural part of the country and He sent in his expectations and I thought Can I get my head around paying somebody? You know, I mean the Bay Area I get right you're sharing with 12 guys in an apartment for three grand a month You know even in the low-cost areas, right? People know they know what talent is being paid, right? So there isn't a lot of arbitrage opportunities going on There's still pockets, you know, you hear you know Before recent events, you know, Ukraine had a lot of developers. I think they're all in tech You know the Poland's got a lot. You've got some pockets in South America. So there are places where there's a little more momentum Building believes Costa Rica, but they're just not a ton of those places, right where you can get an arbitrage of the salary It's just you know pays just it's really Not enough and it's all of the above, you know, it's Sorry as font is a little small, but it's flex work. It's training the talent It's providing bonuses end-of-year bonuses spot bonuses productivity bonuses for getting targets and getting projects out on time Encouraging people to Spend time on code development, right and you know rewarding people who make commits upstream to a project, you know what it really speaks to is a What we call the all of the above strategy, right you have to try a little bit of everything and you have to be mindful of The relationship side of it, right? Do you understand what makes the different folks tick because some people might prefer the flexibility more some people might need the pay somebody else might have Be super passionate about an open-source project or contributing to You really have to and this is what I think one of the challenges, right? I think for HR and for engineering leaders and for software development leaders I Will generalize and say that it's not always been the highest sort of EQ In terms of working with folks and understanding what makes them tick But but it's going to be important understanding what makes the different folks tick and being able to do some adjustments as you go to try to make sure that this person who has this set of priorities is Getting their needs met and this person who has a different set of priorities is getting their needs met You know, it's an investment in that relationship, right? And so getting to know the folks getting to understand what makes them tick having some flexibility in what you offer them instead of You know, here's the deal everybody gets it. We're all off on Friday. We're all getting quarterly bonuses You know, the more you invest in the individuals and understanding what it's going to take to keep them happy The one thing I can guarantee you is they're going to get job offers, right? And the other thing I can guarantee you is you're not going to have a hundred percent retention There's just no universe all the loyalty and all the relationship building in the world is not going to Make it so that people don't leave because they get a phenomenal offer from somewhere else What you've got to do is figure out, okay, I Can't be at a hundred percent. I Don't want to be at ten percent So what are the steps I can take to get my retention from ten to twenty to fifty to sixty and keep nudging it up You know, if you can hang on to your folks and you know, you're getting eighty percent retention year over year You're probably going to be in the top quartile in the industry in terms of retaining your talent right and growing your talent And so you have to be realistic because you're going to have to an over and you're going to have people go for great opportunities somewhere else but It's a numbers game. I have to plan for the fact that people are going to turn over and If you think about what that means for your talent pipeline is you have to have a bigger base of talent kind of coming into the organization Which is challenging because one of the things I said at the start I think it's true, which is we all want to hire that guy or gal who's got a bunch of experience and It'd be great, but we're probably going to hire have to hire Two or three guys and girls that are a little bit more junior and invest in them over a period of time Right, just the patience of saying it's gonna, you know You know, it depends on the individual right might take three months before they start being productive It might take six months depending on on where in the cycle they came in but you have to commit to that Yeah, you'll see the last slide which says it's a marathon of not a sprint, right? It's just it's a day after day just deep commitment to get more talent into the organization And by the way, not just more talent in Discovering the talent that you might already have right people who might be in your organization not necessarily in a technical rule Can you guide them into a technical rule, right? At least, you know, there are known quantity. They understand the company culture So, you know really thinking about the talent when I think I might be my next I'll have one more side get there. You know, everybody's thinking anew, right? Yeah that One of the side effects of the pandemic was people had a lot of time to think about what are they doing with their life What's life like when I'm not commuting to work? You know What gets me up and excited out of bed in the morning and I think in tech It hasn't been the great resignation that we've seen in the service sector where just tons of people left and I've just never coming back But they are reevaluating they are certainly telling us pays the most important thing They are saying that they want flexibility in their hours They want to be able to maybe work and discover new technologies They maybe want to go work on a project. They're passionate about Yeah, this is not yesterday's talent pool This is today's talent pool and and they're a little more insistent about what you know, what scratches their itches And so, you know for those of us running departments driving hiring What are we gonna do differently? You know, I think you know, it's the old definition of insanity is you do the same thing and expect a different result If you do the same thing the results will get worse and worse over time Right because everybody else is gonna start to figure out how they're adjusted their strategies on talent And so for all of you in the room and all your organizations and folks joining online What you know, what's the all-of-the-above strategy that says yeah You can't stop doing the things you were doing last year and two years ago, right?  It is all hands on deck fire up the afterburners because You know, there's gonna be some attrition, right? so you've got to keep filling the bottom of the organization and getting talent in knowing that you're not gonna keep all of it and Developing skills in-house, you know, this is I say this somewhat selfishly because that's what we spend our time on is training but the reality is It's like the little red hen, right? You got to plant it. You got to nurture it. You got to grow it You got to figure out what does that model look like with internships with people coming out of high school with folks coming out You know, we're military veterans, you know You really have to think about all the potential sources of talent and how can you get them into your organization? What's the coaching piece gonna look like, right? Who's gonna mentor the folks if they're coming in with less experience, right? So now you're asking more of the people within the organization That you know that could have been Flat-out, you know pizza under the door working on code and now say hey, I need you to spend time Training this person and helping helping them get up to speed. But if everybody is not part of the solution You're gonna be you know, the whole just keeps getting deeper, right?  Every technical person in the organization in addition to their technical duties is now a recruiter Is now a developer is now a trainer because you just how are you gonna get there otherwise? if you don't build some of your own talent if you don't go to the you know, they the Help desk or the call center and see those folks who are sort of geeking out and say hey You know, why don't you come do a rotation in this department? Let's see if you've got the potential to train up on this, right? if you don't go to the local high school and try to get some of those folks in the robotics Club if you don't go to you know, the The workforce adjustment offices for people who are looking for jobs and try to get those folks in you know, you're never gonna tap into that that broad base and the Responsibility to develop some of your own to build your own talent, right? It's kind of It's the IKEA model It's a lot of steps right to assemble the couch, but ain't nobody gonna come do it for you You're gonna have to figure out what are we doing on training? You know, what can I do with things like certifications to demonstrate that they actually have developed the skills that I've acted that I was asking for and Who's gonna be responsible and the answer is we're all responsible, right, you know Even the junior person is gonna have to then bring the next more junior person along because they just went through it last year in terms of How are you engaging with folks? How are you pulling people kind of into the talent pipeline? the training training training right training in non-traditional audience which Yeah, the reality is When you go to your existing workforce and you say hey I need your help bringing these folks in and helping to coach them There's gonna be eyes rolling and people are busy they have projects do you but If everybody doesn't pitch in it just gets harder and harder, right? And so it's a change from a cultural perspective. It's a change in the expectations We have a four technical teams that Their responsibility is to help bring that next generation of talent along. This is not an HR problem This is not a hey. I just need a better recruiting film problem This is not a hey if only management would let me raise my salaries problem. This is a All hands on deck Everybody pull every level problem because it's the only way you're gonna get to something like fully staffing to be able to work on your roadmaps and yes It's a cultural Expectation change that everybody is mentoring and training somebody else It's a cultural expectation change that everybody who is a manager is now be expected to spend a little bit more time with every employee Figuring out what can we do to build loyalty? What can we do to build retention? You know, what would make this person? Happier than where they are today that might be different than what would make this person happier than where we are today You know, it's a much more engaged future if we're gonna get to where we need to get to in terms of the talent pool I talked some about this right just Find it. Yeah, and I'd love to get these these are some that come up in conversation And you know folks in this room might have other perspectives on you know Where to go find that next generation of talent? Does anybody doing anything non-traditional in terms of how you try to identify talent pools? Poison girls clubs, I don't know Any thoughts from the audience on other ways to identify the next generation of talent? If not here's a list you could start from You know geography matters less and less I think has everybody sure of hands has your organization been doing more removed? post-pandemic pretty much everybody My wife's an engineering professor and at the start of the pandemic she was like, oh, no, just can't do it You know, these are engineers. They have to like work on the lab and now she's going in two days a week everybody People who said it was absolutely impossible have realized that well actually it's not absolutely impossible and by the way traffic's a lot lighter and Austin Because not everybody is coming in every day And so on the days you come in it's actually more pleasant because my guesstimate is people are doing three days a week in the office for the ones who are coming in but It doesn't matter where they are anymore, right? You can you can really go tap some of those talent pools. You can really think about you know We're all we're all doing pipeline-based work now So if people are doing real-time commits into your integration pipeline, does it matter even which country or which time zone they're in? You know in fact, there's something to be said for a follow the Sun model on development And it's always been true right the big organizations have always done that right they've had teams across You know Europe Asia America's small organizations can do that I mean we're a relatively small organization as the foundation right just over 300 people our engineering team is for training is Some in the America some in Europe some in Asia and we gripe about time zones And we have to do meetings at 10 o'clock at night because it's early in Japan Guess what? That's the new normal It's like if you can get great talent take it and if it means there's the odd five o'clock a.m. Call and the odd 10 p.m Call That's just kind of what you got to do right? Is it you find a talent where you can find them? Unleverage your networks. I think Most companies have you know Referral bonuses and things like that. I'm not sure how heavily they lean. Does your company have a referral bonus? Is it heavily used? You can lean into it They I know it's true for us as an organization You know the resumes I read first at the referred ones because I at least know that somebody who understands the organization's culture Who understands this person has a relationship with what with them is kind of vetting that then that there might be a good fit there I think those those Relationship-based referrals are awesome and one of the benefits when you expand your geographic footprint is you now start getting Referrals in country. We're about to hire somebody else in Manila that came from a Manila person that we recruited about six months ago In a different department and she was looking at the board. She saw it and she said oh actually I Know somebody who might be a good fit for this role in actually a different part of the organization It's a great way to take kind of get those tentacles reaching out further and further into some non traditional talent pools And nurture the relationships, right? I think from a cultural change perspective. I imagine this is going to be the heaviest lift getting every Engineer every developer to think about themselves as part of the talent generation Solution is a pretty different place than where most organizations have been but Everybody grab an ore. I think that's kind of where we're at is We're all gonna have to Jump in and help paddle this thing because yeah, it's a little red-hand analogy You can't show up at the end. We've got to build build build a talent in-house Non-traditional sources to supplement what we've been doing. Otherwise, we're gonna just keep having open recs And we're gonna keep having road maps that that can't be delivered In the time that we'd like to be able to deliver them or you know Bugs in the code that we can't remediate or customer satisfaction issues that we can't get to because All the code in the world isn't sufficient and we're still Until the machines come for us We're still very much dependent on people to get a lot of the stuff done and there's just not enough people to go around One last point on diversity this also came up in the in the survey right there Pretty much every organization has a diversity and inclusion policy Are you really living it right because especially the younger cohort? that they're very Tuned in to they come to a staff meeting and they're looking around table They come to a zoom meeting and they're looking at the the thumbnails, right? The better you do on some of these dimensions particularly for that younger workforce The more it's gonna get Noticed I know it's true for my kids who you know my teenager is Dialed in to like every room of like hey is this a representative Audience and so as you're bringing that new talent pool in it's more than lip service right here the more representative your your talent pool is of The community that people live in the more likely you are to be successful and conveying those people kind of into the organization So, you know, it's not a slogan. It's a lifestyle. I agree the beggar. We open the funnel at the top You know, we know there's gonna be breakages We go through so we got to make that as wide as possible to get talent in Because that's the only way we end up with enough senior and mid-level talent within our organizations over the long term Strap in right this is not changing. You know, it might actually get more intense As more and more, you know, I give the analogy all the time they at the start of the pie that pandemic we had this great little Chinese restaurant close by where we live and the guy worked in the back and the lady stood up front and took orders and she would actually write the orders down by hand and She had one of these little pulley things and she'd clip it on and she'd send the pulley back They closed you in the pandemic and when they reopened they had a website and with ordering online ordering It's the next time I went in I said, yeah, and she like When you guys get like a web ordering and fulfillment system She's like well Was the only way we could reopen because the customers didn't actually want to come in and sit around waiting for the orders to be ready And so we found a guy who was specializing in Standing up online ordering systems for small restaurants and we paid him 15 grand and he put it in and now we're all Using it so you know, she's now an e-commerce business But at one point they won't eat they've only taken cash when they first open I say, you know, that business is now an e-commerce business with a technical solution partner So, yeah, the the usage base footprint has expanded Which is part of the reason that the talent shall you know war has has gotten worse, right because you know they Asia cafe is now an online business Blows my mind, but you know multiply that by tens of thousands or millions of use cases, right? It's just a ton of use for the for the especially for some of these cloud-based type technologies So, you know, we're in it grab a no and start rowing. That's all I had guys any questions comments so Yes, a lot of we do a ton of stuff for free today, right? So we've had over 2 million people take free training courses in the last several years and And Some of our paid catalog is also available under CCD Y license so that people can reuse it I think our bigger challenge is people don't know we have a training arm The next Academy doesn't exist and people still mistake us for the next Academy A life as an organization has been known for code for so long But I think we we're still not on people's radar as a source for for talent development material because A lot of our introductory stuff is super popular right like the basics like Introduction to Linux introduction to Kubernetes We have one called introduction to cloud infrastructure Which is basically a giant glossary of all these tombs that people here thrown around right unicorns and microservices and pipelines And you know, we're open to more ideas for other topics that would be helpful We're doing one right now Tim who's our director of training is doing a course on what is quantum computing And why should you care? Sure, you know to try to create more awareness and on ramps right so on ramps for people to be able to discover these technologies So tell your friends like go to training at all There's a there's a ton of free resources in there And if there's other resources that we could be developing that would be helpful We're always happy to Listen because yeah, our whole goal as a group is How do we make sure that lack of people isn't the reason that great code gets used and deployed and built on so we're constantly looking for what are ways to break some of those trade-offs and part of the part of what we're trying to do with awareness with these types of sessions is get the Developer and user communities to be more engaged and have been to grow some of their own talent Like you know, there's a piece we can play and you know from a relationship building perspective and from a career coaching perspective A lot of that's gonna have to happen, you know at the cold face where people work There's another question back here Sorry Yes, thank you First of all, thank you for your presentation is very insightful so my question is do you think this is going to be a Problem that becomes worse and becomes a cycle as it gets worse because just as people Started just just as everybody started Doing the LinkedIn route as people start pulling all the levers they see here And start raising the bar of expectations across the board at the same time I don't think we see the demand for talent ever decreasing in fact Just probably always increasing because of the pace of innovation and adoption of open source technologies I guess do you see that cycle? Happening and getting worse. Well, I think what's gonna happen is the same thing that's happened that has always happened in technology which is Places get reputations as great places to work because they've got great technologies or they've got a great sort of position in the market If you go back even five years Nobody was asking is the culture this organization great They were asking what's the stock options look like and how underwater they were asking Does this look good on my resume so I could go jump to the next thing more and more? I think people are asking Through the pandemic. It's just a place. I will be happy working and so, you know There's no happiness index. Let's say that your people are better You know a happier here than there if they I think the key thing will be does your organization have a great reputation as a place to work and You know the better that reputation is the more likely you are to be able to bring talent in and hang on to it Other places will also be great places to work So, you know, it probably is true like it's always been that the bar will continue to raise but it's also true that the sooner you get a Enhanced reputation the longer that reputation has been out in the market You know, you you are able to maintain this in some extent you're able to maintain Kind of brand equity if you're the first ones there if you're early ones there so Unfortunately, yes, it's probably gonna continue to be tight But the the sooner you start investing in because what this is is basically Your reputation as as an employer and a place to work right and how how broad you can open the funnel How welcoming you can be how much you're investing in giving people a talent development experience that they couldn't have Anywhere else and the better that story is and the longer that story has been happening The more likely you are, you know success breed success, right? Sorry. There's another question here Yeah, thank you for an excellent talk I work at a university which traditionally doesn't pay as excellently as a lot of other people at the conference but Historically the benefits have been amazing and even for myself like, you know, I was able to leverage as a tuition benefit So I'm just wondering do you see benefits?  Yeah, I think it gets back to this idea that It's a It's a Menu of things right so people clearly are saying now that pay is more important where they used to maybe be a little hesitant to say pay is Important, but it's not always the most important and I will say look at Linus foundation For example, because you know what we don't have stock options Profit and so you think about in you know pulling tech talent in without stock options Feel like a feels like a bit like a hand tied behind your back certainly the public sector I know We have had discussions with lots of public sectors from different countries including, you know things like you know Departments of defense and they think oh I'm not really at the top of people's lists of a place to go to work to be you know a great tech environment But if you can have you know the mission of the organization as part of something that draws people in if you can have other Benefits that draws people in you know and if you can invest in building those relationships and getting some of those non nontraditional talent pools in you know you got to fight with what you have right and and that you know if If pay is a limit and the public sector Sometimes limited by statute right? There's only so much you can do there's formal pay scales Then you got to go lean heavily on the other elements Sorry one question in the back Yes, sir, I'm still like formulating this in my head um, I guess a Question that I have is like if you're having like like let's say you're in a position of like Being a manager and you help or you're helping advocate for your team to get like raises and stuff like that If you like kind of building off of the last question that was asked Like if you're having a conversation with them an employee where they're like referencing Well, like oh if I go to Amazon or I go to Microsoft They're willing to pay me like X amount and you've already implemented all of those incentives Is there a strategy like do you have you found that there's a strategy to bring those people? Back into the fold and like help them realize the benefits and difference in culture or if an employee Has already made up their mind that like pay is what's like deciding their Willingness to stay is that just like kind of a write-off at that point Yeah, it's a challenging question right and If it gets to the point where you're hearing about it for the first time when they've gotten another great offer You're maybe a little bit late to the game, right? So this part of this whole spiel of Invest in building relationships with employees is is to try to have that conversation six months before right to be able to Say well, you know if we get you cross-trained on some of these IOT technologies I could justify a pay increase for you right and so, you know and and the flip side of that is It's a lot easier to go to your manager or your manager's manager and and advocate for Pay adjustments if you can also say I'm not asking for this because this person is now competent on this new piece of technology And implemented it on this roadmap item, right? And so, you know Yes, the the training of the talent is important for you to get done what you want to get done But it also actually then reinforces your ability as somebody responsible for that group to be able to advocate for them to say hey We need you know more pay or we need some different type of benefit because They now have the skill that they did not have 12 months ago All right, and they've been able to deliver this value to the business and so part of your Responsibility is getting in early and figuring out what they're interested in and how can you provide that at opportunity to learn that new skill? because As a generalization people who work in tech like learning new stuff They get excited about this new tool this new, you know opportunity to develop something cool and so what you know historically we've we've sort of Asked the employee to drive and not everybody's confident enough to go to their boss to say hey I need it, you know, I need to go two days to take this course to learn it If you open the door to that conversation and you open that door a few months before the hey I got this great Amazon offer your chances are a lot better than I got this great Amazon offer What can you do for me because at that point? It's you know, you're you're you're in very transactional Type mode, but if you're able to see oh well, you know what? Finish this project so you can develop this new skill We've been working on and I'm gonna try to put in for a raise for you now. You've got better odds Yeah, perfect. Thank you so much Okay, so I think we're about out of time here So if you do have a question you guys can talk in the whole whatever. Yeah, but thank you so much. Thank you


Good afternoon everybody, I'm Tommy O'Brien coming to you live from TF9 headquarters in St. Petersburg, Florida, one PM Eastern time on Tuesday after the Long Memorial Day weekend. We've got a pretty calm market to start things off. S&P right now, negative by two points, trading at $28.29, we've got the NASDAQ positive by 29 points, trading at $76.66, and the Dow positive by 20 points, trading at $25,605. Higher price, lower yield, 10-year, up 15 ticks, $125.11, 30-year, up a full point, and two ticks, $150.201. We've got gold off $6 at $12.77, oil positive $0.51, $0.5914, and the dollar index up $373 ticks at $97.850. We'll start things off. Let's jump over to the futures markets. We'll start it off with the Dow. We had a little bit of volatility around the opening bell, quite an acceleration, so we make Lowe's pre-market a couple occasions about $25,571. You have the Dow right at the 930 opening bell, trading from $25.615. We shoot up 100 Dow points to a high of $25.712, but from there, things trailed off a bit right back to kind of where we were coming into that open $25,606. NASDAQ 100, pretty similar story. Lowe's made pre-market at about 5 a.m. and, again, at 6.00. We trade higher right after the opening bell, reaching a high of $73.70, or about 26 points off that level, trading $73.44 on the NASDAQ 100. S&P, similar story as well. There's your opening bell bar. We're at about $26.30 on the opening bell. We trade up to, excuse me, $28.30. We trade up to $28.41. From there, we're off a bit kind of right back to where we were around the opening bell, $28.29 on the S&Ps. There's your crude oil with some volatility. Reached a high this morning of $59.54, currently trading $59.19. Gold contract with volatility to the downside. We had about $7.30. You trade from $12.83 to about $12.76. Gold contract. We can have the June contract, trading $12.7718. And checking in on the pound US dollar with Brexit on the horizon, potentially, or maybe not, pound trading $1.2662. And as we wrap it up, checking in on the VIX volatility index, $16.24 on that volatility index. Briefly above $17 pre-market when we made some lows, $16.24, coming back for summer trading. Stay tuned, folks. We got our man, Steve Rhodes, coming up right now with the trader's edge. And then Tom O'Brien will be live from three till five as he wraps up this trading day. Dow up $19. NASDAQ up $30. S&P is negative too. Stay tuned, folks. Steve Rhodes coming up right now.