Category Archives: Hiring

How do we measure devotion?


I was talking recently over email with a hiring manager. Jamie (not his real name) wanted to hire me, but was set against consulting. While that by itself is understandable, he seemed to equate it with devotion. This troubled me. Here’s the quote below.

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While I am sure your skills are excellent, I guess what I am trying to gauge is your desire to quit consulting and join us full time.  I am looking for you to share my vision of changing publishing through data.   Let me be clear: I am not looking for a contractor.  Acme is a fabulous company and I need a person devoted to Acme and to our data assets.

1. Devotion on vacation

Here’s my response. All names have been changed.

I understand Jamie.

I hear you about devotion, I think it’s very important too.  In 2010, I was working at MGC.  After 3 months, they hired a large remote DBA firm out of Canada, to manage the database systems & my contract concluded.  

A few weeks later and a few hours before a plane flight,  I got a harried call.  Can you help us? Database replication is broken & our site is offline.   I jumped on skype to chat with the team, even as I was packing my bags.  I went to the airport, and got on WIFI again.  In-flight on my way to California I remained online to help repair the systems & bring everything back.  It took a few more days and half of my vacation to get things working again, but I wanted to help.

My boss at MGC kept me on for 1 ½ year after that.  He felt I was devoted & gave them the very best service.  

If you change your mind, or would like to discuss further, don’t hesitate to reach out.

Also: What happens when clients don’t pay?

2. Devotion to a manager

I had another experience years back with company Media Inc. Working under a very good CTO, I was surrounded by a team who was also very loyal to him. After about a year, he decided to leave. He had gotten a very enticing offer from another firm. Although he made a great effort to leave the ship in good condition, the crew felt the ship rocking a bit. A temporary CTO was brought on who had a very different style.

As the ship continued to rock at sea, finally a new CTO was found. He however was not popular at all. He had a swagger & tended to throw his weight around, irritating the team, and making them fear they might be thrown from the ship. Slowly they began to leave. After three months, six out of eight on the team had left. There was one old-school Oracle guy still left, and me.

Although he certainly had a different style than the previous boss, it didn’t bother me much. I told him I’d stay as long as he needed me. I was also working remote so I didn’t deal with some of the day-to-day politics.

My devotion was to the business, databases & systems. I accomplished this by being devoted to my own business.

Related: Why I ask customers for a deposit?

3. Devotion to vesting

I worked at another firm about three years ago. Let’s call them Growing Fast Inc. While the firm itself was gaining ground & getting customers like Nike & Wallmart, it still had an engineering team of only ten. You could say it was boxing way above it’s weight.

While it tried to grow, it hired an outside CTO to help. His style was primarily management facing, while the teams problems were based in technology. With tons of technical debt & a lack of real leadership, the engineering team was floundering. Lots of infighting was making things worse.

Suddenly a key team member decided to quit. The following week another, and after that two more. All told four left. When you consider how small the team was, and further that the remaining members were basically founders a different picture emerges. Four out of six (non-founders) had left in two weeks, roughly 66% of the engineering team. The only other guy who stayed had his visa sponsored by Growing Fast Inc.

The founders who stayed were all vested. Everyone else quit because of mismanagement.

Read: 5 conversational ways to evaluate great consultants

4. Devotion to code & data

In an industry as competitive as software & technology, it’s often devotion to building things that wins the day. Using the latest & greatest languages, databases & tech stack can carry a lot of weight.

Managing technical debt can make a difference too. Developers don’t want to be asked to constantly walk a minefield of other developers mistakes. A minefield needs to be cleaned up, for the business to flourish.

Also: 5 things I learned about trust & advising clients?

5. Devotion through & through

Running a startup isn’t easy. Many fail after 3 or 5 years. I’m devoted to business.  I’ve been an entrepreneur for 20 years, and built it into a success.  

The year after 9/11 & again after 2008 were the most difficult periods to tough it out.  It’s been hard fought & I wouldn’t shutter the doors of my own business easily.  It affords me the opportunity to attend AWS popup loft hearing lectures, going to conferences & meetups & blogging about technology topics, & pivoting with the technological winds change.  

I’ve found all of this makes me extremely valuable to firms looking for expertise.  I have independence & perspective that’s hard to find.  I’m also there for firms that have been looking to fill a role, and need help sooner rather than later.

Also: A CTO must never do this

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Are career promotions like marriage… appealing until your first divorce?

surge pricing engineers

I was recently flipping through an interesting email list. It’s focused for tech leaders, managers & startup entrepreneurs. An HR team lead posted asking about “promotion paths” for engineers.

While I have an intuitive grasp of what engineers at those different levels look like, I’m having trouble making those concrete.

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It struck me how antiquated the whole “career ladder” concept is. Work one job for 20-30 years. It feels like the fairytale of dating that leads safely to marriage. It all seems like a wonderful plan until it fizzles out, employees get jaded, they start seeing the real money being paid elsewhere, and begin looking around.

1. Talent in short supply

I’m not a CTO.  I should preface with that bit.  I’m a consultant.  That said I’ve worked in the tech industry for 20 years, so I have a bit of an opinion here.

Going to meetups, startup industry & pitch events. They’re all like a feeding frenzy. There are more companies hiring now than I remember back in 1998 & 1999. It’s just crazy.

Angel List says 18,000 companies are hiring right now. What about Made In NYC? That shows 735 jobs. And of course there’s Ycombinator who is hiring April 2016, which posts every other month. It has 720 comments as of this writing.

Also: Why I don’t work with recruiters

2. Are salary jumps always larger through external promotion?

I’ve seen a pattern repeated over & over.  An outside firm offers more money & grabs the talent, or the talent gets restless, starts looking & finds they get a bigger bump in salary by leaving, than by internal promotions.  

I don’t know why this is, but it seems almost universal that salary jumps are larger from outside firms, than internally through promotion.  

Also: Why devops talent is so hard to find

3. Building a better ladder

There are great posts on engineering ladders like this one from Neo and also this one from RTR. Also take a look at this one at Artsy. And of course somebody has to go and put theirs up on github. 🙂

All the titles & internal shuffling in the world aren’t going to hide industry pay for long.  When an employee gets wise to their career & the skills marketplace, they’ll eventually learn that title does not equal compensation.

Related: How to hire a developer that doesn’t suck?

4. Building a better culture

In a pricey city like New York, the only thing that seems a counterweight to this is phenomenal culture, chance to build something cool & be surrounded by coworkers you love.  To be sure bouncing around you get less of this. Companies like Etsy comes to mind. According to glassdoor companies like Airbnb, Hubspot & facebook also fit the bill.

Read: 8 questions to ask an aws expert

5. Surge pricing for engineers?

Alternatively to better ladders & promotions, perhaps what Uber did for taxi driving would make sense for hiring engineers too. Let the freelancing phenomenon grow even bigger!

Perhaps we need surge pricing for engineers. That way the very best really do get rewarded the most. Let the marketplace work it’s magic.

Also: When you have to take the fall

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5 data points I track for reputation & career building

When I tell people I’ve been independent for two decades, they often look at me surprised. How do you do that? How do you keep business coming in?

recent linkedin views

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As a freelancer you surely have to be on top of changing trends, and where the wind is blowing. But whether you’re a CEO or CTO of a larger firm, or a developer, HR or marketing director, you can also benefit by actively tracking yourself. Career building never ends…

1. Real Leads

This is probably the hardest metric to track, but the most important. A lead is anyone who may potentially hire my services. These can come from Linkedin, newsletter subscribers, or via a Google search. I track how they reached me, and how warm the lead is.

I do also track when recruiters reach out, as I think this can serve as a useful barometer as well. Also as my blog has grown, I get a lot of SEO bloggers, fishing for sites they can post backlinks on. Although I rarely entertain them, it is a useful reflection of how popular your site is getting.

Also: Are we fast approaching cloud-mageddon?

2. Newsletter signups

I think of the newsletter as an extension of my blog. I invite everyone I’ve ever touched in business. This includes coworkers, to colleagues at meetups & conferences. I invite recruiters & headhunters as well, because name recognition & reputation building is also important.

The newsletter is a way to show up in the inbox of everybody you’ve ever worked with. Month after month, year in and year out, you’re plodding away & doing your thing. It’s a reminder that you’re out there, and colleagues, CEOs & CTOs refer me all the time. It’s been very valuable over ten years.

newsletter signups

I also track email opens & email clicks. Those range around 25% and 10% respectively. I know when I’ve hit a topic that resonates & try to have that inform future content direction.

Related: The Myth of Five Nines

3. Linkedin Views

Linkedin is super valuable too. They provide a nice graph of how many times your profile was viewed weekly through to the last 90 days. This is super useful to find out if your resume & profile is keyword rich.

I like to actively tweak my profile, for the latest trending terminology. For example in the 90’s Unix Administrator or Systems Administrator was common, but nowadays everyone likes to say SRE. What’s that? Site Reliability Engineer. Yes it’s a buzzword, and as it turns out people use trending terms & buzzwords to search for people with your skills.

So get on it, and edit those terms!

Read: Is Amazon too big to fail?

4. Website Visitors

In a services business you don’t usually sell widgets on your website. However, I like to think of a web presense as my business card. So in that light, more visitors means more renown. That projects your personal brand, and builds it long term.

website visitors

Also: When hosting data on Amazon turns bloodsport

5. Klout Score

Klout score is a rough measure of how active you are across social media. Twitter is a big one, but it also finds you on Linkedin & other platforms as well. Although the score is far from perfect, it does give you a sense of reputation & noteriety, which do ultimately translate to business.

Also: 5 Things Toxic To Scalability

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5 ways to level up as cloud expert

aws certified

Cloud computing is blowing up! But don’t take my word for it, read this recent NY Times piece: Tech companies clamor to entice cloud computing experts.

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Still don’t believe me? Get on the phone with a recruiter or two. They’ll convince you because they’ve got companies banging down the door looking for talent that is plainly in SHORT SUPPLY. And that’s the supply *you* want to be. 🙂

Check Gary’s Guide Jobs, or the ever popular Angel List Jobs. There’s also Stack Overflow jobs and many more.

1. Become a book reviewer

You’ve already got a technical background, and want to hone those skills. Take a look at technical book reviewing.

Manning is putting out some excellent technical books these days. Apply here to be a reviewer.

Also take a look at Pragmatic Bookshelf. They are are looking for reviewers too.

In either case you can expect to spend time reading a book chapter by chapter, as it’s written, offer strategic or layout advice, feedback on presentation, comprehension, and edits.

Also: When hosting data on Amazon turns bloodsport

2. Join an Open Source project

There are millions. Flip through github to some that you’re interested in. Contribute a bug fix or comment, reach out to the project leaders.

Afraid to dive in? Join one of the forums or google discussion groups, and lurk for a while. Ask questions, offer a helping hand!

Related: Is Amazon too big to fail?

3. Self-paced labs

Online education is blowing up, and for good reason. They get the job done & for the right price!

One of my favorites for AWS Certification is the A Cloud Guru courses. These offer lecture style introduction to all levels of AWS from Sysops Administration, Developer & Solutions Architect to Devops, Lambda & CodeDeploy.

The courses are priced right, and geared directly towards Amazon’s certifications. That helps you focus on the right things.

Amazon also partners with qwiklabs to offer courses geared towards getting certified. There are specific ones for the associate & professional certification, and many others besides.

You’ll need to signup for AWS Activate first, before you can use these qwiklabs. They offer you 80 credits right out of the gate.

For the next two weeks many of the courses are free! One thing I really like is they include a free temporary aws login for the students. That way there’s no risk of deploying infrastructure, and accidentally getting a big bill at the end of the month.

The labs though are more like reading documentation versus a nice video course lecture. So you the student have to do a lot more to get through it.

Read: Are we fast approaching cloud-mageddon?

4. Coursera, Khanacademy & Udemy

There’s a free class on Coursera called Startup Engineering by Balaji Srinivasan & Vijay Pande. Some pretty amazon material & lectures in here, and if you’re determined, it’s 12 weeks that will get you going on the right foot!

KhanAcademy has a great many courses on computer programming. Awesome and free stuff here. One particularly interesting is their hour of code. For those hesitant, that’s an easy way to jump in!

There is also udemy, which offers some great material on cloud computing. Notice that the certification courses are the same ones from A-Cloud Guru!

Also: Are SQL databases dead?

5. Interview tests

Apply to jobs. Even if you’re unsure if that is your dream job. Why? Because they often include a test to find out about your technical chops. Diving into these tests is a great way to push your own edge. You may do well, you may not. Learn where your weaknesses are.

I especially like the ones where you’re asked to login to a server, configure some things, write some code, and solve a real problem. Nothing beats a real-world example!

Also: Why dropbox didn’t have to fail?

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Are top candidates evaluating your startup?

Editor & writer in friendly dialog

I work for a lot of startups. Many ask me for referrals. I play matchmaker when I can. But as the market continues to heat up, the demand for top talent is reaching a boiling point.

Join 29,000 others and follow Sean Hull on twitter @hullsean.

1. It’s a sellers market

That means folks with technical skills across the spectrum are very indemand. How in demand? Check Angellist, Made In NY or From SRE’s to full stack developers, devops & automation experts to DBAs. Java, Ruby, Python, PHP, node.js, and of course design skills too.

I was speaking with a recruiter just today, and heard the same refrain…

Top candidates are evaluating us just as we are evaluating you.

That means firms must go the extra mile to stand out, and draw in the best talent.

Also: 5 Things toxic to scalability

2. Open the glassdoor

That’s right, manage your social media presence. Sites like Glass Door provide forums where employees past & present can discuss the day-to-day work environment. This gives prospects a chance to peer behind the curtain.

Other social media can be avenues too, from Facebook to Twitter. Having someone on staff that monitors online reputation can be crucial.

Related: Are SQL Databases dead?

3. Host a tech blog & meetups

A lot of top firms have great tech blogs. Truth be told many are dormant as demands of the day trump these outward facing initiatives. But they also put a face on the technical side of working for a firm. What problems are they solving? How cutting edge is their team?

Meetups are also a limitless forum. Smart minds will be mixing, your company brand will be spreading. Hosting technical discussions brings your firm front & center in multiple ways. It also brings possible new hires to your living room.

Read: Is high availability a myth?

4. Show warmth & transparency

I know everybody loves to grill candidates at interviews. But interviewees should be schooled on politeness & how to give a pleasant interview.

I remember one interview where I faced off with four other engineers at a round table. As the discussion unfolded, each aimed shots in succession, almost rapid fire at me. It was not only intimidating, but frustrating. Needless to say it made me a stronger more resilient interviewer, but it’s not a great way to welcome great talent. Buyer beware!

Also: The chaos theory of cloud scalability

5. Show me the money

I know I know, for engineers it’s not all about the money. Or is it? Truth be told compensation is always something prospects will weigh. Equity is fine, for what it is. But it’s a promise into the future.

More senior talent who have been through a few startups or even dot-com 1.0, may be a bit more dubious of abstract compensation. In the end competitive real dollars will speak volumes.

Also: Is upgrading Amazon RDS like a shit-storm that will not end?

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Big data scientist interview questions


Everybody wants to hire a data scientist these days. According to read write the role is overhyped and overpaid. Hype aside, what’s a good approach to interviewing these hard to find people?

Here’s Read Write’s guide. Also Hilary Mason has an interview guide. Also take a look at Chris Pearson’s data scientist hiring guide.

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While you’ll surely have technical questions to ask, we figure you may already have a handle on those. They’ll vary from business to business.

What we’ve put together is a series of questions that we hope will tease out some good stories, and underscore a candidates real-world experience. These are are also great for the cross section of folks involved in the hiring process, higher level managers, HR & recruiters, plus technical folks that may have data near & dear to them.

1. What’s common?

What key metrics do you see firms repeatedly missing? Why are they important?

You’ve worked as data scientist before, and run into a lot of problems at different firms. Inevitably, some of those repeat themselves. Give an example of a metric you see over-and-over, that’s essential, but often missing attention.

Also: Is the difference between dev & ops a four-letter word?

2. What’s your favorite?

What is your favorite KPI and why?

As a data scientist, you’ve probably approached different companies, and found a couple of indicators that you particularly like. Maybe they highlight potential for growth? Or lead to other interesting discoveries about the business?

Related: Is automation killing old-school operations?

3. Let’s talk dollars

Give an example of a financial benefit you brought to a firm. How & how much?

Give an example where a measurement you made, and a business change it informed had real ROI for the business. What was that discovery? How did the business make the change? What was the financial benefit to the bottom line?

Read: Do managers underestimate operational cost?

4. Business data discovery

Give an example where you discovered data the business didn’t know it had. What & How?

Sometimes businesses have assets stored, that have been forgotten. Perhaps they’ve been archived, or a collection job has been forgotten. Perhaps it’s a corner of salesforce that hasn’t been evaluated. How did you bring the new data to light, and make use of it?

Also: Is the difference between dev & ops a four-letter word?

5. Why do you love data?

Why is data scientist your chosen career path?

This is an open ended question, but should spark some stories. Perhaps the candidate enjoys working with tech, product & biz-ops equally? Why are your skills uniquely suited to the role over other technical careers?

Also: Is the difference between dev & ops a four-letter word?

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Is there a devops talent gap?


New programming languages & services are being invented at a staggering pace. Hosting is changing, networking is changing, race to market is quickening.

But what does all of this mean to the search for talent? Who understands all these components? Who is an expert in any one?

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1. That new car smell

We all remember that time. You know when you drove out of the dealership with your brand new wheels. Driving down the road, you feel on top of the world. You start dreaming of all the fun times you’ll have in your new car. For days and weeks afterward you walk out to your car, open the door & sit inside. It all feels special. You kind of hang out there for a few minutes enjoying the smell before you drive off. Right?

Let’s be vigilant to remember the same thing happens, or rather is happeing in technology all the time. As we automate our infrastructures with Ansible, Puppet & Chef, deploy continuous integration with Jenkins, Travis or Codeship, we should give pause. Each of these tools has it’s own syntax, it’s own bugs, it’s own community, it’s own speed of development & change, it’s own life.

Also: Does a four letter word divide dev & ops?

2. A lot of rushing

Google tells me the synonyms of agile are, nimble, lithe, supple & acrobatic. So in a fast moving world it’s no wonder agile is so big. Anything that allows us to respond to customers quicker & evolve our product faster is a good thing. Yes it is.

Over the years I’ve worked with a lot of clients & customers. Some right out of the gates are in a hurry. There is a sense of urgency even from the initial meeting. Although not in every case, sometimes these are the sign of the perpetually late. They end up throwing money around, throwing technology around, and all in a desperate attempt to plug a leaking ship.

In our race to automate & remain agile & nimble, we should also consider the future. Lets attempt to find a balance & consider future implications of technology decisions & choices.

Read: Is automation killing old-school operations?

3. Hosting, what’s that?

For many of the startups I work with today, they’ve never deployed on anything but Amazon. There was no rack of computers in a closet & a T1 line, circa 1997. There was no rackspace hosted servers or a colo in New Jersey circa 2005. Right from the beginning it was all on-demand computing.

This shift has surely brought a lot of benefit. But no one can argue it isn’t still very new. And with newness there is a learning curve. And bugs & surprises.

Related: Does a devop need to practice the art of resistance?

4. More complexity in troubleshooting

The wild ride really begins when you’re troubleshooting performance problems. Running your database on RDS you say? How the heck do I get to the terminal and run “top”? Can I do an iostat?

And what does iostat output really mean in multi-tenant Amazon, where your disk is an EBS volume across an unknown & unfriendly network. Who knows why it just slowed to a crawl, then sped up dramatically a few minutes later.

Even fetching the relevant logfile can be complicated. For all the problems the cloud eliminates, it sure introduces a few of it’s own. And who is the expert, and how to find them?

Read this: When fat fingers take down your database

5. More tech, fewer experts

I asked the question a few weeks back Do todays startups require assembly of a lot of parts that no one really understands?.

I’ve taken to browsing the stacks at the lovely StackShare site lately. There you can see what some of the top startups are using for their technology stacks. Docker, Yammer, Yelp, Stripe, Vine, Spotify & Stack Overflow are all there today.

There are new message queues like NSQ & programming languages like Markdown, Coffeescript & Clojure. Even Java. Are people still building web apps in Java. No please no!

While it’s wonderful to see such an explosion of innovation, I look at this from an operations perspective. In five years, when the first & second wave of developers at your startup have left, picture yourself trying to find talent in a long since out-of-fashion language like Dart or Swift. What’s more how do you untangle the mess you’ve now built?

Check this: Is the SQL database dead?

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Best of hiring posts on scalable startups


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Why I write about hiring

I’ve worked as a consultant for almost twenty years. Technology & professional services are pretty far removed from hiring, so why would I write about it?

As it turns out, finding projects, working with clients, and selling your skills & solutions has quite a lot in common to do with hiring.

As a services consultant, you’re more often a peer to technology directors & CTOs, while hiring for traditional roles is more of a boss employee relationship.


I’ve run into a lot of recruiters & hr folks over the years. Usually it means I’m talking to the wrong folks, as they’re gatekeepers & not decision makers. I wrote Why I don’t work with recruiters after some ups & downs.

Still they’re all a fact of life, and each of us has a role to play. So let’s play fair!


I’ve always wondered, Is Hiring a numbers game? That is does it bend more to persistence & throwing spagetti at the wall, or deliberate, precision searches?

MySQL interview

If you’re looking for a database expert, I put together
Top MySQL DBA interview questions and then another one
Advanced MySQL DBA Interview questions.

These are helpful not just to candidates, but to hiring managers, hr, recruiters & everyone in between.

Mythical talent

Since as far back as I can remember, DBAs have been in short supply. In the 90’s I was doing primarily Oracle work. There were never enough technical dbas. Many came from business backgrounds, and didn’t have operating system & hardware fundamentals.

As startups shifted to open source databases in droves during the 00’s, the situation became even worse. I wrote about
The mythical mysql dba – where can we find one?

Will NoSQL databases continue the same trend?

Hire a developer

With a little light humor, we throw some opinions into the fray around hiring devs with How to hire a developer that doesn’t suck.

As devops gains momentum, some see peace between the old-school silos of developers & operations. Some see the need for ops being supplanted by developers. We have some opinions too.

AWS Interview

Are you looking for an Amazon Web Services expert, who knows how to scale in the cloud? Devops & automation also on your mind? Check out
8 Questions to ask an amazon ec2 expert.

Get more. Grab our exclusive monthly Scalable Startups. We share tips and special content. Our latest Why I don’t work with recruiters

Why I don't work with recruiters, but I learn from them

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Bring me clients, please… pretty please!

When you first start out as a freelancer, your network is small. Without a steady stream of projects, the tendency is to reach for whatever you can find. Head shops & agencies build a brand, and ongoing relationships with firms. However a project with a middleman is a relationship with him or her, not the client directly. You lose control of a few very key things, such as fees, testimonials and payment terms.

Read: NYC technology startups are hiring

It’s all about the relationship, Luke

With independent consulting, your relationship with clients is key. Fostering that relationship, builds trust, communication, and confidence in you as a service provider. Doing operations and database management, a CTO, VP or Director of engineering needs to be confident entrusting enterprise systems to you. Security of assets, reliability that things won’t break, and consistency are all crucial.

Working with a recruiter, agent or head shop the client then may feel a stronger relationship with that firm. Testimonials and due credit for successful completion of a project may go to them rather than to you directly.

It also means you lose control of the conversation about fees. Want to do project or week-based fees, your suggestion may fall on deaf ears. What’s more you will share large margins that could amount to 25% or even 50% of the overall fee.

Read This: Why hiring is a numbers game

Headhunters have the pulse of the market

With all those complaints, you might think I don’t like recruiters much, but you’d be sadly mistaken. It turns out I learn a ton from recruiters, and almost always take their calls.

o those conversations are good practice for talking shop
o they provide good feedback & ask questions about confusing areas in conversation
o buzzwords will pop up prominently, helping you understand what their clients needs are
o gives you a bit of the pulse of the market

I learn to speak in broad terms, in a language managers and folks at all levels of an organization can understand, and I learn patience too.

Check out: Top MySQL DBA Interview questions for candidates, managers & recruiters

Recruiter pings – a key performance indicator

Over a ten year period you start to notice trends. Certain times of the year I get more calls & more pings from talent agencies. Here’s what I monitor:

o recruiter views of my linkedin profile
o recruiters email me on linkedin
o recruiters call me
o recruiters signup for my newsletter

Also: Why operations & MySQL DBA talent is hard to find

Learn from people whose business is communication

Although I don’t have referrals or connections for the HR or search consultant that’s reaching out to me there is still lots I can learn. At the end of the day, recruiters are in the business of relationships, and that’s where I become the humble student.

Also: 8 Questions to ask an AWS expert

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NYC Tech Firms Are Hiring – Map

Made In NY - Startups Hiring

If you haven’t noticed how much the NYC tech scene has grown recently, I’m afraid you’ve been hiding under a rock. It’s simply incredible.

Take a look at Mapped In NY a google maps mashup of the growing list popularized by the NY Tech Meetup called Made In New York.

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Having been around during the first dot-com boom back in the late 1990’s this is even more exciting to see. Despite the recession, New York’s economy is truly thriving!

New York’s Startup scene is truly thriving with a whopping 1263 firms, many of which are hiring.

Why is database administration talent in short supply? They are the Mythical MySQL DBAs

Also take a look at: Why Generalists are Better at Scaling the Web

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