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Elon Musk: I probably wouldn't have started programming if it weren't for video games. “I wouldn't have been as interested in computers and technology if it weren't for video games. I think video games are a very powerful force for getting young kids interested in technology. It has way...

31,187 просмотров • 1 год назад •via X (Twitter)

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Mark Zuckerberg: "I'd rather hire someone with raw intelligence and no experience than a 10-year veteran" "The two most important things I look for, number one is just raw intelligence." Zuckerberg explains why: "You can hire someone who is a software engineer and has been doing it for 10 years. If they've been doing it for 10 years, that's probably what they're doing for their life. And that's cool. There are things that person can do. They're definitely useful in an organization." But here's the tradeoff: "If you find someone whose raw intelligence exceeds theirs but has way less experience, they can probably adapt and learn way quicker. Within a very short amount of time, they'll be able to do a lot of things that the experienced person may never be able to do." The second thing he looks for: "Alignment with what we're trying to do. People can be really smart or have skills that are directly applicable. But if they don't really believe in it, they're not going to work hard. Even if they're a smart guy who doesn't have the relevant experience, if they don't care enough, they're not going to develop the relevant experience in order to succeed." On who he's actually hired: "The best people I've hired so far have been people who didn't really have that much engineering experience. I hired a couple of electrical engineers out of Stanford as new programming staff. They had very little programming experience going in. But just really smart. Really willing to go at it." He gives an example: "The guy who built Photos was one of those guys. If you're willing to just go and do whatever it takes to get it out, you're probably more valuable than someone who's just a career software engineer."

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Mark Zuckerberg on why he prefers to recruit people directly out of college In this interview from 2005, a 21-year-old Mark Zuckerberg is asked what he looks for in a new hire. There’s two things, he says. “Number one is raw intelligence. You can hire someone who has been doing software engineering for 10 years, and if they’ve been doing it for 10 years, that’s probably what they’ll be doing for the rest of their life. That’s cool — there are some things that that person can do and they’re definitely useful in an organization and can do a lot of stuff. But if you find someone whose raw intelligence exceeds theirs but has 10 years less experience, they can probably adapt and learn way quicker. Within a very short amount of time they’ll be able to do a lot of things that [the person with 10 years of experience] will never be able to do. So that’s the most important thing that I look for.” The second thing he looks for is alignment with what the company is trying to do: “People can be really smart or have skills that are directly applicable, but if they don’t really believe in it, then they’re not going to work hard or care enough to develop the relevant experience in order to succeed. The best people I’ve hired so far have been people who didn’t really have that much engineering experience. I hired a couple of electric engineers out of Stanford to do programming stuff, and they had very little programming experience going in, but they were really smart and really willing to go at it. The guy who just wrote photos was one of those guys, and if you’re willing to just do whatever it takes to get photos out, then you’re probably more valuable than someone who is just a career software engineer.” He concludes: “Those are the things I’m looking for and why I would rather recruit people out of college.” Video source: Stanford eCorner (2005)

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Scottie Scheffler explains why playing too many events in a row can mentally drain players and referred to Tiger Woods always playing a limited schedule: “I think when you look at this sport it's unique in a sense of like the amount of time we spend in front of people throughout a week. Like for me to play four days of tournament golf, from the moment I step out on to the driving range if we're playing at a four hour pace that's over five hours, five and a half hours if you include this part of my day, where we're in front of people. And doing that four days in a row in a mental sport I think can take a toll on you. “I think that's why you see a guy like Tiger can only play so many events because I think mentally the challenge of just being in front of people for that long and being on and what it takes in toward to compete week in week out takes a lot out of you mentally. So for me playing more than three weeks in a row is extraordinarily difficult. I can't handle much more than that. “When you look at the season now I think it, for family time it's great to have an off-season as well, just for us for me to be able to be at home with my family is important. As far as the cadence goes, yeah, I definitely have a cadence that I prefer when it comes to scheduling and there are definitely risks cramming a bunch of tournaments into little windows just because it's hard to play that many tournaments in a row. It's hard to be on for that many times. It's hard to get yelled at that many times in a row throughout a round of golf. It just is. That's why for me three weeks in a row is kind of my max.” PGA TOUR TravelersChamp

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