Sensitive content

This media may contain sensitive content.

Video yükleniyor...

Video Yüklenemedi

Ana Sayfaya Dön

They don’t hold back. Code: JUR-177 Actress: Tachibana Mary & Mitake Yuuna Intense multi-girl scene with zero mercy. Should I post more like this? #JAV #JUR177 #Creampie #JapaneseAV #Hardcore

18,414 görüntüleme • 1 gün önce •via X (Twitter)

0 Yorum

Yorum bulunmuyor

Orijinal gönderinin yorumları burada görünecek

Benzer Videolar

Airbnb founder Brian Chesky on how to interview and reference check new hires Brian’s first piece of advice comes from Steve Jobs: “Start with the results and work backwards to the people. Most people start with resumes. They start with brands — ‘Oh, this person worked at Google.’ But you should actually ask yourself: What products do I admire? And then who built those products?” With respect to actually interviewing them, Brian’s first tip is to ask follow-up questions: “Ask them to explain how they did something, and then the key is to ask two follow-ups. You never want the first answer. You always want the third answer. And if people don’t know what they’re talking about, they struggle. They might be able to follow-up, but the second follow-up, they become absent of details.” But more important than interviewing, Brian argues, is references: “I prioritize references over interviewing, especially with executives who have more experience BSing you than you have experience detecting their BS.” Brian recalls that Andreessen Horowitz would tell him to do 8 hours of reference checks per employee: “[That’s] probably over the top, but you should probably spend as much time referencing as you do hiring.” He also believes the CEO should interview and reference check new hires as long as possible. Brian interviewed the first 400 people at Airbnb, but he wishes he interviewed longer. And with respect to tactics for reference checks, Brian offers the following advice: “A lot of people are polite. They’re afraid of the feedback getting back. So the first thing to say when you start the call is that everything is off the record — and it should be off the record. It should never be attributed to them. The more it’s unattributed to them, the more honest they’re going to be.” On this topic, Brian recommends avoiding disqualifying questions: “A lot of people don’t want to say somebody sucks or is not good… Say, ‘Okay, separate from this topic, I just want to know who’s the best person you’ve ever worked with?’ Do they say the person’s name you just asked about? They usually tell the truth and if they don’t say that person’s name, they’re not the best, right?” And then ask for specifics: “They said they’re amazing — well why are they amazing? What would you point to? If they have no specifics, maybe they weren’t really good… Then ask questions like, ‘Okay, what do I need to watch out for if I were to hire them?’ or ‘What’s the one area of development you would give them?’ If you say that, they have to tell you something because they’ll feel like they’re not thoughtful enough…. And then you ask them at the end who else you should talk to: ‘Can you give me two more names?’ And then you use that to build a network.” Brian believes recruiting should be more like building a talent network than a sales pipeline.

Startup Archive

156,110 görüntüleme • 10 ay önce

Airbnb founder Brian Chesky on how to interview and reference check new hires Brian’s first piece of advice comes from Steve Jobs: “Start with the results and work backwards to the people. Most people start with resumes. They start with brands — ‘Oh, this person worked at Google.’ But you should actually ask yourself: What products do I admire? And then who built those products?” With respect to actually interviewing them, Brian’s first tip is to ask follow-up questions: “Ask them to explain how they did something, and then the key is to ask two follow-ups. You never want the first answer. You always want the third answer. And if people don’t know what they’re talking about, they struggle. They might be able to follow-up, but the second follow-up, they become absent of details.” But more important than interviewing, Brian argues, is references: “I prioritize references over interviewing, especially with executives who have more experience BSing you than you have experience detecting their BS.” Brian recalls that Andreessen Horowitz would tell him to do 8 hours of reference checks per employee: “[That’s] probably over the top, but you should probably spend as much time referencing as you do hiring.” He also believes the CEO should interview and reference check new hires as long as possible. Brian interviewed the first 400 people at Airbnb, but he wishes he interviewed longer. And with respect to tactics for reference checks, Brian offers the following advice: “A lot of people are polite. They’re afraid of the feedback getting back. So the first thing to say when you start the call is that everything is off the record — and it should be off the record. It should never be attributed to them. The more it’s unattributed to them, the more honest they’re going to be.” On this topic, Brian recommends avoiding disqualifying questions: “A lot of people don’t want to say somebody sucks or is not good… Say, ‘Okay, separate from this topic, I just want to know who’s the best person you’ve ever worked with?’ Do they say the person’s name you just asked about? They usually tell the truth and if they don’t say that person’s name, they’re not the best, right?” And then ask for specifics: “They said they’re amazing — well why are they amazing? What would you point to? If they have no specifics, maybe they weren’t really good… Then ask questions like, ‘Okay, what do I need to watch out for if I were to hire them?’ or ‘What’s the one area of development you would give them?’ If you say that, they have to tell you something because they’ll feel like they’re not thoughtful enough…. And then you ask them at the end who else you should talk to: ‘Can you give me two more names?’ And then you use that to build a network.” Brian believes recruiting should be more like building a talent network than a sales pipeline.

Startup Archive

146,015 görüntüleme • 1 ay önce

I built an agent that answers machine-learning questions. It's autonomous, and the best part is that I built the whole thing without writing a single line of Python code. Here is what I did and how I did it: Over a year ago, a friend and I built a site that publishes multi-choice questions. You get a new one every day. I decided to have GPT-3.5 answer questions. Here is what I needed to build: 1. Connect to the site's API to retrieve today's question 2. Extract the question and the potential choices 3. Connect to OpenAI's API and ask GPT-3.5 to answer the question 4. Parse the answer from the model 5. Submit the answer back to the API to get the score Not difficult. Likely several hours of work. But I didn't have to write any code. I built the whole thing by dragging and dropping components using Vellum is a YC-backed platform for developers to build LLM applications. They are the only ones I've seen offering this functionality. They sponsored this post, and their team helped me with all my questions while I built this. I created a workflow. The platform supports several node types to build whatever you have in mind. I show how I put the whole thing together in the attached video. The only code I had to write was a few lines of Jinja to parse and transform the API and the LLM results. There are three lessons I want to share from this experience: First, the best possible code is the one you didn't write. I'm a big fan of no-code tools because they help me materialize my ideas fast. They help product people, designers, and no coders collaborate on the solution. Second, Large Language Models are sensitive to how you prompt them. Small changes to prompts can make a big difference in results. This is more pronounced when you are building a multi-step workflow. Third, automated testing and evaluation for prompts is critical. There aren't many companies thinking about this. They'll have a hard time moving from a demo phase. The attached video will show you what I did.

Santiago

309,825 görüntüleme • 3 yıl önce

I really learnt from the best If your content is averaging 700 views it’s of two things 1. It’s either you did not warm up your account well to the hashtag you are posting with 2. You have a general content problem , you need to find content that has been pushed in the last 1 month max and post I have 4 iPhones , 3 iphone 8 and 1 iPhone 7 , I post content on all everyday been doign this for the past 2 years I use the iPhone 7 to post for one of my brands And I use the 3 iPhone 8 to post for one brand The most important thing is , find what works for one phone and spread it across others It took me years to learn this One big lesson, don’t tell your vpn to X , you will hate yourself , not telling people the vpn I am using so they don’t overcrowd it If you post a content in your main niche, you should be averaging 1k+ - 5k+ views Trust me it’s a lot of work I also started posting on instagram and YouTube and they work differently , don’t post the same video content on both without observing hashtags I also posted on lemon8 , one of my post average 10k+ views Daily I get around 50 users , I have gone viral several times, one of my biggest virality is 700k+ views I really want to buy more iPhone 7 and 8 , It costs me arround $50-70 for each locally here Recently I have been thinking of how do I get clippers locally to do this and train them but it looks like it’s hard because you have to train them Taking advice from the legend Alex Nguyen I have not made a lot but trust me , it works This is proof from one of the apps , we ask during onboarding where they find us

Pixel_builder

49,140 görüntüleme • 3 ay önce