Tyler Weitzman
Tyler Weitzman
on Google
Standardizing procedures when business scales By Tyler Weitzman It amazed me to hear that the executive team at Google — Larry Page, Sergey Brin, and Eric Schmidt — continued reading and deciding on every single resume and hiring application at Google for such a long time. At that size, there are not only so many more hiring applications but also so many other things that require attention. Moreover, recruitment continues to be among the most significant tasks that need to be done right — can three people do “the right job” when there are so many folders to go through? What’s the secret here? Probably the same secret that allows about two dozen admission officers at Stanford to cover 40,000 yearly applications — standardization through data and rules. Google followed very strict, simple rules for hiring: (1) Don’t hire your friends (2) Look for smart candidates with high GPAs from strong universities (3) Look for people who have done something exceptional (related or unrelated to work). The idea reminds me of GSB Professor Kathleen Eisenhardt’s research and book — “Simple Rules: How to Thrive in a Complex World.” The standardized procedure of adhering to a few simple rules guarantees doing “the right job.” In her book, Eisenhardt mentions the idea that often times the simple rules can do such a great job because they proxy more complicated information. This phenomena is most certainly the case here; for example, Eric Schmidt pointed out in Stanford’s CS183C Q&A that rule #3 tends to bring people who are more interesting and exceptional and who bring with them strong energy and culture. In addition to adopting simple rules to standardize procedures for large volumes, Google also adopted quantitative analytics for every part of the company: Interviews, facilities, sales, etc. Eventually, Google has even optimized for the fact that 4–5 job interviews are optimal before diminishing returns kick-in. The tribal stage likely offers the best time to transition all the processes of the company over to standardized procedures and rules with quantitative analytics. This stage offers the best time because the company is not so small anymore that standardization is frivolous, and not so big yet that standardization requires huge resources. Moreover, the quantitative analytics very likely holds data that can prove useful in the future. Save everything. Perhaps most interesting to me though is the standardization of culture and vision. These two components are hard enough to define and enforce in the family stage, so how can they be enforced at the tribal stage? This question is critical because if it is not addressed then as the company continues growing in size culture could be degrading and people could be misaligning, leading to devastating results. I found the most satisfying answer to this question from John Lilly’s experience working as CEO of Mozilla. His learned solution that he mentioned in class is to repeat the same vision and goals over and over to everybody, with the key lesson being that it is necessary to continue repeating the same thing over and over (even when you no longer believe it!). In particular, Lilly commented on the ever-changing subtleties in culture, vision, and goals, explaining that only once goals have changed significantly enough would he announce, “I am now changing what I’ve been saying for the last four months.” This solution works brilliantly off the fact that people need continuous reinforcement and repetition of the same idea to align with it. Using this method to standardize culture, and using quantitative analytics and simple rules to standardize procedures, a company in its tribal stage is set up well to scale its product market fit far and wide.… more
Oct 2, 2020
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Meet 50 Young Entrepreneurs Rethinking the World's Biggest Problems Source: Inc Magazine Each year, the Kairos Society, the San Francisco organization for entrepreneurs interested in solving global problems, offers up its list of top global entrepreneurs under the age of 25. This year, 1,000 early stage startups were referred from over 60 countries. And just 50 made the cut. Each applicant went through a rigorous process of interviews. Evaluations were done by a selection committee of investors and industry leaders. Kairos looked at the problem each company aims to solve, its current traction, current industry players, and the company's potential to succeed and make a difference in their field. "We look for the teams that have the passion, intelligence, grit, and dash of insanity to solve billion dollar problems," says Ryan Bloomer, a partner at Kairos. "The selection committee of industry leaders then evaluate their current position in the market and whether they can disrupt the very companies they run and have invested in. That's the magic." Just last week, listees presented their companies at the Kairos Global Summit in New York, where a handful of investors like Tim Draper and Ev Williams were on hand to write checks. "We're supporting these companies as they launch and grow their businesses," says Alex Fiance, CEO of Kairos. "When they're ready for the next round, we plan to invest in many of them."  BlackSMS: This San Francisco-based secure messaging startup uses a military-grade cryptography algorithm to secure your iMessages. Founder Tyler Weitzman's best advice? "Whatever comes, just don't stop." Source: Inc Magazine… more
Oct 2, 2020 • Edited
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America's Top 30 Emerging Companies Source: Inc Magazine Black SMS Based in San Francisco, Black SMS uses a military-grade cryptography encryption to ensure the privacy of conversations.… more
Sep 18, 2020 • Edited
Image from Tyler Weitzman
Meet 50 Young Entrepreneurs Rethinking the World's Biggest Problems Each year, the Kairos Society, the San Francisco organization for entrepreneurs interested in solving global problems, offers up its list of top global entrepreneurs under the age of 25. This year, 1,000 early stage startups were referred from over 60 countries. And just 50 made the cut. Each applicant went through a rigorous process of interviews. Evaluations were done by a selection committee of investors and industry leaders. Kairos looked at the problem each company aims to solve, its current traction, current industry players, and the company's potential to succeed and make a difference in their field. "We look for the teams that have the passion, intelligence, grit, and dash of insanity to solve billion dollar problems," says Ryan Bloomer, a partner at Kairos. "The selection committee of industry leaders then evaluate their current position in the market and whether they can disrupt the very companies they run and have invested in. That's the magic." Just last week, listees presented their companies at the Kairos Global Summit in New York, where a handful of investors like Tim Draper and Ev Williams were on hand to write checks. "We're supporting these companies as they launch and grow their businesses," says Alex Fiance, CEO of Kairos. "When they're ready for the next round, we plan to invest in many of them." BlackSMS: This San Francisco-based secure messaging startup uses a military-grade cryptography algorithm to secure your iMessages. Founder Tyler Weitzman's best advice? "Whatever comes, just don't stop." Source: Inc Magazine… more
Sep 18, 2020 • Edited
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How to Send Secret Messages with Black SMS: Masked Texts, Invisible Characters, AES-256-Encryption. BlackSMS protects your text messages with a password and hides them inside of black bubbles and fake replacement texts. A text that looks like it says “Hello” might actually say “Meet me at 6pm at the base of the Eiffel tower.” With Black SMS you don’t need to worry about others reading your private messages. The app can also password-protect your photo messages. The app uses a military-grade advanced encryption (AES-256) so messages are impossible to reveal without the correct password.… more
Sep 18, 2020
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From Mashable: A new iPhone app, Black SMS, attempts to keep your private SMS conversations undercover, by literally covering them in a black shroud until you're ready to read them. Everyone has their secrets. Whether you're trying to plan a surprise birthday party for a friend or a rendezvous with your secret lover, sending or receiving a text message can sometimes make a conversation public that you wish had stayed private. The $.99 app sends what appears to be blacked-out messages using Apple's iMessage. When you receive a black SMS you then copy the message from your Messages folder, and then paste it into the Black SMS app to reveal what it actually says. Much like the invisible ink of the past, reading a message will also require a decoder in the form of a password, so if someone gets ahold of your phone and figures out the Black SMS message app, he or she still will need to know the password in order to read the secret tweets. Check out the video above to see how the app works. While the app could certainly come in handy for situations where you want to keep conversations under wraps, it is also likely to draw attention to the fact you're having secret conversations in the first place. An inquisitive friend (or girlfriend) is probably likely to question why you're getting blacked out messages, potentially drawing more attention to the messages than they might have received already. Let us know your thoughts on the app in the comments. Thumbnail photo courtesy of iStockphoto, leminuit TOPICS: APPS, APPS AND SOFTWARE, IPHONE, MOBILE, TEXTING, TECH… more
Sep 18, 2020 • Edited
Standardizing procedures when business scales: It amazed me to hear that the executive team at Google — Larry Page, Sergey Brin, and Eric Schmidt — continued reading and deciding on every single resume and hiring application at Google for such a long time. At that size, there are not only so many more hiring applications but also so many other things that require attention. Moreover, recruitment continues to be among the most significant tasks that need to be done right — can three people do “the right job” when there are so many folders to go through? What’s the secret here? Probably the same secret that allows about two dozen admission officers at Stanford to cover 40,000 yearly applications — standardization through data and rules. Google followed very strict, simple rules for hiring: (1) Don’t hire your friends (2) Look for smart candidates with high GPAs from strong universities (3) Look for people who have done something exceptional (related or unrelated to work). The idea reminds me of GSB Professor Kathleen Eisenhardt’s research and book — “Simple Rules: How to Thrive in a Complex World.” The standardized procedure of adhering to a few simple rules guarantees doing “the right job.” In her book, Eisenhardt mentions the idea that often times the simple rules can do such a great job because they proxy more complicated information. This phenomena is most certainly the case here; for example, Eric Schmidt pointed out in Stanford’s CS183C Q&A that rule #3 tends to bring people who are more interesting and exceptional and who bring with them strong energy and culture. In addition to adopting simple rules to standardize procedures for large volumes, Google also adopted quantitative analytics for every part of the company: Interviews, facilities, sales, etc. Eventually, Google has even optimized for the fact that 4–5 job interviews are optimal before diminishing returns kick-in. The tribal stage likely offers the best time to transition all the processes of the company over to standardized procedures and rules with quantitative analytics. This stage offers the best time because the company is not so small anymore that standardization is frivolous, and not so big yet that standardization requires huge resources. Moreover, the quantitative analytics very likely holds data that can prove useful in the future. Save everything. Perhaps most interesting to me though is the standardization of culture and vision. These two components are hard enough to define and enforce in the family stage, so how can they be enforced at the tribal stage? This question is critical because if it is not addressed then as the company continues growing in size culture could be degrading and people could be misaligning, leading to devastating results. I found the most satisfying answer to this question from John Lilly’s experience working as CEO of Mozilla. His learned solution that he mentioned in class is to repeat the same vision and goals over and over to everybody, with the key lesson being that it is necessary to continue repeating the same thing over and over (even when you no longer believe it!). In particular, Lilly commented on the ever-changing subtleties in culture, vision, and goals, explaining that only once goals have changed significantly enough would he announce, “I am now changing what I’ve been saying for the last four months.” This solution works brilliantly off the fact that people need continuous reinforcement and repetition of the same idea to align with it. Using this method to standardize culture, and using quantitative analytics and simple rules to standardize procedures, a company in its tribal stage is set up well to scale its product market fit far and wide.… more
Sep 18, 2020 • Edited
Image from Tyler Weitzman
Image from Tyler Weitzman
Image from Tyler Weitzman
+2
Ski in tahoe… more
Sep 18, 2020 • Edited
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