But… there is no S in MCP
1,596 karma · joined October 31, 2009
Source: I am an Indian.
2. Make it available for all (major) languages.
3. Profit!
Also, integrate with captcha + rate limit to prevent abuse. Authentication alone is not strong enough deterrent to a motivated adversary.
lol, Do you believe every idea you have is entirely original? Also, whats with the hell speak? grow up.
If you want to spend time building your own library, like OP has , and release it , god speed — that is if you can. In the meanwhile, OP actually spent energy to build and launch something, which is commendable.
(Major) Skills: Python, ML/NLP/Analytics, Hadoop, Cassandra, Postgres/MySQL, EC2, S3, Django, Bootstrap, jQuery
I specialize in, Backend/Python development — POCs, rapid prototypes, load/performance testing etc.
Server side/DB performance optimizations & design to scale.
Big Data consulting — Hadoop Ecosystem + Cassandra. Have evaluated Mongo, Couchbase, Riak, DynamoDB, EMR and redshift as well for client requirements.
Devops on Linux servers/EC2
NLP/ML/Data Science Consulting — Sentiment Analysis, NER, Classification,Clustering,Statistical modellingGithub: http://www.github.com/mohitranka
Portfolio: http://mohitranka.com/work/
or
Email: mohitranka@gmail.com :)
Nope, LinkedIn executes completely independently.
I have just started to talk to people wrt to different jobs, although I am not sure I want to take up another job. will figure it out in due time.
You don't know him at all, apart from a short anecdotal incident, where even OP does not portray him in a bad light.
Unsolicited advice, but please don't have this mindset towards system failure. More things go wrong than you anticipate.
Why can't you post your CV in the 'public domain'? Also, no employer is going to 'hold on to your CV' while you upskill.
Hard sciences may be, but there are quite a soft science domains such as psychology. We do not yet know exact nature of addiction, but psychological, environmental impacts have not been ruled out, by most scientists.
People are allowed and encouraged to change their individual decision after getting more insights and evidences gathered by other interviewers.
> did your company do predictivity and bias analysis on it?
Recruitment, HR and leadership conducts it to tweak the process, but I am not privy to those studies.
In my last company ($100B, publicly traded, extremely data driven), we interview candidates in a group of 2 (or more, but rarely) on clearly defined criteria to look for signals - in either direction.
During interview each of the interviewer looks for evidence to gather the signal - stronger the better and the purpose of the interview process is for all the interviewers to gather signals (preferably all criteria, preferably strong in either direction, but ofcourse bound by the realities of limited availability of time).
Once the interview process is over each interviewer jots down the signal strength and the related evidence on the scorecard independently and suggests the result of interview.
Later during a calibration, the signals and the evidences are presented to the interviewing peer group (recruiter, hiring managers, interviewers from other rounds), and pretty much disallows for any unconscious bias such as "I don't think Alice would be a good team lead (because she is a woman, and woman are not good managers), or "We should not hire Amit (because he is an Indian, and Indians write poor code").
Again the examples are too in-your-face, but unconscious bias is unconscious, and in the absence of having to defend your perspective to external parties with the support of evidences, which does not happen if there is only a single interviewer.
Think of it as the rubber duck for interview and biases, to keep your own unconscious bias as interviewer in check.