Vimeo, the popular artistic video service and YouTube competitor, has released a brand new iPhone app — redesigned entirely from scratch — to simplify its mobile experience in favor of casual video browsing, improved sharing and quick uploads.
Vimeo’s iPhone app has already seen two iterations, but this release is more of a milestone than you might think: it’s the service’s first time building an app entirely in-house, and it’s also Vimeo’s most successful attempt yet to translate its popular Web service to the iPhone.
At the core of the new release, which notably does not include Vimeo’s iPad app, lies significantly less feature-clutter, as Vimeo previously attempted to recreate every ounce of its desktop functionality on the iPhone’s smaller screen. In practice, the previous app made the most common of actions difficult, which bogged down the entire experience.
Now, the service has removed some of its more complex functionality, including its independent video editor and busy grid interface, for a familiar tab navigation system.
Users of the app can still look forward to improvements, however, as Vimeo has added the ability to pause and resume uploads — which begin as soon as you select your video to save you time. Plus, the app touts native support for Facebook and Twitter, and now lets you share videos immediately after upload. You can see some of these features below in the awesome, yet extremely
weird quirky puppet/claymation below:
Vimeo isn’t getting an experimental or wild new iPhone app that breaks boundaries. Instead, the service finally has a highly capable and enjoyable app that gets out-of-the-way, keeping video front and center.
Check out the new app for free via the link below.
Part of the reason that services like Coursera, EdX, Udacity, Codecademy and Treehouse are so exciting is that they hint at a future when quality education will be accessible to the masses and be affordable. Collectively, they represent a change in the model as a whole, even if we have no idea what that change will mean two years from now — 10 years from now. Uncertainty aside, what we do know is that digital learning platforms today are making it easier to access information, to gain skills, to train for jobs and tests and to acquire knowledge in context and in personalized, engaging ways.
Much to the delight of Peter Thiel, as it becomes easier to learn the things we need to learn, measure progress, and acquire the skills we need to enter the workforce through digital channels — independent of the traditional educational system — the system itself is devalued. The college diploma, long believed to be the only way to get a job, will slowly be replaced by more accurate forms of credentialing — and the same for the resume.
Today, reputation platforms, like GitHub for developers, provide recruiters, companies, HR departments and everyone else, an equally (if not more) relevant way of identifying and assessing talent. Having co-founded four companies and sold three (the majority of which were education-focused), Jon Bischke knows this well.
After selling eduFire (an early MOOC, i.e. an early Coursera/Khan) in 2010, Jon became an Entrepreneur in Residence at Battery Ventures, where he was able to interview hundreds of entrepreneurs and founders, asking them, “How can I help you? What do you need? What’s slowing you down?” Unsurprisingly, nearly every respondent said that the thing they were having the most difficulty with while building their company: Hiring top-notch technical talent.
So, Bischke set out to develop a solution. Recruiting Squirl co-founder and product guy John McGrath, the two co-founded Entelo in July of last year to help companies large and small identify and recruit technical talent. Since then, the startup has remained in limited beta, providing occasional glimpses into the development process, but that officially ended this morning with Entelo’s official public launch.
If any of this sounds unfamiliar, Entelo’s mission is simple: To revolutionize recruiting with a software solution that gives HR departments, recruiters and really anyone looking to hire an easier way to search for and identify the right candidates.
Both high-growth, mature companies and startups are starved for great engineering and design talent. Finding the right people to fill those openings is a pain in the ass, especially when it involves going after passive candidates — those who aren’t publicly telegraphing that they’re looking for a new position. Entelo’s software, then, combines the signal of an active job seeker with the depth of the passive candidate pool in two core products.
The first, Entelo Sonar, enables recruiters to identify passive candidates who have jobs but might be looking for new opportunities. Essentially, the software uses algorithms to analyze 70+ variables to predict when candidates might be thinking about making a career change. Recruiters receive customizable email alerts that list relevant candidates who are, by Entelo’s measures, showing signs that they’re up for grabs.
Entelo Search, the company’s second product, is a searchable database of 300 million profiles that presents a three-dimensional look into each candidate based on data aggregated from GitHub, Stack Overflow, Twitter, Quora, Dribbble and GrabCad — to name a few. Each of these data funnels is easily accessible via icons, so recruiters can see how many questions a candidate is answering on Quora (and how well), what they happen to be tweeting about and what projects they’re showing on GitHub.
Recruiters actually get to learn about the people they’re trying to recruit in a way that allows them to personalize their outreach and actually treat them more like humans, rather than just a series of bullet points pulled from a resume. Bischke tells us that Entelo is combing tons of variables looking for signs that people might be open to a conversation about a new direction, taking into account contextual signals like, say, a big drop in stock, high-profile departures or layoffs, acquisitions, etc.
Oh, this person has been at Groupon for three years, the stock just tanked and these three companies just stole a handful of top execs? Well, then this engineer might just be brushing up the resume. This is just one lame example, and at this point Entelo is still a long way from guaranteeing that every candidate surfaces will be the perfect fit — or is primed and ready to jump ship. But given standard deviation and the uninformed, firehose, mass-email approach most companies take to recruiting, even an uptick in by a few percentage points in accuracy can make a huge difference. Or at least that’s what Entelo is hoping.
There are still a lot of stray profiles in that batch of 300 million, as the vast majority of those have not yet been filled out. But Bischke says that 6 million of those profiles (and counting) have been beefed up significantly. At present, Entelo is geared exclusively towards recruiters and companies, as individuals can not yet claim and curate their profiles. But it wouldn’t be surprising to see that functionality show up in future builds.
It may feel a bit creepy as an engineer to know that recruiters are mining your data to find out more about you and, in a way, spy on your progress, waiting for the right moment to pounce. But the value proposition can be just as high for potential job candidates as it is for recruiters, with the potential to turn a bad fit, stagnating, dead-end position into something that’s a better match. Hard to argue with that. And Bischke says that, so far, only two people have asked to be removed from Entelo’s database, a request the company will gladly accommodate when asked. (Entelo is looking to standardize the opt-out process soon.)
Entelo is not a prime mover in this space by any means, with more direct competition coming from sites like Gild and the Talent Bin, and scores of others trying to add more context (and really just optimize) the recruitment process, resumes, assessment and each part of the chain. The space is changing rapidly, as are the tools and platforms we use to build our brand and share our projects and work.
Entelo may not have it all figured out as of today, but positioning itself between those actively looking for new hires and the places where the most talented and skilled geeks hang out, is a smart move and allows Entelo to be a mediator. The more data is soaks up, the more signals it identifies that lead to hires, the more value it creates.
It’s a long road, but the endgame holds a lot of value.
More on Entelo here.
Editor’s note: Dan Schawbel is the managing partner of Millennial Branding, a Gen Y research and management consulting firm. He is also the #1 international bestselling author of Me 2.0 and was named to the Inc. Magazine 30 Under 30 list in 2010. Subscribe to his updates at Facebook.com/DanSchawbel.
More and more students are realizing that they can’t pass their degree in for a job upon graduation anymore. The old promise made by our education system was that if you worked really hard in school, you would be almost guaranteed a job as a reward for your efforts. Furthermore, corporations used to hire most of their interns into full-time positions. Both of these promises have been broken due to economic constraints and global competition. Based on a recent report by my company, we found that employers expect students to have at least one internship, yet only half of them are bringing on new interns and few have hired them into full-time positions. The normal path to growing your career is non-existent. In today’s world, you can’t rely on anything or anyone to make you successful – you have to be accountable for your own career and create your own path.
Students are stressed out because there are few paid internships and it’s even hard to get unpaid ones. To me, the solution to this mess is clear: Students who can’t get internships should start a small business or a side project, both of which can act as an internship. If the business fails, they still learn something and have experience on their resume. If the business is successful, they don’t have to worry about getting a full-time job upon graduation. Instead of sending resumes, praying and begging your friends, you can do things your way. Years ago, it would be rare for a student to have entrepreneurship experience on their resume because the cost of starting a business was so high and because they didn’t have the resources or expertise to pull it off. Times
Now, hundreds of colleges offer entrepreneurship courses and employers are starting to understand the importance of that type of education. In our research, we found that some employers are actually looking for students with entrepreneurship experience when hiring for entry-level positions. Why do you think? Well, it’s because students who have an entrepreneurial mindset are accountable for their own actions, aggressive and know how to execute. They also have the communication and sales skills that are necessary to be successful in business today. Smart companies fully understand that if they don’t innovate, they won’t exist in the future. By recruiting young entrepreneurs, they bring new perspectives and youthful ideas into the workplace.
When speaking to employers about this phenomenon, some of the top executives said that they would rather hire a student with entrepreneurship experience over a student that had five internships. Entrepreneurs naturally develop soft skills, such as communication skills and teamwork skills that employers are desperately looking for right now as they scout to find the next generation of leaders at their companies. If you’re a student right now, make it your mission to take your career into your own hands and start a project or small business, whether you’re selling clothes on eBay, selling products to fellow students or you come up with the next big Facebook idea. Employers don’t care if it succeeds or fails, just that you gave it a shot and learned something from it. If you want to graduate with a job, then you better brush up your entrepreneurship skills today – your future depends on it!
Dozens of startups have launched in the past few years claiming to fix the broken recruiting and hiring process. One of them, Readyforce, has already signed up some well-known startups with a relatively straightforward and compelling idea, and it’s opening up its beta test today.
When it comes to finding the right job applicant, CEO Alex Mooradian says that “it’s all about data.” And when Mooradian says “data,” he also means videos, which are a big part of a Readyforce profile. Unlike other sites that just ask people to record videos on their own (often resulting in stilted, awkward videos), Readyforce has actually hired interviewers to do 20-minute webcam conversations with the applicants, which can be edited down into a 3-minute highlight reel. (If you’re not happy with the interview you can do it again.) Users can also fill out something called the “infinite quiz” (in reality, Mooradian says there are more than 100 questions) which tests their interests and skills.
Employers probably won’t make hiring decisions based on Readyforce profiles alone, but they should be a provide a much better filtering mechanism than a generic resume (though yes, you can upload a resume too). As an example, VP of Client Services Anna Binder recalls one user who was not hugely impressive on paper — he was a CS major at not-particularly-prestigious school — but comes across as intelligent and articulate in the video: “Within 30 seconds, you say, ‘I want that guy.’” (You can see a real, sample profile here.)
To start out, Readyforce is targeting a specific group of applicants (college students who are looking for internships or jobs) and a specific group of employers (tech startups) who want to reach them. After all, executives at pretty much any startup will complain about how hard it is to find talent, particularly technical talent. Colleges could offer one of the main solutions to that challenge, but building a traditional college recruiting program is tough. A Silicon Valley company might never have the time or budget to travel to schools outside the Bay Area, but with Readyforce, they can find promising students at those schools and reach out to them directly.
With the beta, students nationwide can create Readyforce profiles (though for now, the video capabilities are largely limited students at UCLA, Boston College, and Stanford), and companies can request to join the program. More than 300 companies are already using Readyforce, and some of them, including Bloomspot, Reputation.com, and SinglePlatform, have actually made hires.
Readyforce has raised $14 million from Menlo Ventures, US Venture Partners, Founder Collective, and First Round Capital.
See the original post: Recruiting Is Broken, And Video-Driven Readyforce Wants To Fix It