Posts tagged they
Today at SMX East, Google’s Webmaster Trends Analyst, Gary Illyes shared with the audience two technical ways Google determines when GoogleBot, their crawlers, should slow down or stop crawling your web site. One of the more important factors with SEO is to ensure the search engine crawlers…
Please visit Search Engine Land for the full article.
Here’s one from the “shaking my head” department: If you assumed that all of the “Right To Be Forgotten” (RTBF) requests that people in the European Union are sending to Google are for unflattering or inaccurate web pages written by third parties, you’d be wrong….
Please visit Search Engine Land for the full article.
Business 2 Community
7 Objections Against SEO (And Why They Aren't True)
Whether you run a local business, an ecommerce store or small service company, it is crucial that you focus on increasing organic presence and traffic. What follows however is a list of the 7 most common objections against SEO along with explanation …
Get Back To the Basics When It Comes To SEO
SEO is a Journey, Not a Destination: How to Implement an Ongoing SEO …
Negative SEO Extortion Emails: Are Your Concerned?
View full post on SEO – Google News
I saw the massive line of interns long before I could see the venue. The young crowd waiting outside Broadway Studios in San Francisco on Tuesday chatted with friends and checked their phones, eagerly awaiting to get inside.
Approximately 2,000 interns from around the Bay Area signed up to attend Internapalooza, an industry-sponsored event for Silicon Valley’s interns to meet each other, chat up potential employers, and hear some of the tech industry’s finest give advice and share experiences from their younger, soul-searching years.
Mike Krieger, co-founder of Instagram, Max Levchin, co-founder of PayPal, and top tech journalist Kara Swisher were among speakers. Overall, the lineup included eight white men, one man of color, and two white women, which spoke volumes about the current state of tech’s not-so-diverse demographics.
Scanning the Internapalooza audience, I was pleasantly surprised at the variety of gender and ethnicity. Examining Silicon Valley’s young generation of interns can tell us a lot about the future of technology and about the new faces of leadership.
While there is a lack of diversity among tech’s current leaders, the Internapalooza attendees suggest just how multifaceted the future of Silicon Valley may be.
Waiting in line to get into the sold-out event felt worse than waiting in line to get into a club.
Interns stood shoulder-to-shoulder inside the steamy venue. A few wore business casual, but many were decked out in the true tech wear of t-shirts, jeans and backpacks. The aroma of free hot dogs didn’t help the claustrophobia, nor with the nostalgic feeling of filing into college orientation.
Many of the interns in attendance were college students or recent college graduates—50% of attendees were rising seniors at their universities. One hundred attendees were interns at Salesforce, 90 came from Google, 50 interned at Facebook and another 50 at Apple. Close to 200 interns hailed from UC Berkeley, and more than 150 attendees studied either at Harvard, Stanford or MIT.
The Silicon Valley culture of interns is unlike the Devil Wears Prada, fetching-coffee type of industry jobs, or the kinds of cheap labor positions that are pervasive within Manhattan and Los Angeles’ media-based internships.
Here in San Francisco’s tech industry, companies actively seek interns as potential full-time employees, and not just semester-by-semester rotations of unpaid staff. It’s a competitive market and the statistics of the attendees at Internapalooza are proof. Over half of the interns in attendence major in computer science, and 80% have studied something related to engineering.
Speakers hit the stage around 7 p.m, giving life advice in an almost believable, I was a kid once too! fashion. Quick words were said about the necessity of figuring out the rest of their lives. These pieces of advice must have seemed daunting and unreachable coming from the leaders who have already made achievements in technology.
For the many interns looking to break into Silicon Valley, their personal stories were a little more raw.
Cori Shearer, Intern at Pandora
Hearing about Internapalooza from a Bay Area interns group on Facebook, Cori Shearer attended, wanting to be inspired.
“I’m always on the hustle and grind, so sometimes I need events like this to reinvigorate my energy and to remind myself why I’m here in the first place,” says Shearer.
An intern at Pandora, Shearer works in sales technology and on building ad products.
She is also quick to discuss the need for more diversity in tech—noting that many startup’s lack of gender and racial variety occurs when founders look only towards their friends to build their company.
“You need to be in business with people who aren’t like you, and take risks to start your own company. As a female minority, I really want to do something innovative and helpful in the future,” says Shearer.
The Pandora intern hopes to see more people of color on stage at events like Internapalooza.
“Not seeing people on stage that looks like you has an effect because you want to be able to look up to someone,” says Shearer. “This affects future generations, but I am hopeful for change.”
Brian Clanton, Intern at Zynga
Developer Brian Clanton is a first-time intern at Zynga, and hopes one day to become a development lead.
Clanton says he finds it difficult to set himself apart from other interns in Silicon Valley’s ultra-competitive race towards tech employment. This feeling is made all too real while standing amongst the hundreds of interns gathered in the venue.
“In order to set myself apart I need to do well in school, gain lots of work experience, and just work on different projects,” says Clanton.
We awkwardly shuffle amongst groups of interns and gawk at the sheer number of people in attendance. I ask him about the fanaticism surrounding Silicon Valley. What makes the tech industry such an appealing place to work?
“Kids want to work in Silicon Valley because there’s an image projected out there that it’s a lot of fun, and that all of these companies have great working environments. They have hammocks! It appeals to a younger generation,” says Clanton.
Meron Foster, Intern at Captûre Wines
Meron Foster says that she wants to pursue technology because that’s where the future lies. An intern at Captûre Wines, Foster works in sales and events, but not being a technically-inclined person often leaves her feeling left out of the tech bubble.
“It’s tough to find jobs in Silicon Valley. It’s a tight-knit circle, and if you’re not ‘a techie’, it’s intimidating to break into that culture. But I’m good at sales and marketing. It’s just hard to portray that to the tech industry without any tech skills,” says Foster.
Like Shearer, Foster wants to see more people of color working in tech. Although the hundreds of interns at Internapalooza are diverse in gender and ethnicity, the leaders of tech companies often are not.
“Events like this have a lot of young people of color here. Tech has lots of folks of Asian descent, but that’s still a specific color that tech indulges in. This will change with time. There are so many different people, and tech is not closed off to us,” says Foster.
As I leave the venue, the doorman tells me more than 60 interns who could not initially enter waited throughout the night to get inside. With such overwhelming interest, the tech industry is clearly not hurting for qualified candidates. The draw of Silicon Valley for these interns may be as superficial as hammocks and nap pods, or perhaps it’s the in desire for inclusion and for more diverse representation.
The students at Internapalooza overall were intelligent, driven, and hopeful for positive change. We are in good hands.
View full post on ReadWrite
Dropbox announced a slew of updates that offer more control over shared work files and new tools for app developers.
The changes allow for more fine-tuned access control over who can view or edit documents, and for how long, as well as improved search and new APIs, so app makers can interact with shared Dropbox For Business docs.
These are welcome changes for the 80,000 paying companies on Dropbox’s client list. And they may help quell critics who have been complaining about Dropbox’s lack of attention to security and administration.
Locking Down The Box
Last April, Dropbox rattled the business cloud-storage world when it expanded its popular personal service into the work world. It made sense on the surface. Individuals were using its online file storage in their personal lives. In the era of “bring your own device” to work, of course they’d want to use it in their jobs too.
Since then, the outstanding issue for Dropbox has been security. Critics pointed out that sensitive business information is not the same as cat photos or dinner recipes. Sharing has to be locked down and managed better at work. The system also needs to be simple and easy to use, as otherwise employees will ignore or bypass it.
The company finally answered that call today, announcing view-only permissions that let users determine who can view or edit files within the shared folders they created. They can also set passwords and expiration dates on shared links. These changes should please IT managers and bosses, while full-text search should make the whole workforce happy. Now workers can search keywords contained in documents, not just file names.
See also: Dropbox Gets Down To Business
Today, Dropbox also announces new tools for app makers: APIs for Shared Folders and Document Previews, so outside developers can build Dropbox for Business functionality into their apps, or enable document previewing through these apps. With this, the company could be tipping its hand about turning its work-oriented cloud service into an actual enterprise platform.
Timing Is Everything
The new changes follow others introduced this year, including Project Harmony, its new collaboration with Microsoft Office. But, since its debut last year, the elephant in the room has been security.
Why Dropbox took so long to bolster that isn’t clear. The company says it has been working on these features for 16 months in total. That’s a pretty lengthy development cycle.
The timing is interesting—particularly since it slides in just before the beginning of the last quarter of the financial year, and the company is reportedly hoping to go public sometime this year. So it’s no shock if the company seems gung ho about courting customers even harder now.
So far, Dropbox has attracted 80,000 paying businesses, which seems like an okay start. But it’s a drop in the bucket compared to its consumer cloud-storage service, which is 300 million users strong. Its client list also accounts for a mere sliver of the millions of U.S. companies that do business today.
Whether these changes will be enough to attract more customers will be up to the companies to decide. But at least admins can preview some of these features by joining the early access program.
Feature image by Adriana Lee for ReadWrite; screenshot courtesy of Dropbox.
View full post on ReadWrite
In a blog post today on the Bing Webmaster Blog, Bing’s Igor Rondel, Principal Development Manager of the Index Quality team, said you can expect Bing to do more proactive communication on the Bing Webmaster Blog in the future. Igor said Bing needs “to do a better job of proactively…
Please visit Search Engine Land for the full article.
Despite your best efforts to define the title tags for your web pages, Bing may take it upon themselves to serve a different title in the search engine results pages (SERPS). Bing explains their process for choosing title tags in a blog post published this week. In the post, Bing says that their goal is to “help the user complete their search tasks as efficiently as possible.” In order to do thisTo do this, Bing will do the following things in the SERPS: Titles will be optimized based on relevance to the individual user. Entire snippets may be optimized as […]
The post Bing Explains How They Choose The Title Tag For Your Web Pages by @mattsouthern appeared first on Search Engine Journal.
View full post on Search Engine Journal
If we’ve learned anything from the numbers tech companies like Google, Facebook and Yahoo have revealed about their workforce diversity over the last month, it’s that there clearly aren’t enough women and minorities working in technology.
As if we didn’t know that already.
The male-dominated tech culture has become a parody, with television shows like HBO’s Silicon Valley highlight the “brogrammer” culture portrayed by men in hoodies. On the other side of things, commercials like Verizon’s “Inspire Her Mind” earnestly focus on the importance of empowering young women to take up science and technology projects, instead of priming them to become lip gloss-wearing girly-girls.
In order to bring more diversity into the technological workforce, tech companies are releasing employee data that shows just how true-to-life these stereotypes can be. With any luck, the increased transparency will help change those numbers and encourage more women and minorities to pursue careers in technology.
Facebook is the latest technology corporation to release data on its workforce detailing gender and race information, following Google’s lead last month. Yahoo and LinkedIn have also released workplace diversity numbers.
Globally, many more men than women work in tech companies, and in the U.S., white employees vastly outnumber other minorities at work. The imbalances are even more striking in leadership positions. Let’s take a quick tour of what the companies have released so far.
Facebook COO Sheryl Sandberg is known for her outspoken Lean In campaign, encouraging women to strive for leadership within their companies while balancing their professional and private lives in a healthy, but successful, way. Of course, Sandberg has her critics, but her organization has empowered women to take control of their own careers.
Unfortunately at Facebook, women are still underrepresented, especially in senior positions.
Globally, Facebook is 69% men, and in the U.S., 57% white. Asians make up 34% of Facebook’s U.S. workforce, and Hispanics and blacks constitute four and two percent, respectively.
Now, about leaning in? Just 23% of senior-level positions across the globe are held by women. And almost three-fourths of senior-level positions in the U.S. are white.
To Facebook’s credit, the company is not pleased with these numbers.
“The challenge of finding qualified but underrepresented candidates is one that we’re addressing as part of a strategic effort across Facebook,” the company said in a blog post on Wednesday. It’s working with organizations like the Anita Borg Institute and the National Center for Women & Information Technology that aim to support women in technical careers, as well as college and educational programs that promote science, technology, engineering and mathematics for underrepresented students.
“We have a long way to go, but we’re absolutely committed to achieving greater diversity at Facebook and across the industry,” the company wrote in its blog post.
Google (Which Started It All)
Google was the first big tech company to release its diversity data, kicking off the transparency trend.
Google’s workforce is 70% men globally, and in technical roles, just 17% women. In the U.S., Google is 60% white, and two and three percent black and Hispanic, respectively.
Like other tech companies, these numbers reflect an unfortunate truth about the technological workforce. But Google is aiming to change that.
At this week’s Google I/O developer conference, the company welcomed more than 1,000 women—or 20% of attendees, up from just seven percent last year. It’s also pouring money and resources into partner organizations that focus on bringing more women and minorities into the workforce, and recently launched Made With Code to get young female students interested in programming.
Soon after Google released its diversity data, LinkedIn followed suit.
The company has a male majority, albeit one a bit smaller. Out of 5,400 employees worldwide, 61% are male, and in the U.S., 53% are white.
To help improve that white, male ratio, the company is working with a handful of women- and minority-focused organizations that provide opportunities for education and jobs in tech, as well as Out & Equal Workplace Advocates, a LGBT organization working to end sexual orientation-based employment discrimination.
Yahoo got on the diversity transparency train just days after LinkedIn, and noted that 62% of its global workforce is male, while 50% of its U.S. workforce is white.
Like other companies, tech roles are made up mostly by men, with just 15% of the jobs held by women. Similarly, the company led by CEO Marissa Mayer has just 23% of women in leadership positions.
Yahoo, like other companies, is working to change this imbalance, and provides resources for employees of diverse backgrounds, and also works with organizations like the Anita Borg Institute (which Facebook and Google also partner with) to promote equality in tech.
Let’s Hope There’s More To Come
These are arguably some of the most visible tech companies both in Silicon Valley and across the globe, and by releasing diversity data, they’re admitting that something needs to be done to bring more women and minorities into the workforce, and are personally taking charge of driving the change to come.
It’s an issue that impacts not just the companies who decide to make an effort to balance the gender and race ratio, but the industry itself. By being transparent about their shortcomings, Facebook, Google, LinkedIn, Yahoo, are poised to begin a sea change in technology that will—dare I say it?—disrupt the white, male industry.
Lead image by corinnepw on Flickr; other images courtesy of the respective companies
View full post on ReadWrite