It is the darling of laptop-based analysis. I’m always surprised that duckdb doesn’t get used more to enhance existing, and stubbornly bedded-in data pipelines. We use it in browser and on server at Count (https://count.co) to make data warehouses more responsive for multiuser and agentic work.
Hi, I'm a brand+product+marketing generalist. I'm looking for PMM/PM/Brand opportunities ideally with a tech, or developer-lilt and would be very open to odd roles where you need a bit of everything.
I'm a relatively strong technologist, and have delivered projects for the big guns of Google, Meta, and Huawei, but also smaller startups and scale-up like Leapwork and Attensi.
I think this is just symptomatic of how hiring for technical and non-technical roles alike is somewhat broken.
Both companies and candidates have realised that the signal:noise ratio is against them.
Companies solve for this (badly) by cranking up the funnel, but then are poorly resourced in handling that many suitable and unsuitable applicants.
Candidates solve for it with recruiters, keyword-packed CVs etc.
If we’re honest, hiring just sucks at the moment.
Perhaps we need a better way of ensuring job specs are correctly self-discriminating between good enough and not-yet—and can drive useful feedback for all, and a better way of handling that first pass that ATS-screening so that take-homes can serve a deeper purpose and be resourced correctly.
You can weed out a bunch of people by talking about the nature of the work…
“To be honest, a lot of the work is refactoring 20 year old technical debt. It’s tedious work for anyone that doesn’t enjoy that, but the work pace of the work is reasonable & we understand that it takes time to confidently make changes to our barely tested spaghetti code. If that sounds like your kind of work, we want to talk to you!”
I think if you approach job ads with the understanding that they want as many applicants as possible then you start to look at what they _do_ say very differently.
