这篇文章有个有意思的观点：寻找好的startups，不是看钱流向哪里，而是看好的人流向了哪里。看一个公司的founders是不是靠谱，就看他们以前的同事／员工是否愿意再追随左右，还有看他们的hiring plan。 这篇文章介绍了，能够招到好人的几个共同特点：能够引起共鸣的产品、引人入胜的公司文化、当然还要有上升潜力的期权。
Yammer的前CTO Adam Pisoni的文章，关于公司内部如何推动变革。群体都是不喜欢改变的，尤其是大的群体。比如一个300人的公司，明天你告诉大家把聊天工具从Hipchat换成Slack，也会有各种不情愿。 When you try to scale change, you end up fighting two opposing forces: standardization and local optimization. Standards can be both explicit, like performance management systems or central HR systems. Or they can be implicit, passed down from prior torch bearers through phrases like, “This is the way we've always done it.” Local optimization, on the other hand, can be a sign of either a healthy empowered workforce or a dysfunctional feudal system.
作者Steve Yegge是google的工程师，著名博主。这篇原本只是要在google内部分享的博文，强烈批评了google短视的一面，尤其是没有像Amazon、facebook那样将产品做成平台，开放api。举了Google+为例，上线的时候根本没有提供api--连给内部员工用的api都没有。 他这篇文章发在Google+上，本意是只想让Google内部员工看到，但他忘了关掉public了。。。于是就流传了出来。 大家都在学steve jobs，预测用户喜欢什么，做那种用户想不到的最后又想用的产品。 "The problem is that we are trying to predict what people want and deliver it for them... You can't do that. Not really. Not reliably. There have been precious few people in the world, over the entire history of computing, who have been able to do it reliably. Steve Jobs was one of them. We don't have a Steve Jobs here. I'm sorry, but we don't." 顺便提一句，他的js2-mode在emacs圈内广泛被使用，我可能就是几年前找emacs javascript mode的时候，进入他博客的。