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  1. Prikvačeni tweet

    If you are a MSFT employee && you are interested in , , or in the program (), let me know & I'll give you the link to sign up. It's typically a 1 hr/wk commitment but if you can't make every wk, nbd

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  2. Win! I bought a cat toy that may cat is actually using!

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  3. Every year Seattlites train on driving in the rain. And every year, we realize our training failed

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  4. And that, my friends, is how I hit 3k followers! 😮🎉🥳✌

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  5. I've listened to this podcast like 4 times about how you can motivate people in the way that they want to be motivated and how you can identify how people want to be motivated

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  6. Can't help but feel like it's when John Lambert follows you 😮

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  7. Today's corporate word/phrase that drove me crazy... "At a high level" My quota for that is done for the week. Give me the deep. Ugh.

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  8. 29. sij

    Need a SOC Reference Architecture? Check out this one we put together to show how Microsoft technology integrates into a SOC. Slide 73 of Azure Security Compass -

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  9. 29. sij

    🔥 Please give this a read! Moti Gindi, CVP for Microsoft's endpoint security (specifically Microsoft Defender ATP) shares tips in for bringing security & compliance together for stronger protection.

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  10. 26. sij

    Wonder why AV has false positives? ✅Instructions to enable macros 🧩Obfuscated code 💉Modifies security settings 🕵️Hides VBA project 🔒Password protected sheets 4⃣Detections on VirusTotal Benign 🤷‍♂️

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  12. I don't even have a manager role yet, but bet when I hire my team I already have folks on speed dial.

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  13. Sigh. Typos immortalized. They're *

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  14. Before they ever even realize the art of the possible. Before you do. What people don't realize is, we're holding ourselves back. We're not giving ourselves the chance to reach our potential. Your people are like your 401k. You can invest in your people or become irrelevant. Fin/

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  15. And if you meet a great candidate? Make sure your employer knows too. Refer them. Be an ambassador for your company and for the potential candidate. I know you're busy. We all are. But you're doing yourself & your company a disservice by removing greatness from the talent pool 9/

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  16. Other skills can be learned. And the perspectives someone with the right soft skills and maybe not the "required background" has might be the game changer your business needs. Some things really don't require 4 years in school to learn and can be learned in other ways. 8/

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  17. If you work for a great company, share it, let people see it (if you're allowed to share), & always tell people where they can go to look for roles. Share with them what roles in your company they might be a fit for based on what they are passionate about and their soft skills 7/

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  18. Finally, I see people waiting to recruit when their a manager or managers when they have headcount. No. Just no. Would you rather make a decision on someone you and 2-4 other people have spent an hour each getting to know or hire someone you've known weeks, months, years? 6/

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  19. Now back to the recruiting process. This should be a world class experience. Not like sitting at the DMV on a Monday waiting for your number to be called so that they can take a shitty picture that you're stuck with for 5 years. Want to attract great talent? Treat them well 5/

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  20. -Speaking of requirements. Holy cow batman. Seriously? What key attribute is "Bachelor's degree required" actually providing? Knowledge that someone could afford to pay to go to school for what you can learn on Youtube for free? That they test well or turn in assignments? Pls 4/

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  21. -You lose headcount if you don't fill the role, so you can't wait to find the right candidate, you have to settle for the best one that applied or you lose it. You know how long it takes to talk yourself into applying for a role where you don't meet all of the requirements? 3/

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