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The VentureFizz Podcast: Max Versace - Co-Founder & CEO of Neurala banner image

The VentureFizz Podcast: Max Versace - Co-Founder & CEO of Neurala

Open Jobs Company Page

For Episode 139 of The VentureFizz Podcast, I interviewed Max Versace, Co-Founder & CEO of Neurala.

Very few people have the same level of knowledge about Artificial Intelligence than Max. He holds two PhDs, several patents, and co-founded Boston University’s Neuromorphics Lab.

AI is a major buzzword heard across multiple companies these days, but Neurala is actually building AI… not just using it. The company’s technology has been deployed on 30 million devices globally and its Brain Builder platform has multiple use-cases for drones, robotics, smart devices, industrial inspection, and more.

If you were wondering about his last name, yes… Max is part of the same Versace family tree, exception his idea of modeling is very different.

In this episode of our podcast, we cover lots of other topics:

  • A discussion around the debate on whether AI is dangerous for our future… aka the Terminator scenario.
  • Max’s early life in Italy, how he got into AI from a young age, and his experience at BU
  • All the history and details on Neurala and their technology.
  • Advice for founders on the patent process.
  • The biggest challenges of commercializing research and building a company out of it.
  • Advice for founders who are ahead of the market and are trying to raise capital.
  • And more!

Did you know that every Monday at 9:15 & 10am, we send out two weekly digest emails? There is one for Boston and one for NY.  It is your weekly email to stay connected to all the “must-know” information from the local tech scene. It includes information on companies, jobs, events, deals and more. Go to venturefizz.com/email and look for the “Weekly Tech Buzz” to sign up.

You can listen to the podcast in the player below. To make sure you receive future episodes, please subscribe to us on iTunesGoogle PlayStitcherSpotify, or SoundCloud. If you enjoyed our show, please consider writing us a 5-star review—it will definitely help us get the word out there! 


Keith Cline is the Founder of VentureFizz. Follow him on Twitter: @kcline6.

About the
Company

Neurala is a pioneer in vision AI software.

View Company Page
The VentureFizz Podcast: Jeremy Hitchcock and Gray Chynoweth of Minim banner image

The VentureFizz Podcast: Jeremy Hitchcock and Gray Chynoweth of Minim

For Episode 137 of The VentureFizz Podcast, I interviewed Jeremy Hitchcock and Gray Chynoweth of Minim.

Jeremy Hitchcock was the CEO of Dyn and one of its co-founders. He is on to his next company which is called Minim. Gray is also an alum of Dyn and is now Minim’s CEO.

Minim, as they put it, is on a mission to make home WiFi as safe and reliable as drinking water through its IoT platform that enables and secures a better connected home. The company is backed by Founder Collective and Flybridge Capital Partners.

In this episode, we cover:

  • The current state of the tech scene in New Hampshire.
  • A deep dive into the story of Dyn from the early beginnings to acquisition.
  • All the details on Minim and their technology.
  • Advice for founders on raising capital.
  • A discussion about the acquisition process.
  • Recruiting members to your Board of Directors.
  • And more!

You can listen to the podcast in the player below. To make sure you receive future episodes, please subscribe to us on iTunesGoogle PlayStitcherSpotify, or SoundCloud. If you enjoyed our show, please consider writing us a 5-star review—it will definitely help us get the word out there! 


Keith Cline is the Founder of VentureFizz. Follow him on Twitter: @kcline6.

The VentureFizz Podcast: John Burns - CEO of TB12 banner image

The VentureFizz Podcast: John Burns - CEO of TB12

For the 135th episode of our podcast, I interviewed John Burns, CEO of TB12.

A lot has been reported about Tom Brady’s health and training regimen. At 42 years old, he is still performing at an elite level in the NFL as the quarterback of the New England Patriots.

So, it makes you wonder… what if we all could apply these same methods that the 6-time Super Bowl champion and 3-time NFL MVP has leveraged to help us improve our own health and wellbeing?

Well, that is the goal of TB12, the company that was started by Tom Brady and his partner Alex Guerrero. As described by the company, TB12 is centered around a holistic philosophy for health and wellness by using workouts and nutrition to help you do what you love, longer.

John Burns is TB12’s CEO. His career has been focused on investing and helping to build consumer companies like Lululemon, Spartan Races, Oath Craft Pizza, EverybodyFights, and others. It was John’s own personal experience at TB12 that helped him recover from a hockey injury which ended up being the catalyst for his involvement in the company.

In this episode of our podcast, we cover lots of other topics:

  • What it’s like having Tom Brady as your boss.
  • A discussion about the trend of professional athletes who are becoming entrepreneurs or investors.
  • John’s background story and the details behind his investments in the consumer industry.
  • How Tom Brady got connected with Alex Guerrero and how TB12 got its start.
  • Lots of details on TB12 and its future plans.
  • Great advice on building a consumer brand from the ground up.
  • And so much more.

Is your company hiring? If yes, then you might want to add a BIZZpage subscription. It is our employment branding and hiring solution that helps to keep your company top of mind for our targeted audience of professionals in the tech industry. A BIZZpage subscription includes an employment branding page, unlimited postings to our Job Board, access to our exclusive content series, and more. Send an email to [email protected] for more details.

You can listen to the podcast in the player below. To make sure you receive future episodes, please subscribe to us on iTunesGoogle PlayStitcherSpotify, or SoundCloud. If you enjoyed our show, please consider writing us a 5-star review—it will definitely help us get the word out there! 


Keith Cline is the Founder of VentureFizz. Follow him on Twitter: @kcline6.

The Power of Giving Back banner image

The Power of Giving Back

Open Jobs Company Page

I always had an ongoing struggle with the notion of “work-life balance,” as I believe it is deeply personal for each of us.  Instead, I’ve adopted my own evolution of balance, which I think of as “The Blur.”  For me, The Blur comes with the realization that I have things that are incredibly important to me in my personal life as well as my professional life.  While I believe it’s important to have some parts of those lives separate for sheer sanity’s sake, I find it a huge win when I can bring them together and maximize my enjoyment of both. Finding ways to give back to the community is one of the greatest examples of that for me.

Several years back, I had the epiphany that while I do believe you can “have it all,” in theory, you can’t always have it all at the same time. As a single mom with a big job, I made the conscious choice to narrow my focus and really go all in on being the best mom I could possibly be, and give my best to the job that I love. Those were the two of the most important elements of my life, so it wasn’t a hard choice.  However, it meant putting other things I loved on the back burner for a period of time to be able to truly commit to those priorities.  As a result, community service, social time with friends, and other interest areas took a back seat.  Over time, I came to realize that if I could integrate some of those elements that I had always considered part of my personal life into my business life, I could blur the lines of these two worlds in a really productive way.  I also thought, if I can benefit from that, I bet others can too.  That evolved into what we refer to as #rapid7givesback.

It started small, with a simple partnership with Boston’s own TUGG.  We participated in their Tech Gives Back day, where thousands of Boston-area employees donate a day of service to a variety of projects around the city.  What started as a fun way to get out of the office and give back to our community turned out to offer so much more. We were able to work alongside people from other teams that we wouldn’t normally interact with, and began to forge new relationships.  For so many, those new found collaborations carried back into the office, and began to break down barriers between teams.

Each year, we encouraged more people to participate, and it quickly evolved to include every Rapid7 office around the globe. It’s provided leadership opportunities for people to help identify projects to support, and to lead and coordinate teams onsite.  It’s also allowed us to morph from giving back rather randomly to focusing the majority of our efforts to projects and programs that are closely aligned to areas we are deeply committed to in the areas of STEM and Diversity and Inclusion.  We’ve also shifted the focus from one day a year to the entire month of October.  By doing so, we were able to create more flexibility for the organizations we were working with, as well as accommodate the busy schedules of our people with a variety of offerings and dates to choose from.  We’ve made it really challenging NOT to find a way to get involved.

It’s also inspired us to dig deeper and find more sustainable connections with the organizations we offer support to.  For example, this year we established our first rotation program for recent college graduates.  In addition to their three rotations within their field of interest, they work cross functionally with other “rotatoes” (yes, it is a silly name, but so are we!) and spend a portion of their time each month working with incredible organizations we respect in Boston.  We are so proud to be able to support amazing groups like BUILD Boston, Hack.Diversity, BoSTEM and Dearborn STEM Academy , who have been so gracious to partner with us and provide opportunities for our team on a monthly basis, while we share our time and help to aid them in their success. It’s an incredibly mutually beneficial set of relationships.

As we head into October, our teams across the globe will be rolling up their sleeves and taking some time away to contribute back to our communities. That time to hit the pause button isn’t just an opportunity to feel good for doing a bit of service work; we find so many of our people truly love the chance to learn more about who might need a helping hand, how to get involved at a deeper level, and build some new relationships with co-workers along the way.

I certainly love all of those things. That, and I found a pretty fantastic way to blur what I was missing in my personal life, find a creative way to weave it into my professional life, and then share that with the whole company.

Interested in how you might ignite something like this in your own company? It’s not as hard as you think. Reach out, I’m happy to share some thoughts on how to make that happen.


Christina Luconi is Chief People Officer for Rapid7. Follow her on Twitter: @peopleinnovator. 

About the
Company

Rapid7 helps protectors build comprehensive cybersecurity programs and overcome the chaos of the ever-changing threat landscape.

View Company Page
5 Pro Tips For Buying A New ATS banner image

5 Pro Tips For Buying A New ATS

Applicant tracking systems are the core operating system for most talent acquisition organizations.  They are the source of truth across your various recruiting efforts, and the warehouse where you are storing invaluable data on candidates throughout the hiring funnel.

However, there are literally hundreds of these systems out there which makes buying the right system really hard.  Beyond that, there really is no single “best ATS.” The answer is invariably, “it depends” based on your company’s size, goals, talent you’re chasing, and of course budget.

All that said, there are definitely a class of best applicant tracking systems that have set themselves apart from the pack.  And, there are various frameworks that you can use to choose the right system for you.  

Here are the pro-tips that anyone looking at a new applicant tracking system needs to know.

More than just a database: Previously, the ATS was simply a database where candidate records were stored (and many times forgotten) for the purposes of basic vetting of applicants, and compliance.  Today, the modern ATS is so much more. Make sure the software you are looking at has advanced feature sets that allow your team to source passive candidates, analyze your top sources of hire, and re-activate silver medalists.

Think through the ROI: Given these systems have more bells and whistles, they come with more ways to think through how they add value to your business overall.  Sourcing tools can lead to cost savings on recruiter fees. Analytics can allow you to double down on your best hiring channels, and turn off ones that don’t produce.  Re-activating old candidates means a shorter time to fill, which helps the rest of the business meet their goals faster.  All of these aspects translate into dollars and cents ROI that your CFO can appreciate – and they might have to given modern applicant tracking systems cost more than their predecessors.

Stay organized: This is generally true across buying all types of HRtech.  When you’re doing more than two demos for a given solution, it’s hard to remember all of the various feature sets across each vendor.  Make sure to keep a running tab of the features you care about, and the nice to haves that may become tie breakers when deciding between your final two.  You should also keep track of how much you liked your rep. Believe it or not, this is a great signal about the vendor as a whole – good sales reps can work anywhere, and the more abrasive ones will work for anyone.

Integrations matter: You most likely have a lot of other point solutions in your HRTech stack.  You’re going to want as many as possible to talk to your ATS through bi-directional APIs.  There are VERY few ATS’s that have built these out.  And you need to beware – some of the ATS vendors will charge you a monthly fee for everyone integration you want to hook up to their system.

Get the users involved: Too many times business leaders get caught up in the checklist they care about, which rarely foots well to what the end users of the system actually care about.  In the case of the ATS, your head of IT may care about security, the head of People wants better analytics, but it’s your recruiters who are going to have to live in this system day in and day out.  Make sure they have a say in which solution is ultimately chosen, and bring in a few during demos to understand the questions they’ll have for each vendor.

If you’re buying a new ATS, good luck.  It’s not an easy process, and making the wrong choice can definitely be costly.  But, if you follow the above advice, you should be well on your way to implementing a solution that will allow your recruiting team to meet its goals and contribute meaningfully to the business.


 Phil Strazzulla is the Founder of SelectSoftware. Follow him on Twitter: @philstrazzulla​.

Lead(H)er: Maria Manrique, Chief Financial Officer at O'Reilly banner image

Lead(H)er: Maria Manrique, Chief Financial Officer at O'Reilly

Maria Manrique has spent much of her career in technology, though she didn’t necessarily intend for that to happen. Manrique’s skill set lies in helping companies scale and drive growth, and in Boston, roles that need those skills are more likely than not in tech companies. She's now the Chief Financial Officer at O'Reilly, which provides technology and business training and insights to help clients manage economic and technological shifts, through its online learning solution and extensive conference program.

Manrique began her career as an engagement manager at McKinsey & Company, then spent six years at Fidelity Investments in both Boston and Paris. Her first CFO role was at ecoATM Gazelle, a company that provides an international network of recycling and payment kiosks for electronic devices. She’d been at Toast as its vice president of finance and administration for about a year prior to moving to O’Reilly.

Maria Manrique

Not only did the role offered to her come with strong leadership responsibilities; it also played directly to Manrique’s strengths of business scaling and development. “Some of our major customers are based in the Northeast, and the company was looking to have an executive presence in the Boston office,” Manrique explained. “I jumped at the opportunity.”

Manrique’s previous employers had been largely private equity backed or VC backed, while O’Reilly is a privately held company. The switch offers a unique management challenge for her. “There are different financial targets and growth goals that need to be managed within existing resources,” Manrique said. “A privately held company is not necessarily interested in fundraising externally, so there are growth goals that need to be met within  stricter guardrails.”

Maria Manrique

Manrique welcomes the puzzle of growing O’Reilly within those parameters. She does this by helping oversee almost all aspects of the company’s Boston operations, including legal, sales operations, and human resources, for which she has a particular soft spot. In partnership with the heads of each division, Manrique helps ensure  O’Reilly is meeting its strategic goals.

Outside of work, Manrique is heavily involved with Casa Myrna, a nonprofit in Boston’s South End that works to end domestic and dating violence by providing women with resources and safe spaces. She counts this work, along with the ability to raise her children in an intergenerational household, among her greatest accomplishments so far.

Maria Manrique

Looking forward in her professional career, Manrique is committed to helping O’Reilly continue growing and maintaining its strong brand presence while she continues to be a valuable member of the executive team.

“I’m proud to be part of the company’s history of financial stability and financial strength that allows us to make investments that are all self-funded,” Manrique said.


Quick q(uestions) and a(dvice)

What do you enjoy doing in your free time?

I’m an avid reader, and I love keeping up with the latest and greatest books. I try to find time for that, especially during my commute. I enjoy being a part of my kids’ activities, so a lot of my time is spent supporting them in their interests. My husband is a talented artist, while artistically challenged myself, I enjoy his love of art and visiting local art installations.  

What are your strategies for managing stress?

This is a work in process for me. I do my best to plan for the madness, both at work and at home. I feel like having a solid plan is a good start. It’s also important for me to share the wealth in terms of responsibilities and leadership opportunities—that way I can give additional experiences to my team but also delegate and take things off my plate. The same goes at home, having my kids step up and help. My husband is an amazing partner, and home tasks are very much divided 50/50—maybe he might argue 60/40!  My parents provide an incredible amount of support and I can’t tell you we would manage without them.

Maria Manrique

How many cups of coffee do you have in a day?

I’m sipping on my third of the day right now, so too many! I enjoy reading articles that talk about the benefits of coffee because I drink so many cups—maybe three or four daily.

What’s one of your favorite places in the Boston area?

The Back Bay has to be my favorite. I love all of Boston, but Back Bay is the neighborhood where I lived as a newcomer to Boston and as a student, so it brings back a lot of memories of why I chose Boston as my home.

What’s one of your proudest accomplishments?

I'm very proud to live in a multigenerational household where everyone's goals and aspirations are supported. My husband and I have successful careers  we love, my kids are happy and thriving at school and outside of school, and my parents get to enjoy their retirement and live with their grandchildren in a wonderful place, Massachusetts. I didn't have that growing up, and  always dreamt of it, so I’m proud that we’ve been able to create it, as a team.

Another accomplishment I’m proud of is joining the board of Casa Myrna,  the largest provider of shelter services for domestic violence survivors in Massachusetts. I’m proud to be part of their efforts to continue doing the amazing work they do in the Boston area.

Maria Manrique

How does where you are now compare to where you saw yourself 10 years ago? 

This is above and beyond my expectations. I love my job, I’m involved with the community, I’m involved at home, and I’m incredibly happy and grateful for where I am.  Hard work, having access to incredible educational and work opportunities being in Boston and in fast-growth technology businesses have played a key role. My role at O’Reilly is a dream CFO position supporting an accomplished, fun and talented team.

What’s your advice for a recent college graduate?

Don’t pass on opportunities that might not be a perfect fit at first, because they can open other doors. People should aspire to be in roles  they’re passionate about and feel are a good fit for their skills, but there’s nothing wrong with trying something that might not be perfect at first. That’s how I got to most of the jobs  I’ve had, and I think they’ve been my best roles, you can mold a role or project to what you want it to be. Keep an open mind in terms of opportunities that open up and jump on the ones you think you’ll be able to get the most out of, even if they’re not what you expected.


Samantha Costanzo Carleton is a Contributor to VentureFizz. You can follow her on Twitter @smcstnz.

The VentureFizz Podcast: Sarah Downey - Principal at Accomplice banner image

The VentureFizz Podcast: Sarah Downey - Principal at Accomplice

For the 133rd episode of our podcast, I interviewed Sarah Downey, Principal at Accomplice, a seed-stage venture capital firm.

In the past, there really weren’t too many career paths into the venture capital industry. Typically, someone joined a firm from a top business school or investment banking firm. Or, another common path is being a successful founder and switching over to the investment side.

Well, this isn’t the case anymore and Sarah is a perfect example of someone whose career has taken lots of great twists and turns leading up to her current role as a Principal at Accomplice. In addition to Sarah’s role as an investor, she is also a community-builder. She is actively involved in Rev Boston, TUGG, and other non-profits.

In this episode of our podcast, we cover lots of topics, like:

  • The value of having your own user guide to provide others with instructions on the best way to interact with you.
  • Sarah’s background story including her time in law school and her career pivot into the tech industry as a marketer.
  • How she made the transition into venture capital.
  • Trends in the AR/VR space, as well as other areas of tech.
  • The importance of elevating more women in the Boston tech scene, and -Sarah’s role in making that happen.
  • And so much more.

TUGG is one of the organizations that Sarah is apart of. One of their flagship events is called Tech Gives Back, which we talk about in the podcast. It is the largest industry service event in the country and an opportunity for your company to volunteer for a day of service and work with some incredible non-profits. This year’s event is taking place on October 10th & 11th. Go to tugg.org to learn more and sign your company up for this worthy cause!

You can listen to the podcast in the player below. To make sure you receive future episodes, please subscribe to us on iTunesGoogle PlayStitcherSpotify, or Soundcloud. If you enjoyed our show, please consider writing us a 5-star review—it will definitely help us get the word out there! 


Keith Cline is the Founder of VentureFizz. Follow him on Twitter: @kcline6.

3 Aspects of Software Engineering Resumes Frequently Neglected by Applicants banner image

3 Aspects of Software Engineering Resumes Frequently Neglected by Applicants

What Software Engineers Most Often Neglect in Their Resumes

  • A list of the languages, frameworks, and tools used in each role or for each project (instead of only having them lumped together in the skills section)
  • A succinct overview of the primary challenges they faced, actions they took to overcome those challenges, and the results of their efforts for each role
  • Correct spelling, grammar, and punctuation

What You Should Do About It

You need to understand your audience before you can effectively write a resume for it. So let’s get you thinking like a recruiter by taking a deeper look at which aspects of software engineering resumes recruiters think are most often neglected by applicants.

Thanks to SurveyMonkey and LinkedIn, I was able to ask this question of 100 Boston area tech recruiters over the last few months. Here were their answers:

No alt text provided for this image

This tells me that recruiters are saying, “Hi! Please, help us help you. We want to hire you. In fact, it’s our job to hire you. So please, describe the challenge, project, or cool thing you did in layman’s terms and reference which technologies, processes, procedures, or frameworks you used to accomplish that cool thing. Rinse. Wash. Repeat.”

And why are recruiters so focused on correct spelling, grammar, and punctuation? It's because many hiring managers believe that your level of accuracy in this area is a reflection on your attention to detail.

Wondering what those 27 comments in the "other" category are? They're listed below for your reference! (Note: These answers were copied and pasted directly from the survey in the order they were received, so please forgive any formatting inconsistencies, that the order may seem random instead of logical, and that some of the comments may seem to contradict each other. I also corrected a few spelling and grammar errors and left out 2 answers, one wishing me good luck with the survey and the other saying "all of the above").

  1. Keeping things brief, to the point, and accurate to what they have done specifically (not their team).
     
  2. In general we look for well formatted, easy to read resumes. Including a brief synopsis of the company is great so you can better understand someone's role. We want to quickly look at a resume and understand what someone has done and what they want to do next.
     
  3. Most candidates have a general CV / resume used to catch the eye of a recruiter, but lack a customized resume to the job they are applying for. All companies are not the same. Don't use one resume for all positions.
     
  4. Simple, to the point.
     
  5. A skill section is good at the top to get immediate attention, but then you must put in the body of your resume where, when how you used these skills, secondly your basic responsibilities / duties, thirdly accomplishments & actions. What managers look for most are: patterns / track record, education (training, certs, etc.) & projects completed! Latest technology (even if it is hobby or volunteer) and yes it should be visually appealing with no spelling errors and brief; a resume should be a "flirt" (get the date / invite) save the life story for the "date" interview.
     
  6. Please list every single skill / technology used at each job! It may not seem relevant to you, but hiring managers find it extremely relevant.
     
  7. Key Words to match the job description so it gets noticed more by the ATS [applicant tracking system] too much white space overly verbose descriptions
     
  8. Candidate should mentioned technical skills in the project.
     
  9. Employment restrictions...do they require sponsorship to work for my company?
     
  10. Most of the time candidates resumes list the job description that was used to hire them. That doesn't tell me what you did and how amazing YOU personally are. Your resume is where you should brag about your accomplishments!
     
  11. Understanding the details of a project an SE worked on rather than just a list of tools/technologies used.
     
  12. Skills they have been working on matter the most and these skills should be visible in their project responsibilities not in environment or tools used or Summary sections.
     
  13. A list of languages/tools/frameworks doesn't tell me if you've used them to solve problems, or used a technology once five years ago and then never touched it again. Experienced recruiters/sourcers that understand the technology can put two and two together, but most don't have the time, knowledge, and/or patience to put it all together.
     
  14. Also some neglect to identify how they used those languages/frameworks. A list is great but take the clients through your process. Software Engineering resumes can be as long as needed.
     
  15. Contact info sometimes gets forgotten Visa status, some software engineers include it and it's been appreciated, but not seeing it reminds me that I actually need to ask the question.
     
  16. Keep the resume consistent when formatting. Also the more information and technical language the better. Put it in the skills, in the bullets. The more times those words come up the easier it is to see where that experience comes from and what it is.
     
  17. They forget KISS . . . keep it simple stupid. They add all kinds of tables, pictures, text boxes, unusual formatting and they don't realize that when these highly formatted resumes are sent through an ATS [applicant tracking system] that they are often completely unreadable. It can be the best resume in the world but if it comes through and is unreadable . . . it does them NO good. Hey Engineers, I'm genuinely curious  how do you feel about this comment that blames the applicant instead of the system?
     
  18. A brief overview of the company they worked for can help when sourcing for engineers with industry-specific experience. Also, I find many SW Engineer's resumes, specifically those who work many contract positions, can be exceptionally long and redundant, listing the same experience in different wording under the same position. This can be distracting and time consuming to read through for both recruiters and hiring managers.
     
  19. Highlighting a resume to better reflect the job description. Unfortunately, we often have to work with "gate keepers" who don't understand how technology is related to each other and if they don't see the specific skills required in the job, then a candidate is rejected.
     
  20. Using the first person so people understand a candidates specific contribution to a project in a job.
     
  21. Information about how they fit in with the team, who the customer was, what value they added.
     
  22. Their bullets don’t reflect the software, programming language, or other technologies there were using or programming in.
     
  23. Engineers often do not include a link to a repository of their projects/code that can be viewed easily. Engineers often do not describe the complexity or significance of the system or product they are working on very well either and default to acronyms to fill in space.
     
  24. Tell me what you used (languages, frameworks, tools) to complete particular projects. Example: Utilized language X to with framework Y to complete whatever task it may be.
     
  25. A good overview of what projects they were involved with and what their responsibilities were within that team.

Recruiters: What else do you think SWEs can do to write a resume that sourcers, recruiters, and hiring manager can all understand and appreciate?

Software Engineers: What do you wish recruiters would do differently? How do you feel about some of the conflicting opinions listed in the "Other" section?


Robin Guidry is Leading the talent acquisition efforts for R&D at Acquia. Follow her on Twitter: @RobinGuidry42.

CxO Briefing: InsideTracker CEO Rony Sellam banner image

CxO Briefing: InsideTracker CEO Rony Sellam

Open Jobs Company Page

InsideTracker is an innovative health analytics company whose mission is to empower people to improve their health and performance through science, quantification, and personalization. Founded by leading scientists from MIT, Tufts, and Harvard, the InsideTracker platform analyzes key biomarkers related to health and performance, and provides actionable guidance tailored to each individual user.
 
We interviewed InsideTracker CEO Rony Sellam to learn more about the company and his background, as well as how the business operates, company culture, and more. 

Are you interested in working at InsideTracker? Check out the jobs on the sidebar on the right of the page.


Keith Cline is the Founder of VentureFizz. Follow him on Twitter: @kcline6.

About the
Company

We help you improve your overall health and longevity with personalized nutrition, using your blood, DNA, and habits.

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Engineering Spotlight: DUST Identity banner image

Engineering Spotlight: DUST Identity

Open Jobs Company Page

DUST Identity is the creator of the Diamond Unclonable Security Tag (DUST), a technology utilizing nanoengineered diamonds to create an unclonable identity layer on any object.

We connected with several members of DUST Identity's team to get an inside look at the company's technology, various projects, the team's culture, and more. 

Interested in joining DUST Identity? Check out the company's job openings on the list to the right!


Quick Hit Details

  • Year Founded: 2018

  • Number of employees: 16

  • Number of engineers: 6

  • Industry: Security/Supply Chain/Blockchain


Can you share a summary on what Dust Identity does?

We link objects to their digital records -- securely.  We create unclonable security tags (think: physical barcodes, but way better) from nanoscale diamond particles and attach them to high value assets.  As these assets travel through a supply chain, key stakeholders validate them as they are tested, assembled, or deployed.  Each validation step gives the “5Ws” (who, what, where, when, why) and provides context to how the asset was used.  All of this information lives with a digital record that can only be “unlocked” by the unique fingerprint of our DUST (Diamond Unclonable Security Tags).

Dust Engineering Team

What are some of the different technologies that the engineering team gets to work with and at what scale?

DUST Identity products span a broad range of technologies.  We divide these into three main sections: materials, hardware and software.  Our materials science team synthesizes nanoscopic single diamonds using mechanical, chemical and radiation techniques; they also investigate encapsulating these diamonds into industrial polymers, resins and coatings.  Our hardware team focuses on the design and operation of optical and electronic scanners for reading our DUST markers in a high-throughput environment. On the software side, we also spread the spectrum of technology. Our machine vision and data scientists develop optimal algorithms for extracting the unique signatures from our markers.  We also have an operations team devoted to the cloud-based authentication system (build on AWS) and to supporting customer engagements via custom data integrations. 

What are some of the interesting projects that the engineering team is tackling?

In early 2018, we had a unique opportunity to work with SAP on their first blockchain product built for the enterprise.  We were one of their first startups to use their Hyperledger Fabric blockchain-as-a-service and develop a smart contract that supported Proof-of-Existence for physical objects.  While our DUST system contained all of the transactional data for verifying a physical article, the blockchain provided an immutable co-truth to our system.  It was great to learn a new language (golang) and experiment with this technology as bitcoin was reaching its stratospheric value.

Does your engineering team have a chance to work on projects outside of their day-to-day responsibilities? 

The core technology of DUST came from the founders’ interest in using diamonds for, of all things, quantum computation.  The first few years of the company were actually in support of DARPA initiatives to create quantum-enhanced sensors.  Thus, there is definitely a culture of pushing the envelope. At least half of the engineering team is supporting “skunk works” projects in some capacity, though this falls more on the hardware team at the moment.  On the software side, we have a fair number of tool builders and have non-customer facing software tools for optimizing repetitive processes.

What is the culture like at Dust Identity for the engineering team? 

Largely, we are hackers and tinkerers at heart.  If something we get “just works”, that probably means we will disassemble it in short order.  We are also keen at building our own tools for a job when we realize that an off-the-shelf solution is elusive.  We strive for efficiency and automation and will try to “script” any repetitive task that a machine can do better than a human.

What can a potential employee expect during the interview process?

We don’t really dig the whole brainteaser thing.  You should be able to walk us through a solution to a problem in your own words and explain your thinking.  This might be anything from designing an imaging system to a microservices architecture, depending on the role. We’ll want to know what you did in your past jobs and what you built, be it software or hardware.  If you’re really lucky, we'll ask you to derive the Law of Cosines from first principles.

Are you involved in any local tech organizations or Meetups?

DUST Identity is affiliated with TigerLabs at Princeton University and STEX25 at MIT. We have offices in the TigerLabs co-working space (where regular blockchain and Python user meetups held), and Framingham, MA. Along with those accelerators, we were sponsors at the upcoming WomenHack Boston career fair.

We also participate in the Princeton chapter of Google's Startup Grind.

Dust Identity Office


Rapid Fire Q&A 

What’s on tap?

The finest filtered water in both Framingham, MA and In Princeton, NJ. Jack’s Abby is always flowing next door in Framingham (we literally share a parking lot!).

Star Wars or Star Trek?

Starwars, never could get past those TNG jumpsuits.

iPhone or Android?

iOS

Coffee - hot or iced?

More please.

Favorite employee perk?

Coffee, of course.

What TV show describes the engineering team’s culture?

MacGyver (original)

What music is playing in your office?

Some synthwave livestream on YouTube

Cleanest desk / Messiest desk

Cleanest Desk:          

Messiest Desk:


Team Profiles

Chris Muto, Head of Cloud Services 

Chris joined DUST Identity to oversee our application development and cloud services in June at the Framingham headquarters.  Since joining, Chris has refactored our MVP React front-end code and added important customer features. He embraced our serverless application model (written in Python) and created a local development environment to reduce the cycle of pushes to the cloud.  In true full-stack engineer fashion, he also implemented a complete CI/CD pipeline and keeps our aggressive development cycle on track. But don’t let Chris’ productivity lead you to think he’s all about “hands of keyboard” (his favorite phrase!). He also regularly sits in on our sales calls and aggressively recruits top engineers for his rapidly expanding team. 

Sinan Karaveli, Principal R&D Engineer

Sinan joined DUST Identity full-time in our Princeton location in July after consulting with the company for six months. He’s a wizard of microscopy and imaging, comes with several years experience and high-impact publications in the diamond sensing community. Sinan is building our first 4D DUST scanners for ultrahigh security applications.  Moreover, he applied his data science analysis talents to improve the algorithmic side of our matching routines adding orders of magnitude to the integrity and reducing scan times ten-fold. He enjoys spicy food and two-shot americanos.


Want to learn more about DUST Identity? Check out their BIZZPage

About the
Company

DUST Identity is the creator of the Diamond Unclonable Security Tag (DUST), a technology utilizing microscopic diamonds to create an unclonable identity layer on any object. 

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