Big data - Bole in the new era

Last summer, 6-year-old Jade Domingues was living in a rented room in Pasadena, Calif. Credit-card credit was available and despite self-programming, Finding a real programming job for Dominguez who has never been to college seems like an awkward task. However, an unexpected interview email changed everything.

For someone who did not go to college, how to get the cloud somewhere, some people's favor. It turned out he was gilded company's algorithm as a programming expert, and then received an interview notice, and was hired by the startup as a programmer.

"The traditional metrics used to recruit people are probably wrong, a big mistake," Vivian Ann Ming, chief scientist of gilts, commented.

The founders of gold-plated companies, Luca Bonmassa and Hilde Desai, want to automate the process of finding good programmers.

That person is Luca Bonmassar, who discovered Dominguez through a technology that will pose important questions about how companies are hired and whether outstanding people are missing in the process . The new concept is moving away from traditional talent metrics such as a degree at Massachusetts Institute of Technology where recruiters are generally concerned, the experience of a Google company, the recommendation of a colleague or friend, and more More attention in some simple concepts above: What is the performance of this person? What can this person do? Can not quantify it?

The technology is a product of Gild, a startup less than two years old, and Bangamassa is one of the co-founders. A small group of new companies, such as gilts, are working on the goal of automating the discovery of talented programmers - a group with a huge market demand. Their work belongs to the category of big data, which uses computers to collect and analyze a wide variety of information and perform many tasks, whether it is recommending books, placing targeted ads on websites, or anticipating treatment Effect or stock price.

Let the algorithm help you to find those who have not been found

Recently, more and more scholars and entrepreneurs have applied big data to human resource management and talent search to create a new field called labor science. Gold plating companies are doing is to see if these technologies can also be used to predict the performance of a programmer at work. Gilt companies search for clues on the Internet: Has the code written by him or her been acclaimed by other programmers? Has the code been reused? How does this programmer exchange ideas? How does he or she get on with social networking sites?

To a large extent, the method of gold-plated companies is still only in the initial stage, the effectiveness of how to be tested. There is much constructive controversy over the idea of ​​using big data to recruit, and there's also excitement, especially in industries where it's hard to find good people.

Gold-plated companies expect earnings of around $ 2 million to $ 3 million this year and the company has raised around $ 10 million in financing, including a large sum of money from Mark Kvamme, an early venture investor at LinkedIn, and venture capitalist Mark Kavamme . Testing or using gilt company's technology to recruit a large number of big-name clients, including Facebook, Amazon, Wal-Mart, Google and Twitter.

Companies use gilded technology to discover new candidates, as well as evaluate who they are already considering hiring. Gilded companies themselves also use this technology - they are in urgent need of competent programmers, can find out the Jed can pay the wages but not larger technology companies. The algorithm determines Jed's programming score is the highest in Southern California, is almost no one can match the 100 points.

Who is Jed? He can help gilts? His story told us about the current recruitment system and meritocracy?