Nadav Carmi

📣 𝐉𝐨𝐢𝐧 𝐨𝐮𝐫 𝐭𝐫𝐚𝐧𝐬𝐥𝐚𝐭𝐢𝐨𝐧 𝐩𝐫𝐨𝐣𝐞𝐜𝐭 𝐄𝐝𝐮𝐜𝐚𝐭𝐢𝐨𝐧 𝐏𝐫𝐨𝐧𝐮𝐧𝐜𝐢𝐚𝐭𝐢𝐨𝐧 𝐄𝐯𝐚𝐥𝐮𝐚𝐭𝐢𝐨𝐧 𝐏𝐫𝐨𝐣𝐞𝐜𝐭! 𝙒𝙚 𝙖𝙧𝙚 𝙡𝙤𝙤𝙠𝙞𝙣𝙜 𝙛𝙤𝙧 𝙣𝙖𝙩𝙞𝙫𝙚 𝙃𝙚𝙗𝙧𝙚𝙬 (𝙄𝙨𝙧𝙖𝙚𝙡) 𝙨𝙥𝙚𝙖𝙠𝙚𝙧𝙨. The project aims to improve AI so that it can better judge different pronunciations. You will listen to the audio, and score sentences and words for accuracy, fluency, and prosody according to the pronunciations. Main requirements: • Must be a native speaker of Hebrew (Israel) - can be located anywhere as long as they are native Hebrew speakers. • Must pass paid test in OneForma in one take. • Annotation and labelling experience is a plus Work when you can and as much as you want.  You set the limits! Let's make an impact together!  Join us today! Learn more on our website, and apply by following these steps:  1.) For applicants with existing OneForma accounts, to apply, please login to OneForma using this link: http://my.oneforma.com/ For new applicants, please create a profile in OneForma using this link: https://my.oneforma.com/ 2.) Go to JOBS tab > select Annotation/Labelling > “apply to” Job ID for Annotation: Education Pronunciation Evaluation Project 3.) Kindly complete the required certification/s as part of the qualification process. Let's make an impact together!  Join today! #NewOpportunity #RemoteWork #TranslationOpportunity #WorkFromAnywhere #LanguageExperts #TranslationTalents #JobAlert #Jobs #Hiring

6

At least talk to few former/current employees before joining new place. Its really frustrating that a good number of companies don't have any proper plan for what they will do in the next 1 -2 years.They only focus on making money without taking care of their employees. As a result they have to switch for their own betterments.

10

1 Comment

This is indeed a complex situation. Small companies and Start-Ups are facing an impossible situation. Sometimes doing the right thing can lead the company to a total crash. We must remember that the management has also the responsibility to other workers who rely on them for their livelihood. However, more established companies can handle this situation with more flexibility and understanding, and keep doing the right thing. I am glad that I work in such a company and invite anyone looking for a new position due to such termination to consider applying with us. We do not discriminate RD soldiers. (Link in the first comment)

1

1 Comment

🌟 𝐖𝐡𝐞𝐧 𝐭𝐡𝐞 𝐌𝐞𝐧𝐭𝐨𝐫 𝐇𝐚𝐬 𝐚 𝐌𝐞𝐧𝐭𝐨𝐫, 𝐖𝐡𝐞𝐧 𝐭𝐡𝐞 𝐂𝐨𝐚𝐜𝐡 𝐇𝐚𝐬 𝐚 𝐂𝐨𝐚𝐜𝐡, 𝐖𝐡𝐞𝐧 𝐭𝐡𝐞 𝐓𝐫𝐚𝐢𝐧𝐞𝐫 𝐇𝐚𝐬 𝐚 𝐓𝐫𝐚𝐢𝐧𝐞𝐫 🌟 TL:DR - This YouTube screenshot BLOWS MY MIND🤯 So, I had a "pinch me moment" this weekend. In short, an idol, a hero of mine, included me in one of his popular YouTube videos all about the inner workings of pro-wrestling. For extra context, the man in this image pointing to an image of me is none other than "Mike Quackenbush" (genius name), and he has worked within professional wrestling for the past 25+ years. Now, a quick speed story as to why 2024 is absolutely mad to me: When I went to uni at Canterbury Christ Church University, I’d watch Mike Quackenbush and his team produce a unique wrestling show called "CHIKARA," which I would download weekly onto my iPod Video (yeah, 2006 baby!). Anyway, I watched this man build his team, his company, and himself into one of the most influential wrestling peeps on the planet. ANY modern wrestling you watch right now, you WILL find a Mike Quackenbush fingerprint. Fast forward to today, it absolutely boggles my mind that I can call Mike Quackenbush my idol and mentor. For context, I am 37 years old now, but if 18.5-year-old me knew that in "double your lifetime" this'll happen, it would blow my tiny (wrestling-obsessed) mind. Side note: Although Mike's work is pro-wrestling focused, many of the lessons taught can be applied to "the real world." This comment is more for those who have directly worked with me: If you've ever thought anything nice about me or my work, I guarantee Mr. Mike Quackenbush is the genesis of that idea. Without Mike Quackenbush, not only his coaching but his life story, I certainly wouldn't be part promoting UKPW live events. Actually, I probably wouldn't have done half as much as I have/did in UK British Wrestling. Quick story: CHIKARA would run the largest (non-WWE/big-time player) wrestling tournament in the world, called "The King Of Trios," where wrestlers from around the world would be invited to participate. My "ultimate (realistic) goal" was to take part in a "King Of Trios" and represent UKPW—I really thought in 2019 going into 2020 I had a solid chance of that. (We all know what global "thingy" happened.) Since then, Mike started his YouTube channel "Til We Make It" to accompany his four "insider" pro-wrestling books. When Mike started the channel, I reached out to say how much I enjoyed his videos. His incredibly fast and polite response led to Mike coaching me from afar for the past four years. I've got to do some pretty cool things, and whether directly or indirectly, Mike has been my long-distance trainer. Bonus Point: I'd love to hear (or tag) people who have made a difference in your working life. Share your stories and let’s celebrate those who have inspired us! #Wrestling #ProWrestling #UKPW #CareerGrowth #Inspiration #Networking #CHIKARA #TilWeMakeIt #MikeQuackenbush #Heroes #Mentor

7

4 Comments

"Have you ever had this experience where you've already gone through 3 interviews, made it to the final round, and the hiring manager in the last interview praised your skills and expertise so much that you thought you had the job in the bag? And then you found out they hired someone else. There could be a million reasons for rejection, including ones not related to you personally: 🚫 The company ultimately decided to outsource this function. 🚫 They cut the recruitment budget or froze hiring altogether. 🚫 There was a shift in role distribution within the company, and they no longer need a person in that department. ⭕ An internal candidate emerged. ⭕ A higher-level manager recommended their own person. 🚫 The project workload was reduced, and they didn't need new people anymore. Decisions in companies are often made collectively. The team may disagree with the hiring manager. And the manager makes the decision—not to argue with the team! Or it could be the infamous "chemistry" that didn't happen between you and the future boss. Or there are several candidates like you, ideal ones, and they'll only choose one, rejecting all the others. There was a case where, after winning in the final round, instead of an offer, the candidate received a rejection. And even in this case, the reason was stated: "Our former CFO worked for another employer for 3 weeks and decided to return to us." Some time ago, one of the candidates wrote to the head of a well-known company in London, saying he had long dreamed of working there. And the response was: "Dude, I'm closing my department, I'm quitting myself. Trust me, you don't need to come here!" And he gave him contacts of another company to try instead. Often international companies don't give any feedback at all because any word in response could lead to a lawsuit against the company. There are non-standard situations with a plus sign ➕. For example, the final candidate doesn't end up taking the job, and they go back to number two. We had a case where a year later they returned to the candidate and hired them. Often this happens because companies close a position through internal transfer. And then they return to external candidates when they see that the idea of saving on personnel costs didn't work out 🤷‍♀️. Natalia Polevich shared a story about a negative turning into a positive: "I had such a case, perfect match, confidence that an offer was imminent, a call from HR: not ready to make an offer, headquarters froze the vacancy. Disappointment, resentment, etc. I got over it, cooled down, and exactly 3 weeks later HR called again and joyfully announced that the vacancy was open again and they called me first thing. As a result, I was able to negotiate an offer even better than what they offered then." They took another candidate? Well, okay. Just keep moving forward! But considering all that's been said, it's always better to have 2 offers in hand and more."

1

Addressing the very delicate topic of "assignment appropriation" - essentially stealing a candidate's submission and incorporating in your team's work - Dorit Turpaz breaks it down bluntly and brilliantly to Oryan Aviner in our recent episode of PMMiya Podcast: It's presumptuous of you, an outsider with very little knowledge and access to data, to think that your task, as well made as it might be, has enough real world value for that company to implement. I personally want to believe that hiring managers use home assignments to screen for skills, comprehension and approach, not on their ability to deliver unpaid value for them. It's more than OK to walk away from an assignment that feels over the top, unfair or exploitative. But rest assure that if someone was out to steal your work, a hiring process would hardly be the most cost-effective way of doing so. Topaz Eitan Yair Ronen

3

3 Comments

Tony Arad Felik Thank you for having me on your podcast! It was an inspiring experience discussing the intricacies of business negotiation. I enjoyed our conversation and the opportunity to share insights on effective negotiation strategies and best practices. 🚀🎙️ #PodcastGuest #BusinessNegotiation #IndustryInsights

50

6 Comments

𝘼𝙡𝙩𝙝𝙤𝙪𝙜𝙝 𝙏𝙝𝙚𝙧𝙚 𝙄𝙨 𝙉𝙤 𝙉𝙚𝙚𝙙, 𝙄 𝙒𝙞𝙡𝙡.. 🚀 Hello everyone, I hope you are all doing well. 📌A few months ago, I joined LinkedIn with high hopes of meeting people who could help bring my project to life. But reality had other plans: ➡️ I met many people, but they had their own priorities. ➡️ My plan was deemed a failure, and I was labeled as incompetent. ➡️ It shattered my heart, and I found myself on the verge of giving up. 🔷 In my darkest moment, my big brother (Dada) stepped in with wisdom that reignited my spirit: 📌 "Do it. I trust you. Research your plan once again with a clear mind. Never let yourself feel demotivated." 🔷 This profound advice taught me several invaluable lessons: ➡️ When you feel like giving up, give it one more try. Often, success is just around the corner. ➡️ Always trust in yourself. Your belief in your abilities is the first step towards achieving your goals. ➡️ Share your struggles with your loved ones. Their support can be the catalyst you need, just as my Dada’s faith was for me. 🔷 Remember, every setback is a setup for a comeback. Keep pushing forward, and never lose hope. 🙂Comment below if u find anything wrong and do correct me also tell me if u have feel same in comment section... #Perseverance #SelfBelief #NeverGiveUp #SupportSystem #OvercomingObstacles #Inspiration #Motivation #Leadership

10

10 Comments

Presenting my latest effect in Unity, with the awesome Neeko model by Shahaf Tirosh Rigged with Mixamo. The sound is very sudden, be prepared. https://lnkd.in/d_G_48gX

51

5 Comments

🌟 When You Truly Create an Impact 🌟 A few months ago, we recognized the need to define and invest in the tech lead role, understanding that our tech leads are the driving force behind our technical teams. So, what exactly is the tech lead role? While it may vary from company to company or even team to team, it is clear that this role requires a blend of technical expertise and leadership skills. The Manager’s Path: A Guide for Tech Leaders offers an insightful chapter on this, emphasizing that being a tech lead involves more than technical know-how. It’s about navigating interpersonal dynamics, making strategic decisions, and mentoring team members. These complexities guided us in creating a program that addresses the multifaceted nature of the tech lead role. The Process of Creating an Impactful Program: 🤝 Collaboration between P&C Partner and Learning: This is where it all started - good communication and a strong working relationship between Tal Lev, my partner in crime, and myself. 🔍 Identify Your Sponsors: Key sponsorship from leadership was crucial in driving the program forward and ensuring alignment with our strategic goals. Doron Cyngiser Ori Danus, thank you for leading this program and putting your heart into it! 🗣️ Understanding Needs and Challenges: Through preparation meetings with managers and tech leads, we gained valuable insights into their unique needs and challenges, shaping the foundation of our program. 📋 Creating a Clear Role Guide and Skill Taxonomy: We developed a clear role guide and skill taxonomy to set precise expectations and define the competencies required for tech leads to excel. 📢 Involving Management: Involving management ensured that our objectives were aligned with the broader mission of the organization, maximizing the program’s impact. 🤝 Choosing the Right Vendor: Our vendor partner, Jetpacks Consulting (Omri Cohen and Matan Kubovsky), played an instrumental role in shaping and executing the program, bringing invaluable expertise and insights. 🌟 The Power of a Group: Group sessions encouraged collaboration and knowledge sharing, building a strong support network among our tech leads. 🔄 Creating a Continuous Support System: Create and establish a continuous support system to ensure ongoing development and support for our tech leads. A heartfelt thank you to everyone who contributed to this journey. Ido Stern Rami Tzafrir Gali Cohen Nissan

28

3 Comments

The elusive trap of TDD and testing design is that difficulties in testing are a manifestation of bad design. Beginners and pros alike often struggle with "How do I test this?" Instead, they are tempted to ignore the feedback already given to them: "The implementation requires design refinement." Instead of engineers should be seeking answers to the question: "What would the most testable and useful design look like?"

7

Highly Recommended 😉 If you want to know about AI from a recruiting perspective, what specialists are involved in AI projects, where you can look for them, and which technologies will be a guide, as well as how to use AI tools for work 💫 You need to visit this course, and I'm sure you'll find answers to these questions 🤓

4

1 Comment

Unlocking Full-Scale GPT Integration: Mastering Enterprise AI with McKinsey's Proven Strategies Nearly 90% of organizations fail to transition from the pilot stage of enterprise GPT to full organizational integration. At the upcoming HRUS conference, the McKinsey solution to this challenge will be revealed: 1. Eliminate distractions and focus on the essentials. Be honest about your pilot's outcomes, minimize experimentation, and direct efforts toward solving key business problems. 2. Understand how components interact rather than isolating them. Too much time is spent evaluating individual elements, rather than understanding how they securely work together. 3. Gain control over costs before they sink you. Models constitute only about 15% of the total cost of AI applications—know where the hidden costs lie and implement the right tools and capabilities to manage them. 4. Streamline the multitude of tools and technology. The proliferation of infrastructures, LLMs, and tools has made scaled implementation nearly impossible. Optimize capabilities that best serve the business, utilizing available cloud services while maintaining flexibility. 5. Build teams that create value, not just models. Achieving scale requires a team with a broad set of skills to ensure that the models not only function but also deliver the intended value securely and effectively. 6. Focus on the right data, not perfect data. Prioritizing which data are most important and managing them over time can significantly accelerate growth. 7. Reusable code can increase the speed of AI use case development by 30 to 50%. Explore these transformative strategies designed to successfully integrate GPT technology across organizations at the HRUS conference.

1

📣 📣 PODCAST ALERT (HEBREW ONLY) Thanks, Hard Reset for inviting me to your show (my first time in a podcast) - You guys rock! We had a great discussion on the intersection of AI and semiconductors. 🧠 💻 What did we talk about? - Why did hardware accelerators become so prominent in the semiconductor industry? - What makes AI an ideal target for hardware acceleration?  - Why is accelerated hardware a key enabler of the entire AI landscape? - What are the common approaches for building AI chips? - Why do large companies buy thousands of GPUs for AI but also develop their *own* AI chips?  - What is the “trillion-dollar paper”? - What does the Church-Turing thesis have to do with all of this? - Why is *software so critically important and difficult* for AI hardware platforms? - Professional blogging and implications: invited talks and being featured in a top-selling book. - Running 2017 miles in one year (2017) and implications: not a great idea. Links in the comments 👇 I hope you’ll find this useful, Enjoy! #artificialintelligence #semiconductors #running #technology #gpus #tpus

19

1 Comment

𝐅𝐚𝐦𝐢𝐥𝐢𝐚𝐫𝐢𝐳𝐞 𝐲𝐨𝐮𝐫𝐬𝐞𝐥𝐟 𝐰𝐢𝐭𝐡 𝐥𝐨𝐜𝐚𝐥 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 💡  𝐀 𝐟𝐞𝐰 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐭𝐨 𝐛𝐫𝐢𝐝𝐠𝐞 𝐭𝐡𝐞 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 𝐠𝐚𝐩 𝐰𝐡𝐞𝐧 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 𝐠𝐥𝐨𝐛𝐚𝐥𝐥𝐲: Navigating the cultural differences between Israel and the US is crucial for successful recruitment and integration of American talent into Israeli companies. 🎯 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐚𝐧𝐝 𝐀𝐩𝐩𝐫𝐞𝐜𝐢𝐚𝐭𝐞 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐍𝐨𝐫𝐦𝐬: Familiarize yourself with the local work culture, which often emphasizes individualism, direct communication, and work-life balance. This knowledge helps in setting realistic expectations and creating an appealing work environment for American recruits. 🎯 𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧: Ensure clear and transparent communication. American professionals appreciate direct and open conversations, but also value politeness and respect. Tailor your communication style to be assertive yet considerate. Explain and clearly convey the company's values and vision. This will increase the chances to attract top-tier talent. 🎯 𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐝 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞: Provide timely communication with the candidate throughout the hiring process. Ghosting can be very damaging to the employer brand. A positive experience can be a deciding factor in their choice to join your organization. When providing negative responses, it's customary to email the candidate and thank them for their time and effort in the hiring process and leave an open door for future opportunities. For a full article with more tips for hiring globally: English: https://bit.ly/4bguxlu Hebrew: https://bit.ly/3wvtEqg #connectim #globalsearch #headhunting #usa #uk

7

2 Comments