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portfolios = projects they can reference if they don't have impressive projects.. maybe not so good? when i think of the best cs ugrads i've known, and would

portfolios = projects they can reference if they don't have impressive projects.. maybe not so good? when i think of the best cs ugrads i've known, and would be great at startups: * cool projects outside of classes, especially self-initiated, like doing their own startups * cool libraries or algs that got popular or, not quite as good, published * hardcore mode attempts at class projects, e.g., well beyond extra mile for OS's + graphics, or took grad-level courses for the same (=> w/ accompanying projecs), or new to CS and are proud at winning some class competitions despite that it changes outside of cs

tester756 6y ago
>if they don't have impressive projects.. maybe not so good? lol, you realize that for I'd say almost all projects the interesting part/core is small % of the whole, meanwhile the rest is just boring code that needs to be done? ofc it's not the nicest thing that you arent completing your side projects and just doing the interesting stuff, but you may have experience in industry, so you know how to do that boring ass stuff anyway
- lmeyerov 6y ago
  Interestingness helps but not the point Startup conditions are chaotic and every new person takes management + training overhead. Internship applicants who have well-done and challenging projects have shown the energy, self-management, know-how, & self-learning to get projects done in mini-versions of these conditions. So every hour spent on them goes a lot further, and both sides benefit more. Conversely, if someone can't get their projects done, the projects are too low quality for where it matters, or their skill are on too-different of a thing, at best, it's non-evidence. So you'll have to fall back to evaluating weaker signals like grades. At worst, lacking or failing at projects is a red flag that they'll struggle on the adult-sized projects as well. For 'interestingness', probably more relevant is 'tied to the mission', but I think being youthful covers 80% of that for intern-level folks. Failure to figure out fit may mean everyone loses. Interns are more about recruitment pipeline for companies, and I'm not sure that's the wisest way to solve that for a lot of startups if that's the goal. Likewise, startups not ready to invest in their interns (management overhead, training, etc.), or fail to screen for a good match in skills, can easily be a bad experience and opportunity cost for the students, who may have had a more pleasant, productive, and rewarding experience at a more mature company.

tester756 6y ago

>if they don't have impressive projects.. maybe not so good? lol, you realize that for I'd say almost all projects the interesting part/core is small % of the whole, meanwhile the rest is just boring code that needs to be done? ofc it's not the nicest thing that you arent completing your side projects and just doing the interesting stuff, but you may have experience in industry, so you know how to do that boring ass stuff anyway

lmeyerov 6y ago
Interestingness helps but not the point Startup conditions are chaotic and every new person takes management + training overhead. Internship applicants who have well-done and challenging projects have shown the energy, self-management, know-how, & self-learning to get projects done in mini-versions of these conditions. So every hour spent on them goes a lot further, and both sides benefit more. Conversely, if someone can't get their projects done, the projects are too low quality for where it matters, or their skill are on too-different of a thing, at best, it's non-evidence. So you'll have to fall back to evaluating weaker signals like grades. At worst, lacking or failing at projects is a red flag that they'll struggle on the adult-sized projects as well. For 'interestingness', probably more relevant is 'tied to the mission', but I think being youthful covers 80% of that for intern-level folks. Failure to figure out fit may mean everyone loses. Interns are more about recruitment pipeline for companies, and I'm not sure that's the wisest way to solve that for a lot of startups if that's the goal. Likewise, startups not ready to invest in their interns (management overhead, training, etc.), or fail to screen for a good match in skills, can easily be a bad experience and opportunity cost for the students, who may have had a more pleasant, productive, and rewarding experience at a more mature company.