Trending February 2024 # Bing Rehires Duane Forrester Less Than Two Months After Being Laid Off # Suggested March 2024 # Top 9 Popular

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Not even two months after being laid off, Duane Forrester has announced he’s back at his old position with Bing as the senior project manager in charge of webmaster outreach.

Restructuring within Microsoft at the end of October this year led to several top Bing positions being eliminated, including Forrester’s. Judging by the outpouring of support for Forrester there was no doubt he’d land a new job before long, but who could have predicted he’d get his exact same job back in under two months’ time.

Following the lay off, Forrester says he considered positions with companies like GoDaddy, eBay, Nike, Amazon, and was even tweeted a job offer by the TSA. However, he was not content to take just any job:

“Moving your career forward is a difficult task.  Sure, you can “take a job” but will it bring satisfaction? And what are you measuring satisfaction against? If you have no income, any job offering a paycheck will appear satisfying on some level, and may be what’s needed at the moment. But have you identified what will make you truly happy?”

Forrester expresses that what would make him most happy is being able to continue doing more of what he was already doing with Bing, and now it appears he will get to do exactly that.

In addition to resuming his responsibilities of posting on Bing’s Webmaster Tools blog, Forrester will continue to work with the webmaster team on improving tools and services, while taking on additional responsibilities of working with Bing’s API:

“I’m also going to be spending time working with folks on the API side of the house, seeking ways to grow engagement with our data-level opportunities for businesses. It’s no secret that the data-layer will continue to be one of the most important aspects of search moving forward. The trick is helping businesses understand how to access it and leverage it for their own success.”

We’re certainly pleased that Forrester is back doing what he loves, and look forward to seeing what he brings to the table in 2024.

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Twitter Ends Fleets 9 Months After Launch

Twitter is giving up on Fleets nine months after rolling it out to everyone, saying the feature didn’t accomplish what the company hoped it would.

As of August 3, Fleets will no longer be available on Twitter.

Twitter launched Fleets in hopes that its ephemeral nature would encourage more people to “join the conversation.”

In other words, the company wanted to see a noticeable uptick in new users and increased activity among existing users.

Fleets accomplished neither of those goals, Twitter says:

“We built Fleets as a lower-pressure, ephemeral way for people to share their fleeting thoughts. We hoped Fleets would help more people feel comfortable joining the conversation on Twitter.

But, in the time since we introduced Fleets to everyone, we haven’t seen an increase in the number of new people joining the conversation with Fleets like we hoped.”

Those who gravitated toward using Fleets are people who were already active on Twitter, which is not who the company was targeting.

They mustn’t have been using it enough, however, if Twitter decided to shutter the feature.

“Although we built Fleets to address some of the anxieties that hold people back from Tweeting, Fleets are mostly used by people who are already Tweeting to amplify their own Tweets and talk directly with others.

We’ll explore more ways to address what holds people back from participating on Twitter. And for the people who already are Tweeting, we’re focused on making this better for you.”

The Fleets experiment isn’t a total loss, as Twitter says it will put the lessons it learned toward building a better product.

What Did Twitter Learn From Fleets?

Twitter finally got the message that people enjoy sharing media, as most Fleets included photos and videos.

Soon, Twitter will test updates to the tweet composer that will make it more inviting for users to capture and share media.

The Tweet composer and camera will incorporate features from the Fleets camera, such as the full-screen viewfinder, text formatting, and GIF stickers.

What Happens After August 3?

When Fleets is removed from Twitter on August 3 it will be replaced with Spaces:

“The top of the timeline continues to be a good spot to highlight what’s happening right now so you’ll still see Spaces there when someone you follow is hosting or speaking in a live audio conversation.”

Since Fleets were designed to disappear after 24 hours, users won’t be losing access to any content they published via the Fleets composer.

Fleets is described by the company as a speculative feature that happened to not work out, though it’s worth mentioning Twitter’s own users predicted Fleets would fail before it even launched.

Though I doubt many would have predicted it would only last nine months.

Twitter says it will continue to take chances on building new features that encourages more users to participate.

Source: Twitter Blog

Downsides To Being A Boss

Many professionals strive to demonstrate their leadership ability and move to positions of authority in their organization. When you’re the boss, you enjoy perks such as presenting your ideas and working with people who want your approval. You get to decide which projects go forward and which are killed, and you’re in charge of promoting employees to strengthen your team. 

But being the boss also comes with some challenges. Bosses experience stress, hardships and pressure. There’s a reason managers, CEOs and small business owners generally get paid more than individual contributors. 

We’ll explore the downsides of being a boss and how you can reduce the stress of managing people and businesses.

The downsides of being the boss

We’ve identified seven downsides of being in charge. These challenges can raise your stress levels, hurt your personal life and cause enormous frustration. 

1. You have to fire people. 

It’s very likely that a boss will have to let people go for one reason or another. You may have to lay people off due to finances or restructuring. In some cases, you’re forced to lay off an excellent employee or even a friend, yanking their income and self-esteem out from under them.

It’s also painful to terminate an employee because of poor performance. In some cases, the employee is trying very hard to keep their job and working with a performance improvement plan, but they’re ultimately ineffective – and then it’s your job to let them go. 

Firing decisions might be easier if an employee commits gross misconduct, like stealing or harassment. Still, you’ll have to deal with a stressful situation and take pains to avoid any wrongful termination criteria. You may even feel guilty about taking away someone’s job (even if it’s their fault), and you may question your management skills.

2. You have to hire people.

The hiring process can be enjoyable. If you’re a new manager, you can choose your team for the first time, hire for cultural fit within the company and find people with critical skills.

This all sounds great, except that hiring can be challenging. You might receive 100 applicants and still not find one with the skills you envision, so you have to compromise.

Even if you ask all the right interview questions to fill a position, a good talker can pull the wool over your eyes, and you may end up with someone who’s not a great fit. And making a bad hire creates even more headaches and stress. 


In a ZenBusiness survey, managers in businesses with 25 to 99 employees were the most likely to experience productivity-sapping workplace stress.

3. You get the blame.

When you’re the big boss (whether you’re the CEO or a department head), everything comes down to you. You have the final say. You’re the one who signs off on strategies, programs and plans. 

When the finances go awry, it’s your fault. Blaming your staff is out of the question because their actions and overall operations are ultimately your responsibility. As the boss, you’ll get praised when things go well, but when they don’t, the buck stops with you. You’ll have to answer to your higher-ups or the board of directors.

4. The workday doesn’t end when you leave work.

Gone are the days of 9-to-5 workdays when you could leave work and head home. When you’re the boss, you’re always thinking about what has to be done next, and after-hours emergencies are your problem.

When the big picture is your responsibility, it can weigh heavily on your mind. 

5. You have to deal with bureaucracy.

No matter your organization or industry, the boss must be aware of regulations related to finance, human resources, business structure, taxes and more. 

For example, bosses must understand OSHA compliance and address workplace safety concerns, and they have to comply with financial regulations brought on by the Sarbanes-Oxley Act. If you’re the boss, you’ll likely navigate rules from the FDA, EPA, IRS and a host of other government agencies.

In addition, bosses often must fight bureaucracy in their own organizations to get things done, including dealing with the HR department when they want to hire people and working with the finance department if they need budget changes.

6. Employees deserve your attention.

When you’re the boss, you’re responsible for managing employees and paying attention to their needs while ensuring the overall operation’s seamless continuity. You’ll need to navigate employees’ life events – including illness, parental leave and other leaves of absence – and it’s essential to monitor and support employee mental health.

You’ll need to navigate personnel management, support employees’ professional growth and measure employee performance to gauge salary increases and promotions. 

Maintaining a diverse and inclusive company culture should be a top priority; the business you’re in charge of should be a safe place for all employees, and you need to ensure you’re not violating employee rights.

Your employees are the lifeblood of the business. Supporting their needs is a huge part of the job, but dealing with everyone’s needs and emotions can be exhausting.


To improve manager-employee relations, build good communication skills among workers, find ways to bring your team together, and listen to employees’ input and feedback.

7. Someone can always come for your job.

Being the boss can be lonely, especially when you look around at talented team members who are eyeing your position.

“Someone is always vying for your employment,” said Brian Case, director of e-commerce and retail at Selkirk. “As a manager, you can have a number of team members that actively seek the opportunity to prove they are better than you at your job.”

When you think someone is gunning for your job – whether they work for you or are someone outside the firm – you may feel uneasy and on edge if you make a mistake that leaves you vulnerable to rivals.

“They may try to use the fact that you truly made the wrong choice as leverage to get rid of you,” Case said. “There are fewer opportunities at higher levels in any company, which increases rivalry for those positions.”

7 tips to reduce the stress of being the boss

Don’t let the stress of being the boss cause you to lose sight of your personal goals and a healthy, happy life. Follow these seven tips to lower your stress levels:

1. Don’t nickel-and-dime every decision.

You’re likely responsible for finances and profit margins, but try to relax your focus enough to consider your employees and vendors as people.

“When you first start, all you can focus on is the number and what you can do to increase revenue and increase margins,” said Jeff Neal, operations manager at The Critter Depot. “You may get good at this, but you’ll get pushback from staff and vendors if they realize you’re viewing them as numbers as well.” 

Neal said it’s essential to realize the job isn’t just about numbers but also the people. “Once you realize how important the human factor is, you worry less about the increased margins and more about sharing margins so that you can maintain a long-term, positive relationship with your staff and vendors. And this ultimately yields a longer, stronger business.” 

2. Take a few minutes to organize your week.

Taking a few minutes on the weekend or waking up early in the morning to get yourself organized and on top of your tasks can go a long way toward reducing your overall stress levels. 

“Some people frown on it, but I always put in a few minutes on the weekend to organize my plan for the week ahead,” said Ian Ferrell, IT director at Global Vacation Rentals and Global Florida Realty. “Then, come Monday, we put things into action and regroup midweek to see how things are progressing.”

3. Learn how to delegate.

Delegating is a way to reduce your stress while empowering your staff and establishing trust. 

“Delegating is one of the major avenues to reducing the stress of leadership,” said Grace Baena, director of branding at Kaiyo, a buying and selling platform for pre-owned furniture. “Not only does delegating tasks among your team show your trust and respect for them, it also helps leadership deal with less stress on a day-to-day basis, leaving them available to focus on higher-level work.”

4. Build a strong team.

Because you are most likely in charge of – or at least have some say in – who becomes part of the team, you get to build the team you want to work with. Add people with skills you don’t have so you can not only learn from them but lean on them to accomplish certain tasks. Also add people with emotional intelligence and strong collaboration skills so your team can work together and figure out problems without needing to come to you for everything. 

“Put the time, effort and budget into building a strong team; then empower those individuals to have as much responsibility and agency as possible,” said Archie Payne, president of CalTek Staffing. “When you have a well-trained and highly skilled team, you can trust them to take care of whatever work you delegate to them. You’ll also spend less of your time putting out fires and can instead devote your time to the high-level tasks that only you as the business leader can do.”

5. Know yourself and your boundaries.

As the boss, you need to set clear expectations for yourself and your employees. 

“This means knowing when to say no, how to say no, and how much work is reasonable in a given day or week,” said Marty Ford, president of BulletpRoof Roof Systems. “Don’t micromanage or overwork yourself or others. While it’s important to set clear expectations and boundaries, it’s also important not to overdo things by trying too hard to do everything yourself. It’s OK if your employees don’t always follow your directions perfectly; that just means they need more training.”

6. Develop a working relationship with other employees.

“When managers have positive working connections with their staff, they are much less stressed,” according to Steve Wilson, founder of Bankdash.

Wilson offered a few suggestions for building these relationships. “Avoid being patronizing, spend time getting to know employees, encourage subordinates in good and bad times, and set clear objectives and accountability for job performance,” Wilson said. 

This doesn’t mean you have to be best friends with the people you manage, but it does mean you can learn about them, how they like to work, and how to best work together to get optimal results from each employee. 


If your team members aren’t getting along, your stress levels will suffer. Part of managing workplace conflict is proactively identifying areas of potential friction and intervening before any problems occur.

Off Cycle Hiring At Banks

Off Cycle Hiring at Banks

Hiring that takes place outside of the normal recruiting process

Written by

Tim Vipond

Published November 22, 2023

Updated July 7, 2023

What is Off Cycle Hiring at Investment Banks?

Any hiring that takes place outside of the normal recruiting process is called off cycle hiring. Investment banks hire the majority of new analysts and associates through a regular annually recruiting schedule, but occasionally have the need to staff up outside that schedule, which is where off cycle hiring comes in.

The regular investment banking hiring process

The regular hiring process for a new analyst or associate is one of the following:

Internship that turns into a full-time offer

Campus recruitment process

Option number one, which is an internship that turns into a full-time offer, is the fastest option and results in the least stress/uncertainty. This is why getting an internship at a bank or institution you want to work at full-time is such a big win. An analyst or associate who’s doing a great job in their summer internship may receive an offer before the summer is through, securing their position to come back full-time when they finish school.

Option number two, the campus recruitment process, happens a bit later, after internships are over, but is still fairly early in the grand scheme of things. In this case, a candidate may have done an internship at another bank, institution, or done something entirely different. This process is outlined in more detail in our campus recruitment guides.

What can you do if you miss the regular hiring process?

If you miss the regular process, all is not lost, as banks do post positions to hire off cycle when they need to staff up and can’t wait for the next batch of graduate hires to join.

Here are some ideas on what to do if you miss the regular hiring process and are in your final year of school:

#1 Target smaller/boutique firms

The smaller, more boutique firms are more likely to have an irregular hiring program.  If you think about it, a company needs a tremendous amount of stability to make people job offers nearly an entire year before they want them to start working.  Bulge bracket banks can do it, but many smaller firms can’t extend themselves that far out into the future.

#2 Network as hard as you can

Getting in at smaller firms with off cycle hiring, in general, is often much more dependent on networking that on the regular hiring process. Since off cycle positions that come open are often required on demand, they have shorter recruiting periods and, therefore, already being on people’s radar screens is important.

An effective strategy can be to meet with as many professionals as possible and just ask them to “keep you in mind” if opportunities come up in the future.  While their memory may be short, if you have a lot of people in your network, then the timing will hopefully work out with at least one of them.

#3 Monitor job postings

One tip is to setup a Google Alert for some very specific criteria that trigger an alert when a company posts an analyst/associate job position.

Final thoughts on off cycle hiring in banking

While most people are hired from internships or through the regular hiring cycle, there is still a reasonable chance of off cycle hiring if you do the right things. As mentioned above, if you target smaller firms, network as hard as you can, and monitor postings (with alerts), then your chances of landing a job are significantly improved.

Learn More

Winterfest Takes The Chill Off

Winterfest Takes the Chill Off Weekend offered cooking, ice sculpting, TED conference

Watch this video on YouTube

Bruna Maia took the stage at a packed College of General Studies Jacob Sleeper Auditorium on Saturday afternoon to present her tribute to the New York City subway.

“The subway is a life force of the city,” said Maia (CAS’10), one of more than a dozen speakers at Saturday’s TEDxBU conference. “You can’t go around in New York without using it every day.”

The event was part of the Boston University Alumni Association’s sixth annual Winterfest weekend, which also featured ice skating, campus tours, kids’ activities, and classes led by star faculty.

The TEDxBU conference was sponsored by the Howard Thurman Center, BU’s multicultural center, and organized by students. TED is a nonprofit organization whose annual conference brings together innovative thinkers and leaders from around the world. Its TEDx program enables individuals or groups to organize independent events.

The theme of the BU program was “twisted logic,” and the goal was to challenge conventional thinking about a wide range of topics. Speakers included faculty, students, and alumni, including Hakim Walker (CAS’09), who gave his take on the omnipotence paradox, and Sarah Merriman (CAS’12), whose talk was titled Not Every Woman Is a Feminist, but Every Man Should Be.

Maia said she began studying New York’s subway system and its subculture after moving to the city. What she saw was an intimacy, a hidden beauty, and a community. “The subway,” she said, “is just as much about the ride as it is about the destination.”

Earlier in the day, the demonstration kitchen at 808 Comm Ave was also at capacity. Parents and their children—budding cooks, all—sat at long tables while Deborah Hansen, chef-owner of Brookline’s Taberna de Haro, whipped up an empanada, with onions, peppers, tomatoes, tuna, and smokey Spanish paprika. It wasn’t long before the room filled with the scent of onions sautéing in olive oil. “Olive oil in Spain is not just a cooking medium,” Hansen explained. “It’s extremely nutritious, very rich in vitamins A, C, E, and K.”

At 2 p.m., more than 100 people braved the chill to watch a quidditch tournament at Nickerson Field, featuring teams from BU, Tufts, Emerson, and UMass Boston. The BU club, founded in 2008, has been growing, said president Joe Barkus (SMG’13), after his team dispatched UMass in an exhibition game. “We keep getting better,” he said.

And over at the Fitness & Recreation Center, teams of alumni and their friends and families sketched their ideas for ice sculptures, which were then brought to life by professionals with chain saws.

Pam Helling and her husband, Alan Campbell (CAS’92), created a cake, with the number 21 and two candles, in honor of her niece, Amanda Schmitz (SAR’12). Schmitz, a member of the BU swimming and diving team, turned 21 on February 23. “This is our fifth year,” Helling said. “It’s fun. I like doing artistic things.”

Aya Rothwell (COM’07) and her team planned to sculpt Cerberus, the three-headed dog from Greek mythology who guards the gates of hell. Rothwell was participating in the ice-sculpting event for the third year in a row. “It’s fun to get together with friends,” she said. “You argue about what you want to make, then you make it, and then the guy with the chain saw says, ‘What is this?’”

Cynthia K. Buccini can be reached at [email protected].

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Forrester Foresees New Alliances And Growth In Cloud Computing Market 2023

Not only the present but the future is also expected to experience a great influence from cloud computing. According to a report, the global cloud computing market size for 2023 was US$ 36,700 million and is expected to hit US$ 28,5300 million by the end of 2025 growing at a CAGR of 29.2 percent in 2023-2025. Additionally, the American market research company, Forrester has predicted that in 2023, the world will experience that the public cloud market, including cloud applications (SaaS), development and data platforms (PaaS), and infrastructure (IaaS) services combined, grow to US$ 299.4 billion. The report also stated that currently, 65 percent of North American enterprises depend on public cloud platforms, and 66 percent run internal private clouds. Following are key highlights from Forrester’s 2023 Cloud Computing Predictions.  

Companies and Hyperscale Cloud

IBM and Oracle are not expected to make any exit from the hyperscale cloud market which is currently dominated by AWS, Microsoft, Google, and Alibaba. While IBM is more likely to focus on helping enterprises use Red Hat’s OpenShift development platform on any cloud in order to modernize core business apps, Oracle is expected to converge its focus on its SaaS and autonomous database products, recommending Azure for general-purpose cloud development services like AI/machine learning, Kubernetes/containers, internet of things, and other emerging innovations. The company is also expected to sign a high-speed connectivity deal with AWS or Google to serve its customers. The Chinese MNC, Alibaba is more likely to generate US$ 4.5 billion in global cloud platform revenue, surpassing Google. However, Google will retain its third-place ranking for North American clients due to Alibaba’s lesser impact in that region.  

Solutions and Services

A battle is expected between hundreds of open source projects and vendors seeking developer’s attention in the cloud-native development ecosystem. Reportedly, last year Kubernetes won the battle for container orchestration. It launched a host of new commercial offerings that infrastructure and operations pros are only now learning how to implement, secure, and operate. Also, the service meshes promise even better and powerful inter-service networking, visibility, and security, and serverless opens new programming models abstracted completely from infrastructure concerns. Today, Istio is exceptional in the service mesh space while Knative is a solid bet for serverless. Both are most likely be consumed by enterprises as part of a cloud-native development platform from AWS, Microsoft, Google, VMware/Pivotal, or IBM/Red Hat.  

Cloud Security

As the Capital One breach in AWS has shifted limelight to the next big cloud management challenge, securing apps and data in such an increasingly hybrid cloud world has become crucial. Forrester predicts that the hyperscale cloud leaders will harness investment in their native security offerings. Also cross-cloud management providers must purchase, build, and/or acquire security capabilities to go beyond their prevailing identity and access management.  

SaaS Vendors

The SaaS Vendors that were late to adapt to the infrastructure market are now opting for large-scale cloud infrastructure partners. For example, Infor is building its CloudSuite on AWS. The Forrester report also suggests that the Thistrend will become even more prominent in 2023. According to Dave Bartoletti, Vice President, Principal Analyst at Forrester, “To compete in the SaaS space, you need to reduce your margins as much as possible. Salesforce, for example, is moving more and more of this backend to AWS; Microsoft’s Office 365 runs on Azure infrastructure. What this means is that [SaaS vendors] can get back to competing at what they’re good at, which is the application layer. They need to make the application better.” Additionally, it has been noted by the report that the regional partnerships have already started where Workday has partnered with AWS in Canada and Salesforce with Alibaba in China.  

High Performance Computing

According to Forrester, in 2023, large investments by cloud providers will successfully bring HPC to the cloud. Bartoletti said – “HPC is able to conduct a large amount of computing in a very small amount of time. High performance computing is a very specialized workload in different industries. It could be weather forecasting; it could be risk analysis. It could be analyzing farm data to find out the best place to plant crops based on the changing weather conditions.” He however, also noted that, “it’s been very expensive to run that in the public cloud because you have to buy all of this infrastructure and then turn it all off when you’re done using it.”

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