Playing Dominion

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I was first introduced to Dominion in 2011 during Thanksgiving break when I visited my old high school friends in Edison, NJ. I was instantly hooked and I found myself driving out to the nearest mall to pick up my own set.

Dominion is a deck-building strategy game. You draw five cards on each turn and play with piles of supply, treasure, and victory cards. The point of the game is to build a deck that will enable you to buy the most victory points. The game ends when the most expensive victory cards run out. The game can be played with just two players or as many as six if you have the Intrigue expansion set.

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The Impact of Small Self-Imposed Rules

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About a month ago, I instituted a couple of small rules to my daily routine:

  • A limit of two drinks per day.
  • No eating after 9PM.

There have been a few days when I didn’t abide by these rules. One day, I had an extra glass of beer. Another day, I ate a small snack around 10PM. But for the most part, I’ve been strict with myself, and I couldn’t be happier about the results.

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Thoughts on Negative Glassdoor Feedback

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We recently received a couple of negative reviews for Barrel on Glassdoor, a website where people can find reviews posted by employees and former employees as well as salary ranges. Except for a couple of very positive reviews from interns in the past, we hadn’t seen any other posts until the two recent ones. They’re very similar to each other, so I thought it’d be a good time to publicly assess each one and share my thoughts on the anonymous feedback.

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Remove Those Silly Bars on Resumes

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I’ve been looking at a lot of resumes recently, and I find myself annoyed every time I come across a “Professional Skills” section that depicts filled up bars with a percentage that indicates the level of the candidate’s proficiency in certain areas. I see this especially on the resumes of young designers and front-end web developers. Some experienced folks also use this, perhaps believing that it makes their resumes more interesting and visually appealing.

Here’s a made-up example of what I typically see:

I've come across too many resumes that have these arbitrary numbers for proficiency in particular skills.

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What I Look for in Young Candidates

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We’re starting to build out a more robust recruiting process at Barrel. For the first eight years, Sei-Wook and I have been primarily responsible for reviewing applicants and interviewing candidates. These days, we’re entrusting more experienced members of our team to recruit and hire junior-level employees. I think it’s crucial that they select people who are not only skillful but have the right attitude and exhibit the behaviors that align with our core values. These are baseline characteristics, and we make sure to ask the questions in interviews to cover both technical excellence (skills) and cultural fit (values).

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A Few Ideas for Enhancing Our On-boarding Experience

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I’ve been thinking about our on-boarding experience at Barrel. We have about 5-6 new hires who’ll be joining the team over the next 4-6 weeks. Training and outlining of expectations are at the top of the list, and we’ve been working hard internally to strengthen those. This weekend, I jotted down some other ways that we may be able to enhance our on-boarding experience. I thought I’d share them here:

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Themes on My Mind

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I’m exhausted, but I’m having a good time. Every week, there are all kinds of stresses and challenges, but I’m mostly able to navigate and handle things, which is extremely satisfying. And best of all, I get to work closely with a team that I respect and trust deeply.

Looking back on my writing (I’ve continued to write 300+ words a day since late December 2013) and the books I’ve been reading, I see that there are recurring themes. I’ve decided to jot them down since it’s helpful for me to see these as a list. Here they are:

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Building Capacity Before Going for the New Hire

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“If only we hired a person to do this, things would be so much easier.” I think this is a thought that’s crossed my mind many times over the years. And naively, I went ahead and usually hired someone.

Even recently, I heard myself talk this way when thinking about our business development efforts. Sei-Wook and I have been hoping to find someone to offload some of the sales activities that we do, including qualifying inbound leads and doing more outbound prospecting. The thought of nabbing a smart and driven individual to take on this work was very appealing, especially as the two of us have been mired in never-ending business development tasks. Why not post up a job listing and get the process moving?

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Why I’m Against Quantifying Productivity

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I got an email from MetaLab today that announced its latest software. It’s called Peak and it helps managers track what people on their team are working on in an automated way. It plugs in to popular apps used by people in the creative digital industry such as Basecamp, Harvest, Google Drive, and GitHub to show an aggregated feed of everyone’s activities. Peak looks beautiful as a web app and I’m sure it’s got the same polish as other MetaLab tools. But I think that in an effort to quantify productivity, Peak puts too much emphasis on the quantity of labor and none in the value created by the labor.

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