This is a pretty complicated problem ... being anonymous with trust. But we could start like this:
- Vet members at conferences - Assign a pseudo anonymous tripcodes to each member (or even PGP/GPG thumbprints) - Group members into small circles of trust (3-4 max) - Members may disclose to limited circles of trust (say three other members of three different circles) who they really are. - We have then just created an Inner Circle of LOPSA. - Plan world conquest. Validating identity is pretty easy then, but verifying the actual content is still hard. And what's to stop Jo from becoming a boss in charge of someone else already on the list? If you can solve this problem, and make it easy for the end-user, you might just have a winner. On Mon, Dec 10, 2012 at 3:07 AM, Ryan Frantz <[email protected]> wrote: > > On Dec 9, 2012 6:28 PM, "Jo Rhett" <[email protected]> wrote: >> >> On Dec 9, 2012, at 3:15 PM, Ryan Frantz wrote: >>> >>> To be honest, if I've got to go to a semi-private list to vet an employer >>> I'm considering, I should reconsider working for said employer. Networking >>> (the people version) takes time and patience. It will yield much better >>> results for the problem you put forward. >> >> The point of this list is to enable the human networking bit. Without said >> list, you can only deal with the people who know personally. LinkedIn can >> quickly show you that you don't know anyone who has or does work there. This >> list would provide a chance to "ask for connections" > > You are correct: this list is a good starting point to field information. > And it is also a good place to find people with whom to network. > >> >> I live in Silicon Valley where startups are the main hiring force. When >> you are dealing with 30-60 people companies it may not be possible to >> network your way to someone who works there from just your own personal >> contacts. However, given that most startups fail and iterate, it can be very >> informative to find people who have worked for a given entrepreneur and >> learn a bit about their management style. Again, offnet human networking >> can't get you there in every situation. > > Agreed. There's no silver bullet. For anything. > >> >> And when you are dealing with larger companies, the same rules apply: it >> matters more to learn about the team manager than it does to learn about the >> company as a whole. > > Not necessarily true. There is the overall company culture and the culture > of the team you'll work with. Both are important to understand. > > I can heartily recommend working at certain companies in my resume. I would > also caution against any role involving certain departments at said > companies. >> >> It sounds like you only want to work at large employers that have already >> hired your friends. Great for you. This list is made for the rest of us :) > > I'm not certain how you imputed either my current employment nor my > employment preferences. That notwithstanding, my main point is that the > conversations you intend to foster are best for off-list, face-to-face > conversations. The return is better for that than the investment into a > semi-private mailing list. > > That is, indeed, my opinion. You can choose to consider it with all the > others, or ignore it. Either way, good luck in your endeavor. > > Ryan > >> >> -- >> Jo Rhett >> Net Consonance : net philanthropy to improve open source and internet >> projects. >> >> >> > > > _______________________________________________ > Discuss mailing list > [email protected] > https://lists.lopsa.org/cgi-bin/mailman/listinfo/discuss > This list provided by the League of Professional System Administrators > http://lopsa.org/ > -- Joseph A Kern [email protected] _______________________________________________ Discuss mailing list [email protected] https://lists.lopsa.org/cgi-bin/mailman/listinfo/discuss This list provided by the League of Professional System Administrators http://lopsa.org/
