Skip to main content

Have you checked your Google Plus Page Lately?


I have not.  You probably have not either.  What happened?  After the initial big push, the redesign of Google’s online properties and everyone’s almost automatic enrollment in the service, it has fizzled.

When I meet people in real life and I want to socially connect with them I don’t ask them if they have a Google Plus account.  Most of them have Facebook and use it.

Google Plus has come out with Circles, which were really nice but it sort of stopped there.  Facebook in the meantime added some simple ways to protect your privacy.  It’s not as elaborate as the Google Plus Circles but enough to stop an average Joe from switching.

In the meantime Facebook has also released subscriptions, dynamics lists, changed their UI around photos and that’s just the stuff we know.

It sure looks like right now Facebook is moving a lot faster.  That paired up with already built in Social DNA and a massive lead leaves Google Plus in the dust.  What happens now?  I think Google Plus needs some killer features that tie it in with other popular Google Plus services:
- Google Maps for mapping your friends
- Google Reader
- Google Voice
- Profile analytics and company pages.
Not only Google Plus needs to do this type of stuff, it also needs to do it pretty fast or it will go by the way of Orkut.


1 comment

Popular posts from this blog

SDET / QA Engineer Interview Checklist

After interviewing and hiring hundreds of engineers over the past 12+  years I have come up with a few checklists.  I wanted to share one of those with you so you could conduct comprehensive interviews of QA Engineers for your team.

I use this checklist when I review incoming resumes and during the interview.  It keeps me from missing areas that ensure a good team and technology fit.  I hope you make good use of them.  If you think there are good questions or topics that I have missed - get in touch with me!


SDE/T or QA Engineer interview checklist from Mike Borozdin
If you like this checklist you might want to check out these posts:
Emotional Intelligence in Software Teams  and Good-bye manual tester, hello crowdsourcing!

Highly Effective Software Teams

A few weeks ago our Board of Directors asked me to present my assessment of the state of software.
 I was hired to organize and grow the software team and the directors wanted to know what kind of a team we needed to build.  I was hoping that I can just reference an article somewhere that would give me the answer, unfortunately I didn’t find anything suitable. During my research I did find some great material that will be helpful if your job is to put together a highly effective software team.
A highly effective software team has the following key characteristics: dependable, committed to shared goals, passionate about technology, respectful and compassionate.  These are not limited to technology industry, it can easily apply to finance, medicine, or sports as well.  Below is the summary and references that I found. Dependable If you are creating a software product, you need to deliver your software to your users.  Your users need to know that you are able to solve their problems on …

Two Critical Questions for Your Next Interview

I’ve interviewed probably over 500 engineering and management candidates over the last several years.  There have been a lot of really smart people who have applied at DocuSign, Microsoft and Tempo Automation. A surprising number of them didn’t have a clear answer to these two essential questions:

Why are you interested in joining our team?Why should we be interested in you? 
If you are an applicant, having a prepared answer for these questions is critical.  If you are a hiring manager, you should ask them and have a clear answer to these questions at the end of the first interaction with your future team mate.

In a field where work is somewhat predictable and static, those questions are less critical, but in software development perseverance, ingenuity and focus make all the difference. These are the two main questions that will separate a subpar and a superb hire.

When I discuss those two questions with an applicant I try to go below the surface.  Generic answers like “it says you ar…