EA Hub Product Manager. Former Manager of LEAN. Wife of David Moss. Cambridge alumna. Sociology PhD (expertise in digital reputation, qualitative research, social theory). Apologetic left wing representative of the global elite.
Choosing how much and what of previous data to keep and use was a challenging decision which the team took very seriously. GDPR changed things quite a lot, and we have to factor in our responsibility to keep data private and secure. If people don't come back and reclaim old accounts, some on the team feel leery of holding onto data indefinitely because that might not be the most responsible thing to do. Additionally, we made functional and structural improvements to the site when we rebuilt that means it does not perfectly follow on from what was before, and we needed to prioritise.
The revamped EA Hub will be aiming to contribute to this problem.
In addition to what Peter describes, if we do a simple content analysis of forum threads or blog posts in the last 3 or so years, ETG feels like it's become invisible. Long term EAs like you and me most likely do still think it's cool because when we became EAs it was a huge part of it and probably a big part of what drew us in (in my case, certainly - I became an EA the year GWWC was launched). But that doesn't mean that this is the subtext that newer EAs are getting. I feel like the opposite is true, and I find that deeply concerning.
Couldn't agree more!
>"The problem (for people like me, and may those who enjoy it keep doing so), as I see it: this is an elite community. Which is to say, this is a community primarily shaped by people who are and have always been extremely ambitious, who tend to have very strong pedigrees, and who are socialized with the norms of the global upper/top professional class."
I wish this were shouted from the rooftops. Literally all the discourse around talent and jobs that I have come across to date in EA has frustrated me because of how this goes unremarked. As you say, many of the ideas that are discussed as the most natural and easy thing in the world are really like 'go be an astronaut' to normal humans. Having said that...
>"In elite culture, you're expected to be very positive in professional settings. You're expected to say "exciting" a lot, to call things "awesome," and to thank people creatively and effusively. In non-elite culture, there is no such expectation, and displays of extreme enthusiasm about work don't go over that well. Even at full enthusiasm-as-lived-experience you're unlikely to display it in the same way as someone well-versed in elite culture norms. This may get you called a downer."
I'm not sure I recognise this. I mean... my experience of every work place I've encountered, from being a barista through to LEAN manager, has been that there is pressure to be more positive and chirpy than I personally deem sincere or accurate. Reading this as a Brit I also wonder if you're describing the American elite. I cautiously guess that this wouldn't describe German workplaces very well either. But generally I do think that there are a heck of a lot of class factors involved here, and I often worry that the community isn't adequately switched on to these.
I second Howie's observation that there is just a really wide range.
Not just depending on neuroticism and other job applications but also writing talent. I expect people from physical sciences to take longer and find it more of a pain. I take between one hour and ninety mins for a cover letter, and I have four CVs that I modify slightly. So I don't often take more than two hours in total.
I doubt you're an outlier to be honest. Though I may swing more pessimistic than average.
I strongly prefer cover letters because they give me the opportunity to frame myself in the way that I think I should be seen.
My cautious guess would be that a bottleneck is groups actually identifying something to work on. Once they've set their course and found a good opportunity, from then it flows much more easily.
Yes, as you saw.. we separated out data from organisers and data from members. For groups with more than one organiser, we asked for them to nominate just one respondent to answer as 'organiser' and the others to fill out the survey as normal 'members'.