Leah Zitter
43 posts
Leah Zitter
@Zitterrobot
Research scientist (PhD) and journalist specializing in cybersecurity and AI. Focus: cyber terrorism.
Katılım Ocak 2024
92 Takip Edilen2 Takipçiler
🚨Breaking: Radical Muslims blocking NYC streets, praying under Trump Tower—stopping traffic!
Now they wanna do it at Mar-a-Lago!
Deport these invaders?
A. Yes
B. No
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@ProfAliceS Except he was directly involved in the direct massacre of 17000 Lebanese
United Arab Emirates 🇦🇪 English
Solidarity with Michael Ben-Gad, Professor of Economics at City University.
Students are demanding his sacking simply because he is an Israeli Jew who has done (mandatory) military service.
The antisemitic harassment he is being subjected to is horrifying. I hesitate to amplify it, but British academics need to understand what is happening.
instagram.com/p/DPtJchuiInk/…
instagram.com/reel/DP6Wop0iM…
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@AvivaKlompas @KayeSteinsapir That's terrible. There needs to be peaceful conversation on both sides.
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@AvivaKlompas Pathetic cowards hide behind masks. If they are so sure they're on the side of justice, show your faces ... or are you afraid we'll see who you really are (professional agitators, Islamists, and totally ignorant antisemites)!
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@Zitterrobot I’m not concerned. And you didn’t point out anything I didn’t already think of. And I’m not going to write a bunch of stuff just to try to prevent trolling. I’d rather speak to the good faith people, and then if trolls start trolling, then I anti-troll them.
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Have you left Islam and now you're wondering what to believe? Follow me down this rabbit hole and you won't regret it.
💘From Religion to Atheism: A Complete Worldview💘
Events have causes.
Humans have the capacity to discover these causes.
Humans are fallible.
1/7
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@UnitingTheCults No. I'm simply pointing out that I try to be careful with what I write because I never know when it can come back to 'bite' me. (The scientific method. My words are based on accuracy and thought). This is especially so with promises...
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@Zitterrobot Of course I’m expecting good faith discussion. I don’t think anyone would ask that in good faith. Do you?
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@UnitingTheCults "if you watch this video, you're welcome to be a guest on my podcast to discuss anything you want."
So now that I've watched this video, I can discuss 'anything' I want?!
Hey, how about if I discuss how to cook & eat humans (I'm readily able to find that info) - allowed?
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The Scientific Approach to Anything and Everything
youtube.com/watch?v=lQHAmE…
There's also a text version linked in the description.
And if you watch this video, you're welcome to be a guest on my podcast to discuss anything you want.
AMA
Be water my friends 💘
7/7
YouTube
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@sirenabergman Hi Sirena,
Is all of this still relevant - meaning do I still pitch to you? (Tweet is 2 years old).
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🚨Freelance writers!🚨 As promised, here's a comprehensive (I hope!) guide to pitching stories for Insider's digital culture section, including examples, general themes I'm looking for, what I'm NOT looking for, and tips to make sure I spot your email:
docs.google.com/document/d/1dv…
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The media has often failed to truly give voice to a range of American communities and experiences. We @PublicSourcePA try to do our part to address that in part via first-person essays by your neighbors publicsource.org/category/first…
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Palestinians will not be allowed to return to homes in northern Gaza, says IDF dlvr.it/TG2dw1
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If you want to write a first-person essay for us, please send us a short pitch using this super-easy form docs.google.com/forms/d/e/1FAI…
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Leah Zitter retweetledi
Agreed!
Alexandr Wang@alexandr_wang
Today we’ve formalized an important hiring policy at Scale. We hire for MEI: merit, excellence, and intelligence. This is the email I’ve shared with our @scale_AI team. ——————————————————— MERITOCRACY AT SCALE In the wake of our fundraise, I’ve been getting a lot of questions about talent. All of our external success—powering breakthroughs in L4 autonomy, partnering with OpenAI on RLHF going back to GPT-2, supporting the DoD and every major AI lab, and the recent $1bn financing transaction—all of it is downstream from us hiring the best people for the job. Talent is our #1 input metric. Because of this, I spend a lot of my time on recruiting. I either personally interview every hire or sign off on every candidate packet. It’s the thing I spend the plurality of my time on, easily. But everyone can and should contribute to this effort. There are almost a thousand of us now, and it takes a lot to hire quickly while maintaining, and continuing to raise, our bar for quality. That’s why this is the time to codify a hiring principle that I consider crucial to our success: Scale is a meritocracy, and we must always remain one. Hiring on merit will be a permanent policy at Scale. It’s a big deal whenever we invite someone to join our mission, and those decisions have never been swayed by orthodoxy or virtue signaling or whatever the current thing is. I think of our guiding principle as MEI: merit, excellence, and intelligence. That means we hire only the best person for the job, we seek out and demand excellence, and we unapologetically prefer people who are very smart. We treat everyone as an individual. We do not unfairly stereotype, tokenize, or otherwise treat anyone as a member of a demographic group rather than as an individual. We believe that people should be judged by the content of their character — and, as colleagues, be additionally judged by their talent, skills, and work ethic. There is a mistaken belief that meritocracy somehow conflicts with diversity. I strongly disagree. No group has a monopoly on excellence. A hiring process based on merit will naturally yield a variety of backgrounds, perspectives, and ideas. Achieving this requires casting a wide net for talent and then objectively selecting the best, without bias in any direction. We will not pick winners and losers based on someone being the “right” or “wrong” race, gender, and so on. It should be needless to say, and yet it needs saying: doing so would be racist and sexist, not to mention illegal. Upholding meritocracy is good for business and is the right thing to do. This approach not only results in the strongest possible team, but also ensures we’re treating our colleagues with fairness and respect. As a result, everyone who joins Scale can be confident that they were chosen for their outstanding talent, not any other reasons. MEI has gotten us to where we are today. And it’s the same thing that’ll get us where we’re going, as we embark on our next chapter focusing on data abundance, frontier data, and reliable measurement to accelerate the development and adoption of AI models. Alex
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Leah Zitter retweetledi
Today we’ve formalized an important hiring policy at Scale. We hire for MEI: merit, excellence, and intelligence.
This is the email I’ve shared with our @scale_AI team.
———————————————————
MERITOCRACY AT SCALE
In the wake of our fundraise, I’ve been getting a lot of questions about talent. All of our external success—powering breakthroughs in L4 autonomy, partnering with OpenAI on RLHF going back to GPT-2, supporting the DoD and every major AI lab, and the recent $1bn financing transaction—all of it is downstream from us hiring the best people for the job. Talent is our #1 input metric.
Because of this, I spend a lot of my time on recruiting. I either personally interview every hire or sign off on every candidate packet. It’s the thing I spend the plurality of my time on, easily. But everyone can and should contribute to this effort. There are almost a thousand of us now, and it takes a lot to hire quickly while maintaining, and continuing to raise, our bar for quality.
That’s why this is the time to codify a hiring principle that I consider crucial to our success:
Scale is a meritocracy, and we must always remain one.
Hiring on merit will be a permanent policy at Scale.
It’s a big deal whenever we invite someone to join our mission, and those decisions have never been swayed by orthodoxy or virtue signaling or whatever the current thing is. I think of our guiding principle as MEI: merit, excellence, and intelligence.
That means we hire only the best person for the job, we seek out and demand excellence, and we unapologetically prefer people who are very smart.
We treat everyone as an individual. We do not unfairly stereotype, tokenize, or otherwise treat anyone as a member of a demographic group rather than as an individual.
We believe that people should be judged by the content of their character — and, as colleagues, be additionally judged by their talent, skills, and work ethic.
There is a mistaken belief that meritocracy somehow conflicts with diversity. I strongly disagree. No group has a monopoly on excellence. A hiring process based on merit will naturally yield a variety of backgrounds, perspectives, and ideas. Achieving this requires casting a wide net for talent and then objectively selecting the best, without bias in any direction. We will not pick winners and losers based on someone being the “right” or “wrong” race, gender, and so on. It should be needless to say, and yet it needs saying: doing so would be racist and sexist, not to mention illegal.
Upholding meritocracy is good for business and is the right thing to do. This approach not only results in the strongest possible team, but also ensures we’re treating our colleagues with fairness and respect.
As a result, everyone who joins Scale can be confident that they were chosen for their outstanding talent, not any other reasons.
MEI has gotten us to where we are today. And it’s the same thing that’ll get us where we’re going, as we embark on our next chapter focusing on data abundance, frontier data, and reliable measurement to accelerate the development and adoption of AI models.
Alex
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Leah Zitter retweetledi
Steve Jobs on the most important job of a CEO
“The greatest people are self-managing. They don’t need to be managed. Once they know what to do, they’ll go figure out how to do it… What they need is a common vision, and that’s what leadership is. Leadership is having a vision, being able to articulate that so the people around you can understand it, and getting consensus on a common vision.”
Steve continues:
“We wanted people who were insanely great at what they did… and the neatest thing that happens when you get a core group ten great people is that it becomes self-policing as to who they let into that group. So I consider the most important job of someone like myself is recruiting.”
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