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keaalu · 8 months ago

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Meteoric, Chapter 5

Don't think I actually posted any of this fic on this platform directly? Just linked to it, last time. Anyway!

---

Talk about looking for a needle in a haystack.

After being mildly irritated by Ninestein doing it, Hiro was frustrated to now find himself also pacing quietly up and down the flight deck. (He kept making a conscious effort to stop, and felt like that was probably more annoying than just pacing. At least there was no-one around to mind, right now.)

He felt rather at a loose end. 17 and 43 were dutifully reporting to him every time someone found something, but they’d have already analysed it and compiled it into their datasets by that point and all he could usually do was say “thank you, good job, please carry on.”

(“Good job” was rather like catnip to the little robots; they absolutely could not think of anything better and excitedly went straight back to work, leaving Hiro still with no-one to talk to.)

While 17 and 43 were leading, all the other zeroids on board were helping. They’d pooled their intelligences together into something of a gestalt, multiplying up their computing power, constantly talking to each other as they scoured the web, reading through literally everything and anything that seemed to have even the loosest connection to the search – astronomy and robotics forums, social media discussions of meteorites and unusual technology, police reports of suspected criminal activity, council reports of property damage, whatever CCTV they’d persuaded the authorities to give them, cross-referencing it all together. And they were definitely tightening their focus! They’d narrowed their target area down to a few dozen square kilometres – but that was still thousands of streets and buildings, and even zeroid optical software needed time to visually appraise their satellite imagery.

The signal to noise ratio in this search was absurd. Hiro had no idea how the zeroids were finding anything, let alone all the data they’d found so far. One of the advantages of not needing to sleep, he imagined? That, and being able to read hundreds of sources simultaneously. Without computer brains able to read through data, analyse and compile it in seconds, he doubted they’d have got this far in three years, let alone three days.

Hiro had – he hoped not foolishly – begun to think that perhaps they were making some progress, and that maybe they would have actually found 101 soon. He’d discovered that he did rather miss the little robot, sarcasm and all.

Although he’d tried hard to get some rest, while his other crewmates were still aboard, Hiro’s sleep had been punctuated by bad dreams, and he didn’t feel like he’d genuinely rested for more than a few minutes at a time. (It was hard to get some of the images out of his head – imagining his small friend critically damaged in the fall, broken open like a dropped melon, stolen by an unprincipled billionaire, crudely replicated a thousandfold and sold off to the highest bidders… all while the real 101 died quietly and alone in a hundred pieces in a laboratory somewhere-… Hiro pushed up his glasses and pinched the bridge of his nose, determined not to get lost in those nightmares again.)

“…Lieutenant Hiro? Sir? Lieutenant!”

Belatedly, he realised 43 had been chirping urgently to get his attention. He straightened his glasses and looked over. “Yes, Forty Three. What is it?”

“We found this,” the zeroid said, bluntly, throwing his discovery up onto a screen, and waited for the human to read it.

Hiro felt cold fingers draw up the back of his neck.

It was an advert. Requesting help to locate a valuable asset. Offering a reward of at least a quarter of a million dollars to whoever helped successfully “reunite” the poster with “their” property. And the description of the missing technology, while slightly abstract? Was clearly of a zeroid. The string of responses carried on for over fifty pages already.

Hiro didn’t have time to read through fifty pages – but fortunately knew someone who did. “Has anyone responded positively? To say they have anything?”

“Ten-zero, sir. Not convincingly, at least,” 43 confirmed. “Lots of interest, though. People asking a lot of questions about sensitive data, and not all the responses from the originator are completely incorrect.”

What could that mean? Hiro mulled it over. He doubted it could have been posted by anyone employed by any of the small number of organisations they worked alongside, because even they knew very little about Terrahawks technology (and certainly didn’t know they’d lost any of it). While he was confident that some of the posts the zeroids had found had been from 101 himself, this new one definitely didn’t contain any of his mannerisms.

“Should we take the post down, sir?” 43 prompted, in the silence. “The forum software looks basic enough.”

“No. No, we may be able to use this to our own advantage. Monitor it, and flag to me any time you see something that contains actual data.”

“Ten-ten, sir.”

“Can you identify who posted it?”

“No. 17 has been trying but it looks like it was routed through hundreds of individual nodes and we lose definition the further back it goes.”

“Hmm.”

Hiro had been working on the assumption that the only people that knew 101 was missing were the Terrahawks, and presumably whoever the zeroid had ended up with, but a more worrying new idea was beginning to percolate.

If 101 had ended up with some… malicious Earthly entity that wanted to use him for some nefarious purposes? They wouldn’t have needed to put out a reward for his retrieval, because they’d already have him. (And a ransom note felt slightly more likely.) And no Terrahawks affiliates would be chancing their luck because very few people knew enough about the organisation to know that zeroids even existed, let alone that they’d accidentally dropped one somewhere. Hiro couldn’t think of anyone who might have been talking about it.

But he and his colleagues had spoken to each other about it. And the timing of this post was exceptionally convenient.

Hiro read it again. “I wonder.”

“…sir?”

“I think.” He pressed his fingers to his lips. “That the poster of this…? Is Martian.”

“Zelda-!” 43 rocked backwards. “Oh no! How could she even know?”

“We know her family watch us all the time. They think they will eventually catch us revealing something that will allow them to defeat us.” Hiro sighed. “They must have broken our encryption. We were, ah. Possibly not being as careful as we could have been? They must have overheard.” He flicked a control on the console and sent a voice message to Hawknest. “Not that I want to add to our pressure, doctor, but it looks like we might be racing Zelda to our missing zeroid as well, now...”

------

Saturday morning came along very heavily for most of the flatmates. The previous evening, Laine had retired to her room long before anyone else had come home (and not exclusively to avoid Tark – she was genuinely exhausted), and zonked out very quickly. Sunlight now streamed around the edges of her window blind.

Polly was on the floor next to her bed, busily working away again. She watched sleepily as pages loaded and scrolled in flickers of movement too fast for her to ever follow. And… were those the faintest threads of music, coming up from the laptop?

Yeah – definitely music. Silly sparkly bubbly pop music, at that. Not her thing at all so he must have actively gone looking for it. She couldn’t help the sleepy grin.

“Mornin’,” she drawled, at last.

“Oh, hello! Good, er… morning? Just.”

“Wha’time is it anyway?”

Polly swivelled around to look at her. “It’s almost noon.”

“Oh, fucking hell. I’m sorry. Wasted half the day already-”

“Don’t.” He nudged her fingers. “You were quite drunk. I thought you needed to sleep. None of your flatmates are awake yet either. I heard them get in and it was very late.”

You were quite drunk. A flavour of that same embarrassment made her cheeks get warm. “Yeah I’m sorry about last night. I think I might have been a bit inappropriate.”

His smile looked genuine enough – consistent and bright. “You asked some drunken questions that I was happy to answer. I’d have soon told you if I thought they were too intrusive.” After a beat, he added; “you weren’t the one low-key molesting me, either.”

“…I’ll ask her to apologise.”

Laine lay and watched him, for a little while, until she was finally awake enough to recognise that in her tiddly frame of mind, she’d left the laptop on the floor, not to mention forgotten to plug it in. The chaos of cables and scattered books and pieces of paper suggested Polly had struggled to connect it to power, but hadn’t tried to wake her for help. Obviously he’d succeeded because it was still happily lit up and working for him, but she couldn’t help the sudden pulse of guilt at how long it must have taken him to do so.

“Aw, man. You shoulda woke me up to plug that in.” She extended a hand and brushed her fingers against his top curve.

“Maybe? I think I wanted to prove I could do it myself. I don’t want to annoy you by making you do everything for me.”

“We don’t mind.”

“…at the moment, sure. But I feel like I’m taking you for granted. I should be able to do this stuff!”

“You don’t have hands.”

“Exactly! So how did I do anything before I came here?”

Laine let it lay. He might have had a point. “How’s your search going?” She changed the subject.

“It’s… eenh. Going. I have a couple leads, now. Something about birds, and someone gave me some names. A Doctor Steifel? Stein? I haven’t found out anything else about them, though.”

Laine arched an eyebrow and propped her head on one hand. “You’re a veterinary nurse?”

“Oh I hardly think that.” Beat. “I could be a medicine ball, I guess.”

Laine snickered and gave him a little shove. “What about Tark?”

Polly remained silent for long enough that Laine knew he was trying to be diplomatic, but eventually, he spoke. “I think he’d have come in if you hadn’t locked the door. We spoke briefly through it. We might have discussed more but I didn’t want to wake you – although you were pretty deeply asleep so I doubt I’d have disturbed you.”

Laine swallowed her first thought, to demand to know what Tark had told him – because of her, Polly already didn’t trust the man, and she found that she didn’t actually feel all that satisfied in the knowledge that she’d put them at odds. Instead, she rephrased it; “Did he tell you anything useful?”

“I haven’t decided yet. Maybe? You remember he said there was someone who he thought knew about me? Apparently he’s based in the USA. Tark thinks I should video call him directly.”

“Do you want to?”

“I think I should, but I haven’t decided for definite. Gotta figure out how, without revealing I’m not human? I’ve added it to my database and am trying to interpret it alongside the other limited information I know for definite. Which is. Eh.” A little descending note. “Not a lot.”

“Hey, you’re making progress! That’s not bad for three days!” Laine swung her feet out of bed and crammed them into her slippers. “D’you fancy some company or would you rather work in here where you won’t get disturbed so much?”

“I’m good at multitasking. I’d prefer to have the company, I think.”

Laine left him and the laptop comfortable on the couch before retiring to the kitchen to make something to eat. A bleary-eyed Carrie joined her not long later, drawn out by the smell of bacon, followed eventually by Mina.

Jaxon (somewhat conveniently) appeared when the cooking was almost finished; he shambled across the room, yawning, looking a little the worse for wear. “Hey folks. S’goin on? What’s with the music?”

Laine shushed him and dragged him into the kitchen.

Apparently tiring of searching in silence, and bolstered by not immediately being told to be quiet, Polly was now singing quietly along with Big Big Love in a slightly alarming but pitch-perfect falsetto. (Yesterday evening had apparently had a marked effect on the little machine’s confidence.)

“Is that Polly?” Jaxon immediately fished his phone out of his pocket and opened the camera.

“Hey, no!” Mina put her hand out and pushed the phone down. “Don’t film him.”

“We have the queerest robot in the world in our lounge, belting out Belinda Carlisle at the top of his lungs, and you won’t let me film him. Figures it’d be you spoiling everyone’s fun.” Jaxon rolled his eyes but stuffed his mobile back into his pocket. “If we put that on the internet, we’d know where he belonged in seconds.”

“And we’d have given him a literal planet’s worth of attention when he doesn’t even like us talking about him outside of our little group. He’d never trust anyone again if you went and uploaded video of him singing.” Mina gave him a swat.

Laine took her sandwich into the lounge and sat cross-legged on the floor in front of Polly’s spot on the couch. “Jaxon suggested-”

“I heard. No.”

“You don’t think it’s an opportunity we should be grabbing?” She took a huge bite of her lunch, and sighed deeply in satisfaction. “Mmh.”

“If I can’t find where I belong, I could make it as an international social media star instead, you mean? No thank you.” He made a sort of electronic snort noise. “Yes, you might figure out who I belong to. Might. You’d also attract every chancer in a thousand mile radius, not to mention journalists who want a scoop, and a million people who are just nosey. How would I ever work out who’s telling me the truth? I can’t even ask them for something only I’d know because oopsie! No memory.”

“I guess I prolly shoulda thought it through,” Jaxon agreed, plopping down on a beanbag. “Just used to oversharing online, I guess?” At the expressions directed his way, he hastily put his hands up, placatory. “Which I haven’t! Not about Polly!”

After Sanjay returned from his errands and said it all felt a little like walking in on one of the weirder episodes of Doctor Who, and Polly had responded so predictably – Doctor WHO? – it was like he’d been coached, they collectively decided a lesson was in order. The little robot happily allowed himself to be absorbed into the middle of the gathering, at the centre of the couch – albeit surrounded with cushions so his temporary flatmates could sprawl more comfortably around him.

Even Tark eventually joined the huddle – well, after a fashion, one of the beanbags, out of reach. He endured two episodes before losing patience. “I’m not watching any more kids TV. Hand over the remote.” Then he leaned across and took it anyway.

A little chorus of protests went up.

Polly glanced around them. “Guys? Why are we arguing now?”

“Because Twerpface over there will want to watch some conspiracy bullshit. Like usual,” Carrie sniped.

“Actually I had no intention of watching anything educational today, no matter how much you lot could all do with it.” Brandishing the remote like a futuristic weapon, Tark pointed it at the television and jabbed a button.

The title card flashed up on the big screen: The Iron Giant.

Carrie made a little noise akin to outrage and stabbed a finger at him. “Didn’t I just hear someone say something about not wanting to watch ‘kid’s TV’?! You flaming hypocrite-!”

“Ex-cuse me, it’s a stylish animated film, about a robot who falls to earth and loses his memory, and needs people to help him figure out who he is. It’s not just for kids. I thought it was topical. And, it’s a classic. Do you know how many awards it won? Not some… leftie luvvie pandering garbage. Just ’cause you’re all philistines with no appreciation of actual art-”

“Since when the hell did you ever have-”

“I’ve seen it. It’s a decent flick,” Sanjay interrupted, before the foes could get too entrenched. “What d’you think, Polly? Wanna watch it?”

Polly cast a gaze around the room, shutters tightening uneasily. Everyone was looking at him. “If everyone else is happy, then… I guess? I don’t know what it is. Please don’t blame me if it sucks…”

------

After the movie credits rolled, Laine noticed that Polly was looking a little subdued, in a way he hadn’t after Doctor Who. She stayed with him while her flatmates went off to make a start on dinner. “All a’right?” she wondered, patting the flat of her palm against his cowling.

“I feel a little conflicted,” he admitted, quietly. “It was a good movie, but. I guess I see too much of me in the robot, so I probably didn’t enjoy it as much as you all did. He was lost and scared, like me. He was trying to be good. Then they did… that. It’s left me with a bunch of things to work through.”

“I’m sorry. I guess Tark wasn’t thinking about that-”

“Oh he knew what he was doing.” A little poison slipped into Polly’s voice. “Why do you think he wanted to watch that movie specifically? It wasn’t because he has any grasp of art.” He made a little sad tutting noise. “He’s making a point.”

“…I’m not seeing it…?”

“He thinks it’s what I am. Perhaps not an alien, but a weapon.”

Laine remembered Tark’s words from when he’d first seen Polly; who else has the funds to drop a few million developing something like that? Artificial intelligence, strong enough to punch through concrete? That’s military.

“He’s saying, I know what you are, even if you don’t. Or don’t want to.” Polly’s words softened. “I agree with the giant. It’d suck to be just a gun with a face.”

Laine’s face fell and she let her hand press a little more firmly against him. “Hey. Don’t. Please. That’s not you. You’re too nice for that to be everything about you. And don’t forget; at the end, the giant proves he’s good, by being the hero that saves everyone.”

She was rewarded with a full-body eyeroll. She suspected he was probably thinking the exact same thing that she was, which had crossed her mind the instant she’d finished speaking – yeah, he saves everyone by sacrificing himself, after he himself is the one that puts them in direct danger in the first place.

“The giant was pretty nice, too, until they shot at him,” Polly challenged. “You just think I am. That might just be the bang on the head, shaking some circuits loose. You already know I’m a bossy little tart. I might be some… shrieking bootcamp harridan, normally.”

“Aw, let’s not go over that again. You don’t get to be super-complex and friendly and just plain nice and have it all caused by shaking a circuit loose. Come on, man. You’re a sweetheart. I don’t believe being mean is in your settings – and I absolutely refuse to believe you’re a gun with a face, for crying out loud.”

“Maybe Minnie’s right and that’s what I’m running away from,” he observed, morosely.

They sat quietly together for a little while, until Laine caught a flicker of movement in the corner of her eye.

“Listen.” She lowered her voice. “I’m pretty sure Tark wants to come talk to you, and I know he won’t if I’m in earshot. So, I’m gonna go help out in the kitchen. I know you don’t need a babysitter but yell if you need a bit of moral support. All right?”

Polly bumped her fingers. “Sure. Thanks.”

Tark dithered for a minute or two, until he was sure Laine wasn’t coming back, before finally approaching. He crouched next to Polly’s spot on the couch – made a nice change, usually he just leaned down over him, towering over the small robot in a way that was intentionally more than a little threatening. “So I have a little bit of news. That guy I mentioned last night? I’ve been talking some more with him and I’m fairly sure he knows where you came from,” he said, quietly.

Polly gave him a very guarded look. “I’m listening?”

“He had a picture. Not great, but you could definitely see it was you. You were sitting on this like… I guess a column of some sort? In somewhere that looked a bit like a lab, or a control centre, or something. There were some people in uniform there, too, although I didn’t recognise them and he wouldn’t tell me what organisation it was. Sorry.” Tark sighed and shrugged. “He was pretty familiar with you, though. He knew what your serial number is – 101. He knows what you look like, how you behave. The light-up mouth, sliding eyelids. That… sporty red headband with the sergeant’s stripes on either end.”

Polly straightened, subtly. That was new.

“He says you control a group of other little robots like you. That is, not physically, but you’re their commander. And, uh. Yeah.” The man glanced away. “You can be dangerous. If you choose to be.”

Polly digested the words for a few seconds. “…did he say how?”

“No. Sorry.” Tark shook his head. “Just that he knew people who’d had, ah. Dealings. With other little robot balls like you.”

Polly studied the couch cushions, quietly.

“But he’s confirmed that people are looking for you,” Tark was quick to reassure. “They’re worried about you. And I mean about you, not… worried what you might do. You might not be the only one of your type of robot but I got the feeling you’re pretty one-of-a-kind too, you know? ”

“You think so?”

“Oh he seemed pretty sure.”

“So where do I come from?” Polly leaned subtly forwards, focusing intently.

Tark knelt with his mouth open for several seconds before clearing his throat. “My contact says he’ll only tell you directly. That’s why I wanted you to talk to him.”

“…oh. Right. That’s… huh. Not that big a surprise.” Another disappointment; Polly quietly voiced one of those glum little descending notes. “I’m sorry. Thank you for trying to help, but… I can’t help feeling like there’s something you’re not telling me, here.”

“Yeah. Okay.” Tark bobbed his head, apologetically. “Full disclosure: there’s a reward for finding you. I know, I know.” He put his hands up. “I know you probably won’t believe me but that’s not why I’m telling you about my contact. You’re friends with the guys I live with. We might not get on, and I’m sorry for that. I don’t want to be the source of everyone arguing, all the time. I screwed up, and yeah. I don’t blame you for being wary. I’d like to make it up to you by reuniting you with your friends.” He leaned his elbows onto the couch cushions. “Listen. You represent something I’ve wanted and anticipated my entire life. Intelligent machines. Self-aware machines! Ever since I can remember, I’ve been excited about the prospect of sentient robotics – and here you are, right in my goddamn lounge! And it kills me to think I’ve finally met someone like you, and… I’ve ruined my chances to be friends with you without even trying. So I’d really like to make amends for being such an ass. If you’d let me.”

There was no ambiguity about the way Polly had definitely softened. The tension in his expression had faded, and his shutters were no longer pulled tight in a suspicious squint. “Well. Thank you.” He leaned forwards, just a tiny bit, and nudged the man’s fingers. “For trying.”

Tark offered a faint smile and returned the gesture; a little gentle stroke of Polly’s cheek. “I promise I’ll do better.” His wrist buzzed and he looked down at his watch. “Ugh. Look, I have to go out for a bit. But I’ll update you as soon as I get back. Is that all right?”

“That’s fine. Thank you.”

Polly watched Tark disappear into the hallway – then caught the eyes of the friends pretending they weren’t watching from the kitchen. Laine in particular gave him a very loaded glance.

Polly glared subtly back. “Oh, don’t.”

Laine put her hands up and turned away, but her tightly pursed lips betrayed the smile trying hard to escape.

The second the hall door clonked shut, Carrie leaned out from behind the kitchen wall, wooden spoon in hand. “You don’t actually believe him, do you? None of that is stuff we didn’t already know.”

“Well, there was a little bit of new information….” Polly shifted uneasily on the spot. “Can I afford not to believe him? This might be the first new lead I have.”

“And isn’t it convenient that Tark was the one who found it.”

“To be fair he is the only one with any expertise. Or contacts. Or-… anyway. That bit about sergeant’s stripes-”

“Tark can bullshit for England. The whole ‘military’ concept has come up a gazillion times when we’ve been talking. It’s not a difficult guess.”

“But what if he’s right?” Polly directed his gaze upwards, as though trying to look at his own forehead. “Doesn’t it seem to fit?”

“If you belonged to the army, they’d have come and got you by now.”

“He didn’t say it was the army. He said he didn’t recognise them?” He fidgeted. “…he said I might be dangerous! That can’t be good. I don’t want to put you at risk.”

“Oh, psssh. Dangerous? If you accidentally trip someone up, maybe. And you’re pretty heavy, so maybe if you roll over their toes. What else can you do?”

“Yeah.” Polly hummed quietly and deflated back into the couch. “What can I do.”

Mina perched on the edge of the couch next to him with an unopened pouch of microwave rice. “Anyone would think you can’t wait to leave us. Did we upset you?”

“No? No, I like you all! I like being here. I’d like to think we’re friends.” Polly tried to smile but it was flickery and looked a little forced. “But I don’t want to spend the rest of my life hiding in your apartment. I want to know who I am! I’ve gotta have a purpose of some kind. And-…” He dropped his gaze. “I do really want to go home.”

“What if this person knows that?” Carrie contested. “What if they’re lying, because they know how desperate you are to know?”

“What if,” Mina added, quietly, “they want to steal you.”

Polly glanced at her.

“I like to think people are – on the whole – pretty good,” she went on. “But there’s some absolute shitheads out there as well, their whole lives driven by a quick buck. What if Tark sniffing around has made them think you’re worth trying to get their hands on?”

“I don’t think anyone would be able to just steal me. I’m heavy and I think I can be pretty stubborn.”

“Not physically maybe, but they could trick you into going with them. Like, by pretending they know where you belong, maybe? Tark likes to think he’s the cunning king of crypto but he’s gullible as shit also. All he’s focused on is the money he thinks he’s going to get as a reward, not whether they’re lying to both of you.”

Polly gave the laptop a long resentful look, and sighed. “…guess I’ll get back to work, then.”

He sat and listened to the students chattering, finishing the preparation of their afternoon meal – frozen ready meals, by the sound and speed of it – but was soon back in the depths of the dark web, checking out the limited new information Tark had given him. There had to be something, right? It wouldn’t all be garbage. Right?

He’d just made contact with someone who claimed to be an astronaut (although he felt there was a distinct possibility they were actually a bot) when Laine cleared her throat and said ahem loudly enough to catch his attention.

“Hey, Polly. Come on. Join us?”

He looked over to find they’d pulled up a seat near the table, and stacked some books and a cushion up on it, so he wouldn’t be down below the level of the tabletop. Carrie patted it, meaningfully.

“I don’t need to eat?” Polly reminded, hastily messaging the ‘astronaut’ with what he wanted to know.

“No, you don’t have to, but we’d like you to come and sit with us,” Laine said. “We’re not going to exclude you just because you’re not hungry. You’re staying with us for a little while, we like you, we’d like to include you in house matters. That’s all. Is that all right?”

He looked at her for a heartbeat or two before unclicking from the laptop connection and joining them. The book pile teetered for an instant but eventually he got himself stable. “This is nice!”

“So we’d been thinking.” Laine leaned forwards on her elbows. “You’re not having much luck finding out where you’re meant to be, and we thought, if you still couldn’t figure it out and no-one came looking for you, and maybe if you wanted to stay here a bit longer term? That’d be fine with all of us.”

Polly sat very quietly for several seconds. “Do you mean you’d… like… me to stay?”

A little chorus of responses, everyone talking over each other.

“Sure! We’d love you to stay.”

“But only if you want to!”

“As housemates go you’re pretty decent. You don’t use up all the milk, or leave mouldy food in the fridge-”

“-or your skaggy underwear all over the bathroom-”

“-or the heating on when we all go home for Christmas break.”

“Hey, I did that once!”

“We’d have you over Tark in a heartbeat, man.”

“Oh, way to make the guy feel good about himself – compare him to Tarkers.”

Polly smiled – grateful but tired. “I also use your resources and can’t contribute to your bills. I looked it up – electricity isn’t cheap.”

Jaxon shrugged. “We could figure something out.”

“I have no income. Even if I wasn’t a secret, I can’t exactly help Laine fill shelves.”

“Oh come on, there’s a literal million things you could do that don’t require physical labour. We could figure some way around the whole… no-national-insurance-number thing?” He wafted the hand holding the fork, scattering rice across the tabletop. “But that’s beside the point. We’re not asking you to contribute to the bills right now. Just let us look after you, until you find your people. That’s what friends do.”

Polly considered it, quietly. A home. Friends. They’d absorbed him into their loose little adopted tribe like he was himself just a very small person, and he couldn’t quite help feeling enormously flattered at their confidence.

“Listen, thank you. You’ve all been very kind and I appreciate your thoughtfulness more than you can ever possibly know. But I am still broken,” he said, softly. “I don’t know how much longer I’ll remain as functional as I am right now. It could be indefinitely? It could be that something else breaks tomorrow, or next week, or... Plus, as we’ve established, none of you would be able to fix me. I don’t want to put you in the position that you feel you somehow have to.” He hesitated. “But I will get your roof fixed. I won’t be having you financially penalised because of me.”

“Oh yeah?” Mina challenged, playfully. “How?”

“I have literally zero idea.” A ripple of amusement met his words. “But I will. Even if I have to drag a bunch of builders here myself. Somehow.”

“You just want some cute workmen to look at.”

“Haha! Okay, fine, guilty as charged, I guess. Side benefit…”

------

It was already starting to get dark by the time Tark’s contact finally showed his face. He’d insisted on them meeting near a quiet old shopping complex in the suburbs; Tark wasn’t going to complain, it was right by an underground station and one of his favourite fast food joints still operated there. But he’d finished his supper half an hour ago and was still pacing out his annoyance on the car park. Much longer and some paranoid idiot would no doubt complain to security-

At last Tark spotted his contact approaching, from the direction of the rough ground around the back of the complex. The old guy was clean but insanely scruffy, and far from fashionable, wearing shabby, over-laundered thick clothing that looked like it was from at least the previous decade, if not century. Not only that, but he looked like he was about two hundred years old himself. Small suspicious eyes peered out from a face furrowed by wrinkles deep enough to get lost in, and two big brown teeth stuck up from behind his bottom lip even when he had his mouth closed. Ragged ears ruined by too many years of sun exposure poked out from the chaos of grey hair.

It made a weird juxtaposition. Tark knew he was filthy rich, having flown in from somewhere abroad in his private plane, but evidently couldn’t be bothered with either fashion or much more than perfunctory personal care; perhaps he was just too old to care, any more?

If he hadn’t seen the man’s technology already, and had passed him in the street, Tark would have happily dismissed him as the sort of technologically-incompetent grandparent who couldn’t even work a smartphone, let alone some… tech genius. He didn’t sound particularly intelligent, but knew all about Polly – and had promised Tark a cool half a million dollars as a finder’s fee.

So long as he could actually hand Polly over. And right now that dream was receding fast towards the horizon, as the old guy was getting impatient and threatening to cut his promised reward. Tark was hoping a mix of bargaining and threat would buy him an extra day or so.

Following along at the old man’s heels was a little… robot, maybe? Small and self-mobile, it looked a little like a cubed version of Polly – albeit with more faces, none of which looked particularly friendly.

“Hi?” Tark tried.

The cube just hissed at him, so he put his hands up and backed off.

“So. Taaarquin.” The man had a weird gurgling voice, as though he was an alien from some ocean planet somewhere. “We are tired of wasting time. What do you have for us? Have you convinced the sphere to meet with me?”

“I’m… working on it.” Tark opened his phone and hastily flicked through to the photographs. “My flatmates are being obstacles. I think I’m charming it around, though.”

“Your… flat… mates? What are they flat?”

“No, no. I mean the morons I live with.” Tark held out his phone. “They’re more interested in treating it like a pet,” he said, relinquishing the device into the other man’s hand. On the screen, a piece of his secret filming was playing – Polly in the middle of the couch-pile, being educated on the intricacies of what a TARDIS was.

The old man didn’t seem remotely excited or even surprised by the weird intelligence the little robot was demonstrating. Instead he tapped a finger against the human sitting on its right, leaning into the cushions heaped up against it. “Who is the female?”

“That’s Laine. Wouldn’t know the front end of a cybertruck from its ass.” Tark curled his lip. “I don’t know if she adopted the ball or it adopted her, but they look very happy together, if you know what I mean.”

The old man stared through him, for a second. “No, I don’t know what you mean.”

Tark sighed his annoyance at having wasted the crude joke on him. “She’s the reason I’m struggling to get close to it. She suspects my motives and until today wouldn’t leave it alone for me to talk to.” He folded his arms. “I never imagined a robot would be so goddamn needy. What does it actually do?”

“It contains the firing controls for the orbital platform it’s supposed to be based on.” The old man held the phone back out to him.

“Firing controls?” Tark straightened, almost dropping his mobile. “Like… you mean like weapons firing?”

“Yes. We accidentally shot it down. Without it, the platform is crippled. We want it to remain that way-… no longer.”

“So it is military?”

“What did you think it was for?” the man sneered. “A teacher, for nurturing small human offspring? Human resources?”

“The way it speaks? I wouldn’t have been surprised it you said it was a florist.” Tark folded his arms. “Why did you program it to talk like that?”

“We didn’t. That was our enemies, the accursed-” Whatever the man had been about to say, something made him think better of it and he swallowed it. “How long before you can bring it to us?”

“I’m working on it. Unless you come to my flat, I might have to hire a van. That’ll cost me money. And you still haven’t paid me for what I have done, old guy,” Tark reminded, stepping closer. He was naturally tall, and stood easily a head taller than the man and could loom pretty effectively when he chose. “I’m not helping you out of the goodness of my heart.”

The cube hissed from somewhere very very close to his feet. The sound drew icy fingers up the back of his neck and Tark thought better of it.

“You will be paid,” the old man gurgled, smirking. “As soon as we have it.” Pause. “Back. As soon as we have it back.” He pointed an aggressive finger, armed with an ugly thick yellow nail more like a dog’s claw. “I am not offering you money to make excuses, hyoo-… Tarquin. You have already had plenty of time. I am quite sure there will be others who are just as happy to assist us.”

“But I’ve proved to you that I already have it!” Tark threw his hands up. “What more do you want from me?!”

“We want the zeroid!”

The snap made Tark jump and step back in alarm.

“Not your pathetic excuses! There is no point in you having it if it is in your house, not ours!”

For several seconds they just stared at each other.

“But… you do have it. And we are not exclusively cruel. So perhaps we can grant you a little more time. I need to talk to my-… colleagues,” the man said, and turned away.

Tark leaned a fraction closer, but the man’s soft gurgling voice was impossible to make out. And it felt like the cube was watching him. The little square version of Polly creeped him out in a way he couldn’t quite pin down.

The man eventually turned back, with a cold smile. “My… manager… has agreed you can have one more chance, Tarquin. Bring it to me, here, in no more than two days, and you will be paid.”

#terrahawks #space sgt 101 #zeroids #fiction #lieutenant hiro

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atsmantraa33 · 2 years ago

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Best Applicant Software for Hiring in 2024

Applicant Tracking Systems (ATS) systems assist in aggregating and arranging job applications. It streamlines recruitment processes and secures the ideal fit for your company.

An effective ATS simplifies the hiring process, saving time and resources. Improved sourcing, efficient processes, and customizable features such as career sites, job board distribution, candidate correspondence and more can aid in discovering top talent at a faster pace.

In this article, we delve into the top ATS applications that aid managers globally in locating the perfect candidate for their job opening.

How Does Applicant Software Hire?

The functioning of Applicant Software can be broken down into 4 fundamental steps:

A job requisition is entered into the ATS, providing details such as the job title, sought-after skills, and necessary experience.

The ATS takes this information and formulates a candidate profile that serves as a benchmark.

As resumes pour in, the ATS categorizes, orders, and evaluates them in accordance with the candidate profile.

Hiring managers can effortlessly spot the most competent candidates and advance them to the next stage of the hiring process.

Best Applicant Software for Hiring is atsMantra

We’ve come up with these Best Applicant Software for Hiring that will help you make the best decision on what to use for your organization.

RecruitHire

Streamline your recruitment process with RecruitHire. Upload, import, and review candidate profiles effortlessly. Stay up-to-date on their status and easily gather the necessary data to manage their applications. Job management is made simple, allowing you to:

Create new job listings

Filter applicants

Monitor their status

Activate or deactivate job openings with a click https://atsmantra.com/

#applicant tracking system

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neworange · 2 years ago

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Project Driven Learning - Dumped in notion today's morning😅

Vision

[ ] Job But in a good organization that I can be proud of

[ ] Worked for interesting companies at the beginning of my career which are also easier to get into and can provide valuable experience and a learning environment

[ ] I want to build visionary solutions for an organization like Sundar Pichai did for Google.

Projects

[ ] Meaningful projects - projects that I want to use myself

[ ] Find clone development projects of popular apps

[ ] I'll just have to build Just good enough projects

[ ] Project Matrix - Value / Complexity / Skills / Scope

[ ] Projects that are not just learning coding and development but also cloud computing and other skills

[ ] Don’t just build what you are passionate about but build what resonates with the target audience for which you are going to be applying for

[ ] What’s the enterprise-level business problem for which a solution can be coded equivalent to the exercises I’ve done from the book

[ ] Enterprise level Solving some Business Problems

System

[ ] Build the developer's Brain

[ ] Setting up a system to efficiently complete projects after projects

[ ] Build using AI and Google → Do the same projects using tutorials → Build a similar project of my own on my own

[ ] Keep reflecting to improve the project system and workflow

[ ] What are the outcomes of working on that project?

[ ] Pivot when projects not working or when gotten stuck

[ ] Which projects to take

[ ] Each project must have Skill/ challenge/ value/ purpose criteria

[ ] aligned with your immediate goals, if not add to the project backlog

[ ] Create mini frameworks to build project-efficient, effective and robust solutions.

[ ] Learn from the experts - So many online have built projects with so many functional things

[ ] How they approach building a new project

[ ] How they plan to Strategically set up for success

[ ] How they start a project from scratch

[ ] How do they plan architecture?

[ ] Build a project-building system and improve it along the way while building and learning

Resources

[ ] Theory management by reflecting on the progress of the project

[ ] Cross-check the concepts learnt in the theory

[ ] Find books & courses with enterprise-level application project

[ ] Full in-depth tutorials with examples

[ ] Reverse engineer Portfolios and Github

[ ] Research the expert people in building projects.

[ ] Medium, Github contributors

[ ] Udemy SDE project tutorials

[ ] Workshop → Software Development

[ ] Job boards require analysis to practice skills for software engineering

[ ] Agile certification

[ ] Cloud Certification

[ ] Software development online communities to ask for help and feedback and get to know about new things

High-Quality Questions

[ ] How to become a GitHub star

[ ] How to become an open-source star

[ ] what it takes to create a software from scratch till deployment

[ ] How to become a modern software engineer

[ ] What are the skills apart from coding and development?

[ ] What skills to acquire to go from to great engineer

Profession

[ ] Gather a network of support system

To help out of the stuck zone

Get feedback on stuck projects

[ ] Find a few developer friends

[ ] Ask them if they have built projects and hosted them on GitHub

[ ] Ask them to give feedback on my progress & help me make it functional

[ ] Software development online communities to get to know about new things

#software engineering #coding #self development

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fromdevcom · 5 days ago

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Looking for code review tools? Code review process can surely be improved by use of appropriate source code review tool. When we use tools for code review many mundane tasks are eliminated. A code reviewers job is focused on better quality issue finding when its supported by best code review tools. When a review is performed, its important to keep track of findings in review. In large team, changes can be difficult to track. Most of these online code review tools will reduce the burden of tracking and remembering things thereby ensuring better quality software. It is a proved fact that software development is not an easy task. If the programmer makes a minute mistake, it can become very hard for the software to work accurately. With a tiny mistake in software, the company can lose thousands of dollars and the security of the software can be breached. So, it is necessary to detect each and every error in the program before the software can be deemed complete. The main function of code review tools is to detect these mistakes and inform the programmer to correct the issue. The following are some code review tools which are used by programmers for improving code review process during their software development lifecycle. Github Github code repository also comes with a very powerful code review setup that can be used on web browser. This is probably the most popular way to do code review on open source projects. Gemit Gemit can be defined as a web based code review system which facilities online code reviews by using Git version control system. The code review becomes easier as it shows changes in a side by side display. Review Board Review Board makes the code review easy and saves your money, time and efforts. It helps you to focus on the creation of great software. Also, the company updates the features of this code review at regular intervals. Rhodecode Rhodecode enterprise code approval system ensures the highest standard of code in any software with tough parameters. With strictest peer code review tools, it removes lot of issues from the source code. Rietveld This is one of the best code review tool from Google wherein users can discuss the defects in the code and review the code. Crucible Crucible peer code review can be equated with quality code review which also discusses the changes which can be done, furthermore it identifies the defects in the code. Review Assistant Review Assistant can be defined as the code review plugin for visual studio to create various review requests and offer a response inside system. This code review supports various platforms such as Perforce and GIT. Barkeep Barkeep is a fast and intuitive way of reviewing codes. With Barkeep, coders can view diffs or write comments. Collaborator Collaborator can be defined as one of the best code review tools which helps the development, testing and management for creating and reviewing the source code for any team. It also allows peer code reviews for the team. Codestriker Codestriker can be defined as the open-source web application which provides support for online tools for code review. It supports the traditional document review as well as diffs which are generated by the SCM system. Code Review Tool The code review tool allows collaboration of the team for reviewing the code in an efficient and easy manner. It is done by the removal of overheads which are normally associated with the regular format of code inspection. Malevich can be defined as a point and click, web based code analysis tool which has been designed for small teams and individuals. The main goal of the source code review tool is to reduce the cost of making comments. PeerReviewPlugin This source code review software uses a plugin system for an integrated distributed peer review system to detect the errors in software code. The system provides a user-friendly web based environment as well. Review Assistant Review Assistant is the source code review tool which creates the review requests and its responses inside Visual Studio.

It also supports various platforms such as Git and Mercurial. Legacy / Retired Tools Archive This section has list of legacy tools that were mentioned on the page earlier but no longer actively maintained by the tool owners or have been remvoed completely. Codeplex It provides a complete solution for team system code reviews, and this tool and has become very popular with programmers. This code review tool uses the benefits of team system for reducing waste. Malevich Codebrag This is a simple code review tool which is open source and features a code review workflow which is non-blocking. Codifferous Codifferous can be described as one of the code review tools which is used by busy software developers. Once your code is imported from BitBucket or Github, the software reads the code in a jiffy.. Pfabricator Pfabricator can be defined as an open source software engineering platform which includes various open source web applications. These web applications assist software companies for building better software. Veracode Code Review The software is proficient in the examination of computer codes in the development phase of software. It has been developed and designed specially to find and fix the mistakes. Article Updates Article Updated on September 2021. Some HTTP links are updated to HTTPS. Updated broken links with latest URLs. Some minor text updates done. Content validated and updated for relevance in 2021.

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brocoffeeengineer · 16 days ago

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Does Animation Require Coding? Here’s What You Really Need to Know

A decade ago, animators could pick up a pencil (or a Wacom pen) and set keyframes without ever glancing at a line of code. Today, the landscape feels different. If you scroll through job boards or watch conference keynotes, you’ll see studios looking for artists who can drop expressions into After Effects, write Python tools for Blender, or tweak shaders in Unity. As someone who started in traditional 2D before moving into 3D pipelines, I’m asked constantly: “Do I really need to learn coding to succeed in animation?” The honest answer is “sometimes”—and understanding when and why makes all the difference to your career and creative freedom.

How Code Powers Today’s Animation

Coding shows up in animation workflows in three big ways:

Automation & Efficiency

Python scripts batch-rename layers, bake simulations overnight, and generate thumbnails while you sleep.

Procedural Creativity

Node-based systems like Blender’s Geometry Nodes or Houdini’s VEX let artists describe motion with math—think flocks of birds that never repeat the same path.

Interactivity & Real-Time Engines

Game engines and virtual-production stages rely on C#, C++, or visual scripting to wire character logic, camera triggers, and VR controllers.

When you can write even a few lines of code, those tasks shift from “impossible” to “five-minute experiment.” It’s less about becoming a full-stack developer and more about adding one more brush to your kit.

No-Code Tools: Truth and Limitations

There’s never been a better time for artists who’d rather not code. Adobe’s May 2025 update to Character Animator introduced “Action Blueprints,” a drag-and-drop way to chain facial expressions to audio cues. Similarly, Unity’s revamped Visual Scripting 2025.1 lets you build gameplay loops entirely through nodes.

However, watch any studio pipeline and you’ll notice a ceiling:

Complex shots still need custom logic. A physics-driven crowd scene or stylized water ripple demands formulas beyond preset nodes.

Bespoke tools equal time saved. If your team can’t wait for the next software update, a quick Python plug-in often beats third-party solutions.

Portability matters. Procedural rigs that rely on code snippets move smoothly between Maya, Blender, and Houdini, whereas GUI-built rigs may break.

So while no-code platforms democratize entry, coding remains the secret handshake for higher-level control.

Latest Shifts in 2025

Keeping tabs on news helps foresee which skills will matter tomorrow:

Blender 4.1’s “Animation Nodes” Expansion (May 2025) Adds motion-graphics–style modifiers and a Python API that exposes every node parameter. Artists are already sharing GitHub repos of reusable node groups.

Pixar Open-Sources USD-Python Templates (March 2025) The studio released ready-to-adapt scripts that convert USD scenes into real-time previs, shrinking iteration cycles for indie teams.

Autodesk Buys Wonder Dynamics (April 2025) Their AI-assisted motion-capture platform now plugs directly into Maya, and early adopters report a 30% cut in cleanup time—if they tweak the provided MEL scripts.

Bengaluru’s State-Backed Animation Accelerator (June 2025) The Karnataka government launched grants for studios developing original IP that blends real-time rendering with AI tools, signaling fresh demand for tech-savvy artists in the city.

These updates reinforce a pattern: software companies embrace open scripting, and growth hubs—Bengaluru included—reward creators who ride that wave.

Choosing Your Learning Path

Not every animator needs to write algorithms from scratch, but everyone benefits from coding literacy—the ability to read, adapt, and debug small snippets. If you’re wondering where to start:

Python for Artists: Focus on file management and simple math. A weekend project—like generating random walk cycles—builds muscle memory.

Shader Basics: Even if you never touch GLSL, understanding how color and light equations work clarifies why a render looks flat.

Data-Driven Motion: Mess around with CSV files feeding keyframe values; it demystifies motion-capture cleanup.

Bengaluru’s studios are a case in point. The city’s boom in VFX outsourcing and original OTT content has created a hybrid role: the “technical animator,” expected to flip between storyboards and scripts. Programs like the Animation course in Bengaluru emphasize Python scripting inside Blender to prepare students for exactly this demand—evidence that education is evolving alongside industry needs.

Bridging Artistic Vision and Technical Skill

From my own shift into coding, three truths stand out:

Start small. Automate a repetitive task you already hate—renaming layers, exporting image sequences, anything.

Lean on communities. Discord servers for Blender, Unreal, and Houdini have “help” channels full of micro-scripts you can dissect.

Translate, don’t transform, your creativity. Think of code as a storyboard written for a computer. Your sense of timing, weight, and appeal still lead the show.

Students often worry that coding will dilute their artistry. Yet, when you write a function that flexes a character’s antennae perfectly in sync with a sound cue, you’re amplifying expression, not replacing it.

Final Thoughts

Coding isn’t a gatekeeper; it’s a doorway. The modern animator can absolutely create stunning work with intuitive tools, but knowing how to poke the hood gives you power over deadlines, budgets, and artistic nuance. Whether you kick-off your journey with a 2D animation course bengaluru or dive straight into scripting bespoke rigs, remember that code is simply another pencil—one that can redraw itself as fast as your imagination evolves. Embrace it, and you’ll future-proof your craft in an industry that never stops moving.

#2d animation course #animation course

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simplifyworkforce · 17 days ago

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How Vendor Management Software Enhances Talent Acquisition Strategy

In today’s evolving workforce landscape, organizations need more than just job boards and resumes—they need streamlined systems that bring order, speed, and insight into hiring processes. That’s where vendor management software and a modern vendor management system (VMS) come in.

These tools are no longer just for procurement—they’ve become critical to successful talent acquisition strategies, especially when dealing with staffing vendors and contingent workers.

What Is Vendor Management Software?

Vendor management software is a digital platform that helps businesses manage relationships with staffing agencies and service providers. It automates the process of:

Vendor selection and onboarding

Rate negotiation and contract management

Time tracking and invoice approval

Compliance checks and performance reporting

In short, it centralizes vendor-related tasks to reduce risk, improve efficiency, and cut costs.

The Role of a Vendor Management System (VMS) in Talent Acquisition

A Vendor Management System (VMS) is the engine behind vendor hiring operations. When integrated with HR systems, a VMS supports talent acquisition by:

Managing the entire lifecycle of external workers (contractors, freelancers, temps)

Standardizing job requisitions, approvals, and submissions across vendors

Ensuring legal compliance with labor and tax regulations

Tracking candidate quality, fill rates, and vendor performance in real time

With a VMS in place, HR and procurement teams can make smarter, faster decisions on how to source and manage talent.

How VMS Supports Better Talent Acquisition

Here’s how a vendor management solution enhances your ability to acquire top talent:

✅ 1. Improves Speed-to-Hire

Automated workflows reduce delays in vendor communication, job posting, candidate review, and onboarding.

✅ 2. Ensures Compliance

Track certifications, background checks, and documentation to avoid legal or regulatory risks when hiring external workers.

✅ 3. Centralizes Data

View all your external hiring activity in one dashboard—enabling clear visibility into vendor performance and talent quality.

✅ 4. Reduces Costs

Standardized rate cards and competitive vendor bidding prevent overcharging and rogue spending.

✅ 5. Enhances Talent Quality

Compare vendors based on KPIs like time-to-fill, candidate retention, and feedback to ensure only top-performing suppliers remain in the loop.

Why Forward-Looking Talent Teams Use Vendor Management Software

The most competitive companies treat contingent talent as a strategic asset—not a side project. They rely on vendor management software to:

Scale hiring without sacrificing quality

Engage niche or hard-to-find skills through specialized vendors

Create a seamless experience for hiring managers and candidates alike

Leverage real-time analytics to guide workforce planning

Final Thoughts

Talent acquisition is no longer just about filling open roles—it’s about building agile, high-performing teams with the best talent, from any source. Whether hiring full-time employees or contingent workers, using a vendor management system gives organizations the control, visibility, and flexibility they need to compete in a dynamic market.

By combining the power of vendor management software with a people-first strategy, businesses can transform how they source, manage, and optimize external talent.

#contingentworkforce #vendor management software #vendor management solutions #vendormanagement #directsourcing #vendor management tools #talentacquisition #direct hire #contract staffing #contingentworkforcemanagement #vendor management system #procurement #vms provider #vms management #workforce management software #it vendor management #contingent workforce software

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avawilson939140 · 20 days ago

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How VALiNTRY Connects Businesses with Top Accounts Receivable Specialists

accounts receivable specialists

In today’s fast-paced business environment, effective financial management is critical to maintaining healthy cash flow and long-term profitability. At the heart of this process lies a vital role — the Accounts Receivable Specialist. These professionals ensure timely collections, maintain accurate billing records, and support seamless communication with clients to resolve outstanding payments. For businesses aiming to maintain operational efficiency and strong financial performance, hiring the right accounts receivable talent is more important than ever.

VALiNTRY, a premier finance and accounting staffing agency, specializes in connecting companies with highly skilled accounts receivable specialists who drive results from day one. From small startups to enterprise-level corporations, VALiNTRY has built a reputation for delivering top-tier professionals with the expertise, experience, and work ethic to keep your financial operations running smoothly.

Understanding the Role of Accounts Receivable Specialists

Accounts receivable (AR) specialists are responsible for managing and monitoring incoming payments. Their core responsibilities include:

Generating and sending invoices to clients

Monitoring outstanding balances and ensuring timely collections

Reconciling payment records with internal systems

Communicating with customers regarding billing inquiries

Supporting audits and financial reporting

Identifying and resolving discrepancies in accounts

The efficiency and accuracy of an AR specialist can directly impact a company’s cash flow, customer satisfaction, and overall financial stability. Therefore, finding the right individual for the job is crucial.

Why Businesses Struggle to Hire the Right AR Talent

Despite the critical nature of the role, many businesses face challenges when trying to recruit high-performing accounts receivable specialists. These challenges often include:

Limited access to qualified talent

Lengthy hiring cycles

Lack of industry-specific experience

Poor cultural fit or low retention rates

Difficulty verifying accounting software expertise

That's where VALiNTRY excels. Our staffing team understands the nuances of the AR role and leverages deep industry insights to match companies with candidates who not only meet technical qualifications but also align with team dynamics and long-term business goals.

VALiNTRY’s Proven Process: How We Deliver Top AR Talent

At VALiNTRY, we implement a strategic, multi-step staffing process designed to ensure accuracy, efficiency, and alignment between candidates and employers. Here’s how we connect businesses with top accounts receivable specialists:

Client Consultation & Needs Assessment

We begin every partnership by thoroughly understanding your business needs. This includes discussing:

The structure of your finance department

Specific responsibilities of the AR role

Preferred experience and skill sets

Company culture and work environment

Timeline and budget constraints

This foundation allows us to tailor our search and recruitment process to your unique goals.

Targeted Talent Sourcing

Using advanced recruitment tools, proprietary databases, and a nationwide network, VALiNTRY sources candidates who match your criteria. We also tap into passive talent pools — professionals not actively job hunting but open to the right opportunity — giving you access to a broader range of highly qualified AR specialists.

Rigorous Screening & Evaluation

Each candidate undergoes a rigorous screening process that includes:

In-depth interviews by finance/accounting experts

Technical skill assessments (e.g., QuickBooks, NetSuite, SAP, Oracle)

Soft skill evaluations (communication, attention to detail, problem-solving)

Background checks and reference verifications

This vetting ensures that only the most capable and reliable candidates are presented to your team.

Seamless Placement & On boarding Support

Once the right match is found, VALiNTRY facilitates the entire placement process — from scheduling interviews to negotiating offers. We also provide onboarding assistance to help new hires integrate quickly and effectively.

Ongoing Support & Performance Monitoring

Our commitment doesn’t end at placement. We follow up regularly with both clients and candidates to ensure satisfaction and address any challenges early. If needed, we’re always ready to provide additional support or alternative staffing options.

The VALiNTRY Advantage

Businesses that partner with VALiNTRY gain access to a range of benefits that go beyond traditional staffing:

Specialized Finance & Accounting Expertise

Unlike general staffing firms, VALiNTRY focuses exclusively on finance and accounting roles. This means we understand the critical nature of AR and the technical nuances of the position.

Faster Time-to-Hire

Our streamlined process and deep talent network significantly reduce time-to-fill, helping you avoid costly vacancies and maintain workflow continuity.

Pre-Vetted Candidates

Every AR specialist we recommend has been carefully vetted for both hard and soft skills, saving your team time and effort in the hiring process.

Flexible Staffing Models

We offer flexible solutions — including contract, contract-to-hire, and direct hire placements — to accommodate both short-term needs and long-term growth.

Nationwide Reach

Whether you're hiring in a major city or a niche market, VALiNTRY’s nationwide reach ensures access to the best candidates across the U.S.

Success Story: How VALiNTRY Helped a Client Optimize Their AR Team

A mid-sized manufacturing company was struggling with delayed collections and aging invoices, leading to cash flow issues. Their internal team was overwhelmed, and prior attempts at hiring AR specialists through other agencies resulted in poor performance and quick turnover.

VALiNTRY stepped in and conducted a deep-dive consultation to understand their unique challenges. Within 10 business days, we presented three highly qualified candidates — one of whom was hired and on boarded within two weeks.

Within the first 90 days, the new AR specialist reduced outstanding receivables by 28%, implemented improved billing practices, and received positive feedback from both internal stakeholders and customers. The client has since expanded their partnership with VALiNTRY to staff additional roles.

Ready to Hire the Right Accounts Receivable Specialist?

When it comes to accounts receivable specialists, there’s no room for compromise. The right specialist can accelerate collections, improve accuracy, and contribute to a stronger bottom line. That’s why businesses across the country trust VALiNTRY to deliver proven AR professionals who make an immediate impact.

Whether you’re scaling your team, replacing a key player, or simply need temporary support during peak seasons, VALiNTRY has the expertise and resources to help you succeed.

For more info please VALiNTRY or send mail at [email protected] to get a quote

How VALiNTRY Connects Businesses with Top Accounts Receivable Specialists

Understanding the Role of Accounts Receivable Specialists

Accounts receivable (AR) specialists are responsible for managing and monitoring incoming payments. Their core responsibilities include:

Generating and sending invoices to clients

Monitoring outstanding balances and ensuring timely collections

Reconciling payment records with internal systems

Communicating with customers regarding billing inquiries

Supporting audits and financial reporting

Identifying and resolving discrepancies in accounts

Why Businesses Struggle to Hire the Right AR Talent

Despite the critical nature of the role, many businesses face challenges when trying to recruit high-performing accounts receivable specialists. These challenges often include:

Limited access to qualified talent

Lengthy hiring cycles

Lack of industry-specific experience

Poor cultural fit or low retention rates

Difficulty verifying accounting software expertise

VALiNTRY’s Proven Process: How We Deliver Top AR Talent

Client Consultation & Needs Assessment

We begin every partnership by thoroughly understanding your business needs. This includes discussing:

The structure of your finance department

Specific responsibilities of the AR role

Preferred experience and skill sets

Company culture and work environment

Timeline and budget constraints

This foundation allows us to tailor our search and recruitment process to your unique goals.

Targeted Talent Sourcing

Rigorous Screening & Evaluation

Each candidate undergoes a rigorous screening process that includes:

In-depth interviews by finance/accounting experts

Technical skill assessments (e.g., QuickBooks, NetSuite, SAP, Oracle)

Soft skill evaluations (communication, attention to detail, problem-solving)

Background checks and reference verifications

This vetting ensures that only the most capable and reliable candidates are presented to your team.

Seamless Placement & On boarding Support

Ongoing Support & Performance Monitoring

The VALiNTRY Advantage

Businesses that partner with VALiNTRY gain access to a range of benefits that go beyond traditional staffing:

Specialized Finance & Accounting Expertise

Unlike general staffing firms, VALiNTRY focuses exclusively on finance and accounting roles. This means we understand the critical nature of AR and the technical nuances of the position.

Faster Time-to-Hire

Our streamlined process and deep talent network significantly reduce time-to-fill, helping you avoid costly vacancies and maintain workflow continuity.

Pre-Vetted Candidates

Every AR specialist we recommend has been carefully vetted for both hard and soft skills, saving your team time and effort in the hiring process.

Flexible Staffing Models

We offer flexible solutions — including contract, contract-to-hire, and direct hire placements — to accommodate both short-term needs and long-term growth.

Nationwide Reach

Whether you're hiring in a major city or a niche market, VALiNTRY’s nationwide reach ensures access to the best candidates across the U.S.

Success Story: How VALiNTRY Helped a Client Optimize Their AR Team

Ready to Hire the Right Accounts Receivable Specialist?

Whether you’re scaling your team, replacing a key player, or simply need temporary support during peak seasons, VALiNTRY has the expertise and resources to help you succeed.

For more info please VALiNTRY or send mail at [email protected] to get a quote

#accounts receivable specialists #accounts specialists

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sparxsys23 · 23 days ago

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Mastering Jira: The Best Tutorials to Get You Started

In the world of agile project management, Jira has become a household name. Developed by Atlassian, Jira is a powerful tool widely used by software development teams, project managers, and business analysts to plan, track, and manage projects with ease. However, for beginners, navigating Jira’s vast features and configurations can feel overwhelming.

Whether you're a newcomer looking to learn the basics or a professional aiming to master advanced workflows and automation, high-quality Jira tutorials can make a significant difference. In this blog post, we’ll explore what Jira is, why it’s useful, and where you can find some of the best Jira tutorials online — including two standout resources: Sparxsys Solutions and Ravi Sagar's website.

What is Jira?

Jira is a project management tool designed for agile teams. Originally created as a bug-tracking system, it has evolved into a comprehensive platform that supports Scrum, Kanban, SAFe, and hybrid methodologies. Its flexibility allows teams to:

Create user stories and issues

Plan sprints

Track progress with agile boards

Automate repetitive tasks

Generate insightful reports

Integrate with other tools like Confluence, Bitbucket, and more

Jira is not just limited to software teams — marketing, HR, legal, and other departments also use it to streamline their work.

Why Learn Jira?

With more companies adopting agile practices, Jira proficiency is becoming a valuable skill. Here’s why learning Jira is worth your time:

Career growth: Many job roles require at least basic knowledge of Jira.

Efficiency: Knowing how to use Jira properly helps teams deliver faster and more effectively.

Customization: You can configure Jira to match any workflow, from simple task tracking to complex enterprise-level processes.

Certification opportunities: Atlassian offers certifications for Jira admins and users, opening doors for professional development.

Best Places to Learn Jira: Tutorials That Actually Work

There are plenty of Jira tutorials out there, but not all are created equal. If you're serious about learning Jira, you need resources that are practical, beginner-friendly, and regularly updated. Here are two highly recommended sources:

1. Sparxsys Solutions

Sparxsys Solutions is a leading Atlassian consulting company that specializes in helping businesses implement and customize Jira. Their website offers a range of Jira tutorials and consulting services, especially suited for teams looking to adopt Jira at scale.

Why Sparxsys?

Real-world scenarios: Tutorials are based on real client implementations, not just theory.

Clear explanations: They break down complex topics like Jira workflows, custom fields, permission schemes, and post-functions in a way that’s easy to understand.

Videos and blogs: In addition to written guides, Sparxsys also shares insightful videos that walk you through Jira’s key features.

If your organization is planning a Jira rollout or you're a Jira admin looking to refine your configuration, Sparxsys is a great place to start. Their content caters to both beginners and intermediate users.

👉 Visit: https://www.sparxsys.com

2. RaviSagar.in

Ravi Sagar is a Jira expert, Atlassian consultant, and author of Mastering Jira 7. His website, ravisagar.in, is one of the most popular Jira learning hubs on the internet, offering hundreds of blog posts, tutorials, videos, and scripts.

Why Ravi Sagar?

Hands-on guidance: Ravi shares code snippets, automation scripts, and workflow configurations you can use immediately.

Wide range of topics: From Jira Software and Jira Service Management to Scriptrunner and Jira Cloud, Ravi covers it all.

Active community: He frequently updates his site and engages with questions, making it a great platform for continuous learning.

If you're a Jira power user or someone who wants to dive deeper into automation and advanced configurations, Ravi Sagar's tutorials will be incredibly helpful.

👉 Explore tutorials: https://www.ravisagar.in

Tips for Learning Jira Effectively

Here are some tips to make the most of your Jira learning journey:

Start small: Focus on understanding issues, projects, and boards before diving into workflows and schemes.

Practice in a test environment: Create a free Jira Cloud account to explore features without risk.

Follow a project lifecycle: Apply what you learn by managing a small personal or team project from start to finish in Jira.

Use official Atlassian documentation: Combine it with tutorials from Sparxsys and Ravi Sagar for a complete understanding.

Final Thoughts

Learning Jira doesn't have to be difficult. With the right resources, even a complete beginner can become proficient in managing projects using Jira. Whether you’re managing tasks, implementing agile practices, or customizing workflows, gaining Jira skills will set you apart in today’s tech-driven workplace.

Start your journey today with these trusted resources:

🔗 Sparxsys Solutions – Perfect for implementation guidance and real-world tutorials.

🔗 RaviSagar.in – A goldmine for advanced Jira users, admins, and automation enthusiasts.

Happy learning — and may your Jira boards always stay green!

#jira

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ablyworks · 1 month ago

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Simplify Hiring with AblyWorks – The Best Applicant Tracking System for Growing Teams

In today’s fast-paced business environment, finding the right talent quickly and efficiently is crucial. Manual processes, cluttered inboxes, and disorganized workflows can slow down hiring and cost you top candidates. That’s where AblyWorks, a powerful and intuitive applicant tracking system, comes in.

AblyWorks is built to simplify recruitment, improve collaboration, and ensure you never miss out on the perfect hire.

What Is AblyWorks?

AblyWorks is a cloud-based applicant tracking system software that helps organizations manage their entire hiring process in one place. From job postings to candidate onboarding, it automates routine tasks and provides visibility at every step.

Whether you're a startup or a large enterprise, AblyWorks makes your recruitment process faster, smarter, and more effective.

Why Choose AblyWorks?

When looking for the best applicant tracking system, it’s not just about features—it’s about results. AblyWorks delivers:

✅ Centralized Candidate Tracking

Say goodbye to spreadsheets and email threads. Manage all applications, interviews, and feedback in one unified dashboard.

✅ Resume Screening Automation

Save hours with AI-powered resume parsing and ranking, helping you focus only on top-quality candidates.

✅ Seamless Job Board Integration

Post job openings across LinkedIn, Naukri, Indeed, and other platforms in just a few clicks.

✅ Customizable Hiring Workflows

Tailor each step of your hiring process to suit different roles, departments, or teams.

✅ Real-Time Analytics

Track key metrics like time-to-hire, source performance, and recruiter activity to make data-driven decisions.

A Trusted Applicant Tracking System Provider

What sets AblyWorks apart is not just its features, but its commitment to being a reliable and supportive applicant tracking system provider. With personalized onboarding, ongoing support, and a user-first approach, AblyWorks ensures your hiring runs smoothly—today and as you scale.

Final Thoughts

If your team is still juggling resumes and interview notes across multiple platforms, it’s time for a change. Investing in the right technology can transform your recruitment efforts. As one of the best applicant tracking systems on the market, AblyWorks empowers you to hire faster, better, and with greater confidence.

Experience the future of recruitment with AblyWorks—your complete solution for streamlined hiring.

#applicant tracking software #ablyworks #applicant tracking system #ats software provider #ats software

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7consultancyblog · 1 month ago

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How Staffing Solutions Support IT and Pharma Expansion in Hyderabad

In today’s fast-paced business landscape, staffing has evolved into a strategic function rather than just a hiring activity. For growing industries such as Information Technology and Pharmaceuticals, effective staffing lays the groundwork for scalability, operational efficiency, and market competitiveness. Hyderabad, with its rapidly developing tech parks and life sciences clusters, has emerged as a hub for innovation and development. Businesses in this city require talented professionals who can handle complex roles across development, research, compliance, and customer delivery. A reliable staffing framework ensures that companies can remain focused on core goals while skilled professionals manage specific functions. Strategic staffing framework ensures that companies can remain focused on core goals while skilled professionals manage specific functions. Strategic staffing helps reduce hiring lead times, lowers recruitment overheads, and enables businesses to keep pace with demand surges. It also opens the door to a larger, more diverse talent pool. Whether companies are building long-term teams or expanding project-based roles, staffing solutions provide the agility needed to respond to Hyderabad’s dynamic business environment. As industries expand, staffing becomes the bridge between vision and execution.

Hyderabad’s IT and pharmaceutical sectors are experiencing exponential growth, leading to an urgent demand for specialized talent. The boom in cloud technology, biotech research, and digital health has created a competitive race for skilled professionals. In response to this, Staffing Solutions Services in Hyderabad are empowering companies with tailored talent acquisition strategies. These services not only reduce the time-to-hire but also ensure candidates align with organizational values and industry standards. With regulatory frameworks being strict in pharma and innovation cycles being rapid in tech, firms need expert staffing partners to bridge the skills gap. These top services perform in-depth candidate assessments, industry benchmarking, and cultural alignment practices that standard job boards often overlook. The IT sector benefits from access to software engineers, analysts, and project managers, while the pharma industry receives talent in R&D, clinical trials, and regulatory roles. These solutions enhance organizational agility by delivering qualified candidates who are ready to contribute from day one.

For companies navigating cost pressures and rapid expansion, Outsourced Staffing Services in Hyderabad provide a scalable and cost-effective way to manage talent needs. Outsourcing staffing allows businesses to transfer recruitment operations to experts who bring advanced sourcing tools, industry-specific knowledge, and time-tested screening processes. In Hyderabad, where both IT and pharma companies need to remain agile, outsourced staffing provides the flexibility to scale teams up or down based on project demands. This model reduces the internal workload on HR departments and ensures a consistent pipeline of pre-screened candidates. Outsourcing also ensures compliance with local labor laws and mitigates risks related to employment contracts and taxation. For pharmaceutical firms that often run clinical studies on tight timelines, outsourced staffing helps in deploying temporary research teams quickly. Similarly, IT firms launching new products can onboard project-specific developers without long-term commitments. As a result, outsourced staffing is becoming a strategic asset that drives efficiency, compliance, and workforce agility in Hyderabad’s leading industries.

In industries where speed and adaptability are critical, Flexi Staffing Solutions in Hyderabad are transforming workforce models. These solutions allow IT and pharma companies to tap into a flexible labor pool without compromising on skill or quality. Flexi staffing is ideal for contract-based roles, seasonal hiring, or temporary project assignments that require quick onboarding. With Hyderabad becoming a launchpad for innovation, companies need to stay responsive to market fluctuations and project deadlines. Flexi staffing supports this demand by enabling employers to access qualified professionals only for the duration they are required. This reduces overheads while still ensuring productivity. In the IT sector, startups often depend on flexi staff to test prototypes or handle peak development cycles. Pharmaceutical companies can utilize this model for quality assurance, documentation, or regulatory preparation. With clear contractual terms and robust legal support, flexi staffing offers businesses the freedom to adapt without long-term employment risks. It ensures business continuity while empowering human capital on a short-term basis.

Hyderabad’s success story in tech and life sciences is heavily influenced by the availability of Staffing Services in Hyderabad that understand industry nuances. Generic hiring platforms often fail to capture the technical complexity or regulatory demands required by IT and pharma firms. Dedicated staffing services address this gap through industry-trained recruiters, curated talent pipelines, and customized assessment models. They focus on job readiness, cultural fit, and long-term potential. For the pharmaceutical sector, compliance knowledge, FDA experience, and bioinformatics skills are crucial. For IT, proficiency in emerging technologies such as AI, blockchain, and cybersecurity is in high demand. Staffing partners collaborate closely with business leaders to map talent needs with strategic goals. These services also help in employer branding, onboarding, and retention strategies. Companies that engage specialized staffing providers gain a competitive edge, as they can adapt to shifting business environments without losing momentum. Hyderabad’s sustained industrial growth can be largely credited to the staffing ecosystem that fuels skilled talent acquisition.

The rise of Staffing Agencies in Hyderabad has significantly influenced the city’s economic development, particularly in the IT and pharmaceutical domains. These agencies are not merely mediators; they serve as talent advisors and strategic collaborators. Unlike in-house HR departments that often face bandwidth issues, staffing agencies offer deep domain expertise and expansive professional networks. They provide access to passive candidates, talent from outside markets, and professionals with rare skill sets. For new companies entering Hyderabad, agencies act as local guides to navigate the city’s talent landscape and employment regulations. These agencies also support workforce planning, succession strategies, and workforce diversity initiatives. For IT firms looking to build offshore development centers or pharma companies planning production expansion, staffing agencies create fast and compliant hiring roadmaps. They streamline the talent supply chain and empower firms to remain focused on innovation and growth. As Hyderabad cements its place on the global industry map, staffing agencies remain vital to sustaining this momentum with quality talent access.

Seven Consultancy stands as a benchmark in the staffing and recruitment industry, offering end-to-end human resource solutions with a focus on both quality and efficiency. With over 15 years of experience and a wide-reaching presence across PAN India and globally, the consultancy has built a reputation for delivering reliable staffing services. Their ability to identify top talent with the right skills and attitude ensures clients achieve their organizational goals effectively. The consultancy’s strength lies not only in temporary and contractual staffing but also in offering complete HR management solutions that streamline recruitment and workforce operations. This efficiency leads to enhanced client satisfaction and productivity. Their dedicated team of professionals provides tailored advice and compliance support across multiple industries, ensuring all hiring standards are met seamlessly. Recognized among the Best Temporary Staffing Agencies in India, Seven Consultancy consistently exceeds client expectations through personalized attention, industry expertise, and an unwavering commitment to service excellence. Whether it is for short-term roles or long-term staffing needs, they offer the right talent pool across various domains, including skilled and unskilled labor. Clients can rely on their professionalism, responsiveness, and deep understanding of market demands, making it a trusted partner for all staffing requirements.

#staffingagency #temporarystaffingservices #contractstaffingcompaniesinmumbai #payrolloutsourcing #payrolloutsourcingcompaniesinindia #thirdpartypayroll #temporary staffing services

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itonlinetraining12 · 1 month ago

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Do You Need a Course for a QA Tester to Start a QA Career?

Introduction:

In the digital age, software products must be flawless, user-friendly, and secure. This expectation has made Quality Assurance (QA) testing a crucial profession in the tech world. If you’ve ever thought about a career in IT but felt intimidated by programming or engineering roles, QA might seem like an attractive entry point. But a big question remains: do you need a dedicated QA tester course to launch a QA career, or can you start without one?

The short answer is: a course can open doors, but it’s not the only path. However, understanding how the QA industry works, what employers look for, and the skills needed to succeed will help you decide if a formal QA software testing course is right for you.

Let’s explore everything you need to know about starting a QA career with or without a course.

What Does a QA Tester Do?

Before we dive into education options, let’s clarify what QA testers actually do:

Design and Execute Tests: QA testers plan, create, and run test cases to evaluate software functionality, usability, and security.

Find and Document Bugs: They identify software issues and document them for the development team to fix.

Collaborate with Developers: QA testers work closely with programmers, business analysts, and product owners to ensure the software meets requirements.

Regression Testing: They verify that changes or new features haven’t broken existing functionalities.

Automation: Many QA testers learn automation tools to speed up repetitive testing tasks.

The role requires attention to detail, logical thinking, communication, and technical acumen. But do you need a formal course to learn these skills?

QA Career Entry Points: Degree, Course, or Self-Learning?

There are three main routes to a QA career:

1. Formal Education (Degree or Diploma)

Some QA professionals come from computer science, engineering, or IT backgrounds. These degrees may cover QA basics, but are not strictly required for entry-level QA jobs.

2. QA Tester Courses (Certification or Bootcamp)

These range from intensive bootcamps and online courses to formal certifications like ISTQB (International Software Testing Qualifications Board). Such courses focus directly on QA concepts, practical tools, and testing methodologies.

3. Self-Learning and On-the-Job Training

Many QA professionals start with free online resources, YouTube tutorials, blogs, and hands-on practice using open-source tools. They learn as they go, sometimes starting as interns or in junior roles.

So, is a course mandatory? The industry does not require a QA tester course, but the value of such training cannot be overstated.

What Employers Look For in Entry-Level QA Testers

Hiring managers look for:

Fundamental Understanding of Testing: Knowledge of software testing life cycle (STLC), defect life cycle, and basic testing types (manual, automated, functional, regression, performance).

Practical Skills: Ability to write test cases, use bug tracking tools like JIRA, and understand at least one automation tool (e.g., Selenium).

Attention to Detail: The ability to spot issues others might miss.

Communication Skills: Clear documentation and effective teamwork.

Adaptability and Curiosity: Eagerness to learn new technologies and adapt to different domains.

Certifications or completed courses often give you an edge, especially if you lack a technical degree or previous IT experience.

Benefits of Taking a QA Tester Course

Let’s break down what you gain by enrolling in a QA tester course:

1. Structured Learning

A well-designed course offers a logical progression from basic to advanced topics. You learn the testing fundamentals, software development life cycle (SDLC), methodologies (Agile, Waterfall), test planning, test case design, and reporting.

2. Hands-On Practice

Most QA courses include real-world scenarios, lab exercises, or even project work using industry tools. This hands-on experience is vital for developing practical skills.

3. Exposure to Automation

Modern QA is not just about manual testing. Courses often introduce automation tools like Selenium, QTP, or TestComplete, giving you a head start in the most in-demand area of QA.

4. Industry-Recognized Certifications

Certifications (e.g., ISTQB, CSTE) signal to employers that you’ve achieved a recognized level of competency. Many courses prepare you for these certifications.

5. Networking and Mentoring

Courses provide access to experienced instructors, peers, and sometimes even job placement support.

6. Resume Booster

Listing a QA course or certification on your resume can help you stand out, especially if you are making a career switch or are new to the IT industry.

Can You Start a QA Career Without a Formal Course?

Yes, it’s possible, but with caveats.

If you’re self-motivated, you can learn the basics of QA testing through:

Free online tutorials and blogs

YouTube channels dedicated to software testing

Downloading and practicing with open-source tools

Participating in forums or open-source projects

However, the lack of structure can be challenging. Without a curriculum, you may miss essential concepts or fail to develop job-ready skills. You’ll need strong discipline and the ability to build your own portfolio through projects or internships.

When Is a QA Tester Course Most Useful?

A course is especially valuable if:

You have no IT background: It will teach you the terminology, concepts, and practical skills needed for interviews and on-the-job success.

You want to switch careers: A course shows recruiters your commitment and helps fill the gap between your current experience and the QA role.

You want to move quickly: Bootcamps and intensive courses can accelerate your entry into the job market.

You want to prepare for certification: Structured courses are the best way to prepare for exams like ISTQB.

You’re aiming for automation roles: Learning automation testing tools is easier in a guided course environment.

Industry Insights: The Rising Demand for QA Testers

The demand for skilled QA testers continues to grow as businesses prioritize user experience and data security. According to a 2023 LinkedIn Jobs Report, QA tester roles were among the top ten most in-demand tech jobs globally. Employers report that candidates with hands-on training or certification are more likely to be shortlisted, especially for roles that require knowledge of automation, agile methodologies, or specialized testing (e.g., mobile, API, or security testing).

In summary: While a degree is not a prerequisite, and a course is not “required by law,” QA training is highly recommended if you want to stand out and advance quickly.

What to Expect from a Good QA Tester Course

Typical Course Curriculum

Introduction to Software Testing: SDLC, STLC, QA vs. QC, manual testing principles

Types of Testing: Functional, non-functional, regression, smoke, sanity, UAT, integration, system, acceptance

Test Documentation: Writing test plans, test cases, test scripts, and bug reports

Bug Tracking Tools: JIRA, Bugzilla, Mantis

Test Automation Basics: Selenium, QTP/UFT, scripting with Python or Java basics

Agile and DevOps: Agile testing, Scrum, Kanban, continuous integration

Soft Skills: Communication, teamwork, reporting, analytical thinking

Hands-On Practice

Expect mock projects, assignments, and exposure to popular testing tools. Many reputable QA courses also offer access to real-world case studies and mentoring.

Real-World Example: Career Path of a QA Tester

Meet Priya: Priya was a commerce graduate with no formal IT experience. She took a three-month online QA tester course, which included hands-on labs, a final project, and ISTQB exam prep. With her new certification and portfolio project, she landed a junior QA position at a software company. Within two years, Priya advanced to a QA automation role, doubling her salary and working on global projects.

Key Takeaway: Courses not only accelerate your entry but also broaden your long-term career prospects.

Common Myths About QA Tester Courses

Myth 1: “You can only start a QA career with a degree in computer science.”

Fact: Many successful testers come from non-technical backgrounds.

Myth 2: “Courses are too expensive and not worth it.”

Fact: Many affordable and even free online options exist. The investment can lead to faster job placement and better salaries.

Myth 3: “Testing is just about clicking buttons.”

Fact: Modern QA involves analysis, automation, domain expertise, and communication.

How to Choose the Right QA Tester Course

Accreditation: Is the course recognized by industry bodies, or prepares you for certification?

Curriculum: Does it cover both manual and automation testing?

Hands-On Labs: Are there practical assignments or projects?

Job Support: Does the provider offer resume reviews, mock interviews, or placement support?

Reviews: What do past students say?

Can You Start with Free Resources First?

Absolutely. If you’re undecided, start with free materials to gauge your interest. Practice writing test cases, participate in open-source projects, and join QA communities. If you find yourself enjoying the work and wanting more structure or credentials, then invest in a formal course.

Conclusion:

While it’s possible to become a QA tester through self-learning and practical experience alone, a Software quality assurance courses offers a structured, comprehensive, and industry-aligned pathway into the field. It’s particularly valuable for career switchers, fresh graduates, and anyone looking to build a strong foundation or advance quickly.

If you’re serious about a QA career, a course is a smart investment in your future. It can help you develop essential skills, gain confidence, prepare for certification, and land that all-important first job. But remember, success in QA is about continuous learning, curiosity, and a commitment to quality, whether you start with a course or blaze your own trail.

Key Takeaways:

QA tester courses are not mandatory, but highly beneficial for beginners.

Formal training provides structure, practical skills, and industry recognition.

You can start with free resources, but you will benefit from guided learning.

Certification and hands-on practice accelerate job readiness and career growth.

The best path is the one that matches your learning style, career goals, and resources.

Ready to start your QA journey? Explore beginner-friendly QA tester courses, connect with professionals, and dive into hands-on testing today. Your tech career is just a step away!

#qa course online #qa #software #technology

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rolloutit · 1 month ago

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How to Successfully Hire Rust Developers for High-Performance Systems

Rust is quickly becoming a go-to language for building high-performance systems thanks to its speed, safety, and memory efficiency. If your company is aiming to create reliable and fast software, hiring skilled Rust developers is essential. Here’s a step-by-step guide to help you navigate the process of finding and hiring the right Rust talent for your team.

Why Rust Developers Are in Demand

Rust developers are in high demand because of the language’s unique features:

Memory safety: Rust’s ownership model helps prevent common bugs like null pointer dereferencing and data races.

Performance: Rust is designed for speed without sacrificing safety.

Growing ecosystem: Rust’s expanding libraries and community support make it ideal for modern, high-performance systems.

Because of these advantages, companies in fields like Rust software development, Rust Mobile Development, fintech, IoT, game development, and operating systems are all on the lookout for Rust experts.

1. Define Your Project Needs

Before you start searching for developers, clearly define what your project requires:

What type of application are you building (e.g., web server, embedded system, or mobile app)?

Are you focusing on Rust Mobile Development or desktop systems?

What experience level do you need (junior, mid-level, or senior)?

What complementary skills (e.g., systems programming, DevOps, concurrency) are important?

Having a well-defined project scope helps you craft job descriptions that attract the right candidates.

2. Write a Clear and Concise Job Description

A good job description should:

Highlight your project: Explain what makes it interesting and challenging in the context of Rust software development.

Outline the responsibilities: Be specific about day-to-day tasks.

List required skills: Include Rust knowledge, but also mention any related tools or frameworks (e.g., Actix, Tokio, WebAssembly).

Mention company perks: Describe your work environment, team culture, and any benefits.

A well-crafted job ad helps you attract motivated and qualified candidates who are serious about Rust software development.

3. Use the Right Platforms to Find Talent

There are several effective ways to hire Rust developers:

Job boards: Websites like Indeed, Stack Overflow, and LinkedIn.

Developer communities: Rust’s official forums, Discord channels, and Reddit.

Freelancer platforms: Upwork and Toptal can help you find contractors for short-term or specialized work.

Don’t forget to tap into your own network. Many great hires come from personal recommendations or referrals.

4. Assess Candidates’ Skills Effectively

Hiring Rust developers isn’t just about checking off technical skills. Here’s how to assess them properly:

Technical interviews: Ask candidates to solve real-world problems or code challenges relevant to Rust software development or Rust Mobile Development.

Portfolio reviews: Examine their GitHub projects or open-source contributions.

Soft skills evaluation: Communication, problem-solving, and teamwork are just as important as coding skills.

A balanced assessment ensures that you hire someone who not only knows Rust but also fits your team’s culture.

5. Offer Competitive Salaries and Benefits

Rust developers are in high demand, so make sure your compensation package is competitive. Research market rates for Rust software development and Rust Mobile Development specialists in your region, and be transparent about what you can offer. Offering remote work, flexible hours, and opportunities for learning can also help you hire Rust developers who are top-notch.

Final Thoughts

Hiring Rust developers for high-performance systems can be a game-changer for your company. By defining your needs, writing a clear job description, using the right platforms, assessing candidates thoroughly, and offering competitive packages, you’ll be well on your way to building a strong Rust development team.

Rust’s growing popularity in areas like Rust Mobile Development means that investing in skilled Rust software development today is a smart choice. Take your time to hire Rust developers who are the right fit, and you’ll see the rewards in the performance and reliability of your systems.

#RustDevelopment #RustSoftwareDevelopment #RustMobileDevelopment #HireRustDevelopers #HighPerformanceSystems #SoftwareEngineering #TechHiring #DeveloperHiring #RustLang #Programming

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fromdevcom · 25 days ago

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Recruiting skilled developers through job boards can make a lot of difference in developing tech teams. However, navigating job boards to attract developers is not that easy. It requires good strategic planning and knowing what works best to attract top talents. With the right approach, you can access a global pool of highly qualified developers on job boards. Here are key factors to consider when using job boards for developer recruitment. Crafting an Attractive Job Description A good job description clearly states precisely what a candidate needs to fulfill all the requirements. Job descriptions highlight the developer's various responsibilities and the skills that would appeal to the developer. This should not be a generalization to parrot what becomes standard; rather, it should highlight how that developer's contribution will impact the whole company's success. Developers like to know that what they do fits into the whole. Be explicit about salary, remote working, and other perquisites that separate you from the rest. Many developers are more interested in flexibility, development opportunities, and work-life balance than traditional perks. Providing clear and straightforward information will help you reduce the pool of unqualified candidates and invite those who align with your company values. A checklist for hiring software developers can make recruitment easier. Career growth opportunities and the projects they will work on are also strong selling points. Highlighting Company Culture and Tech Stack Developers invest most of their working hours in the organization to dig into an environment that complements their values and interests. Presenting your culture and tech stack in your job post goes a long way in attracting the right talent. Share insights into your work style, team structure, and collaborative processes. Developers seek companies that inspire innovative thoughts, promise career growth, and welcome open-source contributions. Clearly outlining your tech stack will give developers insight into whether their skill set would work in your company. Cutting-edge technology or new skill training gives you the advantage of attracting developers. You can also share testimonials from existing team members or a day-in-the-life view, giving the candidates an immersive experience. Select the Right Job Board Not all job boards are created equal for developers. Choosing the right one ensures reaching the right person for the right job. Various job boards target different expertise levels; Turing and Topcoder offer work for highly skilled developers, whereas one might look at Upwork and Fiverr freelance positions. Knowing where your ideal candidates look will hugely impact the quality of applicants you get. Geographic preference also determines the choice of a job board. If remote developers are on your list of recruits, check out the global job boards. If you wish to hire local talent, local job boards may serve your purpose well. You must match the channels you're hiring from with the candidates you seek to have a higher chance of accomplishing desired outcomes. Multilingual job boards can take this a step further for global companies. Keywords and SEO Optimization Most job boards will use search algorithms that prioritize optimized job listings. Including relevant keywords in your job title and description makes them much easier to find. Research into the standard terms that developers tend to search based on their specific role, like "React Developer," "Python Engineer," and "Full-Stack Developer." A clearly articulated job listing is likely to attract an ideal candidate. Trying out keyword variations and using synonyms will enhance your searchability. Efficient Candidate Screening Job boards will be a source of many applications, so an efficient screening process is necessary. Using an ATS will allow for the scanning of CVs, facilitating further filtering of the skilled candidates from the application list.

Depending on the pre-screening question related to the skill sets and experience, lessening the pool interests many job boards since it grants them time to check out some screening tools. Additionally, introducing a few very short ice-breaking interviews would help gauge cultural fit as a starter, thus allowing for the progression of only the serious and most capable candidates onward. Then, artificial intelligence will screen resumes, which would streamline the process. Connect with Passive Candidates Many developers on job postings are not actively searching for jobs but are flexible at the right opportunity. Connecting with passive candidates builds a larger talent pool. You should consider direct messaging developers whose bios tick boxes for you. Personalization is key. A personalized message about why this opportunity is different can spark some interest. Building a short rapport, even with those not actively looking at jobs, opens up the door for later opportunities. Maintaining a pipeline of candidates can add efficiency to future hiring cycles. Engaging talent in developers' communities and online forums also builds engagement. Offering Competitive Salary The demand for developers is so high that salaries are crucial for attracting talent. Job postings that fail to include a salary range usually receive fewer applications. Research the market rates for the location and position and offer a fair and desirable package. Adding bonuses, work-from-home options, and training stipends will make your offer more attractive. Salary expectation transparency avoids wasting time on misfit candidates while instilling a sense of trust. It also helps avoid any potential roadblocks in negotiations later in the hiring process. Ensuring a Smooth Application Process Long or complicated application questions can discourage developers from applying, while a streamlined process would produce better-quality applications. Do not ask people to fill in endless forms or repeat the same information that is present on resumes or LinkedIn profiles. Keeping applications short and sweet minimizes the chance of discouraging a candidate from applying altogether. Allowing developers to substitute long application forms with GitHub links or coding samples could give a true insight into their potential, with a flavor of engagement in the process. Replying Quickly Speed of communication is important to keeping applicants engaged. Since many developers get more than one offer, not responding fast could cost you the chance to attract top talent. Quickly acknowledge applications and give expectations for the next steps. Even if a candidate asks for a decision more than once and is ultimately not selected, send them a courteous response to leave a positive impression. Setting up automated responses and scheduling tools for communication can help maintain efficiency. Informing candidates throughout the process will create a professional and respectful recruitment experience. Effectively Assessing Technical Skills Evaluating a developer's technical competencies is essential to the hiring process. However, conventional coding tests can occasionally seem detached from actual job requirements. Rather than relying on standard algorithm challenges, it may be beneficial to implement task-based evaluations that mirror real responsibilities encountered in the role. Assigning take-home coding tasks or conducting live coding sessions provide more precise insights into a candidate's problem-solving methods. Permitting developers to utilize their preferred tools and work environments during assessments fosters a more authentic and equitable evaluation of their capabilities. Endnote To effectively leverage job boards, it is essential to blend strategy with optimization and engagement efforts. Organizations can attract outstanding developers who share their objectives by carefully choosing appropriate platforms, crafting engaging job advertisements, and simplifying the hiring processes.

Persistent refinement of recruitment strategies using data analysis and feedback ensures sustained success in forming a robust and skilled technology team.

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spiderxai · 2 months ago

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Agentic AI in Recruitment: Redefining How Talent Is Discovered and Engaged

Recruitment has always walked a fine line between data‑driven rigor and the human intuition that spots cultural fit in a ten‑second handshake. In the era of remote workforces, global talent pools, and “apply with one click” job boards, the volume of applicants has exploded while attention spans have shrunk.

Hiring managers and in‑house recruiters juggle dozens of requisitions, each demanding tailored outreach, personalized assessments, and lightning‑fast feedback to remain competitive. Into this swirling mix steps Agentic Artificial Intelligence, which is autonomous, goal‑oriented AI agents that not only automate tasks but own entire slices of the hiring journey from first touch to signed offer, learning and adapting as they go.

Where early resume‑screening bots delivered incremental efficiency, Agentic AI promises a step‑change. These agents interpret context, alter strategy mid‑conversation, and proactively coordinate with stakeholders. They operate across time zones, languages, and communication channels, giving organizations a 24/7 talent concierge while freeing human recruiters for the nuanced work of relationship‑building and final‑round judgment calls.

This article explores how Agentic AI is transforming talent acquisition in the global industry, while outlining the guardrails needed to ensure fairness, transparency, and compliance.

What Makes Agentic AI Different?

Traditional HR tech products usually fall into one of two camps: process automation (think ATS workflows that auto‑move candidates to new stages) or point solutions (one‑off tools for sourcing, resume parsing, or scheduling). Agentic AI combines and transcends both by deploying software agents endowed with three defining capabilities:

Autonomy: Agents are given goals, such as “fill this senior backend engineer role”, and pursue them without constant human triggers, deciding when to reach out, follow up, escalate, or pivot messaging.

Contextual Memory: They remember prior interactions across email, LinkedIn, WhatsApp, and applicant portals, ensuring continuity and avoiding redundant questions.

Adaptive Reasoning: Leveraging large language models fine‑tuned on recruiting data, agents adjust tone, timing, and channel based on candidate behavior. For example, a passive candidate who habitually opens emails at 7 a.m. local time will receive future nudges just before breakfast.

Seamless integration with ATS, CRM, and HRMS platforms means these agents engage candidates with the same up‑to‑date information available to human recruiters, salary ranges, hiring‑manager feedback, or evolving role requirements while logging every step for auditability.

Core Applications Across the Talent Lifecycle

1. Automated Candidate Outreach & Engagement

Sourcing passive talent used to require exhaustive Boolean searches and cold emails that too often landed in spam. Agentic AI upends this by triangulating signals, from GitHub commits to conference speaker lists, to build dynamic talent maps.

Once prospects are identified, the agent crafts tailored messages referencing relevant projects, career milestones, or shared connections. It then A/B tests subject lines, tracks open and reply rates, and iterates its approach in real-time.

A mid‑sized London tech consulting firm piloted such an agent and recorded a 60 per cent jump in outreach open rates within six weeks. Senior candidates, often bombarded with generic recruiter spam, responded positively to messages referencing niche frameworks they had contributed to or recent patents they filed.

2. Screening & Qualification at Scale

Keyword filters famously reject strong candidates whose resumes use unconventional phrasing. Agentic AI employs semantic understanding to parse experience, even inferring proficiency when formal titles are absent.

Beyond static documents, agents administer micro‑assessments, review coding exercises, or analyze asynchronous video responses. Sentiment analysis flags passion, communication clarity, and alignment with company values.

In Singapore’s booming fintech corridor, hiring spikes left recruiters drowning in resumes. An AI agent now conducts 15‑minute voice interviews, asking context‑aware follow‑ups like “How did you resolve the latency bottleneck you mentioned?” Candidates appreciate immediate engagement, and recruiters receive structured transcripts, competency scores, and red‑flag alerts within minutes.

3. Interview Coordination and Candidate Nurture

Back‑and‑forth scheduling remains a notorious time sink. Agentic AI reads calendars across Google, Outlook, and internal booking tools, proposing slots that respect interviewer time zones and meeting buffers. If a hiring manager cancels, the agent re‑orchestrates without manual intervention, updating all stakeholders and attaching preparation guides tailored to each interview round.

U.S. enterprises deploying such agents have seen a time‑to‑schedule drop by up to 70 per cent. Candidate Net Promoter Scores climb as individuals receive quick, clear confirmation rather than waiting days for human follow‑up.

4. Diversity, Equity & Inclusion (DEI) Monitoring

Bias lurks in phrasing, algorithms, and human judgment. Agentic AI scans job descriptions for gendered or exclusionary language suggests neutral alternatives, and monitors funnel metrics, tracking whether under‑represented groups drop out disproportionately at specific stages. If patterns emerge, it alerts D&I officers and recommends interventions like blind resume review or additional structured interview questions.

5. Offer Management and Pre‑Onboarding

The final mile can stall over contract clauses or background checks. AI agents auto‑populate offer letters, negotiate start dates within predefined parameters, and coordinate reference calls. For multinational hires, they provide location‑specific relocation guides, visa instructions, and cultural onboarding content.

Global Market Trends

United States: Scale and Speed in a Distributed World

The Great Resignation may have cooled, but American firms still juggle hybrid teams and geographically dispersed talent. With requisition volumes high, Agentic AI ensures that no candidate waits for more than a few hours for acknowledgement, while tiered escalation policies keep hiring managers looped in only when human discretion is vital. Organizations also leverage agents to maintain audit trails that satisfy Equal Employment Opportunity Commission (EEOC) guidelines, reducing litigation risk.

United Kingdom: Compliance Within GDPR’s Shadow

UK businesses enjoy a vibrant tech scene yet face stringent privacy laws. Agentic AI designed for the region incorporates consent gateways, data redaction on request, and explainable AI modules. When a candidate asks why they were not advanced, the agent can cite objective criteria, skills mismatch, or salary expectations, backed by stored evidence, aligning with GDPR’s “right to explanation.”

Singapore: Hyper‑Competitive Talent Wars

Government grants and a booming startup ecosystem have turned Singapore into Southeast Asia’s innovation crucible. Companies race to secure AI, cybersecurity, and blockchain specialists before regional rivals do. Multilingual Agentic AI agents, switching fluidly among English, Mandarin, and Bahasa Melayu, engage candidates across borders, streamlining work‑pass documentation and aligning with Singapore’s Fair Consideration Framework.

Strategic Considerations for Implementation

Transparency and Ethical Design

Explainability isn’t optional. Recruiters must understand how scoring models weigh criteria; candidates deserve to know when they’re interacting with AI. Clear disclaimers, opt‑in mechanisms for data usage, and channels for appeal foster trust.

Deep System Integration

Siloed AI introduces data drift and inconsistent messaging. A robust deployment plugs into ATS, CRM, calendar, video interview, and payroll systems, ensuring the agent’s knowledge base reflects real‑time changes, like updated compensation bands or altered remote‑work policies.

Human‑AI Collaboration

Agentic AI should augment, not replace, recruiters. Successful organizations position agents as digital colleagues handling repetitive logistics while humans conduct empathetic conversations, evaluate cultural add, and negotiate complex offers. Training sessions teach staff to interpret AI analytics, refine prompts and override thresholds.

Measuring ROI and Continuous Learning

KPIs extend beyond cost per hire. Track speed‑to‑reply, interview‑to‑offer ratio, candidate satisfaction, and quality‑of‑hire metrics post‑onboarding. Feedback loops, and automated surveys at 30‑, 60‑, and 90‑day marks feed the agent’s learning engine, continually sharpening screening criteria.

SpiderX AI: A Pioneer in Agentic Hiring Solutions

For organizations aiming to deploy intelligent, autonomous recruitment workflows, SpiderX AI is at the forefront. With AI agents like Gecko, designed for automated interviews and talent screening, SpiderX helps employers manage end‑to‑end talent journeys with a blend of intelligence, empathy, and efficiency.

These agents aren’t just automating tasks, they’re making hiring teams more strategic, responsive, and effective.

Future Outlook: From Autonomy to Co‑Creativity

The horizon for Agentic AI stretches beyond current touchpoints. Imagine an AI that pairs hiring forecasts with market‑salary intelligence, recommending role redesigns to attract niche talent. Or agents that coach interviewers in inclusive questioning mid‑conversation via discreet prompts on smartwatch screens. As large language models integrate multimodal data, including voice, video, and code repos, they’ll craft richer candidate profiles, predicting not only technical competence but also learning agility and leadership potential.

Emerging regulations, such as New York City’s Automated Employment Decision Tools (AEDT) law, will shape development, mandating bias audits and algorithmic transparency. Vendors that bake compliance into their DNA will stand out.

Conclusion

Agentic AI marks the shift from automation, where software waits for human instruction, to autonomy, where intelligent agents initiate, adapt, and optimize recruiting workflows on their own. Early adopters across the USA, UK, and Singapore are reaping dividends: faster fill rates, enhanced candidate experience, and data‑backed diversity gains. Yet success hinges on marrying AI horsepower with human judgment, embedding ethics at every layer, and measuring what truly matters, long‑term employee success, not just time‑to‑hire. For modern talent leaders, the question is no longer whether to deploy AI but how quickly they can evolve to a model where humans and machines collaborate as equals, each amplifying the other’s strengths in the perpetual quest for great people.

#AIInHiring #AIAgents #AgenticAI #HiringTech #HiringAutomation

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