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TAGLINE: Hardworking tree-climber. Much more fun than a ladder.
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Kristen Tonga shared thisA few weeks ago, I started working with Ox on their hands-free picking software, to help retail stores fill deliveries more effectively.Kristen Tonga shared thisOver the last year, few companies have rolled with the punches like Dick’s Sporting Goods. In 2020, digital sales accounted for 20% of total sales. Over the last two years, sales were up 52%. In April, they announced 70% of their online orders were fulfilled at retail locations. This is incredible. Compared to pickup, delivery typically adds $8 per order to retailers’ costs. Dick’s clearly has this figured out. But how are they doing it? We took a look at them as part of our new series analyzing BOPIS strategies of major retailers. Here are the takeaways: https://lnkd.in/ewm5pbp #ecommerce #retail #BOPIS #fulfillment #eCommerce #customerexperience
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Vishal A.
I've met a lot of talented people who just never get picked. Yesterday I shared what we're building around this thaught. Today I want to share what I really tested. I intentionally put the idea into uncomfortable Reddit spaces UX and dev communities where people don't hesitate to disagree. The goal wasn't validation. It was to answer one question: Is this problem real, or am I just projecting my own experience? I stress-tested the idea in Reddit's UX and dev communities, places that are intentionally tough on anything that sounds like a product or a system change. The response was strong. Not indifference. Debate. Pushback. Long threads. Even removals. That turned out to be the signal. After reading every comment carefully, a few things became clear: • No one claimed hiring works perfectly • No one denied that misleading portfolios exist • No one said companies don’t waste time and money hiring The disagreement wasn't about whether there's a problem. It was about who gets to decide trust before interviews. Portfolios show capability. Interviews test thinking in the moment. Both are useful and both are limited, especially at scale. This helped us sharpen our focus. We're not trying to replace resumes, portfolios, or interviews. We're exploring how teams can get better evidence before interviews, and how skilled people can be seen without over-optimizing presentation. That likely looks like: • demonstrated execution over time • work done under real constraints • optional feedback instead of forced evaluation Nothing final. Still learning. One takeaway I'm holding onto as a builder: Indifference kills ideas. Debate sharpens them. We'll keep building, sharing what breaks, and adjusting based on real feedback not applause. If you’l've hired or been hired: What signal do you trust most before interviews? And where have current systems failed you? (Sharing one snapshot of the Reddit engagement below for context.)
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