4 Tech Jobs That Dont Require Coding -

4 Tech Jobs That Dont Require Coding -Technology jobs are growing fast, and in some cases theyve already replaced jobs for factory and service workers. Just ten years ago, marketing and technology were two distinct industries, but marketers now rely on different software and apps to do their job. Investors love to put their money in tech companies, and tech founders are some of the richest and most admired people in the world.But what if youre not a computer whiz like fruchtfleisch Zuckerberg or Jeff Bezos? What if you dont have a knack for coding? What if youre more of a creative or a numbers person? Does this mean you cant get a job in the booming IT field? A survey from Glassdoor reveals otherwise.About 43% of jobs from tech companies with at least 100 job postings on Glassdoor were for non-technical positions. While thats less than half of the industrys job openings on their site, its still a whopping 53,000 non-coding jobs in the tech industry. That just goes to show that the IT industry isnt just for coders.Non-Techy Jobs That Dont Require Coding and the Skills You Need to Get ThemThe trick to finding unterstellung jobs is to decode the job titles used for these positionsand to understand the skills companies are looking for in an applicant.1. Program ManagerProgram Managers work on several projects simultaneously to ensure that all deliverables are done on time, within budget, and according to the right specifications. They coordinate with the individual projects Product Manager or Lead and the client via meetings and emails.Youre not the one creating the products. Youre just the overlandseer of the communications and schedules of the different teams.While the name implies that youll have subordinates, in most cases thats not the reality. The Product Managers you work with arent your subordinates, but you will be a mediator between them and the clients, so good communication and problem-solving skills are a must for this position.Graduates with a hinterg rund in management, leadership, and communication will do well in this position. For instance, an organizational leadership course will teach you about psychology, business, and human resources, all of which will give you the skills needed as a Program Manager.Program Managers earn an average of $113,999, while the top earners earn about $160,487 according to data from Paysa.2. Contracts AdministratorA Contracts Administrator deals with the negotiation and implementation of a companys and their partners or vendors contractual obligations. The role varies per company, but in general the job revolves around creating mutually beneficial contractual arrangements with other companies to support the employers goals.Your job is to ensure the company contracted delivers on its part. You also have to check that no one involved is getting a kickback, and any type of fraudulent or deceptive activity that may lead to a breach of contract in the future is avoided. Of course, this goes both ways if your employer fails to pay the party contractedor whatever the agreement isyou may be tasked with helping to smooth things over before a lawsuit is filed.While an education in legal matters is helpful, its not a requirement for many companies because a typical business administration degree already includes fundamentals in business law and even some units in accounting.For instance, this IT Contract Admin job says a 4-year degree is required but an MBA or JD is a positivbut in terms of experience they require only two years of professional experience drafting commercial agreements.3. Tech WriterTech writers create tutorials, documentation, press releases, product pages, and everything else needed to promote the user adaptation and marketing of a product. While a coding degree isnt exactly required, Tech Writers need a fundamental understanding of tech to write comprehensive content about the products theyre working on.Dont worry, the entwurfers and coders who built the product wi ll help you understand certain features of the project. All you need to worry about is translating the tech speak into laymans language.Its a perfect job for Liberal Arts graduates or anyone with a creative mind. As long as you have fun understanding and explaining product features, as well as creating troubleshooting guides for system errors, youll do just fine.The only possible downside to this job is that youll have a hard time finding this role in a departureup environment, as only medium and large companies can afford to hire dedicated Tech Writers.4. IT Business Analyst or Risk Assessment SpecialistIs money and finance interesting to you but you have no desire to work in Wall Street or a bank? You can get a job as a Business Analyst or Risk Assessment Specialist in the IT industry.With the meteoric rise of tech companies, more of them are evaluating market data to identify and mitigate risks, as well as find possible improvements for their business models and processes. These jobs require a Business Analyst and a Risk Assessment Specialist, and its perfect for those with an analytical mind.Students with a law or finance degree but dont want to pursue their course because of the grueling hours can get these jobs. They have the training to process a lot of data and interpret it to protect the financial interests of their client. Attorney Annie Arakelian, for example, has a background in complex financial planning, which would be useful in this field.IT Business Analysts earn about $101,965 on average, with the top earners receiving about $128,911 based on data from Paysa.5. Designer, Illustrator, or AnimatorTech companies hire graphic designers for different types of jobs, such as designing logos, websites, a user-interface (UI), packaging, or video animation. Visual creative skills have a lot of sub-niche jobs, so its easy to find one that will fit your skills.Not all design jobs rely heavily on drawing or Photoshop-editing skills. For instance, the work of a designer at a marketing and product packaging company looks simple like the folder designs below, but their main job is making sure that the design looks good on the type of stock and finish used when printing.A typical Graphic Designer earns about $59,113 according to Paysas data from over 251,000 designers. Top earners net about $72,117. Of course, some graphic design job niches earn more, like Animators or UI/UX designers.Ready for a Career in Tech?Scared of the outrageous real estate prices in Silicon Valley? Dont worry, you dont need to work there to get the high pay and benefits of an IT job. There are job openings in many tech companies across the nation.In many cases, you dont even need a new degree to switch careers, as long as you can find transferrable skills that will be useful for your target job. Go check out different job portals to see which of these job options are compatible with your experience, and then come up with a game plan to make the switch.BIOCharley is a freelance copywriter and content marketer specializing in recruitment and entrepreneurship. When shes not stringing words for her latest copywriting project, youll find her starting another side business, or planning yet another trip.Are you tired of your resume being rejected by applicant tracking systems? I know how frustrating it is to submit your resume and receive no response. I hate seeing qualified people never breakthrough the screening process. It shouldnt be that way. Thats why I created this guide and I encourage you to download the FREE PDF so you can start seeing better resume response rates

How To Uncover A Hiring Managers Email Address (Even When It Seems Impossible)

How To Uncover A Hiring Managers schmelzglas Address (Even When It Seems Impossible) Searching for a new job is a tedious and time-consuming process. But searching for the right opportunities, uploading resumes, and completing online applications arent actually the activities that will fruchtwein likely get your foot in the door.Ideally, online job search activities should be limited to only 10 percent of your total time spent seeking new employment. Networking should account for the biggest chunk of time, and the bulk of networking can happen online by connecting with either key contacts who can help in your search or with hiring managers at targeted companies where you want to work.Who is the hiring manager?The hiring manager is the rolle already employed at the companywho requested a new position to be filled or who asks for an employee to fill an open job. The hiring manager is also the employee to whom the new employee will report when hired. There are some common confusions wh en it comes to hiring managers, however.Is the human resources manager the hiring manager? Ahuman resources manager is not the same as the hiring manager, though theyre often confused. A hiring manager may work with human resources to onboard new employees, but those new employees will not report to the human resources manager.What is the difference between a recruiter and a hiring manager? A recruiter looks for potential candidates for a position a hiring manager requests to be filled.How Do You Contacta Hiring Manager?Once youve identified a new opportunity, like most job seekers, you submit an application. However, most applications and resumes never make it past the applicant tracking system that rates and ranks data based on keywords and other pre-set qualifications meaning, a hiring manager may never see them.Getting a cover letter in front of the hiring decision maker can open doors that an application alone cant. Yet, finding the name of the hiring manager takes some digging . And once you know that, you may have a bigger challenge how to find the correct schmelzglasle address. Although rare, some job sites include the recruiter or hiring managers name with the emaille address. The odds are higher that you will have to find it yourself, however.Your first attempt at finding the proper email address should be through contacts in your network who may know the address or be able to obtain it through their own network. More often than not, you wont know any such people. Youll need more super-sleuthing skills to uncover the address instead.Email addresses are formatted with the local-part (the inbox name it will be delivered to) and the domain name. The domain name is simple. It usually matches the company website URL, as in exampledomain.com. The local-part configuration varies from one company to the next and is sometimes specially constructed to make peoples emails more difficult to guess.So, what to do now? Visit the companys website and browse through i t, using the built-in search engine if that company or jobs board has one, looking for an employees email address that may be listed. Look for the companys press releases. A media contacts email address is generally listed, which will give you a clue about how the company structures names in email addresses.Go with the assumption that the hiring managers email is consistent with the standard company format you have found.What Are Some Resources for Finding Emails?Type the email address into the Free Email Verifier where you can test to see if an email address is good. With Free Email Verifier, you can also test out the address using the other common local-part email configurations to see if you hit the right one.Another great resource is Email Format where you can search for a companys email format. This site works best if you are searching for a large company rather than a smaller one.If you cant verify the accuracy, try sending your email to the address. You may know soon enough i f it works. A bounce back with a non-deliverable error message will let you know without question that you need to keep digging. Keep in mind, though, that a domain may have a catch-all box for any email with the proper domain but inaccurate local-part, and the sender may not actually receive an error message.There are other email finder services you can use to help find an email address, such as ZoomInfo, RocketReach, and Hunter. They all charge the sender a subscription fee, but they also provide a free trial giving you a number of lookups at no cost before you have to register and pay.An alternative scenario You have a hiring managers email address but arent sure of their name, or its their phone number that youre after. In this case, you can use a reverse email lookup service to find that information. Reverse.addresssearch.com has a free search engine for such purposes. This can come in handy because sending personally addressed cover letters and email correspondence will always make the applicant look more attractiveThe email search can be tough, but all the clicks will be worth the effort. Sending an email directly to the hiring manager can substantially up your odds of scoring the interview.--Theresa is a writer and the co-founder and Chief Marketing Customer Officer for a job search technology company. Shes passionate about discovering and sharing life and career hacks for women.

4 Hiring Process Style Mistakes Youre Probably Making One of Them

4 Hiring Process Style Mistakes Youre Probably Making One of ThemJust like candidates, hiring professionals come in all shapes and sizes. A combination of personality traits, experiences, and professional skills on the hiring team ensure companies hire diverse top talent.In fact, too much of one hiring process style can stunt your growth. This causes your process and client relationships to drastically suffer. Its important to consistently look at your overall hiring strategy with a critical eye and maintain the ultimate stylistic-balance. In my 6+ years in the HR tech world, Ive witnessed many types of hiring professionals. Each unique style has proven its own way of finding, attracting, and hiring quality candidates. Ive learned hiring professionals typically fall into four general categories. Lets take a look at which style best describes you and your hiring process1. The all recruiting, no play hiring proThe all recruit and no play hiring pro doesnt mess around when it comes to f inding the right talent for their teams. To do this, they tend to play by the book rarely ever straying from guidelines, job descriptions, or even interview scripts. They often miss out on truly connecting with candidates because theyre so focused on checking boxes. This style makes it difficult to see when a candidate shows cultural fit and the ability to grow and excel in atypical ways. Focusing too much on checking off hiring boxes limits your ability to find top talent.Click To TweetIf this sounds like you, add open-ended cultural fit and fun experience questions to your interview questionnaire. Fully focus on candidates answers and make room for deeper, more meaningful connections.2. The overly enthusiastic hiring proThis type of hiring pro is the recruiting and hiring worlds cheerleader. Everyone they meet knows theyre hiring. Having apassion for finding amazing candidates and placing them in roles where theyll flourish is a positive trait. However, an unsolicited explosion o f energy and passion comes off as disingenuine and too in-your-face a major candidate turnoff. Candidates want and deserve someone who is excited to put them in a new role. They also connect better with someone who can slow down, get real, and relate to their experience. If you find yourself trying to convince talent the role is the best fit for them instead of finding out where they want to fit in the equation, stop and take a breath. Step back and consider how youre approaching candidates. Give them time to evaluate the details and ask questions before showing your unabridged enthusiasm about the opportunity.3. The fill-it-and-move-on hiring proSaving time and money while attracting top talent is a dream all hiring pros can relate to.In fact, 56 percent of rapidly growing companies want to shorten their hiring process, according to the new 2018 Growth Hiring Trends in the United States report from my team here at Spark Hire. Even more surprising, of the companies that take less than a week, half of them responded they can still improve their time to hire. While a shorter hiring process is a benefit, the fill it and move on hiring pro is so focused on a short hiring time, theyre more likely to miss opportunities to fill positions with the best candidates. As a result, company growth remains stagnant and retention rates deteriorate. If youre focused more on a roles closing date than on candidates, this may be your hiring style. Stop looking at a timeline and hone in specifically on finding the best-suited talent for your open roles. Youll find switching your focus to the quality of your talent saves time and money in the long run. Shorten the hiringprocess by focusing on candidates, not a timeline.Click To Tweet4. The modern tech hiring proSixty-two percent of companies in our previously mentioned survey said following the latest hiring trends and using modern tools are very important for rapid growth hiring.While keeping up with new hiring tech and trends propels your hiring strategy forward, you need to proceed with caution. Putting too much time and energy into trying every new recruitment and hiring tool will result in a sluggish hiring process. If you find yourself caught up in new hiring gadgets, gizmos, and latest hiring trends, pause and take the time to reevaluate what is already working. Focus on the tools that have improved the candidate experience. Candidates dont want to spend hours trying to figure out the latest and greatest app. They want to be empowered to apply, showcase their skills and personalities, interview, and take the next step in their career paths.Keep track of the effectiveness of your hiring tools by collecting ongoing data through candidate surveys. Before adding a new one to your process, ask yourself if it will enhance the candidate experience and improve your ability to quickly and effectively evaluate top talent. What type of hiring pro are you? Let us know

Aircraft Navigation Terms and Definitions

Aircraft Navigation Terms and DefinitionsAircraft Navigation Terms and DefinitionsAircraft navigation terms can often be confusing, especially when a pilot doesnt use them every day. Experience with cross-country flights and practical use of navigation techniques make these terms easier to identify. In the meantime, heres a review of navigation terms and the corresponding definitions. Speeds Calibrated Airspeed (CAS) - Indicated airspeed corrected for instrument or position inaccuracies. The calibrated airspeed can be found in the pilot operating handbook or on the airspeed indicator.Indicated Airspeed (IAS) - The airspeed read directly from the airspeed indicator.Groundspeed (GS) - The actual speed of the airplane passing over the ground. Groundspeed is true airspeed corrected for wind. You can find the aircraft ground speed by calculating it with a flight computer.True Airspeed (TAS) - The actual speed relative to the surrounding air. True airspeed is calibrated airspeed correc ted for nonvoreingestellt pressure and temperature. You can determine the aircrafts true airspeed with a flight computer. Altitudes Indicated Altitude - The altitude depicted on the altimeter. Remember that indicated altitude is the vertical distance above mean sea level (MSL), not above the ground.Density Altitude - Pressure altitude corrected for nonstandard temperature. You can calculate density altitude with a flight computer.Pressure Altitude - The altitude shown on the altimeter when the altimeter is set to 29.92 inches or standard atmospheric pressure.Absolute Altitude - The vertical distance of the aircraft above the surface of the earth, or above ground level (AGL). True Altitude - The aircraft altitude above mean sea level (MSL). You can determine the true altitude with a flight computer. Directional True North - The geographic north pole is located at the northernmost point. True north is not the same location as magnetic north, due to the rotation of the earth i n relation to the earths magnetic field.Magnetic North - The northern location where the Earths magnetic force has the most downward pull. If you were to stand on magnetic north, a magnetic compass would point straight down. Magnetic north varies due to shifts in the Earths core and is at a different location than true north.Magnetic Variation - The angular difference between true north and magnetic north. Also known as declination. Magnetic Deviation - A magnetic anomaly that affects the compass. The magnetic compass in the aircraft is affected by surrounding magnetic and electrical disturbances in the airplane.Compass Heading - The aircrafts magnetic heading corrected for deviation. The deviation is found on a compass card or a placard near the compass, and it usually varies by just a degree or two.Magnetic Course - True course corrected for magnetic variation.Magnetic Heading - True heading corrected for magnetic variation. You can determine the magnetic variation from a sectiona l map. True Course - The aircrafts course over the ground relative to true north. True course is measured with a navigation plotter and a sectional map.True Heading - True course corrected for wind. Basic Calculations Time distance/groundspeed (td/GS)Distance groundspeed/time (dGS/t)Groundspeed distance/time (GSd/t)Fuel consumption Gallons/hour x time (GPH x T) Standard Atmospheric Conditions Standard Temperature 15 degrees Celsius or 59 degrees Fahrenheit.Standard Pressure 29.92 mercury or 14.5 psi or 1013.2 mb.

Student-Designed Heart Pump Is Lighter Than the Rest

Student-Designed Heart Pump Is Lighter Than the Rest Student-Designed Heart Pump Is Lighter Than the Rest Student-Designed Heart Pump Is Lighter Than the RestWhen his girlfriend needed heart surgery a few years ago, Dillon Hurd, then an engineering major at Iowa State University, did what engineers do best He began to design a machine that could serve as an artificial heart while patients wait for transplants or surgery.The SimVitae heart-assist device helps bridge the time between heart failure and surgery.These types of heart pumps, called left ventricle assist devices (LVADs), already exist, though only a few companies make them. Patients use themfrom the time of heart failure until surgery. People who are over 70 or in poor health, who dont qualify for a heart transplant, also use them. Many of the machines are large and cumbersome.Being an engineer, Hurd believed he could create a better solution. So he began designing an LVAD that would be lighter and more mobile.Hurds girlfrie nd is now his wife and, a few years after the surgery, is doing well. The LVAD he designed is now Hurds Ph.D. project at Iowa State. Hes also the founder of Hurd Health Group, which is gathering funding to bring his SymVitae wireless LVAD to market.For You Targeting Cancer Drugs to 3D-Printed TumorsThe SymVitae differs from heart-assist products on the market because it uses a brushless electric triebwerk as well as magnets placed on the inside and outside of the left ventricle. The magnets help guide the blood through the ventricles, while the electric motor pumps it through. Current devices rely on turbine engines to pump blood.Theyre like a small jet turbine in your chest connected to a car battery that you have to carry around all day. Their turbine design is inspired by NASA, so they really are small jet engines in every sense, he says. Theyre placed by coring into the heart, like youd remove a core with an apple. They stitch on a pump, then run a tube to the aorta and stitch i t on there to bypass the left ventricle.The pumps, attached to the aorta, also come in contact with the blood supply, which can cause blood clots. If you throw a clot, its right in your aorta, he says. It can result in a life threatening situation or cause a stroke.The SymVitae skirts the patients aorta and doesnt touch the circulatory system.Hurds device calls for minimally invasive surgery to implant the magnets. An internal charging pad and battery pack powers the magnets, which create a natural force that pulls the blood through the heart.The patient wears an external charging pad and battery pack around his waist, which is hooked to the inner charging pack and battery. These batteries are wirelessly charged. Foreign materials dont touch the blood, which pulsates and moves with the hearts natural rhythm.Because the SymVitae is comprised of small components, surgery to implant them is less invasive than with other LVADs, he says.You can implant this without having to open up the brustbein by breaking it.Dillon Hurd, Iowa State University and founder, Hurd Health GroupYou can implant this without having to open up the sternum by breaking it, Hurd says. Thats a hard surgery in itself, and if youre in heart failure youre not super healthy to begin with. Less invasive surgery means a better chance of success. The SymVitae will weigh around 300g (.66 lbs), while current LVADs typically weigh around 400g (.88 lbs) according to Hurds calculations. But the batteries and controller for those systems typically weigh about 18 lbs. Hurd says his entire system will be totally implanted and wont weigh more than 3 lbs., while his battery belt will weigh about 5 lbs.Hurd Health Groups next step is to apply for funding from the National Institute of Health and the National Science Foundation and a host of other agencies and organizations. The road ahead is to work further on the device, Hurd says.That means performing trials and tests, with the eventual goal of receiving FD A clearance.Now, Hurd is enjoying time with his wife, the impetus for his fledgling business, and developing a device that might help people with heart failure live longer and easier lives.Jean Thilmany is an independent writer.Read MoreMini Sensor Detects and Measures What We EatThe Blood Test Goes MobileEngineers Contain Cancer Cells For Further Discussion

3 Career Mistakes You Should Make (But Only Once)

3 Career Mistakes You Should Make (But Only Once)3 Career Mistakes You Should Make (But Only Once)I know what youre thinking Isnt the point of reading advice-based articles online to avoid major mistakes? But sometimes, lessons dont really stick unless you experience that mistake- and all the consequences that result from it- first hand.At least, thats what Ive experienced so far in my career. Ive made some pretty big mistakes- but each one has taught me something extremely valuable that I probably wouldnt have truly internalized if Id just read about it from someone elses perspective. And each was enough of a reality check for me to make sure I never made the same blunder again.So, if youre going to make mistakes in your career, make behauptung three- but only once. Mistake 1 Overpromising and UnderdeliveringIf youre new to the professional world (and really, even if youre not), its pretty likely that you want to impress your boss, clients, and co-workers- and youll do almost anythi ng to prove your worth.I was in that place a few years ago, as a manager at a cleaning and concierge service startup that was launching into the commercial cleaning space. We were thrilled when we were contacted by a large law firm interested in our janitorial services- but when I visited the offices to give an estimate, I knew that our small and minimally experienced team couldnt realistically handle the job. (Seriously, the office was enormous.) But, I was eager to please. Eager to please my boss with a huge new contract, and eager to please this vermgen client, who promised to recommend us to all of its large-office friends. So, to make sure we landed the deal, I raved to the client about how meticulous, detail-oriented, and reliable our employees were. I oversold the startups experience in commercial cleaning- by a long shot.It only took a couple weeks for the law office to figure out we couldnt deliver what wed promised. Our teams spent far too long at the office each night (wh ich meant we were losing money), and even still, complaints about the things wed overlooked- from still-dusty shelves to toilet paper that hadnt been restocked- skyrocketed. Needless to say, we lost the contract. If you, like me, make the mistake of overpromising (and not coming through) once, youll never make it again. I learned that its far better to be completely realistic about what you can offer, whether its to a client, your boss, or your team. Then, the only risk you run is doing even better than you promised and completely thrilling your customers, manager, or colleagues- which is a whole lot better than than disappointing them. Mistake 2 Going Into an bewerbungsgesprch UnpreparedAbout a year ago, I was in the running for an internal move at my company into a different department. I made it through two rounds of interviews before they told me there would be one final meeting with the senior VP of the department. The recruiter I was working with was super casual about the who le thing, so I assumed it was more of a meet-and-greet than a true, formal interview.So it caught me a little off guard when the SVP launched into full-force questioning mode the minute I sat down in her office. What makes you think youre qualified for this position? she fired. Whats the biggest opportunity this department isnt taking advantage of? Whats a critique you would give to a recent project that weve done? I looked at her in silence (and utter embarrassment) as I searched for a semi-coherent answer. Since I hadnt done any research or asked good questions in my prior interviews, I had no idea how to respond. Take it from me Nothing will get you in interview-ready shape as quickly as showing up unprepared just once. My experience was terribly embarrassing (and I definitely didnt get the job), but it knocked some serious sense into me about how to prepare for interviews. Since then, Id never approach an interview- no matter how casual it may seem- as just a meet and greet. Mis take 3 Turning Down an Opportunity Because Youre ScaredThere are plenty of times you may be tempted to turn down an extra project or opportunity because youre swamped with work already and cant possibly take on something else. I get it. But there are also times when, if you dig a bit deeper into your intentions, that you find that youre actually turning it down because youre not sure if you can do it and youre afraid to fail. Several months ago, I was given the opportunity to take on a new team as part of a special project initiated by my companys executive team. I was pinpointed as a possible leader and was asked if I was interested in taking on the challenge.Honestly, it terrified me. I felt comfortable in my current role, wasnt sure if Id be successful in the new role, and, overall, felt like it was a safer bet to just stay where I was. It was only after I turned it down that it really hit me how much of an opportunity Id missed. Here was my opportunity to advance- quickly- and p rove to the entire C-suite that I could be a leader. And I missed it because I was scared. Do that once, and I promise youll never do it again. Sure, you may evaluate a role, project, or opportunity and decide its truly not right for you or your career goals (and thats fine)- but youll certainly never turn anything down for the sole reason that youre scared of failing. Because often, youll find the risk is worth the reward. Are career blunders embarrassing? Yes. But are they valuable tools to help you improve as a professional, build confidence, and advance your career? Absolutely. So dont just take it from me- experience some mistakes (with a bit of caution, of course) and learn for yourself. Photo of crumpled paper courtesy of Shutterstock.

Facebook engineer says companys female engineers have code rejected more than men

facebook inc engineer says companys female engineers have code rejected mora than menFacebook engineer says companys female engineers have code rejected more than menWhen Facebook COO Sheryl Sandberg wrote Lean In, it launched a national movementaround womens leadership and what it takes to break glass ceilings. But according to a Tuesday report from the Wall Street Journal, Facebook itself is facing allegations that the work of female engineers isnt getting a fair shake at the company.Analyzing five years of Facebooks open code-review data, an unnamed female engineer found that female engineers got their code rejected 35% more than their male peers.According to a screenshot of her internal post that the Journal obtained, she said she did this so that we can have an insight into how the review process impacts people in various groups.Checking performance, or undermining work?At Facebook, code needs to be reviewed by peers before it gets accepted. Women appear to wait longer and get i nspected more closely.In this engineers report, she said that women had to wait 3.9% longer than men to get their code accepted and faced 8.2% more questions about their code than their male counterparts.This engineers post was made in September and she has since moved on from Facebook, but her analysis sparked internal debates among Facebook employees.Facebook followed up with the engineers conclusion by conducting their own analysis. While the female engineer looked at an engineers tenure at Facebook, the official analysis looked at an engineers rank.A question of rank for women engineersThis led Facebooks head of infrastructure, Jay Parikh, to dispute gender being the main factor to code rejection. Although Parikh acknowledged that the gender review gap was still observable and felt by many of you, Parikh said an engineers rank was the main factor for the rejection rates. Some employees interpreted this to mean that the real gender gap problem was a pipeline issue.Theres criticis m for the methodology of both studies. The female engineer didnt look at the previous jobs engineers might have held, while Facebook did not analyze the trend closely enough to rule out gender bias as a factor.But its clear that the engineers conclusion of women facing more scrutiny than menresonated with many engineers.Her analysis was brought up to CEO Mark Zuckerberg in an employee town hall. When asked about it, Zuckerberg acknowledgedthat gender bias was an issue.But its unclear if he means its a Facebook issue, or a general issue that affects the entire tech industry.Diverse teams make better decisionsFacebook has been called out for its lack of diversity before. Its Equal Employment Opportunity Filing for 2013 reportedthat there were no black people in executive or senior management roles.In its latest diversity report, women represented 17% of technical roles. This matters because engineers at Facebook build the infrastructure that all of the features we the public see are b uilt upon. Whatever life stories, biases, and perspectives they hold are embedded into the dinosaurier of the technology we use.As Sandberg herself has said about diversity Endless data show that diverse teams make better decisions. We are building products that people with very diverse backgrounds use, and I think we all want our company makeup to reflect the makeup of the people who use our products. Thats not true of any industry really, and we have a long way to go.