#boolean Instagram Photos & Videos

boolean - 4.2k posts

    One of the main #programing languages that we use is #Python. It is great when we want to manage and model data.

We have 3 basics variables that we should keep in mind: Integers, Strings and Booleans.

But first, what is a 'Variable'.
Variables are nothing but reserved memory locations to store values. It means that when you create a variable, you reserve some space in the memory.

Knowing this, we can explain these 3 types: • Integer (Int): They are positive or negative whole numbers with no decimal point. • String: This type of #variable is use to represent Text rather than number. • Boolean: #Data type that has one of two possible values (usually denoted true and false), intended to represent the two truth values of logic and #Boolean algebra.

What do you think of this? What is you knowledge on programing? 💻
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#developer #programing #python #business #coding4business #C4B #dev #technology #tech

    One of the main #programing languages that we use is #Python . It is great when we want to manage and model data.

    We have 3 basics variables that we should keep in mind: Integers, Strings and Booleans.

    But first, what is a 'Variable'.
    Variables are nothing but reserved memory locations to store values. It means that when you create a variable, you reserve some space in the memory.

    Knowing this, we can explain these 3 types: • Integer (Int): They are positive or negative whole numbers with no decimal point. • String: This type of #variable is use to represent Text rather than number. • Boolean: #Data type that has one of two possible values (usually denoted true and false), intended to represent the two truth values of logic and #Boolean algebra.

    What do you think of this? What is you knowledge on programing? 💻



    #developer #programing #python #business #coding4business #C4B #dev #technology #tech

    13 0 18 hours ago

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    Oyun içi Y değerini sabitlersek ne mi olur?
Değer artıp azalamayacağından sabitlediğiniz noktada asılı kalırsınız.

Hafif iniş çıkışlar etkisiz ama yine de görmek istemezseniz Memory ReWrite süresini düşürün.

Aşılmak istenilen çukur, boşluk, vs gibi şeyleri atlatmada birinci yöntemdir.

    Oyun içi Y değerini sabitlersek ne mi olur?
    Değer artıp azalamayacağından sabitlediğiniz noktada asılı kalırsınız.

    Hafif iniş çıkışlar etkisiz ama yine de görmek istemezseniz Memory ReWrite süresini düşürün.

    Aşılmak istenilen çukur, boşluk, vs gibi şeyleri atlatmada birinci yöntemdir.

    6 6 15 June, 2019

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    What's in a face?  Instagram is perhaps the best (and the worst) place to ask this question because there are so many faces, so many lives and there is so much self-expression being communicated.  Who's face is this?  It is Claude Shannon.  Who?  He published "A Mathematical Theory of Communication" in 1948 and in this act effectively gave birth to the information revolution.  A mathematical definition of information allowed it to be defined, measured, transmitted more efficiently, effectively and cheaply; it provided the conceptual foundations for communication on modern computer networks and that, you may agree, is quite a big deal.  It occurs to me as an exquisite irony that the man who formally defined the probabilistic methods through which information and communication might optimally occur has himself been all but forgotten by a world awash in the consequences of his seminal work; the message concerning the existence of the man who formalised information theory has been washed away into the dark corners and esoteric artefacts of university courses and philosophy lectures.

#informationtheory #claudeshannon #information #internet #network #communication #mathematics #logic #probability #philosophy #informationrevolution #instagram #encoding #binarydigit #bit #compression #boolean #booleanlogic

    What's in a face? Instagram is perhaps the best (and the worst) place to ask this question because there are so many faces, so many lives and there is so much self-expression being communicated. Who's face is this? It is Claude Shannon. Who? He published "A Mathematical Theory of Communication" in 1948 and in this act effectively gave birth to the information revolution. A mathematical definition of information allowed it to be defined, measured, transmitted more efficiently, effectively and cheaply; it provided the conceptual foundations for communication on modern computer networks and that, you may agree, is quite a big deal. It occurs to me as an exquisite irony that the man who formally defined the probabilistic methods through which information and communication might optimally occur has himself been all but forgotten by a world awash in the consequences of his seminal work; the message concerning the existence of the man who formalised information theory has been washed away into the dark corners and esoteric artefacts of university courses and philosophy lectures.

    #informationtheory #claudeshannon #information #internet #network #communication #mathematics #logic #probability #philosophy #informationrevolution #instagram #encoding #binarydigit #bit #compression #boolean #booleanlogic

    7 0 8 June, 2019
    Analytics, data, metrics, whatever you want to call it, there is someone, somewhere eager to review your work and assign a quantitative value to your effort. Recruiting is no different. 
The tired saying in baseball is if you go to the plate and you strike out seven of the ten times, but hit at least a single the other three you will be remembered as one of the greatest hitters in the game. Maybe even showered with accolades for your success. Recruiting is a game of numbers as well. 
The equation looks something like this... How many candidates were screened successfully to arrive at a number of applicants who were chosen for the on-site meeting which were actually presented the offer of employment? It's all a numbers game. 
Like baseball, recruiting is a game of thirds. If you have a position to fill and locate thirty candidates, historically ten of those will be worthy of a phone screen. Of those ten three will be pulled forward to an on-site meeting and one of those selected to receive an offer. The numbers don't lie.

If you are brave enough to listen, the data will not lie, but you must have an ear (and an eye) for the facts. 
What data do you track from your recruiting desk? 
If you need advice on what data is meaningful DM me and let's chat.

    Analytics, data, metrics, whatever you want to call it, there is someone, somewhere eager to review your work and assign a quantitative value to your effort. Recruiting is no different.
    The tired saying in baseball is if you go to the plate and you strike out seven of the ten times, but hit at least a single the other three you will be remembered as one of the greatest hitters in the game. Maybe even showered with accolades for your success. Recruiting is a game of numbers as well.
    The equation looks something like this... How many candidates were screened successfully to arrive at a number of applicants who were chosen for the on-site meeting which were actually presented the offer of employment? It's all a numbers game.
    Like baseball, recruiting is a game of thirds. If you have a position to fill and locate thirty candidates, historically ten of those will be worthy of a phone screen. Of those ten three will be pulled forward to an on-site meeting and one of those selected to receive an offer. The numbers don't lie.

    If you are brave enough to listen, the data will not lie, but you must have an ear (and an eye) for the facts.
    What data do you track from your recruiting desk?
    If you need advice on what data is meaningful DM me and let's chat.

    15 1 6 June, 2019
    My extremely handsome #bff has a birthday today! May you continue to become wiser, more awesome and manifest all your dreams with age! I Love you @skinnytrinidc 😍😍😍!!!! #Boolean

    My extremely handsome #bff has a birthday today! May you continue to become wiser, more awesome and manifest all your dreams with age! I Love you @skinnytrinidc 😍😍😍!!!! #Boolean

    73 16 6 June, 2019

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    The most qualified candidates don't always have the best resumes... How many times have you posted a position and had several dozen candidates apply? As you read through the resumes some consistencies begin to appear. Some resumes are written very well; they have good tenure, logical career progression and no big time gaps. While those are appealing to a well-trained talent acquisition professional, the poorly constructed resume can be a turnoff.

Have you ever read a resume filled with short career tenure or time gaps and wondered if the candidate was worth a phone call? How often do you pick up the phone and hold a conversation with a candidate like this? I am betting 90% of the time you move on to the more sexy resume, but I am here to tell you don't.

I had this exact scenario play out well this past week. The candidate had a horrible resume, one filled with time gaps and a few very short tenures, but something caught my eye. I can't tell you what it was, but I booked a call and held my breath hoping I was not going to be disappointed. 
The candidate was on time for our call- that is a good sign. The candidate was excited-another good sign. The candidate did a considerable amount of research on our company-so far he's three for three... After a few minutes, we came to his tenure and time gaps and I navigated this area and these questions with ease. The candidate had a great explanation of each. I uncovered the fact the candidate had a near life-ending tragedy which caused him time in intensive rehab sessions to regain day to day function and mobility. Things we all take for granted, he had to re-learn... I recall writing on the phone notes "Fighter". He has fought through the worst kind of adversity to come out the other side a champion and I was happy I took the time to interview him. 
I booked time with the Hiring Manager to interview this candidate and they loved each other, so we are booking a face to face meeting. 
For more advice on uncovering hidden gems like this, contact me immediately. I have a proven method of success in locating the hard to find candidates.

    The most qualified candidates don't always have the best resumes... How many times have you posted a position and had several dozen candidates apply? As you read through the resumes some consistencies begin to appear. Some resumes are written very well; they have good tenure, logical career progression and no big time gaps. While those are appealing to a well-trained talent acquisition professional, the poorly constructed resume can be a turnoff.

    Have you ever read a resume filled with short career tenure or time gaps and wondered if the candidate was worth a phone call? How often do you pick up the phone and hold a conversation with a candidate like this? I am betting 90% of the time you move on to the more sexy resume, but I am here to tell you don't.

    I had this exact scenario play out well this past week. The candidate had a horrible resume, one filled with time gaps and a few very short tenures, but something caught my eye. I can't tell you what it was, but I booked a call and held my breath hoping I was not going to be disappointed.
    The candidate was on time for our call- that is a good sign. The candidate was excited-another good sign. The candidate did a considerable amount of research on our company-so far he's three for three... After a few minutes, we came to his tenure and time gaps and I navigated this area and these questions with ease. The candidate had a great explanation of each. I uncovered the fact the candidate had a near life-ending tragedy which caused him time in intensive rehab sessions to regain day to day function and mobility. Things we all take for granted, he had to re-learn... I recall writing on the phone notes "Fighter". He has fought through the worst kind of adversity to come out the other side a champion and I was happy I took the time to interview him.
    I booked time with the Hiring Manager to interview this candidate and they loved each other, so we are booking a face to face meeting.
    For more advice on uncovering hidden gems like this, contact me immediately. I have a proven method of success in locating the hard to find candidates.

    19 6 5 June, 2019
    Oh my God! How many times have you had to beg and plead with a Hiring Manager to just pick up the phone and call a candidate? This act of groveling is heightened when a candidate has a sloppy or poorly constructed resume. 
It's true, most candidates don't know how to construct a resume worthy of their position. No wonder resume writing services are so important to find a good role. 
There is no perfect resume. There is no perfect candidate. 
Many times in my career I was not sure of a candidate based off the resume. To say I was "on the fence" about the applicant before a call would be putting it mildly. So sure was I that the phone conversation would be a dud that I reluctantly scheduled it into my day.

Of course, the phone call went surprisingly well; so well that I booked a call with the Hiring Manager before I even hung up the phone with the candidate. 
If you are wanting to learn the art of a well-constructed phone screen or deciphering a poorly written resume, contact me for consultation.

    Oh my God! How many times have you had to beg and plead with a Hiring Manager to just pick up the phone and call a candidate? This act of groveling is heightened when a candidate has a sloppy or poorly constructed resume.
    It's true, most candidates don't know how to construct a resume worthy of their position. No wonder resume writing services are so important to find a good role.
    There is no perfect resume. There is no perfect candidate.
    Many times in my career I was not sure of a candidate based off the resume. To say I was "on the fence" about the applicant before a call would be putting it mildly. So sure was I that the phone conversation would be a dud that I reluctantly scheduled it into my day.

    Of course, the phone call went surprisingly well; so well that I booked a call with the Hiring Manager before I even hung up the phone with the candidate.
    If you are wanting to learn the art of a well-constructed phone screen or deciphering a poorly written resume, contact me for consultation.

    24 3 4 June, 2019
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Layout Majalah Boolean, Boolean Event | BEM Fasilkom UI 2019 | April 2019
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    3 1 3 June, 2019
    You have looked for weeks (maybe months) to find the perfect candidate only to have your Hiring Manager treat the candidate like every other interview... Your Hiring Manager's way of preparing for an interview is to read the candidate's resume during the five-minute walk to the interview room. Are you kidding me? What a horrible first impression for the candidate!

Flush that one... There's no way you can excite the candidate after an experience like that.

Most active candidates have prepared days and even a week before this meeting. They have combed through Glassdoor ratings, done some of their own discovery to see whom they and the manager have in common. Some active candidates will go so far as to reach out to those common connections asking how to prepare for the interview and what advice those connections may have. 
It's apparent they are ready and excited about the meeting about to take place. If only the Hiring Manager was equally prepared.

Conversely, the passive candidate is not looking to sell you on why you should hire them. They have a job and they are not quite sure they need to take yours. They need to be sold on the opportunity and why they should join your team. These passive candidates are looking to solve a problem, leave a legacy or work on a cool new platform. They need to know what is in it for them; how they will be better off by coming over to your company. 
A Hiring Manager who is not ready to sell a candidate on the stark differences between his company and others will lose every time to a company which is highlighting these more effectively. 
As a Talent Aquisition professional, you should match a passive candidate with an "Active" hiring manager. Think about it... if you match someone who is selling why the company is such a great place to grow roots to an audience that needs to be sold, you have a much better chance to land this exceptional talent than if you paired the candidate with a lackluster manager. 
Good luck and if you need more advice on landing passive candidates in the talent depleted market connect with me. I would be happy to customize a program to aid you in training your hiring managers to represent you well.

    You have looked for weeks (maybe months) to find the perfect candidate only to have your Hiring Manager treat the candidate like every other interview... Your Hiring Manager's way of preparing for an interview is to read the candidate's resume during the five-minute walk to the interview room. Are you kidding me? What a horrible first impression for the candidate!

    Flush that one... There's no way you can excite the candidate after an experience like that.

    Most active candidates have prepared days and even a week before this meeting. They have combed through Glassdoor ratings, done some of their own discovery to see whom they and the manager have in common. Some active candidates will go so far as to reach out to those common connections asking how to prepare for the interview and what advice those connections may have.
    It's apparent they are ready and excited about the meeting about to take place. If only the Hiring Manager was equally prepared.

    Conversely, the passive candidate is not looking to sell you on why you should hire them. They have a job and they are not quite sure they need to take yours. They need to be sold on the opportunity and why they should join your team. These passive candidates are looking to solve a problem, leave a legacy or work on a cool new platform. They need to know what is in it for them; how they will be better off by coming over to your company.
    A Hiring Manager who is not ready to sell a candidate on the stark differences between his company and others will lose every time to a company which is highlighting these more effectively.
    As a Talent Aquisition professional, you should match a passive candidate with an "Active" hiring manager. Think about it... if you match someone who is selling why the company is such a great place to grow roots to an audience that needs to be sold, you have a much better chance to land this exceptional talent than if you paired the candidate with a lackluster manager.
    Good luck and if you need more advice on landing passive candidates in the talent depleted market connect with me. I would be happy to customize a program to aid you in training your hiring managers to represent you well.

    23 1 2 June, 2019
    These past couple of months I’ve been working hard to learn more about ZBrush and get my head around the interface. I wanted to use it to sculpt and 3D print an armature for a character from one of my favourite films Pans Labyrinth. This guy here isn’t quite finished, but I wanted to do a little 3D print test at this stage to see if my idea would work. The horns were sculpted in a separate subtool so the plan was to create keys using Live Boolean so that the print could connect together and also remove the back of the head so I could place my hand inside to fit the eyes. Swipe across to the see the model separated and resized in Maya in preparation of being sent to Cura #zbrush #3dsculpting #maya #3dprinting #boolean #faun #panslabyrinth #elfauno #vfx #art

    These past couple of months I’ve been working hard to learn more about ZBrush and get my head around the interface. I wanted to use it to sculpt and 3D print an armature for a character from one of my favourite films Pans Labyrinth. This guy here isn’t quite finished, but I wanted to do a little 3D print test at this stage to see if my idea would work. The horns were sculpted in a separate subtool so the plan was to create keys using Live Boolean so that the print could connect together and also remove the back of the head so I could place my hand inside to fit the eyes. Swipe across to the see the model separated and resized in Maya in preparation of being sent to Cura #zbrush #3dsculpting #maya #3dprinting #boolean #faun #panslabyrinth #elfauno #vfx #art

    82 11 2 June, 2019
    Intimate valleys forming at the boolean intersections of fabric covered ovoids.

Have been busy last week, but now it's back to paper, glue, handcut tabs, developable surfaces and algorithmically generated reinforcement structures for the #2019ovoidwallrelief.

    Intimate valleys forming at the boolean intersections of fabric covered ovoids.

    Have been busy last week, but now it's back to paper, glue, handcut tabs, developable surfaces and algorithmically generated reinforcement structures for the #2019ovoidwallrelief .

    149 3 1 June, 2019

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    Darren doing some filming whilst I fold together the stairs for the temporary installation #2000northwestwind @darrenknightgallery Sydney in 2000. 
20 years ago neither Pepakura nor Grasshopper existed (and, yes, checked T-shirts tucked into jeans were fashionable, lol). Having written my own unfold software it was easy to add an algorithm that generated the tabs and slots automatically. The boolean intersection of the 'sandgrains' with the stairs was done procedurally at the design stage in HoudiniFX.

    Darren doing some filming whilst I fold together the stairs for the temporary installation #2000northwestwind @darrenknightgallery Sydney in 2000.
    20 years ago neither Pepakura nor Grasshopper existed (and, yes, checked T-shirts tucked into jeans were fashionable, lol). Having written my own unfold software it was easy to add an algorithm that generated the tabs and slots automatically. The boolean intersection of the 'sandgrains' with the stairs was done procedurally at the design stage in HoudiniFX.

    220 11 20 July, 2018

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