BREAKING NEWS
LATEST POSTS
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Neural Radiance Fields (NeRFs) at Mapillary
Today, Mapillary is launching NeRFs, a new feature that will allow you to explore landmarks and popular sites in detailed 3D views – all reconstructed from 2D images uploaded to Mapillary.
https://blog.mapillary.com/update/2024/03/11/Mapillary-NeRF.html
https://www.mapillary.com/app/?lat=17.751177534360437&lng=0&z=1.5
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India’s PhantomFX To Acquire Oscar Winner Phil Tippett’s VFX Company Tippett Studio
https://deadline.com/2024/03/tippett-studio-to-be-acquired-by-phantomfx-1235855050/
Under the agreement, Tippett Studio will retain its name and continue to provide high-level VFX and post-production services to the major studios, networks, and independents.
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Lisa Tagliaferri – 3 Python Machine Learning Projects
A Compilation of 3 Python Machine Learning Projects
- How To Build a Machine Learning Classifier in Python with Scikit-learn
- How To Build a Neural Network to Recognize Handwritten Digits with
TensorFlow - Bias-Variance for Deep Reinforcement Learning: How To Build a Bot for Atari with openAI gym
FEATURED POSTS
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GretagMacbeth Color Checker Numeric Values and Middle Gray
The human eye perceives half scene brightness not as the linear 50% of the present energy (linear nature values) but as 18% of the overall brightness. We are biased to perceive more information in the dark and contrast areas. A Macbeth chart helps with calibrating back into a photographic capture into this “human perspective” of the world.
https://en.wikipedia.org/wiki/Middle_gray
In photography, painting, and other visual arts, middle gray or middle grey is a tone that is perceptually about halfway between black and white on a lightness scale in photography and printing, it is typically defined as 18% reflectance in visible light
Light meters, cameras, and pictures are often calibrated using an 18% gray card[4][5][6] or a color reference card such as a ColorChecker. On the assumption that 18% is similar to the average reflectance of a scene, a grey card can be used to estimate the required exposure of the film.
https://en.wikipedia.org/wiki/ColorChecker
(more…)
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Ross Pettit on The Agile Manager – How tech firms went for prioritizing cash flow instead of talent (and artists)
For years, tech firms were fighting a war for talent. Now they are waging war on talent.
This shift has led to a weakening of the social contract between employees and employers, with culture and employee values being sidelined in favor of financial discipline and free cash flow.
The operating environment has changed from a high tolerance for failure (where cheap capital and willing spenders accepted slipped dates and feature lag) to a very low – if not zero – tolerance for failure (fiscal discipline is in vogue again).
While preventing and containing mistakes staves off shocks to the income statement, it doesn’t fundamentally reduce costs. Years of payroll bloat – aggressive hiring, aggressive comp packages to attract and retain people – make labor the biggest cost in tech.
…Of course, companies can reduce their labor force through natural attrition. Other labor policy changes – return to office mandates, contraction of fringe benefits, reduction of job promotions, suspension of bonuses and comp freezes – encourage more people to exit voluntarily. It’s cheaper to let somebody self-select out than it is to lay them off.
…Employees recruited in more recent years from outside the ranks of tech were given the expectation that we’ll teach you what you need to know, we want you to join because we value what you bring to the table. That is no longer applicable. Runway for individual growth is very short in zero-tolerance-for-failure operating conditions. Job preservation, at least in the short term for this cohort, comes from completing corporate training and acquiring professional certifications. Training through community or experience is not in the cards.
…The ability to perform competently in multiple roles, the extra-curriculars, the self-directed enrichment, the ex-company leadership – all these things make no matter. The calculus is what you got paid versus how you performed on objective criteria relative to your cohort. Nothing more.
…Here is where the change in the social contract is perhaps the most blatant. In the “destination employer” years, the employee invested in the community and its values, and the employer rewarded the loyalty of its employees through things like runway for growth (stretch roles and sponsored work innovation) and tolerance for error (valuing demonstrable learning over perfection in execution). No longer.
…http://www.rosspettit.com/2024/08/for-years-tech-was-fighting-war-for.html
