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<title>Comments on &quot;Get to know a Toronto startup: SpringTern&quot; - blogTO</title>
<link>http://www.blogto.com/feed/recentcomments/?33816</link>
<description>Comments recently made in this post on blogTO</description>
<copyright>Copyright 2013</copyright>
<lastBuildDate>Wed, 22 May 2013 03:40:50 EDT</lastBuildDate>
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<title>Simon</title>
<description><![CDATA[
... and the ridiculous thing about this new grad abuse (character-building wtf?) is that it just perpetuates intolerant and menacing management later. Beaten kid becomes beating father. The worst are those firms rated as 'Top Young-Employee Firm' or whatever from Macleans. They aren't even given individual cubicles anymore, kind of a work 'trough' where its several tables extending endwise like a dining room setup where you keep elbowing people when you try to function. Small firm, medium town, is best. A couple of small firms told me that they agree with the 'no unpaid intern' thing and are consequently not hiring this year. Yay. So we all lose. Capitalism is gotta go. Any system that allows 10 unemployed painters to go without work when there are 10 paint jobs to be done and no budget is dysfunctional.]]>
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<link>http://www.blogto.com/tech/2013/02/get_to_know_a_toronto_startup_springtern/#c1397018</link>
<guid>http://www.blogto.com/tech/2013/02/get_to_know_a_toronto_startup_springtern/#c1397018</guid>
<category>Toronto, Tech</category>
<pubDate>Mon, 11 Feb 2013 12:04:41 EST</pubDate>
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<title>Cyril Sneer</title>
<description><![CDATA[
I do think there's something to this "micro-consulting" model, but the fact that its non-pay is absurd.]]>
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<link>http://www.blogto.com/tech/2013/02/get_to_know_a_toronto_startup_springtern/#c1397008</link>
<guid>http://www.blogto.com/tech/2013/02/get_to_know_a_toronto_startup_springtern/#c1397008</guid>
<category>Toronto, Tech</category>
<pubDate>Mon, 11 Feb 2013 11:26:17 EST</pubDate>
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<title>Skye</title>
<description><![CDATA[
Exactly.  When you have mega-corporations offering non-paying internships, it shows the company expects new grads to put up and shut up.

With the rising cost of living, it's virtually impossible for a new grad to volunteer 40-50 hours a week and still find some way to pay their rent and basic needs (you know, like, food).  

Yet, a willingness to work for free somehow means you're talented?

Companies need to get a grip and start paying out.

For the record: I did a four-month internship with an organziation that could only afford to pay me part-time.  That was enough for me to get experience AND still earn enough money to cover basic living costs, and yes, that internship enabled me to enter the workforce.]]>
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<link>http://www.blogto.com/tech/2013/02/get_to_know_a_toronto_startup_springtern/#c1396991</link>
<guid>http://www.blogto.com/tech/2013/02/get_to_know_a_toronto_startup_springtern/#c1396991</guid>
<category>Toronto, Tech</category>
<pubDate>Mon, 11 Feb 2013 10:10:41 EST</pubDate>
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<item>
<title>Yibnr</title>
<description><![CDATA[
Yah. There are no heroes in this. When I was a grad in 2000, the seniors would bust us drill-seargeant-like until we either broke and left or became completely brain-washed. And it wasn't even for noble purposes, they would laugh about their 'minions' at those squash clubs downtown - even taking bets about who would leave. So, when I became middle level and had my own interns, i thought that I would take extra time to get to know my interns and really develop them - not this sit-back mentor nonsense - real apprenticeship. Hands-on. My reward for 3 straight years of this was top-level grads who would sneer and complain - even laugh about how soft i was on them and dis me at the pub up the street on fridays (so i was told). Its not worth it anymore. I hire and cherry-pick through head-hunters mid-level staff now - over-paid but better success ratio. It means we are a top-heavy company and most work 60 hours a week to keep afloat. But I would take that over the toxic workplace that I have been through. I partially blame myself - I probably need to read the personalities better at interviews. Its a shame, but I already have a nagging wife at home. I don't need 2 or 3 more at work. Too bad about corporate culture nowadays - scum above, scum below. Maybe better in mid-size towns?]]>
</description>
<link>http://www.blogto.com/tech/2013/02/get_to_know_a_toronto_startup_springtern/#c1396983</link>
<guid>http://www.blogto.com/tech/2013/02/get_to_know_a_toronto_startup_springtern/#c1396983</guid>
<category>Toronto, Tech</category>
<pubDate>Mon, 11 Feb 2013 09:37:27 EST</pubDate>
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<title>Rob</title>
<description><![CDATA[
I think you're seeing bounce back at a co-op level because students are wise to the fact that they're doing a bunch of shit for free that grads got paid for fifty years ago. They're not stupid. They know companies are sitting on record profits, yet grads are expected to do much more for less, or even free. ]]>
</description>
<link>http://www.blogto.com/tech/2013/02/get_to_know_a_toronto_startup_springtern/#c1396978</link>
<guid>http://www.blogto.com/tech/2013/02/get_to_know_a_toronto_startup_springtern/#c1396978</guid>
<category>Toronto, Tech</category>
<pubDate>Mon, 11 Feb 2013 09:10:02 EST</pubDate>
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<title>Jentl</title>
<description><![CDATA[
I applaud assisting grads to get experience in an associated industry, but this idea is as old as employment itself. I am not convinced most reputable and distinguished companies (if that's what you want) really value grassroots internship programs, unless they're desperate. Though many charitable organizations and government agencies do (if that's what you want). As someone who finished top 5 in their engineering class and went to grad school, I have really had a hard time finding stuff in TO. I have learned this stuff the hard way.
The best way to break in is to be able to relocate anywhere (anywhere!) with little notice - whether that's the middle of the prairies, the arctic, 3rd world country, etc., and go to a company known for that specific industry in that area - the big fish in the little pond - especially important for semi-artsy programs such as journalism, architecture, and graphic design.
Europe and the UK is way better at this because several companies either have official grad track programs and outsource their less profitable projects to up-and-coming mini-firms (usually filled with low-ish paid intern/grads) - such as industrial buildings and competitions for engineers/ architects and mundane tech writing to journalists. My point is that the internship programs should establish relationships with established companies and outsource (insource) some their less risky, more mundane projects at a great cost reduction to their own inhouse staff. That's the break-in. Network and find someone senior to mentor within.
The big problem of course is the job marketplace and the attitudes of grads (so i am told and have seen). Gone are the time where companies would over-recruit and then just discard/ let stagnate low-performing grads. At least you got experience, even if you only lasted 6 months. Not so much anymore. More money directed at top staff and less money at R&D and junior staff development means fewer grads in, even though universities have been churning out piles for years. Also, head-hunters have accumulated their own favourite lists (half quality, half networked friends - so corrupt) Also, there has been a co-operative and internship back-lash from employers in the last 5-10 years. Complaints about the non-business like attitude and activist values of new grads/upper year co-ops have crushed opportunity. Universities like Ryerson and Waterloo have noted huge drops in companies offering co-op due to low student personality acceptability. Many engineers in my network have stated the same - they don't want the attitude or low enthusiasm/grunt work resistance. I half blame the companies for not knowing how to deal with Millenials, but I have seen some real 'party' departments that have to be completely cut due to what started as a morale booster became a tarnish to clients and senior staff. Only a serious paradign shift will fix this - to actually give that proportion of the graduating class the job they deserve - not the top few. Addressing the associations of many of these professions may help. I'd hate to be a new grad these days.]]>
</description>
<link>http://www.blogto.com/tech/2013/02/get_to_know_a_toronto_startup_springtern/#c1396977</link>
<guid>http://www.blogto.com/tech/2013/02/get_to_know_a_toronto_startup_springtern/#c1396977</guid>
<category>Toronto, Tech</category>
<pubDate>Mon, 11 Feb 2013 09:06:44 EST</pubDate>
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