Buffer Blog

How does Buffer[0] operate then? Even an open-source alternative to Buffer, Postiz[1], offers Instagram. 0. https://buffer.com 1. https://github.com/gitroomhq/postiz-app

One of the big ones Buffer [0] do not believe that they will be impacted this may not be an issue [1] [0]: https://buffer.com [1]: https://twitter.com/buffer/status/1616418191718207488

Sure. So basically, it's very dependent on your goals and your target audience (or community). The way I see it, digital communication is a subset of physical communication. Audio = phone conversation, video = "in-person" communication, and text is a subset of both. Video: Batch make videos, schedule clips for release over the week (YouTube) Audio: I haven't used it, but I've heard good things about anchor.fm Text: For socials, Buffer (https://buffer.com/). For newsletters, Substack and Revue both have scheduled publishing functionality. Keep in mind, the end goal of this strategy is to work with how the internet communicates: repeated signal over time in a mountain of noise. Scheduling allows for this.

Piktochart.com is working 4DWW plus national vacations - there are currently searching for a frontend dev https://piktochart.com/careers/#jobs .There are also other companies, like https://buffer.com/journey part of the people-first initiative https://peoplefirstjobs.com following the 4DWW.

Of course it's absurd but a lot of research has been done into what motivates people to make so-called discretionary purchases (that is, most anything above the level of bare necessities at the lowest feasible price, if you can afford it) and other life decisions which are essentially purchase-like. And not surprisingly, a lot of this motivation has to do with (relative) status and image, and the ability to project it. As applies to everything from what clothes you wear and what car you drive, to where you go to school and what neighborhood you live in, etc. I won't call the following article "research" but it does seem to capture the spirit of this line of thinking: https://buffer.com/resources/people-dont-buy-products-they-buy-better-…

I built exactly this for Buffer maybe 8 years ago now, and amazingly a version of it still stands today: https://buffer.com/love Definitely a nice page to have on your site, I guess the fact that it's lasted this long (well after I left the company) means it must still be showing value. Quite simple on the backend, it just pulls in tweets that the official Buffer account as fav'd on an hourly basis.

This SO covers a lot of what you will need: > What's the best manner of implementing a social activity stream? https://stackoverflow.com/questions/202198/whats-the-best-manner-of-im… https://buffer.com/library/facebook-news-feed-algorithm A simple SQL example would be this: https://stackoverflow.com/questions/31030818/mysql-query-for-creating-…

It's best to start with an early validation website, showcasing an MVP or at least testing interest and pricing with sketches or other mockups. You could use one of the various landing page websites out there like leadpages, kickofflabs, etc. and have an email sign up form. From there you can email updates to your list of early adopters. Buffer's MVP story is an easy to follow example: https://buffer.com/resources/idea-to-paying-customers-in-7-weeks-how-w…

Buffer is most transparent and open startup I know, they've posted their salaries here: - https://open.buffer.com/transparent-salaries/ With a calculator here: - https://buffer.com/salary/ And are open about their sales, subscribers, revenue, churn, etc - https://buffer.baremetrics.com/

It is. I love it. Extreme transparency is a norm I hope to see become more and more common in the coming years/decades; extending the open source principles beyond the code. Gitlab is exemplary there. Mozilla is very good at it as well. Another company I've recently found out about and gained a massive amount of respect for is Buffer. https://buffer.com/transparency

Try https://buffer.com They've made rounds on HN for various reasons, some good and some not so good but their core business is to help content creators share on social media.

Most modern media operations have been doing this for a long time. There are dead simple tools that do everything for you, like Buffer: https://buffer.com

Also worthwhile reading: Buffer's transparency dashboard: Public salaries, equity and more [0]. The original post: Open salaries at Buffer [1]. [0] https://buffer.com/transparency [1] https://open.buffer.com/introducing-open-salaries-at-buffer-including-…

Great to see this spreading throughout the industry! Here is some more clickary for those in the new: http://buffer.com/salary https://youtu.be/N8u9H6JDAzo (Travis CI, How we replaced salary negotiations with a Sinatra app) http://location.rkh.im/ http://rkh.im/move

I hadn't know what they did either, but their homepage makes it abundantly clear: https://buffer.com/ They let companies and individuals manage & schedule social media posts across a few of the main platforms (At the risk of doing them a disservice in my explanation, but also saving whoever reads this a click).

Take Buffer, for instance: their salary information is "transparent." Consequently, since they've eliminated the possibility for negotiation, I will never approach them for prospective employment. A "master" engineer taking low equity living/working in SF only makes ~$155k: no thanks. https://buffer.com/salary?r=1&l=10&e=3&q=1 In my humble opinion: this kind of hiring strategy rewards low performers who get lucky and dissuades and marginalizes A-players who know what they are worth.

> Which job fairs do your company reps attend? Are job fairs still a thing? IME most recruitment happens online these days, with the vast majority of candidates coming in via LinkedIn and other job boards. > Can employees recommend a friend as a potential recruit? What effect does that have on promoting favoritism over a better candidate? Why is that a bad thing? Personal recommendations from someone you trust is a valid factor in making a hiring decision. This doesn't necessarily mean hiring someone who is inexperienced and not a good fit for the role over a better candidate just because they were recommended, but all else being equal, a recommendation is a strong signal to consider. Although, truthfully, why is favoritism wrong? If a company prefers hiring someone based on a recommendation, they might have issues with their performance, but maybe that person makes the team happier and more productive. Ultimately, it's their decision to make and live with. > If the core team is all from Local Church, and their friend network is all from Local Church, then should they favor that network to hire someone else from Local Church, or should other candidates be judged with equal weight? I think we can agree that candidates should be judged equally based primarily on their ability to fulfill the role requirements. My problem with DEI initiatives is that they emphasize superficial traits like religion, race, gender, ethnicity, etc., which are things we've fought hard to _not_…

https://buffer.com is similar if you want

Stacktical | DevOps engineer | Paris, Worldwide | REMOTE, CONTRACT, https://stacktical.com Stacktical helps companies of all sizes do Capacity Planning effortlessly, using predictive technologies and AI. We are looking for DevOps profiles to accompany our customers in their Capacity Planning endeavours and actively participate in building the Stacktical SaaS platform. If you are interested in working using great technology, with a no-bs mindset team of digital nomads, please contact us at [email protected] with the subject “Working at Stacktical”. A full description of this opportunity is available at http://bit.ly/workatstacktical-devops This is a fully remote position. As such, salary / equity / benefits will depend on location among other characteristics. Happy to have your take on this :) We use the (great) Buffer transparent salary calculator as a basis. Check out https://buffer.com/salary for more information. Keywords: DevOps, Capacity Planning, Scalability, Performance (load) Testing, SRE, CI, CD, Docker, Kubernetes, AWS, GCP, Azure, Microservices, Python, R, Predictive Analytics, Machine Learning, AI, Beach

https://buffer.com/ -> https://haash.io/

I wanted to explore the idea of a "server-less" app, so I built a tweet scheduler -- like what https://buffer.com started their business with -- except I wanted to do it without thinking about a server or managing any processes. It uses Vue.js as the SPA plus AWS Lambda, AWS API Gateway, and AWS DynamoDB for the server-like stuff. It also uses vue-router and vue-loader, two official Vue.js libraries. https://github.com/crcastle/serverless-buffer-app-gui I plan to post it to the Vue.js forum http://forum.vuejs.org to ask for feedback on my use of Vue.js -- what I could have implemented more simply. Waiting until I finish the setup guide before posting it. In general, I've been loving Vue.js. It's really simple and quick to get started, but as you get deeper you find that many subtle design decisions were well thought out. EDIT: This is my first venture in SPA frameworks, having previously been overwhelmed by the learning curve of Angular, Ember, and React.

Buffer.com is famously open as well, if you like this kind of stuff. Revenue: https://buffer.com/metrics Expenses: https://buffer.com/transparent-pricing Salaries of every employee (which seems like PII to me): https://buffer.com/salaries And more: https://buffer.com/open

> Remember that exec tech salaries are extreme outliers. It's the combination of tech and big or fast growing companies. People who operate in FAANG or Silicon Valley bubbles (or who spend too much time on Blind) can lose track of what salaries look like in the rest of the world. I often share Buffer's open salary page because their compensation is actually pretty normal from all of the data I've seen and hiring I've done: https://buffer.com/salaries Every time it gets posted there are comments from people aghast that the software engineers "only" make $200K and in disbelief that the CEO's salary is "only" $300K.

If Mastodon is too much of a lift in the near term (social network effects are admittedly hard and humans are tricky), Threads is an option for a Fediverse-compatible managed solution. Not hard to get the top 10 folks over to threads (except a few folks who probably wouldn't migrate): https://en.wikipedia.org/wiki/List_of_most-followed_Twitter_accounts (https://www.threads.net/@barackobama, https://www.threads.net/@whitehouse, https://www.threads.net/@potus demonstrate popular accounts will make the effort) Fediverse posting is then a checkbox. Drag the normies. Popular social management tools already support Threads as well (Buffer comes to mind). https://engineering.fb.com/2024/03/21/networking-traffic/threads-has-e… https://help.instagram.com/760878905943039 https://buffer.com/threads (think in systems)

There have been a few. I know https://www.hootsuite.com is one of those, but does not currently seem updated to support any of the ones you asked about! https://fedica.com/ seems to maybe be a parent company (acquisition?) of Hootsuite. https://buffer.com/publish I first heard about this ages ago as a way to build a queue of things to put out to Twitter. They likely support Mastodon and LinkedIn now, but probably not yet the others. See https://support.buffer.com/article/567-supported-channels

I can't answer that, but there's some companies that do all that in public: - https://handbook.gitlab.com/handbook/total-rewards/compensation/compen… - https://www.checklyhq.com/blog/open-sourcing-our-pay-calculator/ - https://buffer.com/salary-calculator

Reminds me of this Dilbert cartoon (https://buffer.com/resources/content/images/wp-content/uploads/2015/10… Dilbert: My company asked all employees to act as salespeople to friends and family. I think you could use this, Mom. Dilbert's Mom: Why would I need a primary rate circuit? I've already got a frame relay drop to my web server in the sewing room. Dilbert [thinking]: This is going to be a tough sale. Dilbert's Mom: Hello-o-o! Earth to Dilbert! This is packet data!

You are extrapolating a lot out of a simple statement pointing out there is an example work-from-home company that is very competitive, and appears to be winning. They aren't winning so much that they're able to make Tumblr profitable, but better companies have tried and failed. Other remote first companies have been attempted, and flourished, such as Buffer. DigitalOcean. Not sure how current this list is: https://buffer.com/resources/remote-jobs/ edit: So your solution to being underpaid as workers is instead of organizing and pushing back as workers, as it is the legally recognized of labor for over a century, is to start your own competing studio? If that is what you consider "cringe," then you have successfully signaled your virtues. Very well.

I don't know the situation of South Korea to comment on this topic. But, with the corporate industries talking too much about transparency it seems no one has come to identifying the cause of wage gap. Why not make the salary transparent across the board and the employee performance in public (internal to company) as well? People or Management say it is complicated, but is it really? This company Buffer appeared in HN for their transparency some while ago [https://buffer.com/salary-calculator/] We can surely determine if the wage gap is because of sexual discrimination or just a little relaxed performance.