A surprising amount of effort (and automation) goes into creating this blog and publishing the content. Writing and hosting content required me to find a set of tools that would be portable and flexible. Over the last few years I’ve found an approach that works for me, and this week I thought I’d share some of the details.

It was time for another update to my site’s functionality. I needed to improve the experience for both my visitors and Google. With a few changes to the Hugo template and some tweaks to my approach, I was able to add some new features to make it easier to know when I’m speaking. Introducing an updated speaking calendar!

After a bit of a delay, I’m finally back and posting. More importantly, I’m finally caught up on finishing and releasing all of the posts I was developing before my unexpected surgery.

A few weeks ago I went in for some simple tests as we tried to uncover the root cause of a sudden heartburn. With each test I took, we discovered that my condition was substantially worse than it seemed. I was running out of time quickly, and the doctors had to act fast.

In previous articles, we’ve explored the costs for inefficiencies in the development practice. What about the human costs associated with needing to hire and retain top talent? These costs are easily overlooked and rarely included. In this post, we’ll explore the costs associated with replacing lost team members and how top recruiters can help to minimize these expenses.