Scotland Tech 50 – Pulsion make the grade at number 38

Scotland Tech 50 – Pulsion make the grade at number 38

We’re delighted to have made it onto the list of Top 50 Tech Companies in Scotland

We’re in great company on a list full of impressive tech companies across Scotland. We’re proud to be considered amongst them so thank you to the judging panel and everyone who voted for us. It’s really indicative of our market that so many are focused on intuitive Artificial Intelligence solutions and many have awesome mobile apps.

Take IGS, ranked number 1 for example. What an amazing business, a pioneer in vertical farming using AI and IOT.

Edinburgh certainly looks like the place to be for tech, but we’re delighted to be 1 of 8 Glasgow based businesses to have made it onto the list. We think Glasgow is a hub of talent.

It just goes to show that AI and mobile apps are helping businesses get ahead. Would some work in one of these areas give your business a competitive edge? Why not get in touch with us to chat about how we could help.

AI Gone Too Far?

AI Gone Too Far?

Artificial Intelligence is being used in job interviews – scanning people’s language, tone and facial expression to determine the best person for the role. Consumer goods giant Unilever is just one company using this AI and facial expressions technology, which rates a candidate’s performance against thousands of pieces of facial and linguistic information from interviews of applicants who have gone on to do well in their roles. The firm that developed the tech claims that, as it removes human bias, it provides a more objective and reliable way of predicting how well a candidate would perform if hired.

Here’s the full article – AI Facial Recognition Used For First Time In Job Interviews

John McGuire, founder, Pulsion shared his thoughts:

“Interesting use of AI. However, it does raise some issues on bias and privacy. For example, is the algorithm trained on people who have passed and failed interviews and does it include samples of people with particular facial issues – if I wore an eye patch am I likely to fail the interview. Has it been trained on people with behavioural issues or mental health issues which may mean the present differently on interviews (But are still great candidates).

Finally, who agrees to give their data (to be video recorded) in an interview situation for future training data for AI even if they fail the interview? A potential lack of training data could also exclude those who do not fit the most common interview profile. I do get that it can overcome an individual interviewers bias but only if they training data set is large enough and I’m not totally convinced that dataset exists to discount great candidates who do not fit a cookie cutter interviewee style.

Is it a step too far at this point in time?”

What do you think of this use of Artificial Intelligence – good news or a step too far for now? We are curious to know, add your comments below.

National Bosses Day – What Makes a Good Leader?

National Bosses Day – What Makes a Good Leader?

Today is National #BossesDay so we thought we’d ask our boss, Pulsion founder, John McGuire about being a leader of a business.

What qualities do you see that make a good leader?

“I think it’s important that a good leader has a vision so they can lead people to that place. The business goal or whatever it may be. Also that they look after their team, support people, help people grow and build trust. If you’re not trusted it’s very hard to lead people. Also to be driven to drive the team forward, but also caring and understand the motivation each person has. Whether that be by technology as it often is in our business or recognition that they are at the right level within the business, those sorts of things.

A good leader also must be pragmatic and good at building teams, certainly in our business. Recognising the best people, their strengths and talent and also bringing those people on. I think a good leader doesn’t hide things from people, they actually try to develop them rather than trying to stop them developing. This can sometimes be the difference between a leader and a manager. Some managers keep all the power to themselves as they are afraid that people will rise up – so they like to keep all the knowledge to themselves. Good leaders build people up that might become a leader in time or even take over from that leader.”

What’s the best management style you have seen in your career and how has that influenced you?

“The best style was a boss of mine in the past who was really, really caring. Great technically, which was hugely important to our business, but also really understanding and had a lot of time for people. A good example of this was that we had someone in the team with some mental health issues which affected him being able to come into the office. Not only did our manager sort out some care for him, he would travel to his house to be his travel companion to help him make his way into the office. I thought this was above and beyond the call of duty.

He was really supportive even outwith the job to try and support his team and look after people. That caring management style – if you win the trust of people and look after people then you’re always hopeful as a leader that people will look after you if anything goes wrong. You’re a team and you all pull after each other.”

Worst leadership style you have witnessed and worked for – don’t mention any names!

“Phew! I’ve seen a few!

I think the worst is the Bullying leader. People think that you shout and you get things done. There are some bullying leaders who are very successful and that style can work, but it’s very destructive and it also gets to the stage with that leadership style whereby people get bored with it and leave. It doesn’t work in our industry. We’re working with talented people who can walk out the door at any point in time, so you really don’t want to be that kind of leader I’ve seen in the past. That’s the worst style in my view.”

What’s the hardest thing about being the boss?

“If you are the ultimate, top boss then the buck stops with you – and that’s fine.

Probably giving people bad news is always the worst part. It could be they’re not getting a promotion. In those cases you have to be incredibly honest. You can still give the news in a nice way, straight to the point. That’s sometime the most difficult part, but sometimes you have to do it.”

Now over to you? Share your thoughts with us – what do you think makes a great leader?

Keep on Running: Our Great Scottish Run Story

Keep on Running: Our Great Scottish Run Story

The Great Scottish Run 2019 took place on the 29th September with tens of thousands of runners taking to the streets of Glasgow over 10k and half marathon distances. Team Pulsion were there with a team of four willing volunteers, with two taking on the 10k challenge and 2 going for the harder half marathon distance. It was a fantastic achievement for all with our 10k runners completing the course in times of 56 minutes, 11 seconds and our half marathon runners in 2 hours and seven minutes and 2 hours and 35 minutes.

They were all taking part to raise funds for our chosen charity – The Beatson Cancer Charity and raised a total of £740 to help the vital work this amazing charity carry out every day. The Beatson provide support to 8,000 new patients and families every year by transforming the way cancer care is funded and delivered. They provide services, as well as funding specialists, research and education to invest in a better future for cancer patients and their families.  Their work and their award winning Wellbeing Centre is made possible by their supporters and that is why we are happy to support them in everything they do to change the lives of those affected by cancer every day.

Well done to team Pulsion on their achievements and with registration open for next year already – who wants to join them and get their running shoes on?

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