>>Welcome to the Cube's Continuing coverage of AMD's fourth generation Epic launch. I'm Dave Nicholson and I'm joining you here in our Palo Alto Studios. We have two very interesting guests to dive into some of the announcements that have been made and maybe take a look at this from an AI and ML perspective. Our first guest is Milland Doley. He's a senior director for software and solutions at amd, and we're also joined by Shamus Jones, who's a director of server engineering at Dell Technologies. Welcome gentlemen. How are you? >>Very good, thank >>You. Welcome to the Cube. So let's start out really quickly, Shamus, what, give us a thumbnail sketch of what you do at Dell. >>Yeah, so I'm the director of technical marketing engineering here at Dell, and our team really takes a look at the technical server portfolio and solutions and ensures that we can look at, you know, the performance metrics, benchmarks, and performance characteristics, so that way we can give customers a good idea of what they can expect from the server portfolio when they're looking to buy Power Edge from Dell. >>Milland, how about you? What's, what's new at a M D? What do you do there? >>Great to be here. Thank you for having me at amd, I'm the senior director of performance engineering and ISV ecosystem enablement, which is a long winter way of saying we do a lot of benchmarks, improved performance and demonstrate with wonderful partners such as Shamus and Dell, the combined leverage that AMD four generation processes and Dell systems can bring to bear on a multitude of applications across the industry spectrum. >>Shamus, talk about that relationship a little bit more. The relationship between a M D and Dell. How far back does it go? What does it look like in practical terms? >>Absolutely. So, you know, ever since AM MD reentered the server space, we've had a very close relationship. You know, it's one of those things where we are offering solutions that are out there to our customers no matter what generation A portfolio, if they're, if they're demanding either from their competitor or a m d, we offer a portfolio solutions that are out there. What we're finding is that within their generational improvements, they're just getting better and better and better. Really exciting things happening from a m D at the moment, and we're seeing that as we engineer those CPU stacks into our, our server portfolio, you know, we're really seeing unprecedented performance across the board. So excited about the, the history, you know, my team and Lin's team work very closely together, so much so that we were communicating almost on a daily basis around portfolio platforms and updates around the, the, the benchmarks testing and, and validation efforts. >>So Melind, are you happy with these PowerEdge boxes that Seamus is building to, to house, to house your baby? >>We are delighted, you know, it's hard to find stronger partners than Shamus and Dell with AMD's, second generation epic service CPUs. We already had undisputable industry performance leadership, and then with the third and now the fourth generation CPUs, we've just increased our lead with competition. We've got so many outstanding features at the platform, at the CPU level, everybody focuses on the high core counts, but there's also the DDR five, the memory, the io, and the storage subsystem. So we believe we have a fantastic performance and performance per dollar performance per what edge over competition, and we look to partners such as Dell to help us showcase that leadership. >>Well. So Shay Yeah, through Yeah, go ahead >>Dave. What, what I'd add, Dave, is that through the, the partnership that we've had, you know, we've been able to develop subsystems and platform features that historically we couldn't have really things around thermals power efficiency and, and efficiency within the platform. That means that customers can get the most out of their compute infrastructure. >>So this is gonna be a big question moving forward as next generation platforms are rolled out, there's the potential for people to have sticker shock. You talk about something that has eight or 12 cores in a, in a physical enclosure versus 96 cores, and, and I guess the, the question is, do the ROI and TCO numbers look good for someone to make that upgrade? Shamus, you wanna, you wanna hit that first or you guys are integrated? >>Absolutely, yeah, sorry. Absolutely. So we, I'll tell you what, at the moment, customers really can't afford not to upgrade at the moment, right? We've taken a look at the cost basis of keeping older infrastructure in place, let's say five or seven year old infrastructure servers that are, that are drawing more power maybe are, are poorly utilized within the infrastructure and take more and more effort and time to manage, maintain and, and really keep in production. So as customers look to upgrade or refresh their platforms, what we're finding right is that they can take a dynamic consolidation sometimes 5, 7, 8 to one consolidation depending on which platform they have as a historical and which one they're looking to upgrade to. Within AI specifically and machine learning frameworks, we're seeing really unprecedented performance. Lin's team partnered with us to deliver multiple benchmarks for the launch, some of which we're still continuing to see the goodness from things like TP C X AI as a framework, and I'm talking about here specifically the CPU U based performance. >>Even though in a lot of those AI frameworks, you would also expect to have GPUs, which all of the four platforms that we're offering on the AM MD portfolio today offer multiple G P U offerings. So we're seeing a balance between a huge amount of C P U gain and performance, as well as more and more GPU offerings within the platform. That was real, that was a real challenge for us because of the thermal challenges. I mean, you think GPUs are going up 300, 400 watt, these CPUs at 96 core are, are quite demanding thermally, but what we're able to do is through some, some unique smart cooling engineering within the, the PowerEdge portfolio, we can take a look at those platforms and make the most efficient use case by having things like telemetry within the platform so that way we can dynamically change fan speeds to get customers the best performance without throttling based on their need. >>Melin the cube was at the Supercomputing conference in Dallas this year, supercomputing conference 2022, and a lot of the discussion was around not only advances in microprocessor technology, but also advances in interconnect technology. How do you manage that sort of research partnership with Dell when you aren't strictly just focusing on the piece that you are bringing to the party? It's kind of a potluck, you know, we, we, we, we mentioned P C I E Gen five or 5.0, whatever you want to call it, new DDR storage cards, Nicks, accelerators, all of those, all of those things. How do you keep that straight when those aren't things that you actually build? >>Well, excellent question, Dave. And you know, as we are developing the next platform, obviously the, the ongoing relationship is there with Dell, but we start way before launch, right? Sometimes it's multiple years before launch. So we are not just focusing on the super high core counts at the CPU level and the platform configurations, whether it's single socket or dual socket, we are looking at it from the memory subsystem from the IO subsystem, P c i lanes for storage is a big deal, for example, in this generation. So it's really a holistic approach. And look, core counts are, you know, more important at the higher end for some customers h HPC space, some of the AI applications. But on the lower end you have database applications or some other is s v applications that care a lot about those. So it's, I guess different things matter to different folks across verticals. >>So we partnered with Dell very early in the cycle, and it's really a joint co-engineering. Shamus talked about the focus on AI with TP C X xci, I, so we set five world records in that space just on that one benchmark with AD and Dell. So fantastic kick kick off to that across a multitude of scale factors. But PPP c Xci is not just the only thing we are focusing on. We are also collaborating with Dell and des e i on some of the transformer based natural language processing models that we worked on, for example. So it's not just a steep CPU story, it's CPU platform, es subsystem software and the whole thing delivering goodness across the board to solve end user problems in AI and and other verticals. >>Yeah, the two of you are at the tip of the spear from a performance perspective. So I know it's easy to get excited about world records and, and they're, they're fantastic. I know Shamus, you know, that, you know, end user customers might, might immediately have the reaction, well, I don't need a Ferrari in my data center, or, you know, what I need is to be able to do more with less. Well, aren't we delivering that also? And you know, you imagine you milland you mentioned natural, natural language processing. Shamus, are you thinking in 2023 that a lot more enterprises are gonna be able to afford to do things like that? I mean, what are you hearing from customers on this front? >>I mean, while the adoption of the top bin CPU stack is, is definitely the exception, not the rule today we are seeing marked performance, even when we look at the mid bin CPU offerings from from a m d, those are, you know, the most common sold SKUs. And when we look at customers implementations, really what we're seeing is the fact that they're trying to make the most, not just of dollar spend, but also the whole subsystem that Melin was talking about. You know, the fact that balanced memory configs can give you marked performance improvements, not just at the CPU level, but as actually all the way through to the, to the application performance. So it's, it's trying to find the correct balance between the application needs, your budget, power draw and infrastructure within the, the data center, right? Because not only could you, you could be purchasing and, and look to deploy the most powerful systems, but if you don't have an infrastructure that's, that's got the right power, right, that's a large challenge that's happening right now and the right cooling to deal with the thermal differences of the systems, might you wanna ensure that, that you can accommodate those for not just today but in the future, right? >>So it's, it's planning that balance. >>If I may just add onto that, right? So when we launched, not just the fourth generation, but any generation in the past, there's a natural tendency to zero in on the top bin and say, wow, we've got so many cores. But as Shamus correctly said, it's not just that one core count opn, it's, it's the whole stack. And we believe with our four gen CPU processor stack, we've simplified things so much. We don't have, you know, dozens and dozens of offerings. We have a fairly simple skew stack, but we also have a very efficient skew stack. So even, even though at the top end we've got 96 scores, the thermal budget that we require is fairly reasonable. And look, with all the energy crisis going around, especially in Europe, this is a big deal. Not only do customers want performance, but they're also super focused on performance per want. And so we believe with this generation, we really delivered not just on raw performance, but also on performance per dollar and performance per one. >>Yeah. And it's not just Europe, I'm, we're, we are here in Palo Alto right now, which is in California where we all know the cost of an individual kilowatt hour of electricity because it's quite, because it's quite high. So, so thermals, power cooling, all of that, all of that goes together and that, and that drives cost. So it's a question of how much can you get done per dollar shame as you made the point that you, you're not, you don't just have a one size fits all solution that it's, that it's fit for function. I, I'm, I'm curious to hear from you from the two of you what your thoughts are from a, from a general AI and ML perspective. We're starting to see right now, if you hang out on any kind of social media, the rise of these experimental AI programs that are being presented to the public, some will write stories for you based on prom, some will create images for you. One of the more popular ones will create sort of a, your superhero alter ego for, I, I can't wait to do it, I just got the app on my phone. So those are all fun and they're trivial, but they sort of get us used to this idea that, wow, these systems can do things. They can think on their own in a certain way. W what do, what do you see the future of that looking like over the next year in terms of enterprises, what they're going to do for it with it >>Melan? Yeah, I can go first. Yeah, yeah, yeah, yeah, >>Sure. Yeah. Good. >>So the couple of examples, Dave, that you mentioned are, I, I guess it's a blend of novelty and curiosity. You know, people using AI to write stories or poems or, you know, even carve out little jokes, check grammar and spelling very useful, but still, you know, kind of in the realm of novelty in the mainstream, in the enterprise. Look, in my opinion, AI is not just gonna be a vertical, it's gonna be a horizontal capability. We are seeing AI deployed across the board once the models have been suitably trained for disparate functions ranging from fraud detection or anomaly detection, both in the financial markets in manufacturing to things like image classification or object detection that you talked about in, in the sort of a core AI space itself, right? So we don't think of AI necessarily as a vertical, although we are showcasing it with a specific benchmark for launch, but we really look at AI emerging as a horizontal capability and frankly, companies that don't adopt AI on a massive scale run the risk of being left behind. >>Yeah, absolutely. There's an, an AI as an outcome is really something that companies, I, I think of it in the fact that they're adopting that and the frameworks that you're now seeing as the novelty pieces that Melin was talking about is, is really indicative of the under the covers activity that's been happening within infrastructures and within enterprises for the past, let's say 5, 6, 7 years, right? The fact that you have object detection within manufacturing to be able to, to be able to do defect detection within manufacturing lines. Now that can be done on edge platforms all the way at the device. So you're no longer only having to have things be done, you know, in the data center, you can bring it right out to the edge and have that high performance, you know, inferencing training models. Now, not necessarily training at the edge, but the inferencing models especially, so that way you can, you know, have more and, and better use cases for some of these, these instances things like, you know, smart cities with, with video detection. >>So that way they can see, especially during covid, we saw a lot of hospitals and a lot of customers that were using using image and, and spatial detection within their, their video feeds to be able to determine who and what employees were at risk during covid. So there's a lot of different use cases that have been coming around. I think the novelty aspect of it is really interesting and I, I know my kids, my daughters love that, that portion of it, but really what's been happening has been exciting for quite a, quite a period of time in the enterprise space. We're just now starting to actually see those come to light in more of a, a consumer relevant kind of use case. So the technology that's been developed in the data center around all of these different use cases is now starting to feed in because we do have more powerful compute at our fingertips. We do have the ability to talk more about the framework and infrastructure that's that's right out at the edge. You know, I know Dave in the past you've said things like the data center of, you know, 20 years ago is now in my hand as, as my cell phone. That's right. And, and that's, that's a fact and I'm, it's exciting to think where it's gonna be in the next 10 or 20 years. >>One terabyte baby. Yeah. One terabyte. Yeah. It's mind bo. Exactly. It's mind boggling. Yeah. And it makes me feel old. >>Yeah, >>Me too. And, and that and, and Shamus, that all sounded great. A all I want is a picture of me as a superhero though, so you guys are already way ahead of the curve, you know, with, with, with that on that note, Seamus wrap us up with, with a, with kind of a summary of the, the highlights of what we just went through in terms of the performance you're seeing out of this latest gen architecture from a md. >>Absolutely. So within the TPC xai frameworks that Melin and my team have worked together to do, you know, we're seeing unprecedented price performance. So the fact that you can get 220% uplift gen on gen for some of these benchmarks and, you know, you can have a five to one consolidation means that if you're looking to refresh platforms that are historically legacy, you can get a, a huge amount of benefit, both in reduction in the number of units that you need to deploy and the, the amount of performance that you can get per unit. You know, Melinda had mentioned earlier around CPU performance and performance per wat, specifically on the Tu socket two U platform using the fourth generation a m d Epic, you know, we're seeing a 55% higher C P U performance per wat that is that, you know, when for people who aren't necessarily looking at these statistics, every generation of servers, that that's, that is a huge jump leap forward. >>That combined with 121% higher spec scores, you know, as a benchmark, those are huge. Normally we see, let's say a 40 to 60% performance improvement on the spec benchmarks, we're seeing 121%. So while that's really impressive at the top bin, we're actually seeing, you know, large percentile improvements across the mid bins as well, you know, things in the range of like 70 to 90% performance improvements in those standard bins. So it, it's a, it's a huge performance improvement, a power efficiency, which means customers are able to save energy, space and time based on, on their deployment size. >>Thanks for that Shamus, sadly, gentlemen, our time has expired. With that, I want to thank both of you. It's a very interesting conversation. Thanks for, thanks for being with us, both of you. Thanks for joining us here on the Cube for our coverage of AMD's fourth generation Epic launch. Additional information, including white papers and benchmarks plus editorial coverage can be found on does hardware matter.com.

>> live from New York. It's the Q covering AWS Global Summit 2019 brought to you by Amazon Web service is >> Welcome back to New York City. This is a W s summit and I'm stew Minutemen. My co host is Corey Quinn. We've talked to Amazon executives. We've talked to some customers. We've also talked to some of the partners and part of the partner ecosystem is course these startups aws very robust ecosystem that they've been building out. And one of the pieces were real excited to dig into in the surveillance space habit of revering program for first time. Ken Robinson, the CEO and founder of Goto Software who is the maker of cloud pegboard, take so much for joining us >> having to be here so exciting. >> Alright, So, Cloud pegboard, you had us hooked when we talked about you know, serverless you know, the the information overload that we all feel in the United with world. Cory's got a full time job helping with that and other things related to it s oh, bring us a little bit about, you know, pegboard in your background. >> Yeah, I want to help you out. So my background is I ran a major cloud transformation to Amazon. My past job, which I left in January and really solve problems, information overload, was slowing people down, people making sub optimal choices. They're spending a lot of time trying to keep up. Sometimes we have to be fact because they didn't have the right information the right time. And I realized we need to solve this. And it wasn't just in our organization. Every Amazon practitioner across the planet really needs help to keep up. When I talked with people, these conferences, it that's like the main comment, like, I can't consume it >> all. How you keep up can it is staggering. Actually, I stopped asking about two years ago how you keep up because I talked to some amazingly smart, well connected people and they're like, No, no, it's impossible. But I want you to comment on something I used to be. When you talking about, I need to start this. I should have started a year ago, but I didn't, so I should start now and now it feels like, Well, if I could, I actually should wait a couple of months or six months or even a year but I absolutely get started. So I guess I might as well start now because things change at such a pace. I mean, that that, you know. Oh, wait. If I could just wait a little bit longer Gonna be Maurin better and cheaper and faster s O. You know what you're taking kind of pace of change in the industry. >> Well, you know, one thing is, I think you just have to keep agile and buy into the fact you're going to have to throw away things like don't get so buried filled with what you can do today as best you can. But be ready to re factor and get rid of it. >> Oh! Oh, my God. I had the i t organization and the whole our quarters. Everything in i t is additive. Nothing ever dies. But I do agree with you. We have been for more than a decade. You know why our analyst team and talking, You have to get rid of stuff that needs to be able to do that. You know, sunk costs is something you're familiar with. Economics is you know, I need to understand that that even have been doing it for a while. We need to be able to cut that. But way have these attachments to the things we've been doing and how we've been doing it. No change isn't necessarily easy, >> right? Well, there's a reason some of the attacks is because there's a lot of investment to build up in the first place. And when you put so much sweat into it, then I don't want to undo it. When it gets easier to build, it's easier to throw away. So I was just giving this talk earlier and saying I religiously stick with infrastructure is code because if you do that, it's just so easy to make incremental changes. And again, Serverless makes everything so much easier if we don't get married to something. If it's changing like one window function, yeah, it's just kind of a bench of a big deal. So if you invest a little bit lessons easier by making use of special, the high level managed service is then it's easier to the pivot from one thing to another. One needs to. >> Yeah, something I found is I play with this stuff myself in a very similar space, with less comprehensiveness and far more sarcasm, I suspect than your service does, is that when you're building everything out of composited Lambda Functions tied together in a micro service's style. Re factoring one of those micro service is usually doesn't take more than a day or two as opposed to, Oh, just rebuild the entire monolith from scratch, which it feels like everyone tries to do. At some point, it almost enforces good behavior. It makes it easier to evolve as I've been your experience it differently. >> Absolutely. So this two things it helps. It's easy to re factor and throw things out because it's small and it's again, you're not married to it as much, but also easy to incrementally add on. So I have this whole tier of these micro service. Is that a captain? All this data that we're pulling in from multiple sources, whether it's Amazon's Web site or terror, for more get up any source I confined that has data that I want to organize help with my users. So we get Henry finding new data sources, leaks new data sources, essentially a new lambda function. It's independent, and if I change it, we actually had one recently I found a better data source. I just threw up the old one and plugged in the new one. And it really was less than a day to write the new function and a brilliant into production. So, yeah, >> can you know, one of the answers I've had for a long time is you know, I need to rely on, you know, my consultants and my suppliers because, you know, you don't even understand some of these architectural things that are going on. And things are changing so fast. So you know, how much can software solve this for us? And you know that the tools itself, I have to imagine there's still a lot of people involved. >> Yeah. There's always gonna be a lot of people involved. And there is no free lunch that, you know, every architect or developer of the Amazon. You still need to get yourself trained, get the certifications, read the white papers, keep up to date with all the changes. And we really do is we're running inside again. That's my past. Life is an enterprise. You really want to build internal excellence. Certainly we can use outside help when you need it. Augmentation. and blasts my people everywhere. But you definitely wanna have some internal expertise. And people are committed to growing and continuing going to New York summit, going to reinvent talking to people and always constantly learning It's going to take human effort to help, uh, filter down and find out. Where is the trend that I really need to start thinking about? Hopefully people. It is a tool helps people be much more efficient and focus in much easier. But nothing will replace engineers, which is a good thing, >> right? And for those who are outside of the, I guess very small fraternity we have apparently built. Now there are two of us who track this stuff for a living. It's it is far more complex than most people would accept. Why don't you just sign up for the R. S s feed? Well, for starters, there's over a dozen official aws R s s feed, and they're not all inclusive. You have to look at poor request getting merchant there a p I updates. You see it in cloud formation and terra form from time to time. And I am certainly not comprehensive. In fact, when I built my newsletter. Originally my thought was that someone was gonna point out something like Cloud Backboard and say, Well, idiot, use this instead. And then I shut it down and admit defeat, and that was the plan. Instead, a bunch of people signed up, and now I want people to read it for the joke's not because it's the only half sensible way to figure out what happened last week. No, I'm a huge fan of the problem you're solving in the way you've got about doing it. That said, when we talk about service architectures, you mentioned spinning up Lambda functions and tying it back into other things. But as they mention Nicky, no today server. This goes beyond just functions as a service. There's a lot more to it than that. What else is your architecture >> includes everything. Serverless exclusively. So >> So they're poking on. So you're collecting every service thing they offer and then some just a get style points there, regardless. >> Well, so you know, one of the half several strategic principles and one of them is to rely solely on serve Ellis because I just can't afford a small start up to be building out Mon function requirements that are building the business. So S O. S to be hosting dynamodb cloudfront ap Gateway. Then we use will all these features Not only do I use all serverless, but we're also using for disaster recovery designed so that we're using some additional features within these, so it's easier fail over. So cloudfront, for example, has Arjun fail over a relatively new feature and it's really amazing, right? I can go to my S three and I have the benefits of estimates service hosting. But now, in a failure cloudfront relative my alternate region continue our operating same thing with dynamodb using global table replication only >> and continuous backup, which they released. I'm not kidding. Three days after I really needed it. It's that seems like that's always the case where they have these features and they come in right after you need to read if you build a crappy version of it and it's one of those. But I love about things at a relatively small scale like this is the economics are ridiculous. It's well, watch out for continuous backups that could be expensive, and I wound up checking it, and it wound up being something like two cents a month. Yeah, I work real hard to bring enough in to cover the back up. Yeah, I >> had someone come up to me after one of the talks and asking like he's not in Amazon. He's thinking the moving there. It's like how much you I have something a little bit similar to what you're doing, and how much will it cost? How much like Budget and I say, To be honest, I've got some credits, Levin warning, but I can't spend them. I can't. I want to accelerate by spending money. I can't do it, especially with dynamodb. Used to be that you would provisions something, a lot of eye ops and that would rack up really fast. Now I'm using the on demand, and it's just not costing anything. So that's what again. This Burn was talking about not paying for idle time, >> and some of the monitoring tools in the surveillance space air still approaching it from an economic first perspective, which for anything that isn't already scaled out, is ludicrous. It has, like warnings, going arrows going up or down on my spend on my land is every month, and it's 22 cents. It's I appreciate where you're going with this, but maybe that's not the driving concern right now. So I >> had a funny experience where I turned on Macy so we could get some good inspection on the anomaly buckets. And on the first of the month, I got a notice saying, Hey, you exceeded the free tier. I was in a bit of a panic has been more than once. I'm sad to say that I've let things run longer than they should and paid the price, and I owe something has run amok. Well, it turns out, just because of the metadata scans, it does kind of use a lot of access is. But then still was under a buck for the whole month by the time outs and done because I came in to begin the month with a bunch of scanning. Yeah, it's just a big fan of service. I did this thing. >> Yeah, I was just Kennedy. Speaking of survival is an Amazon event Bridge was announced this morning. Really building that event ecosystem around Lambda. Curious what impact that will have on you will cloud pegboard be able to go outside of AWS to kind of understand some of these sacks applications. >> I have to learn more about it. I was not in on a preview or anything, so I don't know exactly get. But But yes, we will rip apart meeting with other providers anywhere. There's an information source that can help developers hone in better and kind of get everything in the right place at the right time on. So, yes, things like that will help, especially if it can work through. I don't want to be opening up sqs cues way worried about the I am the cross account. That could be complicated, so I'll be interested to learn. And I don't know yet if that will help in those sorts of integrations, especially on the office. Can't authentication and authorization aspects of it? >> Yeah, there's a lot of promise in the idea of being able to give the minimum viable, required a p. I call for something third party. It seems like there they'll integrate into something like that. Well, here's how I am works and then we have to worry about access controls and oh yeah, there's no direct i p address the white list. And on and on and on. It's challenging to forcibly upgrade third parties. Unless you're effectively a giant, world spanning company, you can demand that they do it. So this it really feels like we're meeting third parties in some ways where they are. >> Yeah, I think so. And I think this is looking forward to them because I want to both consume maybe eyes. But also all my data is available via AP I So today it's a bit of a traditional. No, he and rest would have been the face, but if I could export that in other ways, that would be very interesting as well. >> I think it's too easy to get stuck in the economic story of times. I know it's weird is a cloud economist to be saying that, But when it comes to server list, the value is less about cost control, and saving money on it is you don't have to worry about entire subsets of problems capacity planning your effectively when it comes to things like Lambda Dynamodb and the rest. The constraint on scaling is going to be your budget. I promise. No matter who these budgets are, go for me. This is what they run amazon dot com on. I don't think I'm gonna do more business than that. Unless I really miss configure something. Challenge accepted. >> Yeah. Yeah. So I totally agree that scaling is the value, but it's also this more right. The scaling is absolutely one. And then, in addition to fragility, because survivalist means service. But now the term is getting confused, right? It means so many things. So I was saving serverless managed service is to help Seo. I'm talking about more than compute, but it also means is I'm getting a very high level function. So I'm getting so for David, we're using Comprehend. That's an awful lot of stuff going on under there that I don't have to worry about. I mean, I literally have an intern in a couple of days, completed a task to do some entity extraction of such a Amazon service stains out of unstructured data. She was able to do it. She just finished a freshman year, right? I was able to do this with minimal training because it's survivalist shouldn't worry about scalability. What she needed to know is that oh, I can use this function. I could read maybe I documentation, and I could just use it for me. Another big function behind step, but also no maintenance low, maybe a more accurate term. But essentially, it's no maintenance, especially for a small start up. I used to have businesses way back when pre Internet I ran an aviation weather service in my life was the bane of my existence because it had to be. At 24 7 I had satellite dishes that would get snowed on. I was an idiot. Did this in New England. They have to shovel him off at four in the morning. I don't like waking up in the middle of the night to serve my computers. They should serve me. And in the service of the fact that there's no maintenance stuff, just runs. You think about the times. How many times have you had a serve in the past when you just thought you should reboot it every week? Because maybe >> because tradition, >> tradition and maybe there's a leak somewhere, Melinda function reboots. Every invocation. It just never happens that I have run out of resource is something that I'm just a love affair. >> All right, so So Ken. It's obvious how you feel about server list, but as a start up, just give us a final thoughts on what it's like to be a startup that is on with and, you know, using AWS. >> Well, for me, it's fantastic. It allows me to focus on the problem, to solve immediately and by using high in the stack like you're saying surveillance capabilities. I'm not worried about the infrastructure. I read a little bit of confirmation. I deploy it, and I'm always working on business logic and functionality, and I'm not worrying about well, its scale. Do I have to maintain it, I think, really focus on the problems to solve, and that's where they've been very helpful to make. So now we have something where I can scale. I'm hoping I'm not there yet, but every Amazon practitioner should want to use cloud pegboard. I think it helps with a general problem, so I need to be able to scale to millions. Firstly, I don't know what the doctor is going to be, but I have confidence because I'm using all these service capabilities. S3 will do it. Amazon Gateway in Lambda will do it, so I don't worry about it. So for a start up, to not have to worry about that is it's really pretty powerful. >> And by the time you wind up in a cost prohibitive situation, we're okay. Running some baseline level load that something that isn't server Lis begins to make significant economic sense. At that point, your traffic volumes definitional hier so high that by that point there's a team of people who will be able to focus on that. You don't need to bring those people into get off the ground in >> the same way, right? It's that fast start, and we gotta learn. There's so much to learn here with any start up. But you know, in mind as well to really get some of the user experience, get the feedback. It's We have a lot of good ideas, and I think what we have now is helpful. I have a long term road map with a lot of great ideas, but it's gonna take a lot of user feedback to say, Is this working and the service lets you tried things quickly. I could get in front of people, get that learning cycle going and iterated fast as possible. So that will be really important. All right, >> Ken Robbins really help you appreciate you educating our audience. Climb aboard. Wish you best of luck with >> it. I appreciate being here. >> All right. For Cory Quinn. I'm still minimum, and we'll be back with more coverage here from eight of US Summit in New York City. Thanks. Always for watching the cue.

>> from Palo Alto, California It's the Cube covering the EM Where women Transforming technology twenty nineteen. Brought to You by V. M. Where. >> Lisa Martin on the ground with the queue at VM. Where fourth annual women transforming technology that W. Scored one of my favorite events. Excited to welcome to the Cube, the CEO and founder of Mother coders, Tina lied, Tina, it's great to have you on the program. Nice to be invited. Thankyou. So this event one of my favorites, because when you literally walk in up, I would say we're the registrations. You just feel it's very natural, authentic, a sense of community of women wanting Tio engage with each other share stories. And, of course, this morning's keynote kicked off with a bang with joy Bowling. We need talking and sharing about this massive bias and facial recognition technology, like bothers a lot of technology for good, but there's some really issues we've got eye identifying, fix. Tell me about your involvement and w T. Squid. What makes it worthy of your >> time? Well, any time I can come and hang out with like minded women who want to create change, I am all about it. And having that space to be together physically I think, is really important. Because to build authentic relationships, to build, trust, to create, you know, a space where I could tell you stories I normally don't bring up at work right requires us tohave a dedicated time and space to be together to do that. So I I'm just so honored to be a part of this conference >> today to tell me a little bit about your career journey on DH. The impetus for mother coders. >> Yeah. So I started mother coders after my second child was born, and I have started my career as a management consultant at Accenture. I went on to become a technical recruiter and then went back to grad school and God Master's degree and learning design and technology from Stanford School of Education. So I was ready, Tio, find a way to use technology to change the world. So teach, you know, people how to engage politically and civically. And then once my second daughter was born, it just became increasingly difficult to keep up with my technical skills. I had been going to the meetings. I had been going to the hackathons I have been going to these evening workshops, but after the second child came awhile, I waas a mom with a two year old infant. So the only thing left to me was online learning. And it works for some people, Not for me, not for many people. And what I was lacking Waas a community that was there to support me and just be there with me, struggling through this someone, you know, people who would understand what I was going through. And I did not find that in most cases I was trying to get these technical skills from. So I thought, Why don't we have our own lead up for moms? You know? And my grandmother had raised me, so I had envisioned. Moms were here with the laptops, Grandma's over here with the kids, and it would just be this fun community building experience. I put up a Google form, and within less than a week I had nearly one hundred women saying, I want to come to the hotel. Some were even located in the San Francisco Bay area, so I knew I had tapped into something, and to this day I still get emails tweets dms from women all over the world, saying when it's one of mother coders coming to our community. So I started another coders, Really, As away Teo, help Mom's women who have become moms, um, gained technical skills so that they can get jobs that would enable them to contribute to shaping our future. And they also make a living that would enable them to take care of their families. >> One of the things that I was looking at when I was doing some research on you is some of this stuff, So let's talk numbers for a second. Why this is so imperative and critical to betting on Mom's is smart. Ninety percent women reinvest ninety percent of their income back into their families and communities. Um, women drive eighty five percent of business and consumer purchasing, with two point one trillion dollars of spending attributable to mom's alone. So you think of the Amazons of the World or online or brick and mortar retailers. This is an important community that needs to be involved in the design of technologies and products and services because it's going to have the impact is probably not even quantifiable this point So it seems like a This is so obvious. Yet to your point, you're saying I found myself in a situation where he didn't have mother. I didn't have what I confinement is looking for, said to create it. And then suddenly there's this groundswell and that suddenly almost instantaneously of Wow, this is really there's a really in need here. Talk to me about getting women back in the workers because I mentioned, as you were saying, Oh my gosh, Suddenly I have two kids under two. We don't have the time Technology changes so quickly. How are you able to help women re enter the workforce? >> Well, you know what's really astonishing is even women who had been technical before becoming Long's have a tremendous amount of trepidation about going back in. It's like you really learned it used to be a software engineer. It shouldn't be that hard getting back in. But I think motherhood has a way of just wearing down your confidence. And because the workplace is not friendly towards mother's right, the mother penalty marks us someone who's less committed to your career and less competent when that's the furthest from the truth. Because you have all these motivations to go in there, least of which is taking care of your family, right? So what we do is a lot of it is just confidence building and giving these moms a space to be with each other and reassuring each other and knowing that they're not alone right, the technical skills will come. It's just time and effort, but the friendships are forged. The sons of community of belonging that these moms create with each other is what sustains them. And when they get hit with those rejections, because there's a gap in your resume or because you know someone spoke to you disrespectfully because you were mom, it's You have someone to go back to and talk about what happened with so that you know you're not alone. So that component is actually really, really important. Well, just don't do technical skills. We bring in women from the field to teach a specific topic So our moms get context around. Why data science? Why I suddenly hot What are the issues right? And then the community part, all those three things come together. And at the end of our nine week program, the mom's walk away with a greater sense of purpose and more clarity about their career path. But then they also leave, knowing they have a crew behind them that they can access any time because they had spent a fair amount of time and effort developing these relationships. Where are you going to be strengthened over time >> and just say strength and numbers that we can say that to imply to anything in life? But this is so true? Finding your tribe, if you will of this isn't just me. This is a This is a pandemic. And sharing those stories and helping Bill confidence, I think is so critical you lead a workshop here and a beauty square today. Talk to me about some of the stories that were shared along the lines of kind of helping some woman maybe refined that confidence that used to be there. What were some of the things that came up today? >> Well, you know, the workplace hasn't really evolved and, you know, even Melinda Gates is talking about this. It was built for an era that was at that has gone right. The reality is that now more than half of families comprise of dual income earners who are leading these families, and they need income. Tio Tio lead these families into a place of economic security, right? So you talk about the workplace and what women indoor naturally, because our society isn't set up to support them. All this pain and suffering is going to come out, and in spite of the setting that we have here, we don't know each other. We're just a bunch of strangers who came to talk to each other. They were very generous in revealing their pain in revealing stories. So something that consistently came up with a lot of the participants is that there's this unspoken understanding that you don't talk about your kids, that if you're a mom and you talk about your kids, you kind of shoot yourself in the foot. In fact, sometimes it's not even tested. Its explicit someone talked about how her manager would say, Say things like, Don't talk about your kids because you steer stressing out the rest of the team because they don't understand and it doesn't matter. It's not relevant here. When that is such a huge part of your identity, everyone comes back to work on Monday morning to tell me what they did for humans. Yeah. Yeah. And if you are possibly in a position where you have to perform and hide yourself, you can just imagine how that would impact the way your creativity would come out or ideas you would share or how you show up for your costly credibly. ***, yes, yes. And we are just not enabling all this innovation and source of power that are locked up in Mom's both in and outside of the work for us, because we're not letting them back in. One say, get kicked out and coming back is so hard, Right? So ah, lot of the stories that were shared has to do with these every day, not even like earth shattering events. It's just normal, everyday interactions at like the water cooler or Monday morning chatter that already makes moms feel even more isolated than there. So what >> are some of the things that that you're going to take away from the workshop that will help influence the direction of mother coders throughout the rest of twenty nineteen into twenty twenty? >> Well, you know, one of the, uh, stats that I always keep in my head is that eighty six percent of women become mothers in the US and for the watch part, they're not doing by themselves. Right? So when we talk about most true, we're talking about the *** right. And I have this hunch that men don't want to be at work all the time, either. Right? They don't want to be this bread winning person who you know, has to do all these things to appear masculine, and so it's damaging for everyone. And if we were to create some ways to release some pressure off of caregivers in general, right? Not just mothers, fathers, people carrying for elderly, even pet owners. Everyone will feel better. Everyone would benefit. So my main takeaway leaving this conference is that the pain that the moms air feeling at work, the ones are employed are very similar to the ones that are trying to get back in right pain. The bias is it runs across or culture to be honest. And when you're trying a hat culture, it's all about storytelling. It's all about figuring out How do I make this resonate to people? How do I turn their stories into actionable steps that can be taken. And that was what their last question arises. What is the next step that you're going to take when you leave this room? And not surprisingly, everyone had inaction. Step. >> I love that Will. Tina, Thank you so much for sharing your story and excited to hear about great things that >> come, >> uh, from Mother coders. Thanks for spending some time with me on the Cube today. Thank you. My pleasure. We want to thank you for watching the cave. Lisa Martin at Women Transforming Technology, Fourth annual. Thanks >> for watching.

(upbeat music) >> From San Francisco, it's The Cube, covering Girls in Tech Catalyst Conference. Brought to you by Girls in Tech. >> Hey welcome back everybody, Jeff Frick here, with The Cube. We're at Downtown San Francisco, Girls in Tech Catalyst. Great event. We've been coming for a couple of years. About 700 professionals, mainly women, a few men, and I think they brought in a busload of kids to get inspired, talking about their stories, and really, it's a series. It's a one-track conference, two days, about 20 minute talks and really good stuff. Really great content. Check it out online if you didn't register this year. Make sure you come next year, and we're excited to have our next guest, Cube alum, really from one of the hottest companies in tech right now, she's Wendy Pfeifer, the CIO of Nutanix. Wendy, great to see you again. >> Hey, nice to see you, Jeff. >> Absolutely, so we see you at Nutanix Next all the time, but we haven't seen you at Girls in Tech. >> Yeah. >> So how long have you been involved in Girls in Tech? >> So, I've been involved since the very first meet up, more than 10 years ago. Girls in Tech was very inspiring to me, and I was here at the Catalyst Conference last year, and I'm a member of the board of Girls in Tech as well, so I'm able to give back and provide some leadership at that level. >> So we just had Adriana on, and she was going through-- >> Yeah. >> Some of the numbers, I mean, the growth of this organization, second to Nutanix, is off the chart. >> Yeah. >> I mean, really amazing. >> It really is amazing, you know. In some ways our time has come. Adriana's had this big vision for a really long time. Really focused on educating women, helping them to understand the potential of careers in tech, and technology knowledge, and that's a global message, and a message that resonates at every age level, and in lots of different sectors of society, so it's juts a privilege to be able to partner with her and others on the board, to enable the vision, and Nutanix as well, you know, is donating, is present here at these conferences, and partnering at Catalyst and Amplify, and other parts of the organization. >> Right, because it's not only the right thing to do, it's also good business, which has been proven time and time again. >> Absolutely, and you know, it's kind of taken on this passion, mission, just excitement thing, but it is practical as well and you know, all the studies, I'm sure so many folks have talked with you about this. There's so many studies, there's so much research that says diversity brings better decision-making, better product development. >> Right. >> And better satisfaction in our work environments as well. >> Right. The other thing that struck me talking to Adriana, and I guess I just didn't know, kind of the breadth of types of activities that Girls in Tech's put on. So we've been to Catalyst before. We've been to-- the Pitch Night, Amplify-- >> Amplify, yeah. >> But I didn't know, she's running, you know, there's all kinds of different-- types of things. >> Absolutely. I think the underlying passion is for education. If you think about, particularly people in underserved communities, there is a real opportunity, you know coding, and learning to code, learning to interact with computers; that's a language that transcends geographic boundaries, ethnic boundaries, age, and religious boundaries, and it's something that, you know ever since my days at Yahoo, I really felt like technology could bring the world together, and today in particular, there is so much disparity between women and men and their access to technology education and technology careers. >> Right. >> That this is, you know, more than just creating a level playing field. I think we're making our own playing field. We're not going to their playing field, anymore. We're creating our own at locations like this. >> Right, and clearly a bunch of founders are here today, who've-- >> Yeah. >> Started their own companies. But the other thing I think is interesting, is culture keeps coming up time and time again in all these conversations, and Adriana's built a culture starting, always from the top down, with the board. It's a phenomenal board of professional women-- >> Yes. >> That she's pulled together of this organization. >> Yeah, there are a couple of males on the board, too. I want to make sure I point out. >> Yep. >> Because we're a diverse board as well, but she has. She has brought together people who are leaders in the technology space, but also folks who are passionate about building a healthy nonprofit organization; one that's global, one that can scale, and so we also look at the fundamentals, and the business fundamentals as well, so we are expanding from 60 to 100 countries, and from 100,000 members to 200,000 members, I mean, who would think, right? >> Right, right, right. >> It's extraordinary. Even then, though, those 200,000 women are a drop in the bucket, compared to the 50% of the global population-- >> Right. >> Who are female. >> Right. And then you work at Nutanix. Super hot-- >> Yeah. >> I don't want to say startup anymore. You guys have IPO'd. >> Right, right. >> But, you know, but you're livin' it in terms of trying to get enough, good, qualified talent-- >> Yes. >> Just to feed the one engine that I Nutanix, so it's a real-- >> Yeah. >> Demand in the market place. >> Definitely, that's the case, you know, we sort of struggle with the thought, you know, are there just not enough women candidates in these fields, but what we learn at conferences like this is, that there are enough women candidates, but we don't necessarily recognize those women, and we don't know where to find them, and they may not find the sort of work that we represent to be attractive. And so we're sort of trying to change how we speak and think. Culture is a good word, but it's a revolution. It's a cultural revolution in terms of identifying talent where it sits. We spoke a lot in the last day and a half around blended careers, the bringing together of art and technology, or communication and technology, and the fact is that technology just underscores everything we do-- >> Right. >> Nowadays. >> Right. >> And so, you know, having people who can blend those things, is a real advantage, and women have this ability to take a multi-faceted approach to the work that we do and the way that we live our lives. We multi-task as a sport. >> Right, right. It's interesting, too, as the machines get better and as A.I. gets better, machine learning, the softer skills applied with the context become so much more important than necessarily just the super hard-core coding skills. >> You know, I have a story around that. So, we've just deployed, my IT department has deployed a machine-learning tool at Nutanix, to replace a lot of the interactions that happen on our help desk, and we found we just couldn't scale as the company was scaling, so we've been training A.I. from a company called Moveworks, and you know, we've been training it uniquely with our voice, and I think a little bit with my voice, and I just had one of our employees write back to me and say, "Not only is this thing", we call it Xbot, "Not only is Xbot solving my problems, but", he said, "she is pretty sassy, too." And I'm like, yay, he knows it's a she! >> Right, right. >> Right, and she's sassy too, so yeah, that unique voice-- >> Right. >> Is infusing even the machine-learning training that we're doing-- >> Right. >> And I think that makes for a more delightful experience-- >> Right. >> For all of us. >> It's funny, the voice thing, 'cause you know, Google had their very famous, the restaurant reservation call-in demo-- >> Yes! >> They got capped on a little bit-- >> Right. >> For, you know, was it real or not, but what made it so, so dramatic was the human-like elements in the conversation of the machine-- with ums, and ahs-- >> Absolutely. >> And uhs, and pauses, which we laugh about, 'cause we can shoot Cube interviews, everybody wants to cut those parts out, and we're like no, that's what makes people, people. >> Right, exactly, I agree with you. And at the same time, you know, there are, you know, things that are uniquely female stereotypes. We're more wordy. We have more things to say. >> Right. >> You know, we're more multi-dimensional. We can hold two thoughts at the same time, and so that's part of the richness of communication and our interaction too, but to the extent to which we can embed that in our technologies and our interactions, those are the extent to which they'll be more delightful-- >> Right. >> It's no coincidence that Siri and Cortana and all of those A.I.s sort of have this female persona, and I don't know if you know this, the, you know, Cortana, who's the Microsoft, you know, A.I., you know, she's voiced by the same character that's Cortana in one of their video games-- >> Oh, really? >> And she's sort of this like, badass fighter gal, too, so check it out. >> Well, we know what happened to Bob, right? >> Right. >> I know, poor Bob. >> Which, ironically, was Melinda Gates's project. Which, I don't know if you knew-- that story. >> I did not know that. >> So yeah, Melinda Gates's introduction to Bill was as product manager for Bob, which, if you don't know that story, check it out. It's old history. >> Oh, that's-- fantastic! >> But it's very good. Alright, before I let you go, one last thing. >> Yes. >> So you spoke, and they've got these great posters all around the room with little highlights from people's-- >> Yes. >> Conversations and yours was, I described it off the wall, "It's okay to be bad." >> Yes. >> I'd love, for the people that missed it, what's the message there? It's an important message. >> Yeah. >> Especially for women. >> Yeah, I think as women, you know, we don't have a lot of role models and when I get up as a role model, I'm one of the few CIO's who's female and Silicon Valley. You know, we give these speeches, and they sort of make us like Mother Teresa, you know. First you hae your mission in mind, and you lean in, and you do all these awesome things. But the fact is, it is actually okay, to be yourself. It's okay to be bitchy. It's okay to be cranky. It's okay for anger to fuel you. It's okay to be aggressive, and even if your male counterparts tell you otherwise, or say, "Wow, that's "unseemly.", I think it's just okay. We don't have to be pure and perfect in order to be successful. I can be those things all at the same time. And I also say, it's also okay to be good, to be merciful, to be soft-spoken, to be wordy, to be studious; that combination of things. We're allowed to be our genuine selves, and we don't have to be perfect to be successful and I feel like I embody that-- in particular. >> Yes, you certainly do. You certainly do! >> What, I'm not perfect? >> Yes, I mean the Nutanix story is a phenomenal story. >> It is. We are fortunate, we've been there since the beginning-- >> Absolutely. >> Watching it grow, and so no-- >> Helping us to frame the story, so thanks to The Cube. I appreciate that. >> Well, and you're super successful, and the company's successful so the fact that are Wendy, you know, you are who you are. You're a big personality, and it comes through, and it's great, and it works, and you're successful, so, if they need someone to look up to, you're certainly a fantastic role model. >> Thank you so much. Well I appreciate that. It's funny, 'cause I have never tried to be a role model, and now, just by accident, I've survived long enough. Here I am. (both laughing) >> Well that's a whole different conversation-- >> Right, right. >> You just look around like, I am the oldest guy in the room. But that's a different thing. >> I know. You're actually the only guy, just sayin'. >> Alright, well Wendy thanks for takin' a few minutes, and I guess we'll see you next at Nutanix next, if not sooner. >> I look forward to it, thanks. >> Alright, thanks. She's Wendy, I'm Jeff, you're watching The Cube from women, or Girls in Tech Catalyst 2018. (upbeat music)

(upbeat music) >> From San Francisco, it's The Cube, covering Girls in Tech Catalyst Conference. Brought to you by Girls in Tech. >> Hey welcome back everybody, Jeff Frick here, with The Cube. We're at Downtown San Francisco, Girls in Tech Catalyst. Great event. We've been coming for a couple of years. About 700 professionals, mainly women, a few men, and I think they brought in a busload of kids to get inspired, talking about their stories, and really, it's a series. It's a one-track conference, two days, about 20 minute talks and really good stuff. Really great content. Check it out online if you didn't register this year. Make sure you come next year, and we're excited to have our next guest, Cube alum, really from one of the hottest companies in tech right now, she's Wendy Pfeifer, the CIO of Nutanix. Wendy, great to see you again. >> Hey, nice to see you, Jeff. >> Absolutely, so we see you at Nutanix Next all the time, but we haven't seen you at Girls in Tech. >> Yeah. >> So how long have you been involved in Girls in Tech? >> So, I've been involved since the very first meet up, more than 10 years ago. Girls in Tech was very inspiring to me, and I was here at the Catalyst Conference last year, and I'm a member of the board of Girls in Tech as well, so I'm able to give back and provide some leadership at that level. >> So we just had Adriana on, and she was going through-- >> Yeah. >> Some of the numbers, I mean, the growth of this organization, second to Nutanix, is off the chart. >> Yeah. >> I mean, really amazing. >> It really is amazing, you know. In some ways our time has come. Adriana's had this big vision for a really long time. Really focused on educating women, helping them to understand the potential of careers in tech, and technology knowledge, and that's a global message, and a message that resonates at every age level, and in lots of different sectors of society, so it's juts a privilege to be able to partner with her and others on the board, to enable the vision, and Nutanix as well, you know, is donating, is present here at these conferences, and partnering at Catalyst and Amplify, and other parts of the organization. >> Right, because it's not only the right thing to do, it's also good business, which has been proven time and time again. >> Absolutely, and you know, it's kind of taken on this passion, mission, just excitement thing, but it is practical as well and you know, all the studies, I'm sure so many folks have talked with you about this. There's so many studies, there's so much research that says diversity brings better decision-making, better product development. >> Right. >> And better satisfaction in our work environments as well. >> Right. The other thing that struck me talking to Adriana, and I guess I just didn't know, kind of the breadth of types of activities that Girls in Tech's put on. So we've been to Catalyst before. We've been to-- the Pitch Night, Amplify-- >> Amplify, yeah. >> But I didn't know, she's running, you know, there's all kinds of different-- types of things. >> Absolutely. I think the underlying passion is for education. If you think about, particularly people in underserved communities, there is a real opportunity, you know coding, and learning to code, learning to interact with computers; that's a language that transcends geographic boundaries, ethnic boundaries, age, and religious boundaries, and it's something that, you know ever since my days at Yahoo, I really felt like technology could bring the world together, and today in particular, there is so much disparity between women and men and their access to technology education and technology careers. >> Right. >> That this is, you know, more than just creating a level playing field. I think we're making our own playing field. We're not going to their playing field, anymore. We're creating our own at locations like this. >> Right, and clearly a bunch of founders are here today, who've-- >> Yeah. >> Started their own companies. But the other thing I think is interesting, is culture keeps coming up time and time again in all these conversations, and Adriana's built a culture starting, always from the top down, with the board. It's a phenomenal board of professional women-- >> Yes. >> That she's pulled together of this organization. >> Yeah, there are a couple of males on the board, too. I want to make sure I point out. >> Yep. >> Because we're a diverse board as well, but she has. She has brought together people who are leaders in the technology space, but also folks who are passionate about building a healthy nonprofit organization; one that's global, one that can scale, and so we also look at the fundamentals, and the business fundamentals as well, so we are expanding from 60 to 100 countries, and from 100,000 members to 200,000 members, I mean, who would think, right? >> Right, right, right. >> It's extraordinary. Even then, though, those 200,000 women are a drop in the bucket, compared to the 50% of the global population-- >> Right. >> Who are female. >> Right. And then you work at Nutanix. Super hot-- >> Yeah. >> I don't want to say startup anymore. You guys have IPO'd. >> Right, right. >> But, you know, but you're livin' it in terms of trying to get enough, good, qualified talent-- >> Yes. >> Just to feed the one engine that I Nutanix, so it's a real-- >> Yeah. >> Demand in the market place. >> Definitely, that's the case, you know, we sort of struggle with the thought, you know, are there just not enough women candidates in these fields, but what we learn at conferences like this is, that there are enough women candidates, but we don't necessarily recognize those women, and we don't know where to find them, and they may not find the sort of work that we represent to be attractive. And so we're sort of trying to change how we speak and think. Culture is a good word, but it's a revolution. It's a cultural revolution in terms of identifying talent where it sits. We spoke a lot in the last day and a half around blended careers, the bringing together of art and technology, or communication and technology, and the fact is that technology just underscores everything we do-- >> Right. >> Nowadays. >> Right. >> And so, you know, having people who can blend those things, is a real advantage, and women have this ability to take a multi-faceted approach to the work that we do and the way that we live our lives. We multi-task as a sport. >> Right, right. It's interesting, too, as the machines get better and as A.I. gets better, machine learning, the softer skills applied with the context become so much more important than necessarily just the super hard-core coding skills. >> You know, I have a story around that. So, we've just deployed, my IT department has deployed a machine-learning tool at Nutanix, to replace a lot of the interactions that happen on our help desk, and we found we just couldn't scale as the company was scaling, so we've been training A.I. from a company called Moveworks, and you know, we've been training it uniquely with our voice, and I think a little bit with my voice, and I just had one of our employees write back to me and say, "Not only is this thing", we call it Xbot, "Not only is Xbot solving my problems, but", he said, "she is pretty sassy, too." And I'm like, yay, he knows it's a she! >> Right, right. >> Right, and she's sassy too, so yeah, that unique voice-- >> Right. >> Is infusing even the machine-learning training that we're doing-- >> Right. >> And I think that makes for a more delightful experience-- >> Right. >> For all of us. >> It's funny, the voice thing, 'cause you know, Google had their very famous, the restaurant reservation call-in demo-- >> Yes! >> They got capped on a little bit-- >> Right. >> For, you know, was it real or not, but what made it so, so dramatic was the human-like elements in the conversation of the machine-- with ums, and ahs-- >> Absolutely. >> And uhs, and pauses, which we laugh about, 'cause we can shoot Cube interviews, everybody wants to cut those parts out, and we're like no, that's what makes people, people. >> Right, exactly, I agree with you. And at the same time, you know, there are, you know, things that are uniquely female stereotypes. We're more wordy. We have more things to say. >> Right. >> You know, we're more multi-dimensional. We can hold two thoughts at the same time, and so that's part of the richness of communication and our interaction too, but to the extent to which we can embed that in our technologies and our interactions, those are the extent to which they'll be more delightful-- >> Right. >> It's no coincidence that Siri and Cortana and all of those A.I.s sort of have this female persona, and I don't know if you know this, the, you know, Cortana, who's the Microsoft, you know, A.I., you know, she's voiced by the same character that's Cortana in one of their video games-- >> Oh, really? >> And she's sort of this like, badass fighter gal, too, so check it out. >> Well, we know what happened to Bob, right? >> Right. >> I know, poor Bob. >> Which, ironically, was Melinda Gates's project. Which, I don't know if you knew-- that story. >> I did not know that. >> So yeah, Melinda Gates's introduction to Bill was as product manager for Bob, which, if you don't know that story, check it out. It's old history. >> Oh, that's-- fantastic! >> But it's very good. Alright, before I let you go, one last thing. >> Yes. >> So you spoke, and they've got these great posters all around the room with little highlights from people's-- >> Yes. >> Conversations and yours was, I described it off the wall, "It's okay to be bad." >> Yes. >> I'd love, for the people that missed it, what's the message there? It's an important message. >> Yeah. >> Especially for women. >> Yeah, I think as women, you know, we don't have a lot of role models and when I get up as a role model, I'm one of the few CIO's who's female and Silicon Valley. You know, we give these speeches, and they sort of make us like Mother Teresa, you know. First you hae your mission in mind, and you lean in, and you do all these awesome things. But the fact is, it is actually okay, to be yourself. It's okay to be bitchy. It's okay to be cranky. It's okay for anger to fuel you. It's okay to be aggressive, and even if your male counterparts tell you otherwise, or say, "Wow, that's "unseemly.", I think it's just okay. We don't have to be pure and perfect in order to be successful. I can be those things all at the same time. And I also say, it's also okay to be good, to be merciful, to be soft-spoken, to be wordy, to be studious; that combination of things. We're allowed to be our genuine selves, and we don't have to be perfect to be successful and I feel like I embody that-- in particular. >> Yes, you certainly do. You certainly do! >> What, I'm not perfect? >> Yes, I mean the Nutanix story is a phenomenal story. >> It is. We are fortunate, we've been there since the beginning-- >> Absolutely. >> Watching it grow, and so no-- >> Helping us to frame the story, so thanks to The Cube. I appreciate that. >> Well, and you're super successful, and the company's successful so the fact that are Wendy, you know, you are who you are. You're a big personality, and it comes through, and it's great, and it works, and you're successful, so, if they need someone to look up to, you're certainly a fantastic role model. >> Thank you so much. Well I appreciate that. It's funny, 'cause I have never tried to be a role model, and now, just by accident, I've survived long enough. Here I am. (both laughing) >> Well that's a whole different conversation-- >> Right, right. >> You just look around like, I am the oldest guy in the room. But that's a different thing. >> I know. You're actually the only guy, just sayin'. >> Alright, well Wendy thanks for takin' a few minutes, and I guess we'll see you next at Nutanix next, if not sooner. >> I look forward to it, thanks. >> Alright, thanks. She's Wendy, I'm Jeff, you're watching The Cube from women, or Girls in Tech Catalyst 2018. (upbeat music)

>> Announcer: Live, from Orlando, Florida, it's the Cube covering Grace Hopper's celebration of women in computing brought to you by Silicon Angle Media >> Welcome back to the Cube's coverage of the Grace Hopper conference here in Orlando, Florida I'm your host Rebecca Knight, along with my co host Jeff Frick. We're joined by Megan Smith. We're very excited to have you on the show. >> It's good to be here >> She is the third US CTO and also the CEO of a new company, Shift7.co, so thanks so much for joining us. >> Thanks for having me, it's great to be here. It's so fun to be at Hopper, >> Rebecca: It is, it is! >> It's cool, it's the Grace Hopper celebration, because we're trying to celebrate women in computing, and we're what, at 18 thousand people now, >> The biggest ever, >> Plus I think, 6 thousand people joining on the livestream, which is great. >> Before the cameras were rolling, we were talking about your role as the 3rd US CTO, and just talking about getting more technology into government to help leaders work together, and move faster. Tell us a little about this initiative. >> What's so great, is it's not partisan, fixing the government and making it work better, so all the work that we were doing continues. What we were able to put in place, during the Obama administration, and continues to Trump, were things like, the CT office. Having technical people, so I worked at Google, people work at Amazon, Facebook, Twitter, these companies who have that background, to join in on policy conversations, one, to join in on capacity building the government, so data sciences and tech and, let's have our services be as great as Amazon, or as Twitter, or Oracle, and not be sort of retro, really serve the American people. And then also, helping the American people in general, with capacity building, things like computer science for all. So that was an initiative that continues to get all of our children to have coding at school. That all children, you couldn't graduate from high school without having had some experience on learning of coding Coding is a 21st century fluency, it's a skill we all need, Like freshman biology. You want to know some biology, you want to know some coding, you want to know how to write, so making sure they have is tech-up, which was a program we started to help train Americans, there's six hundred thousand jobs open, in the United States, and they pay 50% more than the average American salary. The companies are starving. How do we rapidly get more Americans into these jobs? It turns out that people have, of course, created these fabulous code boot camps, you can train in three months for these jobs, some of them are paid, some times they pay you, all different kinds, some are online, some are offline, they're all over the country. So we're able to get more people to consider, a job like that, culturally they think, Well I don't, why would I, I don't know how to do that. Well you can, this is a fun and interesting and exciting career, you can do digital marketing, you can do user interface design. You can get involved in front end or back end coding, product management, all those things, sales. And so, how do you pull lots more Americans in, get our companies fueled so we have really the economic opportunity, and they're all over the country. Location wise, and topic wise. So we did tech hour now, and a tech jobs tour, which is not what we did in government, but we continue some of that work. >> This weird dichotomy, because on one end, people are worried about tech taking jobs, on the other hand, there's a ton of open tech jobs. And there's this transition period, that's difficult, obviously for people that didn't grow up, but one of the keynote speakers today, told a really heartening story, that she didn't get into it until the day she had to leave her abusive husband, and now she is a coder >> That's Doctor Sue Black, who was just given the Order of the British Empire, I mean, she is an incredible computer scientist. Yes, she escaped an abusive marriage with three small children, in her early 20s, I think. Ended up moving into public housing, and dealing with three children only being the school from 9 until 3, and eventually getting her PhD in computer science, and really, she started Techmoms now, she continues to do research in other things, but she's really trying to use her story, and her organizing capacity, to have more people realize this isn't hard like figuring out gravity waves that won the Nobel prize. This is hard like writing a hard essay, so we all can learn to write an essay. It takes some mastery work, you don't learn it in kindergarten but by the time you're in 7th, 8th, 9th, 10th, 12th grade, you can do it. >> It's not rocket science. >> Right, so coding is like that. >> The other piece you said that's very interesting, is the consumerization of IT. We've seen it at enterprise, a huge trend. But, now I expect everything that's on my phone, when I interact with Facebook or Amazon, or whatever, to be in all the applications, so, as you said, that's influencing government, and the way they have to deliver services, and I would imagine, too, with kind of the next wave of kids coming in, graduating, going into public service, they certainly have that expectation, right? They've been working on their phone forever of course it should be on the phone. >> And so we want everybody in our country fluent in computer science and coding at a basic level, like again, like freshman biology or takin' chemistry in high school, or taking writing. So that everyone could realize this is not rocket science we could have these kinds of capabilities as part of our services, from Housing and Urban Development, from the Department of Education. You know, a lot of us use our phones to get places, you know, on our maps, and so that's actually data coming from the US Geological survey, if you're looking at the weather, you're looking at NOAA's satellites, this is open government data. We were able to open over two hundred thousand data sets, from all over government, not private data, but public data, that you could make an entire app store, or Google play set of products on top of that. Government wouldn't have to pay for that, it just packages up the API as well. A really good example of that, is the US census team. There's nothing more big data than census, they have all of our information from a data perspective, and so they did opportunity.census.gov, and they said to various agencies, let us help you bridge these data sets into something that someone could build on top of, like we're seeing from the courses sector, we saw wonderful things like, Housing and Urban Development said, okay, our challenges are housing affordability, mobility, these are the challenges instead of having HUD make an app for Americans to come to, they just can explain what their problem is, what data sets, and then engage extraordinary companies, like airbnb, Redfins, Zillow, these fabulous tech companies, who can make instead a product for 100% of the Americans, rather than only wealthy or middle class Americans, and so they did things like, opportunity score, and airbnb helping you figuring out, if I rent a room in my house I can make my rent more affordable, very creative apps, that we can see, same thing for the Department of Ed or Department of Labor, and as the data gets out there, and as apps come, also the opportunity for data science and machine learning. What if, as much as we serve ads to ourselves, in these algorithms, what if we use the algorithms to help Americans find a job that they would love? You know, job matching, and these kinds of opportunities. of the problems in the world, and helping government get more fluent at that. And the way to do that is not so much, jam the government You have to do this, but find terrific talent like we see at Hopper, and have them cycle into the government, to be co-leaders just like a surgeon general would come. >> Are you facing recruitment challenges in that same way though? In the sense that technology is having a hard enough time recruiting and retaining women, but the government, too, is that seen as enough of an employer of choice for young talented, bright ambitious, young women? >> I'm not in government now, but when we were in there, we found a very interesting thing. Alex Mcgovern, who had been the general counsel of Twitter who was Stephanie's CTO with me and led a lot of our tech quals we called TQ like tech IQ in policy, together with economists and lawyers and others have if we're going to decide net neutrality, let's include everyone, including computer scientists, and we're going to sue bridge and open source, So we talked about that, and on the way going in Mcgovern, he said, wouldn't it be cool if, just like when you look at a lawyer's resume, you might see that they clerk and they served their county through clerking and through the judicial system, as well as being a private lawyer, they were a public defender, that's a pretty normal thing to see on a legal resume. If you looked at medical, you might see them going into NIH or doing some research, if you looked at a scientist, they might have gone to, done some NSF work or others. But for the tech crew, there is of course amazing technical people in NASA, NAH and the Department of Energy, and there's great IT teams, but there's not this thing that the Silicon Valley crew resume would say, oh, yeah, I served my country. So that's why, under President Obama, we were able to create these incredible programs. The Presidential Innovation Fellows, which was a one year term of service, The United States Digital Service, which is a three months to a two year term of service in the VA. What's more amazing if you build Amazon, than to go as a second act and help our veterans? It's an incredible honor, to the point of, will they come? Yes, that's what we were hoping, could we have that be a normal thing, and yes it's become a normal thing. And the Trump administration continues it. The 18F team is in the general services administration, they're on 18th and F so they have a code name. But that particular team is located around the country, not only in DC but in San Francisco, in Chicago, and others. So you see this tech sector flowing now into the government on a regular basis, and we welcome more peoples. The government is who shows up to help, so we need the tech sector to show up cause we've got a lot of money as a country, but if we're not effectively using it we're not serving the American people and foster children, veterans, elders, others need the services that they deserve and we have the money, so let's make it happen the way the tech sector is delivering Amazon packages or searches. >> What is your feeling, this is not your first Grace Hopper obviously, but what is your feeling about this conference, and advice that you would give to young women who are here, maybe for their first or second time, in terms of getting the most their time here? >> You know, I think the main thing is, it's a celebration, that's fun and you can walk up to anyone, so just talk to everyone. I've been talking to a million people on the floor, fabulous. Students are here, more senior technical leaders are here. We've been running speed mentoring, we're running a program called the Tech Jobs Tour, it's at Techjobstour.com, it's a #Americanshiring, and we've been going to 50 different cities and so we're running a version of that, and we do speed mentoring, so come to the speed mentoring sessions, it's a five minute pop, talk to someone about what you're tryin' to do. Lot's of programs like that, get into the sessions, come to the keynotes which are so inspiring, and Melinda Gates was amazing today, Dr. Fefe Lee was incredible, just across aboard, Dr Sue Black was here, I thought it was great today, actually, just to reflect on Melinda's keynote, I think this might have been the first time, I was talking to her, that she's really talked about her own technical experience >> That struck me, too! As a coder, starting in computer science. I didn't really understand that she had really started very early, with Apple 3 and the story of her dad >> And her love of her Apple 3, right! and really high school coding, which is so important for young people in high school and middle school, even younger. The Muscogee Creek Tribe, in Oklahoma, is teaching robotics in head start, so we can start in preschool. Just make it fun, and interesting. They're funny, they don't do battle bots, because you don't really want to teach 3 and 4 year olds to fight, so instead they have collaborative robots. >> Robots who work together Age appropriate. >> Well Megan Smith, this has been so fun talking to you, thanks so much for coming on our show. >> Thanks for having me. >> We will have more from the Grace Hopper Conference just after this, I'm Rebecca Knight for Jeff Frick (music)

>> Announcer: Live from Orlando, Florida, it's theCUBE. Covering Grace Hopper Celebration of Women in Computing. Brought to you by Silicon Angle Media. >> Welcome back to theCUBE's coverage of the Grace Hopper Celebration in Orlando, Florida. I'm your host, Rebecca Knight along with my co-host, Jeff Frick. We are here with Brenda Darden Wilkerson. She is the new president and CEO of the Anita Borg institute. Thank you so much for joining us. >> I'm so excited to be here. >> This is a new position for you. >> Absolutely. >> But you've obviously been involved with the Anita Borg Institute for your career. At least been aware of it. So tell us a little bit about what this appointment means to you. >> Oh, it's so exciting. It's like coming full circle back to a tech career that I started. Back to understanding the needs of women having been there. Gone through the various stages of my career and then going into education. Helping encourage women into a career in tech. And now being able to advocate for them to be able to contribute at whatever stage they're in. Whether they are just entering or whether they're one of the women who have been in tech for a long time and are getting promoted into C-suite. Or whether or not they went through traditional education pathway to get in or if they learned on their own. So it's very exciting. >> And it cannot be as hard as the challenge that you just accomplished. I'm so impressed. Getting computer science as a requirement in the Chicago School District. >> Yes, yes. >> I mean that must've been quite a battle. I can only imagine. >> It was. It was, but you know when you want something, and you believe in it, it is amazing how you find other people who believe like you do. And you form a collaborative partnership that's really about caring about people. >> Jeff: Right. >> Many of us had been in tech and we had had the challenges and myself, personally, I came about computer science accidentally. I went to college thinking I was going to go into medicine. So I was pre-med. So I only learned about computer science accidentally. And of course obviously it changed my trajectory. It's been my career path and I was fine with that. Until years later when we were working on making computer science core, I was doing some lobbying on Capital Hill on a panel with a bunch of people. One happened to be a 19 year old girl who had a story similar to mine. And I thought how could this still be happening? >> Jeff: Right, right. >> How can people not have this choice and have this exposure early in life so that they know how to choose to contribute to the thing that's changing the way we live every single day. >> So do you see it changing? I mean we talked about this so many times on theCUBE. You know, that the core curriculum is the core curriculum. It's been there forever. >> Yes, yes, yes. >> And then the funny joke, right? Go back 100 years, nothing looks familiar except if you go to the school. I mean they're still reading the same Mark Twain book, right? >> Brenda: Right, right. >> Do you see it changing 'cause computing is such a big part of everyday life now. And it should be core everywhere. I mean the fact that you got that through, do you see it changing in a broader perspective from, kind of, your point of view? >> I do, I do. Education changes slowly, unfortunately. But actually when you look at, we launched computer science for all in 2013. And now it is an initiative that is national. The Obama White House embraced it and we were so proud. And it made the knowledge of going after computer science as something that all educators should really be thinking about as early as kindergarten for our students. It is making a difference in the lives of women. I've seen girls who many times would have been talked out of getting into a technical field by high school. For the few that could trickle in and get into those one or two classes that used to be available. I'm seeing girls learn that they could be innovators as early as five, six, or seven years old. Okay, so I'm just waiting to see the world that they're going to create for us when all of them. Because now, in Chicago, they're required to have computer science to graduate. So that's everyone so that's the key. It's computer science for all. And it is making a change. Not just for the kids, but the educators. I'm seeing women educators go, I could do this? I could get in and teach computer science? I could create something? That's exciting. >> So the Anita Borg Institute does so much good work around these issues. From getting computers into the hands of kindergartners to helping women on the verge of C-suite jobs in some of the biggest tech companies in the world. Where do you want to focus? As the new president, what are some of your special pet projects that you want to look at in the upcoming years? >> So I really want to think about how we dig into intersectionality. I want to first and foremost make vivid for more women of different backgrounds, who may have traditionally been left out of the equation, that there is an opportunity here for you if you want it. Okay, so that's about listening to them. That's about building additional alliances. That's about figuring out how to partner with organizations that we're all going in the same direction, right? So that more people that bring their unique lenses and experiences can help us create solutions, products, services that serve better just because they're there. So that's the first and most important thing. But then of course to, in order to do that, we have to figure out how to accelerate the work that anitab.org does in helping companies to figure out how to solve any problems that they may be having about diversifying their work force. So that's the other half of the equation. >> Do you see that the message is resonating? And this, I mean, you've been in the tech industry for, you're a veteran of the tech industry. Let's just say it, let's just put it at that. Let's just put it at that. But do you, I mean, just in terms of what we've been saying here too is that it's a lot of the same stuff. A lot of the same biases. And then there's things like to Google Manifesto which was this year, you know? And you just think, are we really still talking about this? I mean, where are you on the spectrum of completely discouraged to hopeful and inspired? >> Oh, I'm hopeful. I mean, look around you. (laughing) Look around you at all these women who are also hopeful. I am hopeful for them. We are hopeful together. And I think many times some of the remarks or things that happen out there are just an indication that maybe we're getting closer to moving that needle, you know? Sometimes that's when you hear from people is when changes are being made. So I'm not discouraged at all. I'm very excited to be on this team. It's a very powerful team. And to create the coalitions that our women are counting on us to do. >> It's pretty interesting with a lot of the negative stuff that happens in the news. And it actually has a really bright silver lining. And that it kind of coalesces people in ways that wouldn't necessarily happen. >> That's right, that's right. >> I thought your comment kind of about overt, or no, I guess the last guest. Overt, kind of, discrimination versus, kind of, less overt. It's harder to fight the less overt. So when somebody shines a big bright light on it, it actually, in a way, is a blessing because then it surfaces this thing. >> The stuff that's kind of, you know, it's lukewarm. It's easy for people to explain away. Even if it's really obvious to most people. But when it is as overt as it's been, it's out there now. It's like now we have something that we all have to deal with. It's not, you know, we can't be lukewarm and mealy mouth about it. Let's go to work and address this because it's so obvious. So in that way it's a silver lining. >> Jeff: Right, right. >> But the culture war that we're dealing with this. With what Melinda Gates was describing as the brogrammers. The hoodie guys, the sea of white dudes. >> Yes. >> Where we think all the great ideas are coming from. >> Brenda: Yeah. >> What is you feeling on how do we combat that? >> So, you know, here's an interesting perspective. I'm going to put a call on the entertainment industry. >> Rebecca: Okay. >> To put more images out there that are representative of what's really happening, right? So, you know, I have a sister that's a lawyer. And she's older than I am. And there was a time when you just didn't see very many images of women lawyers or women doctors. But if you watch television, you watch the movies, there are plenty of those now and the numbers. People can be what they can see. But if the images out there are all about the sea of white men. Then we will fight that struggle because people are impacted by what they see. >> Rebecca: The power of representation. >> The power, absolutely. And so I'm calling on people who have the power to change the images to do so. And to show the truth of what's really going on. >> Okay, so Hollywood, are you listening? (laughing) Do you have any final advice for the young women who are here. And maybe it's their first Grace Hopper Conference. >> Yeah, yeah. >> What do you think they should do to get the most out of their experience here in Orlando this week? >> Well, first of all, I'm so glad that you're here and I want you to be encouraged that there is a sisterhood. There is a community that cares about you that has seen some of the same things, some of the challenges. And maybe you don't even know about yet. But together, we can make a better world. We can be the change agents that we already are but on a such bigger scale. So, you know, go for it. Don't ever let fear stop you. And you will make a success out of whatever you're going after. >> Those are words to live by. >> Yeah, we need to get a bigger boat though. You got 18,000 people. >> I know. >> That's right. >> You can't get that on you IM placard. >> That's right, that's right. That's a new solution for tomorrow. (laughing) >> Great, well, Brenda, thanks so much. We're so excited for you and to be here at Grace Hopper again. >> Thank you so much. I appreciate being here. >> Great event, great event. >> Okay, thank you. >> I'm Rebecca Knight for Jeff Frick. We will have more from Grace Hopper in a little bit.

>> Narrator: Live from Orlando, Florida, it's theCUBE, covering Grace Hopper's Celebration of Women in Computing. Brought to you by Silicon Angle Media. >> Welcome back to theCUBE's coverage of the Grace Hopper Conference. I'm your host, Rebecca Knight. We are joined by Rory Budnick. She is the engineering manager at Procore. Thanks so much for joining us. >> Thanks for having me. >> So tell our viewers a little bit more about Procore. >> Sure, so, we make cloud-based construction project management software. So what that means is everything in your construction project can be stored in Procore, everything from the budget for the project, to the drawings that your subcontractors need to see on the job site. >> And so these are two, it's mixing construction and engineering, two very male dominated fields all in one. So, talk a little bit about what your experience at Procore has been so far in your career. >> Sure, so, I joined Procore when there were 150 people, which was a little over three years ago, and now there are over 1000, we're in international markets, it's a whole different ballgame. It's been an awesome experience. I feel like I've gotten to grow with the company. I started out as an individual contributor and now I'm a manager. I've been involved in a lot of hiring at Procore, and so, we talk about two things here at Grace Hopper, in terms of getting more women in tech, more female software engineers. One of those is the pipeline, and two being retention. So, in terms of the pipeline, being in hiring is important, right? Being here, having a Procore booth, making sure that we are having our recruiters talk to female software engineers in the first place. And, in terms of retention, Procore has been just a really supportive place to work. I mean, me being here is a testament to that, but things like unlimited time off. >> Unlimited time off? >> Yeah, it's one of the many perks. I mean, it's just a comfortable office space, where we're making diversity a priority, and realizing that our employees need to be happy to get the best work done. It's definitely the most supportive company I've ever worked at in that respect. >> Now, research shows that women engineers really go into this field because they like to solve real world problems. So, can you talk a little bit about the kind of technology challenges that engineers face at Procore? >> Sure, that's one of the things I love about Procore is that we work on really tangible problems, so you see the payoff, you hear it directly from the customers. So, like, I work on the Drawings team. Drawings is one of our flagship tools. People upload all their drawings for a project, and we make sure that people are always working off the current set, which is really important, so that you don't have to do any rework, and you stay on budget and on time. >> And these are the headaches of any major home project too, is the fact that the timeline always slips and the budget always balloons. >> Yes, whether it's a home project or it's La Guardia Airport, which is one of the projects that's in Procore, it's the same problems. So, we get to work on things like making sure that clients are working off of that current set. What's the best way to do that? We hear their real world problems, like different ways to keep track of drawing revisions, and we make sure we adjust for whatever their method is of doing that. The biggest thing that we're working on right now, technically, is scaling, which is an exciting problem. We're working a lot on performance. We have about two million users, so it's sort of like the best problem to have where we have such high demand that now we need to meet it. So, a lot of the real world problems that we're solving, we have pretty solid solutions in place, we just need to scale to meet that demand. >> And as you said, the company is growing so much, so how are you making sure that it stays and remains that comfortable place to work as it gets bigger? >> That has been very interesting to watch. It's just been a great professional development experience for me, as a growing manager. And I think that the key thing we're doing is, in hiring, we look for three qualities, and they are ownership, optimism, and openness. They all start with Os, so it's easy to remember. But we really do look for those qualities in people, and find people that, you know, demonstrate that ownership, want to run with a project, feel like they're showing, that they put their self-worth in the project, and so they're willing to go the extra mile. In terms of optimism, doing well with change. I mean, growing that quickly, we're looking for people who work well with change, are excited about our growth. >> Rebecca: Are adaptable. >> Exactly, and then-- >> Rebecca: Openness. >> Openness, yeah, I almost forgot the last one. Openness, for me, where I see that the most at Procore is just communication from the executives. No matter who you are, you could go up to one of them and start a conversation, and they make a point of doing, you know, all hands meetings where they're communicating what the top company priorities are, what our investors are saying, things that you wouldn't think that an individual contributor would even be aware of. They lay it all out there. >> So, I mean, it sounds great, the idea that the lowest person on the totem pole can go up to a senior manager and give her input on a new idea, or pitch something. How does it really work, though? I mean, how do you empower that junior employee? >> I mean, I think a lot of that's individual management, but an example I can think of, in terms of empowering individuals' ideas at Procore is we just started a diversity and inclusion council as part of our efforts to kind of begin tackling the problem of increasing the number of women in tech. So, that means that 20 employees are meeting, they're funded by the company, and they get to figure out their takeaways, figure out their initiatives, and that's fully supported by the executives. >> Great, great, great. So, here you are at Grace Hopper. This is your second Grace Hopper. What is your takeaway from this conference? How would you describe the energy? >> It's incredibly inspiring. It's like being in a bubble for a few days. You know, it makes me want to extend that out into the real world. Melinda Gates yesterday was amazing, Debbie Sterling this morning. >> Rebecca: Who's the founder of GoldieBlox. >> Yeah, it's just, it just reminds me of that saying, you can't be what you can't see, and this is the opportunity for people to see. Procore sent about 30 women, and this is showing them, here are these women in leadership, here are women who have had really long careers in tech, so it's possible for you too. >> And, you know, you're not one of the new entrants to this field. You're already having a successful career, but you're also not a veteran. What keeps you going, even in spite of the Google manifesto, and the headlines that we read about the bleak numbers of women in leadership roles? >> I mean, I would be lying if I said those things didn't hurt, and it's really a mind game, where you have to sort of self-manage, and believe in yourself despite what other people are saying, not give people's opinions power over what your abilities actually are. >> And what's your advice to the young women here at Grace Hopper, who maybe it's their first time being here? >> I mean, my advice for actually attending the conference would be just make the most of it. >> Rebecca: And how does one make the most of it? I mean, it is big, it's overwhelming, 18000 people. >> Yeah, it definitely is. I think, for me, I'm a big note taker. I write down those big takeaways and I revisit them. So, you know, in six months, when another one of these articles comes out with negative news about women in tech, I can revisit that and kind of feel bolstered by that. >> Rebecca: Are you hopeful that things are changing? >> Yes, I am hopeful-- >> And you're on the ground floor here. I mean, you're one of the women fighting the good fight every day. >> That's nice to hear, and I think, you know, last year's Grace Hopper, there were 13000 people, this year there's 18000. Things are trending in the right direction. For me, I think that pipeline problem is something I think about a lot, and getting young girls interested in technology. For me, I didn't start coding until I was done with college, so it's important to me that people are aware of the possibilities at a young age. >> Well, Rory, thanks so much for joining us. It's been a lot of fun talking to you. >> Yeah, great talking to you too. >> Thank you. We will have more from the Grace Hopper Conference, just after this.

>> Narrator: Live from Orlando, Florida. It's theCube. Covering Grace Hopper's Celebration of Women In Computing. Brought to you by, SiliconANGLE Media. >> Welcome back to theCube's coverage of the Grace Hopper conference here in Orlando, Florida. I'm your host, Rebecca Knight. We are joined by Raji Arasu, she is the CTO of Development at Intuit. And also, by Marianna Tessel. She is the Chief Product Officer at Intuit. So thank you both for joining us. >> I think you got the title wrong. >> Oh no! (laughter) Please correct me! >> It's SVP. >> SVP. >> SVP of our organization is called CTO Dev, and I manage the platform and infrastructure services for our... >> Great. >> So now we've got that under control. >> Wonderful. >> So tell a little bit about your background. We'll start with you Raji, how you got into this business. >> I have been about 27 years in the consumer and retail space. And a ton of background on ecommerce and payments. This actually my first job sort of focusing on platform and core services for the company. A huge responsibility, my job is not just to provide and you know, delightful services for both my internal and external customers. But to really make sure that we are really thinking about the future and the capabilities that we're building for the future. So, super excited about my role at Intuit. >> How about you, Marianna? >> First of all, thanks for having me here. >> Yes. >> And I have to confess, this is my first time at the Grace Hopper Conference. >> That's wonderful! That's, that's great! >> And I'm completely blown away from the wonderful people here and the representation and the energy. So, I'm now a fan. So, anyway, just wanted to say that. You know, my background has always been engineering, I've done multiple engineering roles. I actually, before this, I spent a lot of time in systems and infrastructure and I really get a kick right now out of using some of the products I built. And actually using them in other products. And seeing how customers are using it. So, that's an interesting kind of journey, and interesting to see kind of full picture, of kind of the industry. >> Both of you, and we are here at Grace Hopper, which is the celebration of women in computing. And both of you are passionate about creating a more inclusive engineering culture. Can you talk about why, why this is a passion project of yours. And then also, what you're doing to make, to help that happen. Raji? >> I think, I mean, Grace Hopper. This is my seventh year in the conference and I love it. >> So you're a veteran. She's a virgin, you're a veteran. >> I'm definitely a veteran, absolutely. (laughter) >> And I think it's such a joy because it not only, I have started to recognize some familiar faces. It's a fantastic opportunity for us to network, with women in technology, and talk about actually, what's cool, is not just the issue around fixing the numbers, but actually, we talk about capabilities and building, you know, what's really important for our craft. And so I'm actually excited about that. The more and more I see, you know we have about 112 people attending from Intuit. And you know, a ton of men as well, participating in that but a lot of people are going to be talking about things that are very core to us. Like, data engineering, data science, architecture, services-oriented journey, and all of that which is awesome. Because I think, that's what people want to hear, the work that we do. And they want to understand, what it would be like to work at Intuit. So, there's a ton of opportunity for companies and for individuals who work there to really show what they do everyday. And really connect in a very authentic way. And show off their work. More than actually be, you know, really talking about the Uber problem that many of us do care about that as well. But I see, down here, especially where we are sitting, everybody's connecting on where they work, what is the work that I'm going to do, or what is the stuff that actually interests me. Which I think is pretty cool. >> During the keynote, Melinda Gates had a very quotable quote and she said, "Not every idea is wrapped in a hoodie," not every good idea is wrapped in a hoodie. And this is really bemoaning the brogrammer culture. Is that message getting through, do you think, to young women? In the sense of, this is not all the sea of white dudes. >> You know, I, I think it is but there's still like work to do. Both for like, women that enter the field, as well as women that been here for, for awhile. And, you know, there's still plenty of opportunity. So, you know, the culture is definitely, at least, I'll have to tell you that, again, being a bit in the industry now, and gaining a bit of a perspective, just the fact that it's being talked about and the fact that there's more energy towards solving it is already, you know, a great win. And, you know, to your question before, if I can jump on that as well. >> Knight: Yes! Absolutely. >> You know, this whole idea of diversity in the work place, there is nothing, I don't know if there's much to say there beyond what's already said about how it's good for businesses, how the customers at many of the of, I know definitely for us, in the small businesses, a lot of our customers are diverse. And we want to have diverse people build product for our customers, right? You know, so all of these are true, it makes sense for the business. But now I can tell you from my own lens, and my own kind of perspective and experience, you know, women are just awesome. And they make like, outstanding engineers, outstanding leaders, and every time I have a group of, you know, that has all sorts of people, again all kinds of diversity it's just a stronger group. So, some of it, you know, I love to have a diverse team selfishly, because it's an awesome team and that's kind of what I think we should all be pursuing. Just, be awesome, not just diverse. >> So you're passionate about getting more women into this industry, keeping them, retaining them in the industry. But, tell me a little bit about the tech. I mean, because that is, that was obviously your first love and that's why you do what you do. So tell me about what you're working on that's really exciting to you at Intuit. >> I think, you know, as I look at my past, one of the things that always excited me is to work on complex stuff that actually makes a difference in the world. And it started fairly early on in my career where I started to, when I worked at eBay it was about actually connecting to our customers and sellers and having that sort of a social impact. Moving on to StubHub it was a lot about actually entertainment and how do you really get people to the game and that perfect evening they were looking for. And then moving on to Intuit, it's about making that financial freedom possible for many of our customers. And I think when I look at that, for Intuit, there's a huge opportunity. Which we are actively working on is, to start looking at our data and be able to create some delightful customer experiences for our people. And to, to really give them more time and more money at the end of the day. And I think, and that sort of confidence in our own products, about the decisions we make for them and the expertise that we provide, and so as part of that, a lot of that can only come alive with technology. So, when we start to look at that, you know, there's a huge focus within the company on building great tools for developers so they can move faster. There's a huge focus on trying to do AI and machine learning on our data and looking at what we can do to personalize our experiences for our customers and reduce friction in the flow. There's a ton of work that's being done there. And I also think that we, we're very excited about our journey to the cloud. And having gone through the whole services-oriented architecture, re-architecture that we are being embarked on for many years. So, I think really, really there's a ton of good work that's happening inside with all towards the focus of servicing the customer. So there's a ton of conversations that we have around customer empathy. And then all of the technology towards making the lives of our customers better from a financial perspective. >> And giving them back time and money as you said, yes. Yes, absolutely. >> If I can add, to that, like our mission as a company is to power prosperity around the world and you know, and that's like a great mission. But, as Raji was saying, it's even awesome when you get to connect technology to a mission that is really inspiring like this. >> Knight: Yes. >> And is really something we put in practice. You know, I'll talk specifically in one of my products, Quick Books Online, QBO. You know, we have, a lot of the problems that, a lot of the challenges, we shouldn't call them problems. Challenges that many of the SAS companies are facing in terms of scale, in terms of velocity, how are we doing DEV ops in the most modern way? What's our CICD pipeline look like? How do we use, we have all this great data, how do we use the right data? Because, obviously we want to respect privacy. How do we use the right data to giving even more value to our, getting more value to our customers? How do we apply machine learning and AI? And, you know et cetera, to make it even more interesting because we have some touch with financial data. There's a lot of view on security and what we do there. So, lots of problems to solve that are deep technical problems. Lots of modern technology. Some that other, that you know, we have to look at but you know, really interesting set of challenges. From all the way to, in close to the infrastructure, all the way to the UI and some really cool things that we're doing there. >> I think that's a really great point, and the fact that, you know, as you're women technologists so you face issues of biases and sexism in the industry. But as technologists, as human technologists, you face questions about, am I looking at the right data, is this data secure, am I doing enough around privacy? Do you think that this conference does enough to acknowledge both sides of this coin in the sense that you are technical leaders in your field and you are here, at a tech conference, but then you're also here to rally around this issue of getting more women and retaining more women in the industry? What do you think? >> I think, I think that I am in this, in these booths here, I sense it. I sense that we're talking about the real problems around technology. The conversations around the specialties that are required in data science or maybe architecture, maybe engineering. I mean any parts of that, we do have those conversations. I think at the keynotes and maybe at the higher level, it's a lot more about developing women and addressing the problem and probably building leadership. So, there's probably two flavors that you find in this conference. Which I think cater to different sets of women and some about staying in the field and not sort of, you know, dealing with the problems that we have. So I think it does. But I think it'd be awesome to have a panel where we have very different points of view on a technology, and having a really good debate about that. Which would be really cool I think, if we had something like that. I don't know if it's in our curriculum. I'm definitely not aware of everything in our curriculum but it would be cool to have a panel like that. >> I want to wrap up here but I want to ask, what is your best advice for aspiring women in this field? And it could be someone who is just starting her computer science journey in college, or it could be someone who maybe is feeling as though, do I stay in this field, I don't know if this is for me. What would you say to that young woman? >> You know, again, maybe something that she heard before, but I would say, you know, go for it, stick with it, be ready to fall down. And come back up and be ready, be open-minded, know that you can learn anything. And, you know, but stick with it. >> Just stay, stick with it. (laughter) >> Yes, through hard and through easy. >> I love that. I mean, I want to definitely second Marianna saying don't be afraid of failures. Take it on, and use that as an opportunity to convert that into success in the next opportunity that you have. I think the part that I would also say, is protect being a leader in tech and staying true to it. You got to have a learning mindset. Every single day you come in, you got to learn new skills, you have to open to change, and constant change. And if you learn, and every one of us has different ways to learn. You know, some of us learn through conversation, some of us learn through reading papers, whatever that might be. But if you do that, you will stay as a credible and relevant leader for the longer run. >> Knight: The growth mindset. >> Absolutely. >> Well Raji, Marianna, thank you so much for joining us. It's been a lot of fun. >> Thank you. >> Thanks for having us. >> I'm Rebecca Knight, here at the Grace Hopper Conference, we will have more, just after this. (electronic music)

(upbeat music) >> Announcer: Live from Orlando, Florida It's theCUBE, covering Grace Hopper's celebration of women in computing. Brought to you by SiliconANGLE Media. >> Welcome back to theCUBE's coverage of the Grace Hopper conference here in Orlando, Florida. I am your host Rebecca Knight. I'm joined by Lybra Clemons. She is the global head of diversity and inclusion at PayPal. Thanks so much for joining us, Lybra. >> Thanks for having me. >> So this is your first time on theCUBE. >> First time on theCUBE, first time at Grace Hopper, first month of PayPal so it's great. >> A newbie, well we are thrilled to have you. >> Thank you. >> And you're actually, frankly, quite new at PayPal, so-- >> Very new. >> You're a month in, so tell us, what does the Global Head of Diversity and Inclusion do? >> I think they do everything, because somehow, someway my calendar is full. It's a combination of things. You know, DNI, Diversity Inclusion, is so important to the CEO, and to the company. So, not only am I involved in all kinds of business meetings, but we're a function of human resources, so there's a recruiting piece of it. There's also the talent management, the development of our diverse talent, as well as engagement. So I'm hitting every single part of kind of your HR employee life cycle, as well as all of these amazing opportunities, like coming to Grace Hopper, partnering with a lot of our smaller organizations and nonprofits who are working on ensuring that there is STEM and tech for young women and girls. As well as, looking into different affinity groups in LGBT, our veterans, just so many opportunities, so I'm constantly like, but it's so fantastic because there's such enthusiasm. Our CEO is really top notch. I mean, Dan Schulman, not only does he talk about diversity, but he is really committed to it. So, I'm telling you, I feel like almost a celebrity, and it's just like, usually the diversity person, they're like, yeah he's our diversity person. But then like, I got introduced the first week, and my email is blowing up, and people were just excited about it, in a good positive way. >> So, let's back up actually, and talk about, you know, one of the things our keynotes were talking about this morning is what do women look for in an employer. What do they want? What do women want Lybra? >> What do people want? >> So when you were looking for your next move in your career, what stood out to you about PayPal, and what made you think, "This is the place". >> That is such a good question. One thing I did, the first thing I did actually, was go to their website, and I looked at their board to see who was on their board from a diversity perspective. And I have to tell you, PayPal's Board of Directors 45% diverse in terms of gender and ethnicity. I don't know another company, or tech company, that's achieving that at that point, so that was completely impressive. I also go to the leadership, and I look to see how many levels down you have to go, to find a woman or a person of color. I didn't have to go that many levels down, and it was an abundance of it. So, for me, that's critical, and I think a lot of woman and even underrepresented minorities, they look for that. If you can't see yourself in the senior ranks, then you just question whether there is a life for you there, and a trajectory for you. So, for me, that was important. Also, just a great, cool culture. I get to wear jeans to work you know. >> But Lybra, how did you find out about the culture? What kind of homework did you do? >> You know, that's a good question. I actually knew someone that worked at PayPal, but it's a far cry from my life in New York, which is wonderful, and there are a lot of companies that actually are casual, but beyond just your attire, there is something about it, every time I met someone at PayPal I didn't hear this, "Oh, I work at PayPal". There's enthusiasm, there's authenticity, which is critical, people are who they are, who they are. They don't come to work and they don't shed whatever it is, they can be whoever they want. That, to me, is so important, because I have a personality, I also have an idea, I have a vision. >> Rebecca: I have no idea, Lybra. >> Yeah, no personality, but that's so important to me. So, there was a place where people can feel like they can bring themselves to work, and I know it's a cliche, but you really can. And I think there's also a piece where people actually care about what other people think. I think there's like not a lot of group think, which, a lot of companies are like, "Get along, "go along to get along," that's not there. So, for me, it was so important that I can show up, and be myself, and in the interviews I was all Lybra, and if you can take all Lybra, then, you know, I'm in there, but I think a lot of woman and just people in general want to see themselves at work, and feel like they don't have to try to be someone else. >> And see their aspirational selves, as you said. >> Their aspirations, their goals, people that look like them, but an opportunity to influence, and be creative, and be entrepreneurial, and that is what I needed and wanted, and I think a lot of people are looking for that these days. >> So, earlier in your career you worked in Nicaragua, with the One Laptop per Child Organization. Tell us a little bit about that, and then also connect it to what you're doing today. >> It's so interesting, it is like, first of all I left American Express, moved to Nicaragua and ran a laptop program. I have no tech background. I had never been to Nicaragua, but it was such an amazing opportunity, and it was an opportunity for me to not only to introduce the concept of using laptops to various schools and teachers, but to also get kids to really understand how to use technology to solve problems. This was in 2009, right? But was also just full circle, and it's funny because I talked about this in my interview, was living in Nicaragua, I had a cellphone at the time, but I would have to walk blocks and blocks and blocks in the heat, to the ATM, which may or may not work, to get cash, to go walk a few more blocks to pay for my cellphone to add minutes. And I just thought in my mind, how much easier it would be, like literally just so, >> Rebecca: (laughing) Yes. >> How much easier would it be if I didn't have to do that. So, one of the things I learned was understanding how important tech is, introducing it at young ages, ensuring that people understand, not just the children understand the use of technology, but also we were training teachers who didn't understand technology. That's a huge gap a lot of people miss. But also, the function of how to operate when the infrastructures aren't there. Fast forward to 2017, interviewing at a company like PayPal that actually opens up opportunities for people who wouldn't have that. >> And here in the US we can be very Western centric. >> That's right. >> But to think about how tech is this great equalizer for developing countries, helping, making person to person payments easier, more seamless. >> Financial inclusion, that's what this company is about. So not only did I go to the website to look at who was on the board, who were the leaders, you know, Dan Schulman, following him, but also really being behind the vision and the mission of a company, and there's not a person at PayPal that does not agree with what we're doing. And it's so fantastic, and it's everything I thought about during my time at American Express, also at One Laptop per Child, but it all just is full circle, and it's just everything that I've always wanted. So you feel like you're in the right place, you know? >> So, you're one month in. >> Lybra: One month in. >> I want to know what you want the future to hold for PayPal, so when we're sitting down next year Lybra, at the next Grace Hopper conference. >> Lybra: Yes. >> What do you want to look back as the accomplishments of PayPal, both in terms of recruiting more women, retaining more women, and also the programs keep them happy in their roles. >> Yes, yeah. I mean, you know what, in one year, I would love to see more people of color here. I mean, I definitely think that, even as just looking around the room, I definitely see diversity within Grace Hopper, but I definitely see that we're missing the Black and Latino population. And that part is very critical, as we look at the numbers and we look at diversity within the women's movement. So that part, I would love for PayPal to be able to contribute to that. But how do we bring more women of color into these conversations and having a seat at the table so I would love for that. Grace Hopper, more men, we have men here. Our Chief Technology Officer is here. >> Rebecca: (laughing) It's a secret. >> We've got probably two to three men that are with us, and I definitely want to bring more. I think the only way to have a conversation is to bring everyone to be part of it. And so, I know we can do that next year, and I just have a feeling that the way that global diversity is looking at DNI as it relates to women. We can look at women, but we're looking at everyone. And we want to create those opportunities. And there's a lot of focus on recruiting, but for us we really want to talk about retention and culture. Because we can bring them in the door, we need you to stay. We need you to stay, we need you to build, we need you to be entrepreneurs, and we need you to ascend through the ranks. So anything that our team can do to ensure that, that's where the dirty work is. This is all fun and exciting, but it's like getting back to PayPal offices, ensuring that not only do we have the women at PayPal, but they see themselves in leadership opportunities, and they have those opportunities. So that's exciting for us too. >> You talked about the numbers, and the numbers are bleak right now. >> Yes. >> So, it's 25%, women represent 25% of workers in the tech industry, 15% of leaders, and the numbers are even more abysmal for Black and Latino women. >> Lybra: Yes absolutely. >> So if you could talk to the young Lybra out there >> Lybra: Oh my God. >> The person who aspires to have a rewarding and rich career in technology. What would you say to her? >> Here is what I love though. I have to say this. This is my first tech job to be honest. What I'm hearing about are all these organizations, and even Melinda Gates talked about this. There are so many organizations that are going into the schools to ensure that a lot of these young women from all walks of life have access to technology. Computer Science. To really understand the value of using technlogy to solve problems. So, what I would love to do is continue those partnerships, and be very, very targeted and specific about it. Because, there's a lot of that's happening, but we need to pull through all the way. Like, do they stop at the fifth grade, what happens in Middle School, what happens in High School? Do they go to certain schools that don't have these programs. So there has to be kind of of a pull through affect. I think if you're interested, there are opportunities. But you have to stay involved, and I think that's the hard part because there's that drop off that I was just talking about. I think there's a lot of commitment in the schools, but then you may drop off after that, so what do we do to kind of bridge that gap. I would love for companies to think more of this middle to high school bridge program. Where, not only do you learn at the young age, but also you're starting to invent and be more thoughtful and be entrepreneurs, because that's what we need more of. Hopefully, we'll be able to tackle that at some point, we'll see, but the sky's the limit I think. >> Do you have any also advice for, I know you're an expert in public-private partnerships. >> Lybra: Yes yes. >> Do you have any advice for companies as well as organizations that want to team up and work on this problem. >> Yeah, you know what though, I think there's a lot of these organizations as I said earlier, but I think that if companies take one particular school, or one particular idea and just go full throttle, I think that helps. >> Rebecca: And use it as a test case or? >> It's a pilot, and see what else happens. But I think when there's a more specific and targeted goal with one particular entity it helps to build a momentum. You're constantly involved and engaged, and you don't lose anything as a result of kind of hopping around. Public-private partnerships are so hard, you know there's political, there's the politics behind it, there are people that leave, so you don't get the continuity as much, but you try. >> So, I think that's exciting to note, the experiment, you see what works, and then you are able to take those best practices and scale them up. >> Absolutely absolutely. >> Great. Well, Lybra Clemons, thanks so much it's been really fun talking to you. >> Thank you I had a wonderful time. >> Good luck and thank you. >> Thanks. >> I'm Rebecca Knight, we'll have more from the Grace Hopper conference here in Orlando, Florida, just after this. (upbeat music)

>> Announcer: Live from Orlando, Florida, it's theCUBE, covering Grace Hopper's Celebration of Women in Computing, brought to you by SiliconANGLE Media. >> Welcome to day one of the Grace Hopper Conference here in Orlando, Florida. Welcome back to theCUBE, I should say. I'm your host, Rebecca Knight, along with my co-host, Jeff Frick. We have just seen some really great keynote addresses. We had Faith Ilee from Stanford University. Melinda Gates, obviously the co-founder of the Bill and Melinda Gates Foundation. We also had Diane Green, the founder of VMware. Jeff, what are your first impressions? >> You know, I love comin' to this show. It's great to be workin' with you again, Rebecca. I thought the keynotes were really good. I've seen Diane Green speak a lot and she's a super smart lady, super qualified, changed the world of VMware. She's not always the greatest public speaker, but she was so comfortable up there. She so felt in her element. It was actually the best I'd ever seen. For me, I'm not a woman, but I'm a dad of two daughters. It was really fun to hear the lessons that some of these ladies learned from their father that they took forward. So, I was really hap-- I admit, I'm feelin' the pressure to make sure I do a good job on my daughters. >> Make sure those formative experiences are the right ones, yes. >> It's just interesting though how people's early foundation sets the stage for where they go. I thought Dr. Sue Black, who talked about the morning she woke up and her husband threatened to kill her. So, she just got out of the house with her two kids and started her journey then. Not in her teens, not in her twenties, not in college. Obviously well after that, to get into computer science and to start her tech journey and become what she's done now. Now she's saving the estate where the codebreakers were in World War II, so phenomenal story. Melinda Gates, I've never seen her speak. Then Megan Smith, always just a ton of energy. Before she was a CTO for the United States, that was with the Obama administration. I don't think she hung around as part of the Trump Administration. She brings such energy, and now, kind of released from the shackles of her public service and her own thing. Great to see her up there. It's just a terrific event. The energy that comes from, I think, a third of the people here are young women. Really young, either still in college or just out of college. Really makes for an atmosphere that I think is unique in all the tech shows that we cover. >> I completely agree. I think the energy really is what sets the Grace Hopper Celebration of Women in Computing apart from all the other conferences. First of all, there's just many more women who come to this. The age, as you noted, it's a lot lower than your typical tech conference. But, I also just think what is so exciting about this conference is that it is this incredible mix of positivity. let's get more women in here, let's figure out ways to get more women interested in computer science and really working on their journey as tech leaders. But, also really understanding what we're up against in this industry. Understanding the bro-grammar culture, the biases that are really creating barriers for women to get ahead, and actually to even enter into the industry itself. Then, also there's the tech itself, so we have these women who are talking about these cool products that they're making and different pathways into artificial intelligence and machine-learning, and what they're doing. So, it's a really incredible conference that has a lot of different layers to it. >> It's interesting, Dr. Fei-Fei Li was talking a lot about artificial intelligence, and the programming that goes into artificial intelligence, and kind of the classic Google story where you use crowdsourcing and run a bunch of photographs through an algorithm to teach it. But, she made a really interesting point in all this discussion about, is it the dark future of AI, where they take over the world and kill us all? Or, is it a positive future, where it frees us up to do more important things and more enlightened things. She really made a good point that it's, how do you write the algorithms? How are we training the computers to do what we do? Women bring a different perspective. Diversity brings a different perspective. To bake that into the algorithms up front is so, so important to shape the way the AI shapes the evolution of our world. So, I found that to be a really interesting point that she brought up that I don't think is talked about enough. People have to write the algorithms. People have to write the stuff that trains the machines, so it's really important to have a broad perspective. You are absolutely right, and I think she actually made the point even broader than that in the sense of is if AI is going to shape our life and our economy going forward-- >> Which it will, right? >> Which it will. Then, the fact that there are so few women in technology, this is a crisis. Because, if the people who are the end-users and who are going to either benefit or be disadvantaged by AI aren't showing up and aren't helping create it, then yes, it is a crisis. >> Right. And I think the other point that came up was to bake more computer science into other fields, whether it's biology, whether it's law, education. The application of AI, the application of computer science in all those fields, it's much more powerful than just computing for the sake of computing. I think that's another way hopefully to keep more women engaged. 'Cause a big part of the issue is, not only the pipeline at the lead, but there's a lot of droppage as they go through the process. So, how do you keep more of 'em involved? Obviously, if you open it up across a broader set of academic disciplines, by rule you should get more retention. The other thing that's interesting here, Rebecca. This is our fourth year theCUBE's been at Grace Hopper's since way back in Phoenix in 2014, ironically, when there was also a big Microsoft moment at that show that we won't delve back into. But, it's a time of change. We have Brenda Darden Wilkerson, the brand new president of the Anita Borg organization. Telle Whitney's stepping down and she's passing the baton. We'll have them both on. So, again, Telle's done a great job. Look what she's created in the team. But, always fun to have fresh blood. Always fun to bring in new energy, new point of view, and I'm really excited to meet Brenda. She's done some amazing things in the Chicago Public School System, and if you've ever worked in a public school district, not a really easy place to innovate and bring change. >> Right, no, of course. Yeah, so our lineup of guests is incredible this week. We've got Sarah Clatterbuck, who is a CUBE alum. We have a woman who is the founder of Roar, which is a self-defense wearable technology. We're going to be looking at a broad array of the women technologists who are leading change in the industry, but then also leading it from a recruitment and retention point of-- >> So, should be a great three days, looking forward to it. >> I am as well. Excellent. Okay, so please keep joining us. Keep your channel tuned in here to theCUBE"s coverage of the Grace Hopper Conference here in Orlando, Florida. I'm your host, Rebecca Knight, along with my co-host, Jeff Frick. We will see you back here shortly. (light, electronic music)

>>Okay. We're back here, live in New York city for big data week. This is siliconangle.tvs, exclusive coverage of Hadoop world strata plus Hadoop world big event, a big data week. And we just wrote a blog post on siliconangle.com calling this the south by Southwest for data geeks and, and, um, it's my prediction that this is going to turn into a, quite the geek Fest. Uh, obviously the crowd here is enormous packed and an amazing event. And, uh, we're excited. This is siliconangle.com. I'm the founder John ferry. I'm joined by cohost update >>Volante of Wiki bond.org, where people go for free research and peers collaborate to solve problems. And we're here with Jack Norris. Who's the vice president of market marketing at map are a company that we've been tracking for quite some time. Jack, welcome back to the cube. Thank you, Dave. I'm going to hand it to you. You know, we met quite a while ago now. It was well over a year ago and we were pushing at you guys and saying, well, you know, open source and nice look, we're solving problems for customers. We got the right model. We think, you know, this is, this is our strategy. We're sticking to it. Watch what happens. And like I said, I have to hand it to you. You guys are really have some great traction in the market and you're doing what you said. And so congratulations on that. I know you've got a lot more work to do, but >>Yeah, and actually the, the topic of openness is when it's, it's pretty interesting. Um, and, uh, you know, if you look at the different options out there, all of them are combining open source with some proprietary. Uh, now in the case of some distributions, it's very small, like an ODBC driver with a proprietary, um, driver. Um, but I think it represents that that any solution combining to make it more open is, is important. So what we've done is make innovations, but what we've made those innovations we've opened up and provided API. It's like NFS for standard access, like rest, like, uh, ODBC drivers, et cetera. >>So, so it's a spectrum. I mean, actually we were at Oracle open world a few weeks ago and you listen to Larry Ellison, talk about the Oracle public cloud mix of actually a very strong case that it's open. You can move data, it's all Java. So it's all about standards. Yeah. And, uh, yeah, it from an opposite, but it was really all about the business value. That's, that's what the bottom line is. So, uh, we had your CEO, John Schroeder on yesterday. Uh, John and I both were very impressed with, um, essentially what he described as your philosophy of we, we not as a product when we have, we have customers when we announce that product and, um, you know, that's impressive, >>Is that what he was also given some good feedback that startup entrepreneurs out there who are obviously a lot of action going on with the startup community. And he's basically said the same thing, get customers. Yeah. And that's it, that's all and use your tech, but don't be so locked into the tech, get the cutters, understand the needs and then deliver that. So you guys have done great. And, uh, I want to talk about the, the show here. Okay. Because, uh, you guys are, um, have a big booth and big presence here at the show. What, what did you guys are learning? I'll say how's the positioning, how's the new news hitting. Give us a quick update. So, >>Uh, a lot of news, uh, first started, uh, on Tuesday where we announced the M seven edition. And, uh, yeah, I brought a demo here for me, uh, for you all. Uh, because the, the big thing about M seven is what we don't have. So, uh, w we're not demoing Regents servers, we're not demoing compactions, uh, we're not demoing a lot of, uh, manual administration, uh, administrative tasks. So what that really means is that we took this stack. And if you look at HBase HBase today has about half of dupe users, uh, adopting HBase. So it's a lot of momentum in the market, uh, and, you know, use for everything from real-time analytics to kind of lightweight LTP processing. But it's an infrastructure that sits on top of a JVM that stores it's data in the Hadoop distributed file system that sits on a JVM that stores its data in a Linux file system that writes to disk. >>And so a lot of the complexity is that stack. And so as an administrator, you have to worry about how data gets permit, uh, uh, you know, kind of basically written across that. And you've got region servers to keep up, uh, when you're doing kind of rights, you have things called compactions, which increased response time. So it's, uh, it's a complex environment and we've spent quite a bit of time in, in collapsing that infrastructure and with the M seven edition, you've got files and tables together in the same layer writing directly to disc. So there's no region servers, uh, there's no compactions to deal with. There's no pre splitting of tables and trying to do manual merges. It just makes it much, much simpler. >>Let's talk about some of your customers in terms of, um, the profile of these guys are, uh, I'm assuming and correct me if I'm wrong, that you're not selling to the tire kickers. You're selling to the guys who actually have some experience with, with a dupe and have run into some of the limitations and you come in and say, Hey, we can solve some of those problems. Is that, is that, is that right? Can you talk about that a little bit >>Characterization? I think part of it is when you're in the evaluation process and when you first hear about Hadoop, it's kind of like the Gartner hype curve, right. And, uh, you know, this stuff, it does everything. And of course you got data protection, cause you've got things replicated across the cluster. And, uh, of course you've got scalability because you can just add nodes and so forth. Well, once you start using it, you realize that yes, I've got data replicated across the cluster, but if I accidentally delete something or if I've got some corruption that's replicated across the cluster too. So things like snapshots are really important. So you can return to, you know, what was it, five minutes before, uh, you know, performance where you can get the most out of your hardware, um, you know, ease of administration where I can cut this up into, into logical volumes and, and have policies at that whole level instead of at an individual file. >>So there's a, there's a bunch of features that really resonate with users after they've had some experience. And those tend to be our, um, you know, our, our kind of key customers. There's a, there's another phase two, which is when you're testing Hadoop, you're looking at, what's possible with this platform. What, what type of analytics can I do when you go into production? Now, all of a sudden you're looking at how does this fit in with my SLS? How does this fit in with my data protection, uh, policies, you know, how do I integrate with my different data sources? And can I leverage existing code? You know, we had one customer, um, you know, a large kind of a systems integrator for the federal government. They have a million lines of code that they were told to rewrite, to run with other distributions that they could use just out of the box with Matt BARR. >>So, um, let's talk about some of those customers. Can you name some names and get >>Sure. So, um, actually I'll, I'll, I'll talk with, uh, we had a keynote today and, uh, we had this beautiful customer video. They've had to cut because of times it's running in our booth and it's screaming on our website. And I think we've got to, uh, actually some of the bumper here, we kind of inserted. So, um, but I want to shout out to those because they ended up in the cutting room floor running it here. Yeah. So one was Rubicon project and, um, they're, they're an interesting company. They're a real-time advertising platform at auction network. They recently passed a Google in terms of number one ad reach as mentioned by comScore, uh, and a lot of press on that. Um, I particularly liked the headline that mentioned those three companies because it was measured by comScore and comScore's customer to map our customer. And Google's a key partner. >>And, uh, yesterday we announced a world record for the Hadoop pterosaur running on, running on Google. So, um, M seven for Rubicon, it allows them to address and replace different point solutions that were running alongside of Hadoop. And, uh, you know, it simplifies their, their potentially simplifies their architecture because now they have more things done with a single platform, increases performance, simplifies administration. Um, another customer is ancestry.com who, uh, you know, maybe you've seen their ads or heard, uh, some of their radio shots. Um, they're they do a tremendous amount of, of data processing to help family services and genealogy and figure out, you know, family backgrounds. One of the things they do is, is DNA testing. Uh, so for an internet service to do that, advanced technology is pretty impressive. And, uh, you know, you send them it's $99, I believe, and they'll send you a DNA kit spit in the tube, you send it back and then they process that and match and give you insights into your family background. So for them simplifying HBase meant additional performance, so they could do matches faster and really simplified administration. Uh, so, you know, and, and Melinda Graham's words, uh, you know, it's simpler because they're just not there. Those, those components >>Jack, I want to ask you about enterprise grade had duped because, um, um, and then, uh, Ted Dunning, because he was, he was mentioned by Tim SDS on his keynote speech. So, so you have some rockstars stars in the company. I was in his management team. We had your CEO when we've interviewed MC Sri vis and Google IO, and we were on a panel together. So as to know your team solid team, uh, so let's talk about, uh, Ted in a minute, but I want to ask you about the enterprise grade Hadoop conversation. What does that mean now? I mean, obviously you guys were very successful at first. Again, we were skeptics at first, but now your traction and your performance has proven this is a market for that kind of platform. What does that mean now in this, uh, at this event today, as this is evolving as Hadoop ecosystem is not just Hadoop anymore. It's other things. Yeah, >>There's, there's, there's three dimensions to enterprise grade. Um, the first is, is ease of use and ease of use from an administrator standpoint, how easy does it integrate into an existing environment? How easy does it, does it fit into my, my it policies? You know, do you run in a lights out data center? Does the Hadoop distribution fit into that? So that's, that's one whole dimension. Um, a key to that is, is, you know, complete NFS support. So it functions like, uh, you know, like standard storage. Uh, a second dimension is undependability reliability. So it's not just, you know, do you have a checkbox ha feature it's do you have automated stateful fail over? Do you have self healing? Can you handle multiple, uh, failures and, and, you know, automated recovery. So, you know, in a lights out data center, can you actually go there once a week? Uh, and then just, you know, replace drives. And a great example of that is one of our customers had a test cluster with, with Matt BARR. It was a POC went on and did other things. They had a power field, they came back a week later and the cluster was up and running and they hadn't done any manual tasks there. And they were, they were just blown away to the recovery process for the other distributions, a long laundry list of, >>So I've got to ask you, I got to ask you this, the third >>One, what's the third one, third one is performance and performance is, is, you know, kind of Ross' speed. It's also, how do you leverage the infrastructure? Can you take advantage of, of the network infrastructure, multiple Knicks? Can you take advantage of heterogeneous hardware? Can you mix and match for different workloads? And it's really about sharing a cluster for different use cases and, and different users. And there's a lot of features there. It's not just raw >>The existing it infrastructure policies that whole, the whole, what happens when something goes wrong. Can you automate that? And then, >>And it's easy to be dependable, fast, and speed the same thing, making HBase, uh, easy, dependable, fast with themselves. >>So the talk of the show right now, he had the keynote this morning is that map. Our marketing has dropped the big data term and going with data Kozum. Is that true? Is that true? So, Joe, Hellerstein just had a tweet, Joe, um, famous, uh, Cal Berkeley professor, computer science professor now is CEO of a startup. Um, what's the industry trifecta they're doing, and he had a good couple of epic tweets this week. So shout out to Joe Hellerstein, but Joel Hellison's tweet that says map our marketing has decided to drop the term big data and go with data Kozum with a shout out to George Gilder. So I'm kind of like middle intellectual kind of humor. So w w w what's what's your response to that? Is it true? What's happening? What is your, the embargo, the VP of marketing? >>Well, if you look at the big data term, I think, you know, there's a lot of big data washing going on where, um, you know, architectures that have been out there for 30 years or, you know, all about big data. Uh, so I think there's a, uh, there's the need for a more descriptive term. Um, the, the purpose of data Kozum was not to try to coin something or try to, you know, change a big data label. It was just to get people to take a step back and think, and to realize that we are in a massive paradigm shift. And, you know, with a shout out to George Gilder, acknowledging, you know, he recognized what the impact of, of making available compute, uh, meant he recognized with Telekom what bandwidth would mean. And if you look at the combination of we've got all this, this, uh, compute efficiency and bandwidth, now data them is, is basically taking those resources and unleashing it and changing the way we do things. >>And, um, I think, I think one of the ways to look at that is the new things that will be possible. And there's been a lot of focus on, you know, SQL interfaces on top of, of Hadoop, which are important. But I think some of the more interesting use cases are taking this machine J generated data that's being produced very, very rapidly and having automated operational analytics that can respond in a very fast time to change how you do business, either, how you're communicating with customers, um, how you're responding to two different, uh, uh, risk factors in the environment for fraud, et cetera, or, uh, just increasing and improving, um, uh, your response time to kind of cost events. We met earlier called >>Actionable insight. Then he said, assigning intent, you be able to respond. It's interesting that you talk about that George Gilder, cause we like to kind of riff and get into the concept abstract concepts, but he also was very big in supply side economics. And so if you look at the business value conversation, one of things we pointed out, uh, yesterday and this morning, so opening, um, review was, you know, the, the top conversations, insight and analytics, you know, as a killer app right now, the app market has not developed. And that's why we like companies like continuity and what you guys are doing under the hood is being worked on right at many levels, performance units of those three things, but analytics is a no brainer insight, but the other one's business value. So when you look at that kind of data, Kozum, I can see where you're going with that. >>Um, and that's kind of what people want, because it's not so much like I'm Republican because he's Republican George Gilder and he bought American spectator. Everyone knows that. So, so obviously he's a Republican, but politics aside, the business side of what big data is implementing is massive. Now that I guess that's a Republican concept. Um, but not really. I mean, businesses is, is, uh, all parties. So relative to data caused them. I mean, no one talks about e-business anymore. We talking to IBM at the IBM conference and they were saying, Hey, that was a great marketing campaign, but no one says, Hey, uh, you and eat business today. So we think that big data is going to have the same effect, which is, Hey, are you, do you have big data? No, it's just assumed. Yeah. So that's what you're basically trying to establish that it's not just about big. >>Yeah. Let me give you one small example, um, from a business value standpoint and, uh, Ted Dunning, you mentioned Ted earlier, chief application architect, um, and one of the coauthors of, of, uh, the book hoot, which deals with machine learning, uh, he dealt with one of our large financial services, uh, companies, and, uh, you know, one of the techniques on Hadoop is, is clustering, uh, you know, K nearest neighbors, uh, you know, different algorithms. And they looked at a particular process and they sped up that process by 30,000 times. So there's a blog post, uh, that's on our website. You can find out additional information on that. And I, >>There's one >>Point on this one point, but I think, you know, to your point about business value and you know, what does data Kozum really mean? That's an incredible speed up, uh, in terms of, of performance and it changes how companies can react in real time. It changes how they can do pattern recognition. And Google did a really interesting paper called the unreasonable effectiveness of data. And in there they say simple algorithms on big data, on massive amounts of data, beat a complex model every time. And so I think what we'll see is a movement away from data sampling and trying to do an 80 20 to looking at all your data and identifying where are the exceptions that we want to increase because there, you know, revenue exceptions or that we want to address because it's a cost or a fraud. >>Well, that's what I, I would give a shout out to, uh, to the guys that digital reasoning Tim asked he's plugged, uh, Ted. It was idolized him in terms of his work. Obviously his work is awesome, but two, he brought up this concept of understanding gap and he showed an interesting chart in his keynote, which was the date explosion, you know, it's up and, you know, straight up, right. It's massive amount of data, 64% unstructured by his calculation. Then he showed out a flat line called attention. So as data's been exploding over time, going up attention mean user attention is flat with some uptick maybe, but so users and humans, they can't expand their mind fast enough. So machine learning technologies have to bridge that gap. That's analytics, that's insight. >>Yeah. There's a big conversation now going on about more data, better models, people trying to squint through some of the comments that Google made and say, all right, does that mean we just throw out >>The models and data trumps algorithms, data >>Trumps algorithms, but the question I have is do you think, and your customer is talking about, okay, well now they have more data. Can I actually develop better algorithms that are simpler? And is it a virtuous cycle? >>Yeah, it's I, I think, I mean, uh, there are there's, there are a lot of debate here, a lot of information, but I think one of the, one of the interesting things is given that compute cycles, given the, you know, kind of that compute efficiency that we have and given the bandwidth, you can take a model and then iterate very quickly on it and kind of arrive at, at insight. And in the past, it was just that amount of data in that amount of time to process. Okay. That could take you 40 days to get to the point where you can do now in hours. Right. >>Right. So, I mean, the great example is fraud detection, right? So we used the sample six months later, Hey, your credit card might've been hacked. And now it's, you know, you got a phone call, you know, or you can't use your credit card or whatever it is. And so, uh, but there's still a lot of use cases where, you know, whether is an example where modeling and better modeling would be very helpful. Uh, excellent. So, um, so Dana custom, are you planning other marketing initiatives around that? Or is this sort of tongue in cheek fun? Throw it out there. A little red meat into the chum in the waters is, >>You know, what really motivated us was, um, you know, the cubes here talking, you know, for the whole day, what could we possibly do to help give them a topic of conversation? >>Okay. Data cosmos. Now of course, we found that on our proprietary HBase tools, Jack Norris, thanks for coming in. We appreciate your support. You guys have been great. We've been following you and continue to follow. You've been a great support of the cube. Want to thank you personally, while we're here. Uh, Matt BARR has been generous underwriter supportive of our great independent editorial. We want to recognize you guys, thanks for your support. And we continue to look forward to watching you guys grow and kick ass. So thanks for all your support. And we'll be right back with our next guest after this short break. >>Thank you. >>10 years ago, the video news business believed the internet was a fat. The science is settled. We all know the internet is here to stay bubbles and busts come and go. But the industry deserves a news team that goes the distance coming up on social angle are some interesting new metrics for measuring the worth of a customer on the web. What zinc every morning, we're on the air to bring you the most up-to-date information on the tech industry with scrutiny on releases of the day and news of industry-wide trends. We're here daily with breaking analysis, from the best minds in the business. Join me, Kristin Filetti daily at the news desk on Silicon angle TV, your reference point for tech innovation 18 months.