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Anil Dharni On How We Need To Adjust To The Future Of Work



… There is much to be optimistic about in the future of work, the workforce is changing — and change is good. In my opinion, one of the most exciting things is the shift we are seeing in the bargaining power between employers and employees, especially in the lower wage part of the market. Those are the workers in the service oriented industries who have been fighting for better wages, working conditions and treatment from employers for decades. Matching employee expectations and closing the gap between employers and employees — the pandemic has forced long overdue conversations and changes on this front.

When it comes to designing the future of work, one size fits none. Discovering success isn’t about a hybrid model or offering remote work options. Individuals and organizations are looking for more freedom. The freedom to choose the work model that makes the most sense. The freedom to choose their own values. And the freedom to pursue what matters most. We reached out to successful leaders and thought leaders across all industries to glean their insights and predictions about how to create a future that works.

As a part of our interview series called “How Employers and Employees are Reworking Work Together,” we had the pleasure to interview Anil Dharni.

Anil Dharni is the CEO and co-founder of Sense. Sense empowers fast growing companies to simplify and personalize recruiting through AI-driven talent engagement. Sense has raised over 90M dollars led by SoftBank, Accel, and Google Ventures. Before founding Sense, Anil was co-founder and COO at Funzio, which was acquired by GREE in 2012 for 210M dollars, where Anil continued his work as COO. Prior to Funzio, Anil led Product and Design at the third largest Social Networking company, hi5. Anil has an MBA from MIT Sloan School of Engineering and a Bachelor’s degree in Aeronautical Engineering.

Thank you for making time to visit with us about the topic of our time. Our readers would like to get to know you a bit better. Can you please tell us about one or two life experiences that most shaped who you are today.

I grew up as an army kid so the only constant in my childhood was change. I believe this has served me well in my professional and personal life as I have learned to be extremely adaptable in any situation, I handle change very well.

What do you predict will be the same about work, the workforce and the workplace 10–15 years from now? What do you predict will be different?

The workplace and workforce are undergoing tremendous changes as a result of the pandemic and what I believe we will see (and continue to see) in the future are the following:

  • Robots are coming, it’s inevitable.
  • Wage growth will continue in sectors that have human-facing and service-based work where relationships and human touch are important.
  • Remote and hybrid workforces are here to stay in certain vectors/industries.
  • Remote work will continue to enable companies to tap into a more diverse pool of candidates. For example, people with handicaps have seen a bump given more ADA compliant opportunities.

What advice would you offer to employers who want to future-proof their organizations?

I truly believe that investing in the company to build a strong company culture is the backbone of any great organization. A few specific areas that I feel are the most important to foster in a company culture, and what we value at Sense, are investing in career growth, having flexibility and adaptability and investing in infrastructure to support working parents — they have been the hardest hit during the pandemic.

What do you predict will be the biggest gaps between what employers are willing to offer and what employees expect as we move forward? And what strategies would you offer about how to reconcile those gaps?

Currently, 50% of the workforce is made up of millennials and Gen Z, so employers need to lean into what this generation is demanding of it’s workplace. They are more focused on work that is meaningful and a large priority is on flexibility in the way they work (it’s not a 9–5). Some ways employers can address the shifting demands in the workplace are with transparency and equity: everything is online and public (salaries) and fairness and equity is key. Also, employers need to provide more real-time feedback: an annual review isn’t enough. Lastly, invest in upskilling and reskilling the workforce — companies need to audit their workforce skill sets and identify gaps and then re-skilling workers based on the skills they will need in the future.

We simultaneously joined a global experiment together last year called “Working From Home.” How will this experience influence the future of work?

This “Working From Home” experiment was prevalent in the knowledge work space, but we’re forgetting the essential care and front-line workers who have no choice but to show up at their workplace. According to Indeed, 25% of knowledge work job postings are flexible, only 2% of non-knowledge work job listings are flexible and in some ways this gap only exacerbates the inequity issue. We need to think more holistically and find an equitable way for the labor force as a whole, as the future of work is shifting.

We’ve all read the headlines about how the pandemic reshaped the workforce. What societal changes do you foresee as necessary to support a future of work that works for everyone?

We’re seeing that the pandemic hit less-educated workers, black women and older workers the hardest. We need to make our work policies more flexible and aligned so we can welcome back these segments who have less resources and support. Additionally, tackling the issue of family support in a meaningful way. We need to have universal policies on supporting working mothers, compensating for daycare and making it more feasible and less stressful for working families. What also ties in to supporting the family is investing in schools and education to ensure schools stay open and are reliable pillars of society.

What is your greatest source of optimism about the future of work?

There is much to be optimistic about in the future of work, the workforce is changing — and change is good. In my opinion, one of the most exciting things is the shift we are seeing in the bargaining power between employers and employees, especially in the lower wage part of the market. Those are the workers in the service oriented industries who have been fighting for better wages, working conditions and treatment from employers for decades. Matching employee expectations and closing the gap between employers and employees — the pandemic has forced long overdue conversations and changes on this front.

Our collective mental health and wellbeing are now considered collateral as we consider the future of work. What innovative strategies do you see employers offering to help improve and optimize their employee’s mental health and wellbeing?

According to an HBR survey 76% of employees have reported at least one symptom related to mental health. Employees are finding it hard to juggle between work and personal life especially in an environment where we are “always on” which has fueled the “Great Resignation” effect. Now, companies are forced to try to figure out how to best support employees when faced with a situation like their manager suddenly resigning. Additionally, more companies are evaluating and implementing wellness programs that support employee mental health.

It seems like there’s a new headline every day. ‘The Great Resignation’. ‘The Great Reconfiguration’. And now the ‘Great Reevaluation’. What are the most important messages leaders need to hear from these headlines? How do company cultures need to evolve?

As the workplace continues to evolve, it’s imperative that companies are evolving with the needs/wants of the workforce. There are several areas leadership should focus on to ensure their culture is aligned with the current demands, including: helping employees separate work from home, embodying an empathic leadership team that focuses on listening and transparency DEI practices (Diversity, Equity, Inclusion) and lastly, focus on retention and keeping existing employees fulfilled.

Let’s get more specific. What are your “Top 5 Trends To Track In the Future of Work?”

  1. Remote or hybrid work will remain for a certain percentage of all jobs — whether it is proactively enforced by an employer or happens more organically — like tapping into outsourced knowledge jobs in more affordable locations in the EU, Latin America and/or India.
  2. Wage increases especially in low-wage jobs and for people with only high school diplomas. There will be a deeper focus on culture, employee experience, voice of the employee, and overall employee well being.
  3. “Always-on” culture — as the lines between work and life get blurred with remote/hybrid work, companies have to dial back and proactively reduce the expectations that employees need to be on 24/7. Executives are now starting to announce that they are taking time off or going on vacations to signal to their employees that it’s ok to take time off.
  4. Extended workforce — more reliance on contingent labor/temp workers to supplement and augment the workforce.
  5. Accelerated adoption of automation and AI in places like grocery stores, warehouses, manufacturing plants, call centers, etc. Companies will also look to add automation and AI in functions like HR, Finance and Accounting.

What’s your favorite “Life Lesson Quote”? And how has this quote shaped your perspective?

“Life is not a zero sum game.” There’s a philosophy of thinking of a win-win solution, where a rising tide lifts all boats. In short, I believe that winning as a team matters, life is not an individual sport and it’s important to root for other people’s success.

Is there a person in the world, or in the US, with whom you would love to have a private breakfast or lunch, and why?

Jerry Seinfeld. He offers an interesting perspective on not taking life too seriously and finding joys in the smallest experiences.

Our readers often like to continue the conversation with our featured interviewees. How can they best connect with you and stay current on what you’re discovering?



Thank you for sharing your insights and predictions. We appreciate the gift of your time and wish you continued success and good health.

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Adjusting Your Creative Output With Dylan Sesco



Adjusting Your Creative Output With Dylan Sesco

Some people manifest their dreams, but very seldom does it pan out the way they wanted or imagined.

Dylan Sesco wanted to work on music. It started with wanting to lipsync Snoop Dogg for a school talent show, then writing his own lyrics in 6th grade.

“Oh it was bad. Really bad.”

Eventually with the accessibility of computers and programs, Dylan started making his own hip-hop beats. No longer did you need 10,000 dollars worth of studio equipment, you just needed a simple laptop. After that, a camera to start making music videos.

That led to working on projects with friends, which led to a crew of artists, which led to forming his own small label called Vertlife Entertainment with friend and fellow artist Flax.

Dylan Sesco was driven by production and crafting a brand, but still had the itch to make his own music as well. Jumping from executive producing to video production to rapper in the same session, he created an eclectic style of hip-hop based music with a stable of talent including Seaz, Ave, ItsRucka, Epacenter, Neto V and more.

Dylan Sesco

You may not know those names. Infact, you probably don’t. The label didn’t amount to much.

“It still hurts sometimes. We never made it big, but I cherish those times and the art we created.”

After struggling for years, Dylan Sesco would be in his rented studio alone until the sun came up working on music that mostly never saw the light of day. He released multiple solo projects featuring all his friends, hoping it would motivate them to work as hard as he was.

It just didn’t happen. Everyone had their own lives, and this was viewed as a hobby. But not to Dylan Sesco.

The frustration led to a creative pivot. Dylan was already well versed in video production. He was the in-house video producer as well as head of the label, producer and rapper. From various music video freelance work to small documentary work, this was another passion that he had almost ignored.

In 2016, he went all in and started a new Youtube channel: The Somethin’ Or Other Tour.

Dylan Sesco (and his brother Cole) started exploring history, going to football games, and visiting pop-up museums.

“I just wanted to do something positive and motivate people to see the world. We lost a lot of peers to violence, drugs and prison. I wanted people that otherwise wouldn’t get a chance to discover the cool things the world has to offer.”

The idea that started as a hip-hop travel show has blossomed into a small time show with big time aspirations. An adventure, travel, experience show that touches on any topic you can think of.

Dylan says it has been the most rewarding creative outlet of his life. He thought his dream was music, but letting go of the stubbornness let him find his true passion. Things don’t always go as planned.

The Somethin’ Or Other Tour, or, has been featured on the nightly news, ESPN, and even in a french high school textbook.

The viewership is not huge, it’s not a famous channel, but the content has depth that has touched people.

“I get so many kind words. Teachers that show my videos to their kids, people that haven’t been able to travel themselves, things like that. It feels good to be able to provide something, as little as it may be.”

“Letting go of my other dream was difficult, but necessary. It worked out. I am so much happier now.”

Dylan Sesco

Let this be a lesson that sometimes our dreams aren’t set in stone, and there may be a separate, or adjacent goal that will fulfill you just the same, or even more.

You can learn more about Dylan Sesco and The Somethin’ Or Other Tour on Youtube at

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Epic Copycat: MEMS Company Found Guilty of Infringement amidst Global Conference



Epic Copycat: MEMS Company Found Guilty of Infringement amidst Global Conference

The much-admired International Workshop on Acoustic Wave Devices for Future Communication recently took place after the pandemic. Needless to say, it went successfully and attracted many acclaimed industry experts and academic professionals. ‘Awareness about IP protection’ was one of the hot topics that were discussed at the conference.

However, things took an interesting turn when an announcement of a product originated from EPIC MEMES came under debate.

The proven copycat, EPIC MEMS, announced its self-reliance in research and development after the conference concluded. The company president proclaimed that the company has successfully developed the ‘FBAR technology.’ However, he forgot to mention the original developer Broadcom Inc., from whom they’d stolen the technology.

Dr. Rich Ruby, director of technology (FBAR & orthogonal markets) at Broadcom, made the case for his company. He shed light on how his company has acquired and developed the technology and presented solid evidence of the FBAR infringement.“I wish that I or Broadcom employees had thought of substituting Sc for Al atoms in the unit cell (and patented it),” explained Dr. Ruby. He then described how the process of patents works in the industry.  “You get protection from others simply copying (or stealing) your IP and avoiding any innovation or research cost,” he clarified his stance.

Dr. Rich Ruby is a renowned name in the industry and has won several accolades for his contributions. He is well-known for his participation in the packaging of FBAR filters and duplexers as well as his development efforts for acoustic properties and manufacturability. He rose to fame in 2001–2003 when he universalized the first FBAR duplexers HPMD7901 and the 7904 back in 2001–2003.

For his work on FBAR technology, he has received the CB Sawyer Award, the Bill Hewlett Award, and the Barney Oliver Prize. He’s also the recipient of the IAP Prize for “Industrial Applications of Physics.” Over the years, he has given numerous invited papers and has registered around 80 patents.

Dr. Ruby was an Agilent Fellow in 2002 and later took over the directorial role at Broadcom. He expounded how the copycat, EPIC MEMES stole the FBAR technology developed by American Semiconductor manufacturing company Broadcom and did the copyright infringement.

According to Dr. Rich Ruby, “Broadcom FBAR IP was stolen around 2008/9. This stolen IP now has found its way into many Handset manufacturers, and we are aware of this.” To support his claim, he exhibited a photo example of the copycat FBAR 41 filter and said, “[It] looks almost identical to our product and uses many of the inventions we developed and patented.”

(Photo: Dr. Rich Ruby’s Panel at the 2022 International Workshop on Acoustic Wave Devices for Future Communication)

The photo proved to industry experts that Broadcom has developed the technology. The comparison made by DR. Ruby clearly indicated that the copycat company, EPIC MEMES has infringed the FBAR technology. From the cap-opened EPIC MEMS EP7041 filter chip, anyone can conclude that EPIC MEMES is using the technology from Broadcom.

Multiple research labs have unveiled this IP infringement with solid evidence after the conference. Dr. Ruby cautioned that brands who are using filter chips with infringed IPs may have to face the consequences. According to him, their reputation will be stained and the consequences may lead to market withdrawals. Brands may have to withdraw devices like pad computers and smartphones from markets which have infringed Broadcom patent chips.

(Photo: Comparison between Broadcom FBAR and EPIC MEMS FBAR)

The notion of a lawsuit against such companies is an interesting development. It has been observed that Samsung has obtained the problematic filter chips and they’ve been delivered to the market.

But the most surprising thing is perhaps the announcement made by the copycat EPIC MEMES. In response to Dr. Ruby’s panel, the company has rejected the claim. The Epic MEMES statement “we took (the) initiative designed and developed the technology” appears to be carefree and unworried. It is as if the copycat is challenging, “catch me if you can.”

Disclaimer: Contents and opinions in this article are not Founder Courier’s. We only provide a voice to sources in our community.

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What is Positive Psychology?



For clinical psychologists, education and training have been centered on treating mental disorders to help people achieve symptom relief and return to “normal functioning. This is valuable and necessary work. It starts to feel overly focused on negative aspects of a client’s life. Would it be great to flourish rather than feel normal? What’s normal anyway?

A new field, referred to as positive psychology, was developed in response to the need for a broader focus. So, what is it exactly?

Positive psychology is a subfield of psychology that studies and promotes the positive aspects of human life, such as the strengths and virtues that enable individuals and communities to thrive. More specifically, it focuses on what makes life meaningful and worth living, particularly on topics like happiness, well-being, life satisfaction, gratitude, optimism, character strengths, flourishing, and human potential.

The field of positive psychology was founded in 1998 by American psychologist Martin Seligman (now known as the “father of positive psychology”) during his term as president of the American Psychological Association. At the time, Seligman was frustrated with psychology’s primary emphasis on understanding and treating the negative aspects of the human experience, such as mental illness, suffering, dysfunctional behavior, trauma, and pain. For this reason, he decided to make positive psychology the theme of his presidential term.

Other psychologists have emerged as leaders of the movement with their unique contributions, including Mihaly Csikszentmihalyi, Christopher Peterson, and Barbara Fredrickson. From these co-initiators, we now have compelling research on concepts such as flow, character strengths, the broaden-and-build theory of positive emotions, and many more. We are thrilled to be able to share them with you so that you can thrive, too.

Advantages of Positive Psychology 

Many studies encourage the workings of psychology. These include but aren’t restricted to: 

  • The ability of a cheerful disposition to cultivate the expertise of a happier mood. This isn’t only to say that putting on a happy face will lead to feelings of enjoyment. Instead, they will start to exploit a deeper relationship together. 
  • Easy and tiny actions can have the most significant effect on mood. By way of instance, if somebody generates a custom of keeping track of all the things they’re thankful for, they can subsequently experience more minutes of happiness and pleasure since they’re “priming” their heads to be receptive to these encounters. 
  • We’re resilient. Positive psychology contributes to the story as individuals are invited to concentrate on their strengths. Limited time is spent ruminating on our shortcomings or failures. By coming to us in this manner, we realize that we’re far more powerful than we give our credit for. This self-love creates a cycle of positive thinking in which people become better equipped to deal with compassion, kindness, and understanding. 

Positive psychology is popular and attempts to bring out the best within a person or group. For example, someone could pursue an extraordinary life, participate in life, have a purposeful life, or attain life using positive psychology. Positive psychology impacts supporting mental illness, being joyful, attracting well-being, and decreasing anxiety, depression, and anxiety during positive ideas. Positive psychology is the study of this “great Life”, or even the positive facets of the human experience which make life worth living. As an artwork, it targets both individual and social well-being.

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