| /* ---------------------------------------------------------- */ | |
| /* */ | |
| /* A media query that captures: */ | |
| /* */ | |
| /* - Retina iOS devices */ | |
| /* - Retina Macs running Safari */ | |
| /* - High DPI Windows PCs running IE 8 and above */ | |
| /* - Low DPI Windows PCs running IE, zoomed in */ | |
| /* - Low DPI Windows PCs and Macs running Firefox, zoomed in */ | |
| /* - Android hdpi devices and above */ |
This is a tiny content strategy framework focused on goals, messages, and branding. This is not a checklist. Use what you need and scrap the rest. Rewrite it or add to it. These topics should help you get to the bottom of things with clients and other people you work with.
Give me feedback on Twitter (@nicoleslaw) or by email (nicole@nicolefenton.com).
I was at Amazon for about six and a half years, and now I've been at Google for that long. One thing that struck me immediately about the two companies -- an impression that has been reinforced almost daily -- is that Amazon does everything wrong, and Google does everything right. Sure, it's a sweeping generalization, but a surprisingly accurate one. It's pretty crazy. There are probably a hundred or even two hundred different ways you can compare the two companies, and Google is superior in all but three of them, if I recall correctly. I actually did a spreadsheet at one point but Legal wouldn't let me show it to anyone, even though recruiting loved it.
I mean, just to give you a very brief taste: Amazon's recruiting process is fundamentally flawed by having teams hire for themselves, so their hiring bar is incredibly inconsistent across teams, despite various efforts they've made to level it out. And their operations are a mess; they don't real
